Personality and Behavioral Dynamics Testing

We use advanced psychological assessments to uncover the human operating system of your teams—how personality, motivation, and behavior shape collaboration, communication, and performance. Our licensed psychologists translate deep psychological data into actionable insights for leadership development, conflict resolution, and cultural alignment. The goal: build high-performing teams that understand themselves and each other as clearly as they understand their mission.

Personality and Behavioral Dynamics Testing

Assessments Done

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Positive Satisfaction

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Used Post-Testing Services

Why a Personality and Behavioral Dynamic Assessment is Valuable

  • Understanding the personality and behavioral dynamics of your teams isn’t just an HR exercise—it’s a strategic advantage.
  • Reveals hidden drivers of success and conflict: Personality and behavior testing make visible the underlying traits that shape how individuals think, communicate, and make decisions. It highlights where energy aligns—and where friction quietly drains performance.
  • Transforms team communication: Once members understand their own and others’ styles, they can adapt their communication, feedback, and problem-solving approaches—reducing misunderstandings and emotional reactivity.
  • Improves leadership precision: Leaders gain a psychological blueprint of their team—knowing who thrives on autonomy, who needs structure, and who bridges conflict—allowing them to manage by design, not by trial and error.
  • Builds psychological safety: When people feel understood and valued for their differences, trust and candor increase. This is the foundation of innovation, accountability, and resilience.
  • Predicts high performance: Research consistently shows that balanced team compositions—with complementary traits and diverse cognitive styles—outperform homogeneous groups in creativity, strategy, and adaptability.
  • Strengthens recruitment and succession planning: By identifying the behavioral patterns of top performers, organizations can refine hiring, onboarding, and leadership development pipelines.
  • Increases retention and engagement: People stay where they feel psychologically seen, respected, and supported. Team-level personality insights help shape cultures where individuals can thrive long-term.
  • De-risks major organizational change: Whether merging departments or restructuring leadership, understanding behavioral dynamics helps prevent power struggles, burnout, and morale collapse during transitions.

What we typically assess (and how)

Our psychologists tailor each engagement to your goals—whether it’s leadership development, team formation, culture integration, or performance recovery. We use a blend of personality, motivation, and behavioral measures to create a 360° team profile.

Core Personality Frameworks:

  • NEO-PI-3 / NEO-PI-R: Big Five traits and interpersonal style predictors.
  • Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), Motives–Values–Preferences Inventory (MVPI): the gold standard for leadership potential, derailers, and motivational fit.
  • 16PF or California Psychological Inventory (CPI): deep behavioral predictors for decision-making, adaptability, and teamwork.
  • SPECTRA™ or PAI: broader psychological and emotional stability indices, especially in high-stakes or leadership contexts.

Behavioral & Interpersonal Style:

  • FIRO-B / FIRO Business: measures interpersonal needs (Inclusion, Control, Affection) for relationship compatibility.
  • DiSC / Insights Discovery: practical frameworks for communication, conflict, and collaboration.
  • Thomas-Kilmann Conflict Mode Instrument (TKI): reveals default conflict and negotiation approaches.
  • Team Emotional Intelligence (TEI) Survey: assesses empathy, trust, and emotional expression norms.
  • Belbin Team Roles / Team Management Profile: clarifies how each member contributes to group goals.

Leadership & Motivation:

  • EQ-i 2.0 / MSCEIT: emotional intelligence and empathy in leadership.
  • Workplace Motivators or Barrett Values Assessment: identifies shared motivators and values alignment.
  • 360° Feedback (custom or standardized): captures how personality traits show up in observable behaviors.

Optional Advanced Modules:

  • Cognitive & Executive Measures: attention, decision fatigue, and cognitive flexibility indices for senior or innovation teams.
  • Cultural Adaptability Indices: useful for global or cross-functional teams.
  • Behavioral Observations & Simulations: roleplay or scenario-based assessment to watch team interaction in real time.

    How the results improve your bottom line

    • Productivity & efficiency: Teams aligned on communication and role clarity work faster with fewer errors and less rework.
    • Retention & engagement: Psychological understanding increases empathy and belonging, which directly correlate with retention.
    • Recruitment precision: Use team profiles to hire for complementarity rather than similarity, improving innovation capacity.
    • Leadership agility: Leaders who know the behavioral composition of their teams can flex their management style, improving morale and accountability.
    • Strategic alignment: Values and motivation data reveal whether teams truly support the organization’s stated mission—or just its processes.
    • Innovation & resilience: Diverse personality clusters encourage debate, adaptability, and creative tension that drive breakthrough ideas.

    Steps in Our Engagement

    Scoping (Week 0–2):

    Define goals (team alignment, leadership fit, culture integration) and determine which instruments best match content.

    Assessment (Weeks 3–5):

    Administer tests, collect 360° feedback, and conduct team interviews.

    Analysis (Weeks 6–8):

    Synthesize data into team personality maps, behavioral insights, and leadership dynamics reports.

    Debrief and Activation (Week 9–12)

    Deliver findings through interactive workshops and leadership coaching.

    Follow-Up (Quarterly):

    Track progress, retest specific measures if desired, and support ongoing coaching or talent decisions.

    Ready to understand your team beneath the surface?

    Our Personality & Behavioral Dynamics Testing goes beyond labels—revealing the deep psychological forces that shape how your teams think, decide, and connect. With expert interpretation and actionable recommendations, we help organizations turn insight into measurable cultural and performance gains.

    Get a Free Consultation

    Case 1: Small Business (50 employees)

    Case 1: Tech Startup (≈250 employees) — Chronic Overload & Silent Attrition

    Challenge: Rapid growth led to 70-hour workweeks and disengaged engineers, though HR surveys showed “high satisfaction.”
    Assessment Mix: MBI, PSS, AWS, psychological safety index, interviews with 20 engineers.
    Findings:

    • Emotional exhaustion averaged 4.7/6—masked by high “pride scores.”
    • Major mismatch in reward and control dimensions.
    • Leadership underestimated emotional fatigue due to “grit culture.”
      Interventions:
    • Instituted rotating “recharge Fridays” and peer recognition system.
    • Clarified project ownership, reducing rework.
    • Trained managers in compassionate check-ins.
      Outcomes (6 months):
    • Burnout scores dropped 29%; turnover down 24%.
    • Innovation sprint participation +35%.
    • Recruitment referrals doubled after publishing mental-health commitments
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      Integrity testing
      Ethics Assessments

      Case 2: Mid-Sized Technology Company (500 employees)

      Case 2: Healthcare Network (≈5,000 employees) — Nurse Burnout Crisis

      Case 2: Biotech R&D Team (≈200 employees) — Innovation Fatigue & Clashing Styles

      Challenge: Rapid scientific advances created tension between “visionaries” and “data purists,” leading to project delays.
      Assessment Mix: NEO-PI-3, TKI, Belbin Roles, Team EI Survey, and 360° feedback.
      Findings:

      • Personality clusters: high Openness and low Agreeableness in senior scientists → creative but argumentative.
      • Team EI scores low in “constructive expression” and “active listening.”
      • Conflict modes skewed to “Competing” and “Avoiding,” with few “Collaborating.”
        Interventions:
      • Introduced structured debate protocols and “challenge sessions” to channel healthy dissent.
      • Trained leaders in emotional regulation and inclusive facilitation.
      • Formed cross-style subteams (analytical + visionary pairings).
        Outcomes (9 months):
      • R&D throughput +18%; cycle time for project consensus down 28%.
      • 360° ratings of “team climate” improved by 34%.
      • Patent submissions doubled in the following year.
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        Case 3: Large Multinational (20,000 employees)

        Case 3: Financial Services Leadership Team (≈20 executives) — Power Dynamics & Trust Deficit

        Challenge: Senior leaders avoided candid dialogue, resulting in slow decisions and passive conflict.
        Assessment Mix: Hogan Suite, EQ-i 2.0, FIRO-B, and SPECTRA Personality & Adjustment profile.
        Findings:

        • Several leaders high in Cautious and Diligent (risk-averse, perfectionistic); low Expressive and Warmth traits.
        • Low interpersonal needs (FIRO-B Affection, Inclusion) correlated with siloed relationships.
        • Emotional intelligence profiles showed deficits in Empathy and Stress Tolerance.
          Interventions:
        • Executive offsite using integrated personality maps to normalize differences.
        • One-on-one debriefs and pair coaching to repair trust.
        • Established “decision huddles” for faster alignment and accountability.
          Outcomes (6 months):
        • Decision cycle time −25%.
        • Leadership trust scores +32%.
        • Voluntary turnover in director ranks dropped 20%.
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        Honesty Testing

        Deliverables

        • What you get: comprehensive, actionable insight

          Our deliverables go far beyond personality charts—they provide an integrated, visually clear, and psychologically sophisticated map of your team’s operating system.

          1. Team Personality & Dynamics Report

          A multi-layered report synthesizing all assessment data into:

          • Team Personality Map: A visual overview of collective traits (e.g., Big Five, Hogan) that shape group energy, focus, and stress patterns.
          • Complementarity & Gap Analysis: Identifies where the team’s strengths cluster and where missing traits (e.g., risk-taking, detail orientation) may limit performance.
          • Behavioral Dynamics Summary: Explains how members interact under pressure, how decisions are made, and how conflict emerges or is avoided.
          1. Leadership Blueprint

          A confidential summary for leaders including:

          • Individual Profiles: Clear interpretations of each member’s personality, motivation, and communication style.
          • Influence & Role Mapping: Who sets the tone? Who bridges silos? Who withdraws under stress?
          • Action Plan for Managers: Targeted strategies for motivation, delegation, conflict resolution, and recognition—based on each member’s psychology.
          1. Interpersonal and Communication Analysis
          • Team Compatibility Matrix: Cross-comparison of interpersonal fit (FIRO-B, EQ-i, TKI) to identify strong partnerships and potential friction zones.
          • Communication Pattern Map: How information flows—and where breakdowns or bottlenecks occur.
          • Feedback & Conflict Profiles: Data-driven insights into how to structure discussions and decisions for smoother collaboration.
          1. Values, Motivation & Engagement Insight
          • Motivational Alignment Index: Links team values (MVPI, Barrett Values) to organizational mission and incentives.
          • Cultural Fit Indicators: Shows where personal values align—or clash—with the stated company culture.
          • Intrinsic vs. Extrinsic Motivation Balance: Identifies whether team members are driven more by mastery, purpose, recognition, or results—and how to optimize incentives accordingly.
          1. Executive Summary & Action Toolkit
          • Team Development Roadmap: 90-day and 180-day strategic recommendations to strengthen communication, collaboration, and innovation.
          • Workshop Materials & Coaching Guides: Ready-to-use exercises and talking points for leaders and HR partners.
          • KPI Tracking Dashboard: Metrics linking psychological data to business outcomes (engagement, turnover, productivity, safety, or innovation indices).
          1. Optional Deep-Dive Add-Ons
          • Conflict Resolution Workshops: Using TKI and personality data to build real-time collaboration skills.
          • Leadership Coaching Sessions: One-on-one sessions for team leads to reinforce insight integration.
          • Re-assessment & Progress Review: Repeat testing at 6–12 months to track cultural and behavioral shifts.
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