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The authors adapted the Big Five personality test to help teams understand personality preferences and improve collaboration. They tested this approach with over 600 teams at IMD leadership programs and with 100 senior executive teams across Europe, Asia, and the US.
Medita Holdings’ executive team struggled with indecision and unfocused discussions despite seeming engaged. Their shared trait of strong intellectual curiosity led to unproductive debates and difficulty in prioritizing. The approach uses personality assessments as a diagnostic tool to foster open dialogue about team dynamics, encouraging members to understand and value their differences.
By plotting personality scores like constellations, teams visualize their collective traits—”team DNA”—that reveal both risks and benefits. Three key patterns can trap teams: like-mindedness causing blind spots, polarized traits that generate tension, and outliers whose unique profiles may be ignored or control group dynamics. Addressing these insights led to improvements such as assigning a “focus keeper” to keep discussions on track and restructuring teams to incorporate diverse perspectives.
Facilitated workshops on personality foster safe, productive conversations that promote self-awareness and mutual respect. Teams can preempt dysfunction or accelerate cohesion by sharing and discussing their profiles. The Big Five’s open-access International Personality Item Pool makes this practical even without certified facilitators. Ultimately, understanding personality differences depersonalizes conflicts and enhances appreciation of each member’s strengths, enabling better teamwork and decision-making.
