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Personality & Psychological Profiling Instruments
for self-insight, personal development, and enhancement of change-related training programs

James Neill
Last updated:
29 Oct 2004

These instruments are commonly used and recommended as comprehensive personality and team profiling tools.  These tools are often used by organisational consultants and workplace trainers to help facilitate understanding of:

  • personal strengths and weaknesses
  • other team members' strengths and weaknesses
  • a team's overall strengths and weaknesses
  • an organization's overall strengths and weaknesses

More in-depth information about personality theory and research...

Tool or Instrument


Adversity Quotient
(Paul Stolz, 2000)


Similar to resilience and hardiness, the Adversity Quotient has been proposed as an indicator of capacity to withstand and thrive on challenging circumstances specifically related to business and the workplace.

40 Developmental Assets
(Search Institute)


The Developmental Asset framework identifies 20 external and 20 internal assets.  Each asset helps promote healthy development of young people.  External assets are essentially positive experiences provided by the world, including support networks, empowerment, appropriate boundaries and expectations, and positive and constructive use of time.  Internal assets are characteristics and behaviors that reflect positive internal qualities, including values and identities, social competencies, and orientation to learning. Internal assets allow young people to make thoughtful choices and be better prepared for situations that challenge inner strength.

(Google search)


Personality tool based on 9 personality types.  Developed with a more deeply historical and spiritual orientation than most other similar questionnaires by some leading humanistic psychologists, including Gurdjieff, Ichazo, and Naranjo.  The types relate to the major roles that people seem to adopt and play in society.  There is no definitive Enneagram questionnaire - various free and commercial versions are available.

DiSC Management Strategies


Commonly used tool and associated training program for providing feedback and improving on people's self-management and team management in workplace settings.

Herrmann Brain Dominance Instrument
(Herrmann, 1970's)


The HBDI 120-item self-report diagnostic tool which provides thinking styles profiling based on left-right hemisphere preferences and cognitive vs. limbic thinking preferences.  Can also be used for team profiling and analysis.

Human Synergistics
(Human Synergistics International, 1970's)


A thinking style / personality profiling and feedback system, plus training program, which can be completed on an individual, team and organization level to assess strengths and areas for improvement/change in individual effectiveness.

Keirsey Temperament Sorter


Similar to the MBTI, identifies 16 personality sub-types, based on dichotomous ratings on 4 main personality factors which are derived from the psychological work of Carl Jung.

Myers-Briggs Type Indicator


The MBTI is the most widely used personality assessment questionnaire, particularly in workplace training.  The MBTI identifies people as being one of 16 overall types, based on dichotomous ratings on 4 main personality factors.

Team Management Systems
(Margerison & McCann, 1980's)


Profiles the kinds of kind of roles people prefer to play in groups and teams.  Provides individual and team-levels of analysis.  Used to help improve quality of team performance.

360-Degree Feedback


System for gathering feedback from others about personality and work styles which makes particular use of combining observer ratings and comparing with self-ratings.