Leslie Rohonczy, IMC™, PCC, Executive Coach, Leadership Expert, Speaker, Author
As an Executive Coach, I often use psychometric testing to enhance leadership development as part of my 1:1 coaching programs for leaders. Some clients bring past assessment results, while others take advantage of the two that I offer. Last week, one of my clients asked me: “What’s your take on the best psychometric test for leadership?” After years of coaching, and seeing firsthand which assessments create real impact, I have an answer that might surprise you.
Psychometric testing is a billion-dollar industry, promising insights into personality, communication styles, decision-making preferences, and leadership potential. Rather than ‘putting you in a box’, they reveal the box you’re already sitting in, looking at the world. All of these tests offer you more information about the lens you look through to make sense of yourself, and your relationship to others and the world around you. And while each test approaches this from a different angle, they all offer the potential to provide powerful insights, and personalized recommendations for development. But with so many options out there, it can be hard to choose the one best suited to developing your leadership, career, or team cohesion.
Curious to know which one I think is the best? First, let’s look at ten of the most widely used psychometric assessments.
THE TOP 10 CONTENDERS
1. Insights Discovery
Identifies: Leadership style, self-awareness, and communication preferences.
How it’s used: Based on Jungian psychology, Insights Discovery categorizes individuals into four colour energies: Fiery Red, Sunshine Yellow, Earth Green, and Cool Blue – offering a simple, yet powerful, framework for understanding behavior. Leaders and teams use it to adapt their communication styles, enhance collaboration, and build stronger workplace relationships. The model’s accessibility makes it a favorite for leadership coaching and team dynamics.
Benefit: Easy to grasp and apply for immediate team impact.
Limitation: The four colour model can feel simplistic compared to deeper personality models (however I think its simplicity is also a key strength).
2. MBTI (Myers-Briggs Type Indicator)
Identifies: Personality preferences, decision-making styles, and work dynamics.
How it’s used: MBTI categorizes individuals into 16 personality types based on four dichotomies (Introvert/Extrovert, Sensing/Intuition, Thinking/Feeling, Judging/Perceiving). Organizations and leaders use it to understand cognitive diversity, improve team interactions, and tailor leadership approaches. Its value comes from exploring how preferences shape leadership tendencies and identifying areas for growth.
Benefit: Provides insight into how people perceive the world and make decisions.
Limitation: Often misused as a rigid label rather than a developmental tool.
3. DISC Personality Assessment
Identifies: Behavioral tendencies in communication and conflict resolution.
How it’s used: DISC categorizes behavior into four types – Dominance, Influence, Steadiness, and Conscientiousness. Leaders leverage it to understand their natural communication style and adjust for different workplace dynamics. It’s particularly useful in high-pressure leadership roles, sales, and conflict resolution.
Benefit: Straightforward and practical for improving workplace communication.
Limitation: Lacks depth in assessing motivation and underlying personality traits.
4. SuccessFinder
Identifies: Leadership strengths, career fit, and team performance insights.
How it’s used: SuccessFinder provides highly detailed behavioral data to help leaders align their strengths with career aspirations and leadership effectiveness. It’s widely used in executive development, helping leaders optimize decision-making, productivity, and long-term career strategies.
Benefit: Data-driven with strong predictive accuracy for leadership success.
Limitation: Less commonly known, requiring coaching guidance to help clients interpret results effectively.
5. Enneagram
Identifies: Core motivations, fears, and emotional intelligence.
How it’s used: The Enneagram maps individuals into nine personality types, each with distinct worldviews and coping mechanisms. Leaders use it for deep self-reflection, personal growth, and emotional intelligence development. It’s particularly effective for those looking to strengthen empathy and resilience.
Benefit: Encourages profound self-awareness and emotional growth.
Limitation: Requires significant reflection and coaching support to apply effectively.
6. Hogan Personality Inventory
Identifies: Leadership potential, derailers, and risk factors.
How it’s used: The Hogan suite assesses personality traits related to leadership success and risk factors under stress. Organizations use it for executive coaching, talent selection, and succession planning. It’s one of the most research-backed tools for identifying both strengths and possible career-limiting behaviors.
Benefit: Helps leaders recognize and mitigate potential blind spots.
Limitation: Can feel confrontational to participants if not framed as a developmental tool.
7. EQ-i 2.0 (Emotional Intelligence)
Identifies: Self-regulation, interpersonal effectiveness, and leadership resilience.
How it’s used: Emotional intelligence is a critical leadership asset. The EQ-i 2.0 measures self-awareness, self-regulation, motivation, empathy, and social skills. Leaders use it to enhance workplace relationships, manage stress, and develop high-performance teams.
Benefit: Strong correlation between EQ and leadership effectiveness.
Limitation: Requires ongoing practice to translate insights into real behavior change.
8. Gallup CliftonStrengths (formerly StrengthsFinder)
Identifies: Core strengths and leadership potential.
How it’s used: CliftonStrengths identifies an individual’s top talents from a list of 34 strengths. Leaders use it to maximize their potential, align with career paths, and build high-performing teams by focusing on strengths rather than weaknesses.
Benefit: Encourages a strengths-based leadership approach.
Limitation: Doesn’t address potential blind spots or growth areas.
9. Thomas-Kilmann Conflict Mode Instrument (TKI)
Identifies: Conflict-handling styles and negotiation strategies.
How it’s used: The TKI assesses five conflict-handling styles: Competing, Collaborating, Compromising, Avoiding, and Accommodating. Leaders and teams use it to navigate conflict more effectively, improving decision-making and negotiation tactics.
Benefit: Helps teams constructively manage conflict.
Limitation: Focuses on conflict behavior rather than deeper leadership traits.
10. FIRO-B (Fundamental Interpersonal Relations Orientation-Behavior)
Identifies: Interpersonal needs, leadership compatibility, and team dynamics.
How it’s used: FIRO-B assesses interpersonal needs in three key areas: Inclusion, Control, and Affection. Leaders use it to improve workplace relationships, enhance leadership compatibility, and align their management approach with team expectations.
Benefit: Strengthens understanding of team dynamics and leadership interactions.
Limitation: Less well-known, requiring interpretation for effective use.
SO, WHICH ONE IS THE BEST?
Here’s my take: The best psychometric test is the one you commit to using.
There are abundant and valuable insights and a-has to be had from any well-designed, personalized psychometric test, no matter which instrument is used. But the real value is not inherently in the results themselves. It comes from the reflection, discussion, and application of those results. Pay attention to any resistance you feel when reading your report. Is it truly inaccurate, or does it reveal a blind spot or limiting belief? Often, discomfort or resistance to certain insights arises from something we don’t like about ourselves, a blind spot we’re unaware of, area of growth we haven’t yet explored, or a perceived weakness that we want to protect from being seen by others. But the areas that challenge us most often hold the greatest growth potential – if we’re willing to reflect, practice, and experiment.
Many of my clients are surprised by the accuracy of their assessments. Even the skeptics have joked that it feels like someone must’ve been watching them for weeks. But no matter how precise the results seem, they’re just the starting point. A test won’t transform you – but what you do with it will.
CHOOSE THE RIGHT TOOL FOR YOUR GROWTH
Different tools will resonate with different people and serve different purposes. A skilled coach can help you assess your development needs and recommend the appropriate instrument that will have the greatest impact on your development investment.
If you’re ready to go beyond the assessment and start applying new insights and awareness, let’s talk. I help leaders and teams translate their results into real-world impact.
Which psychometric tool has been most useful for you? Drop a comment below – I’d love to hear your experiences!