Three free tests on this site have a real team view: a Big Five team test and a DISC team assessment, each with a live shared map, and a team roles test with a role map. None needs an account or a per-person fee. Compared below, alongside CliftonStrengths, Hogan, Predictive Index, Insights Discovery and the other paid instruments.
| Test | What it measures | Minutes | Evidence for teams | Best for | Team view |
|---|---|---|---|---|---|
| Big Five team test 60 statements | Five continuous traits: openness, conscientiousness, extraversion, agreeableness and emotional stability. | 8 | Strongest. The published research on team composition is written in these five traits. | A comparable picture of how people differ, and a debrief you can revisit. | Live shared map. One invite link, no account, each person chooses what to share. |
| DISC team assessment 40 statements | Four working styles (Dominance, Influence, Steadiness, Conscientiousness) from pace and task-versus-people focus. | 6 | Limited. Widely used and easy to remember; little peer-reviewed evidence links style mix to team results. | A shared vocabulary for communication, fast, that people still use a year later. | Live shared map. One invite link, no account, plus six activities keyed to the map. |
| Team roles test 36 statements | Nine team roles in three families: who supplies ideas, who connects people, who drives and finishes. | 5 | Thin. The role idea has qualified research support; this quiz is new and has no validation study. | The who-does-what conversation on a project team, and spotting a role nobody holds. | Role map built in the organiser’s browser from teammates’ result links. No account, nothing stored. |
"Evidence for teams" grades published research on using that kind of instrument to describe a team, not its popularity. Our other free tests have no team view, so they are not counted: each person can take the 16 Types personality test, communication style quiz, conflict style test, leadership style test, motivation test or strengths test and share a result link, but nothing combines them.
The three tests
01 · 60 statements · about 8 minutes
Each person rates 60 short statements and gets a private report scored as percentiles. The first finisher gets an invite link; profiles people choose to share appear on one live map with the team’s spread on every trait and who sits at each end, and the page carries a 45-minute agenda. Together means a shared page anyone with the link can open.
Know before you run it. The evidence is for the five-trait model, not for any prediction about your team. Read it as a description people can argue with.
Run the Big Five with your team02 · 40 statements · about 6 minutes
Forty statements place each person on a four-style map, and the team map fills in as people finish. It is the quickest of the three to explain in a room, which is why facilitators like it. Together means the same kind of shared page as the Big Five map, in four-style language.
Know before you run it. Four boxes flatten people who sit near the middle. Treat a style as a starting word, never as evidence about someone.
Run DISC with your team03 · 36 statements · about 5 minutes
Each person sees their two strongest roles and all nine scores, then copies a result link into the team chat. The organiser pastes the links and gets a role map: who holds each role, which are open, and who is nearest to an open one. Together means one person assembles the map and shares it as a link.
Know before you run it. Roles are preferences, not skills. It is our own instrument, not the Belbin assessment, and it should never touch a hiring decision.
Run the team roles testWant each person’s motivation, leadership style and resilience read as well? Those are separate reports from the same 60 Big Five answers, not extra questionnaires. They run on SMP Assess, our paid product, which is free to start with a small team.
The names you already know
Described, not ranked, in alphabetical order. Each is bought from its publisher or an accredited practitioner, so budget for a facilitator as well as the reports.
| Instrument | What it is, and where it fits a team |
|---|---|
| CliftonStrengths Gallup | Ranks 34 talent themes from 177 timed paired statements, and groups them into four domains a team can lay side by side. Built for coaching and development; Gallup says it is not designed for selection. Popular where morale and recognition are the aim, because nobody receives an unflattering result. Themes do not map onto the five traits the team research uses, so findings from that research do not transfer. |
| Everything DiSC Wiley | The best-known commercial version of the four-style model, with an adaptive questionnaire, a circular style map and group reports, sold through authorised partners. Wiley positions it for communication and team development and advises against using it to screen candidates. |
| Hogan assessments HPI, HDS and MVPI | Three inventories covering everyday personality, the derailers that show under pressure, and values. Delivered and interpreted by Hogan-certified practitioners, with a team report that aggregates the group. The validation base is deep, particularly for leadership teams. The cost is time and a practitioner, which suits an executive offsite more than a Friday afternoon. |
| Insights Discovery Insights | Four colour energies (Fiery Red, Sunshine Yellow, Earth Green, Cool Blue) drawn from Jungian theory, delivered in facilitated workshops by accredited practitioners. Memorable and visual, which is its strength in a room. Independent peer-reviewed research is sparse, as it is for most colour models. |
| The official 16-type instrument The Myers-Briggs Company | The official Myers-Briggs Type Indicator assessment is a 93-item questionnaire delivered by certified practitioners or through the publisher’s own site, with team reports available. It is not the free 16 Types test on this site, which is an independent instrument. The publisher states the assessment is not for selection, and a meaningful share of people receive a different type on retest, so a team chart built on four letters moves more than one built on trait scores. |
| Predictive Index PI Behavioral Assessment | A free-choice adjective checklist that takes about six minutes and scores four drives: dominance, extraversion, patience and formality. Sold on a subscription with team-level tools on top. Short and well liked by managers; four factors read as a coarser map than five traits with facets. |
The VIA Survey of 24 character strengths is free, peer-reviewed and a good fit for an appreciative session. HIGH5 gives each person a free top-five strengths list and sells the team report. The Enneagram sorts people into nine types and has a devoted following; there are many versions of varying quality, and independent evidence for it is thinner than for trait models. None of the three has a free shared team view, so plan how you will bring results together.
The session
Step 1 · Two days before
One message: the purpose, that it is voluntary, what will be shared and with whom. Take it yourself first and say so.
Step 2 · 5 to 8 minutes each
On their own device, before the session. Each person reads their own result alone first.
Step 3 · 45 minutes together
The conversation is the active ingredient. End with one practice, an owner and a review date.
| From | Step | Say this |
|---|---|---|
| 0:00 | Set the frame | This describes how we like to work, not how good we are. Nothing here touches reviews. |
| 0:05 | Own results first | One line yours got right, and one it got a bit wrong. |
| 0:15 | The team view, together | Which part fits your experience, and what would you change? |
| 0:25 | One real example | What happened recently, and what else might explain it? |
| 0:35 | Agree one practice | Which single change would make this easier next month? |
Close with one sentence each. The full version, with facilitator notes and a printable sheet, is the 45-minute team debrief agenda.
After the results
Differences are normal. In 54 team maps made on this site (15 September 2026), 46 had two people at least 50 points apart on one trait, and the typical widest gap was 80 points out of 100. Pick the one exercise that answers a friction the team has actually had.
Same voices first
Send the question a day ahead, open with four minutes of silent writing, then go round once, ninety seconds each, before any free discussion. The first word is written, not spoken.
Change met with silence
Tell the team the change failed a year from now and ask each person to write why, alone, for eight minutes. Cluster the causes, vote on three, and give each an owner and a tripwire.
Arguments turn personal
Separate arguing about the work from arguing about each other, then write five house rules for the first kind and sign them. Review in thirty days.
Slips at one handoff
Map the recurring handoffs, write a five-line "done means" checklist for the three commonest, and give every deliverable exactly one owner.
If your team speaks four styles, the six DISC team activities do the same job in that vocabulary. To keep what you agree, write it into a one-page team charter.
Common questions
It depends on what the session has to produce. For a picture you can compare across people and return to, use a Big Five test, because that is the model the team research is written in. For a shared vocabulary by the end of the afternoon, DISC is quicker to teach. For a project team arguing about who does what, a team roles test goes straight to the point. Many teams measure with the Big Five and talk in whichever labels they enjoy.
Yes. The three on this page are free for the whole team, with no account and no per-person fee: the Big Five team test and the DISC team assessment each build a live shared map from one invite link, and the team roles test builds a role map from result links. Most other free tests online are free for one person and charge for the team view.
The quickest to enjoy are the team roles test (five minutes, and people like seeing who the Spark or the Finisher is) and DISC (six minutes, four styles everyone remembers). The 16 Types test is the one most people already know; it has no team view here, so each person shares their four-letter result. Fun is a fair goal for an icebreaker. For anything you plan to act on, use the Big Five.
The team roles test has a printable PDF with all 36 statements, a hand-scoring grid and a blank team role map, which suits a workshop without laptops. The Big Five and DISC tests are scored online because percentile scoring needs reference data, but their reports, team maps and the debrief agenda all print.
The test on its own does very little. Meta-analyses find that team building improves trust and coordination more reliably than performance, and that the strongest single intervention is a short structured debrief, which outperformed no debrief by about 25% across 46 samples. So run the conversation, agree one change, and review it. A result nobody discusses is entertainment.
You can, and it usually backfires. A required test produces careless answers and quiet resentment. Make it voluntary, take it yourself first, show people what the output looks like before they agree, and never use a team building result in a review, a promotion or a hiring decision. Six honest results beat eight resentful ones.
No. The 16 Types Personality Test on this site is an independent instrument and is not the official Myers-Briggs Type Indicator assessment, which is published by The Myers-Briggs Company and delivered through certified practitioners or the publisher’s own site.
Keep reading
About this page
Michael Hodge, founder of SeeMyPersonality (BSc Psychology, University of Wollongong), built the three tests on this page and wrote this comparison. More about the author.
Descriptions of other publishers’ instruments are drawn from their own published materials. CliftonStrengths, Hogan, Predictive Index, Insights Discovery, Everything DiSC, HIGH5, VIA and Belbin are trademarks of their owners; we are not affiliated with any of them.
Myers-Briggs Type Indicator, Myers-Briggs and MBTI are trademarks or registered trademarks of The Myers & Briggs Foundation in the United States and other countries. SeeMyPersonality is not affiliated with, and this test is not endorsed by, The Myers-Briggs Company or the Foundation. Our 16 Types test is an independent instrument that is not the MBTI assessment.
Start here
Pick one test. Book 45 minutes. Agree one change.
If you want one recommendation: the Big Five team test, because the picture is comparable and worth coming back to.