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Often, we don’t really know what our strengths are—these tools help us understand ourselves better, so we can do even better at work!

Most organizations today understand that employees can achieve their fullest potential only when there is a good understanding of their competencies; this understanding helps both organization and employee to find the most suitable area as well as mode of work in line with their interests and abilities.

Today, as an employee, it is not essential for you to wait for such an assessment from your company. There are many psychometric tools available that you can proactively use to conduct a self-assessment and understand your fitment objectively.

Such a step can help you take the professional jump you were always looking for. Here are eight great tools that you can use to identity your inner power and develop it at work.

  1. Myers Briggs Type Indicator (MBTI): Choosing your sphere of work

  2. The mother-daughter pair of Isabelle Myers and Kathreen Briggs developed this psychometric tool based on their observation of people and on the Carl Jung Theory of Psychological Types. You can easily take this assessment online for yourself.

    How does it work?

    • This model identifies your “type” among the four dichotomies of Extraversion-Introversion, Sensing-Intuition, Thinking-Feeling and Judging-Perceiving.

    • It says that these are your in-born traits and presents your personality type, which can help you be aware of your preferences and choose your sphere of work accordingly. For e.g. If you are an E (extraversion type), you may enjoy a job that involves interacting with stakeholders rather than an I (introversion type) who may prefer a job with significant time for individual-driven work.

  3. Clifton Strengths Finder: Develop your natural strengths

  4. The principle behind this tool is that you discover your natural strengths and focus on developing them rather focusing on what you need to improve. This is a very popular and impactful assessment tool.

    How does it work?

    • It assesses your strengths on five main domains—Strategic Thinking, Executing, Influencing and Relationship Building.

    • 34 strengths are slotted under these strengths and based on your answers, it indicates your strength areas.

    Gaurav Singh*, Head of Human Resources with an insurance company says that using the Clifton Strengths Finder has really helped team leaders understand the strengths of their team members and has hence increased the productivity of teams. This results in developing better leaders as well.

  5. Big Five Personality Model (OCEAN): Predict behavior

  6. This Big Five Personality Model is a behavioral model that helps you to predict a person’s behaviour at the workplace. This is a relatively new model of understanding your own strength areas or that of your team.

    How does it work?

    • The Big Five Personality Model Traits are represented by the acronym OCEAN—O - Openness to Experience, C - Conscientiousness, E - Extroversion, A - Agreeableness, and N - Neuroticism.

    • The scores across these domains can be mapped with workplace behavior effects to understand how strengths can be utilized at work.

    The OCEAN model is gaining acceptance in the workplace because of its intensive approach to mapping behavior. Unlike in MBTI, these traits can change over a period of time, depending on the effort that an individual puts in the direction of improving the low strength areas and honing the high strength ones.

  7. VIA Assessment: Applying your strengths

  8. This is a character strength finding assessment that focuses on identifying the qualities that you naturally possess and how can you skillfully apply them.

    How does it work?

    • Each individual has 24 character strengths but the character profile of each one differs.

    • Taking the VIA assessment online takes only about 15 minutes and can provide you with thought starters of how to improve your work equations.

  9. Fundamental Interpersonal Relations Orientation (FIRO): Better relationships with peers

  10. This is an age-old assessment tool developed by William Schultz in 1958. It helps individuals to understand their interpersonal needs and how these needs can influence their communication style and behavior.

    How does it work?

    • It emphasizes interpersonal behaviors more than individual strengths and can help you in relationship enhancement among your peers.

    • It aims to create better workplaces by helping people resolve conflicts and do better on Emotional Quotient.

    Seema Joshi*, an HR professional in the BPO industry says that she has undertaken FIRO assessments in her earlier organization; however it is a complex tool and is better done in consultation with a coach.

  11. Booth’s 360 Degree Feedback: Receive actionable feedback

  12. 360 Degree analysis is always a subjective assessment wherein you take inputs from all your stakeholders—leaders, peers and team members. However, not all feedback is actionable and this is where the tool comes in.

    How does it work?

    • Booth’s 360-degree assessment provides direction to this feedback mechanism by focusing on specific strength areas and requesting feedback on these domains.

    • It is therefore best done at a team rather than individual level.

    Shalini Gupta*, HR Manager with a Consumer Durables company also cautions, “360 Degree feedback should only be conducted at a stage where the organization and employees are mature enough to take it.”

  13. Occupational Personality Questionnaire (OPQ 32): Personality to Performance

  14. OPQ is a model that specifically provides a framework to understand how your personality impacts your working relationships and job performance. It is often used at the time of recruitment or for redeployment of talent across the business.

    How does it work?

    • This tool helps to understand how an individual’s personality traits will play out in the workplace environment.

    • It is useful for the organization to eliminate perception and subjectivity and sharing the results of the same with employees can also give them greater insight into choosing roles.

  15. Kolbe’s Index: Natural strengths

  16. This is a simple 36 question assessment tool that tells you your natural strengths, so that you can work on applying them.

    How does it work?

    • There are no wrong answers in this and each one essentially maps your preference to find out your instinct for doing things, termed as your method of operation.

    • You can take the test online and then use the tips provided with your assessment to apply in your work life.

Often, we focus on developing skillsets that we feel are lacking. Instead of this, a paradigm shift in one’s thought process is needed to cultivate the strengths that you already possess and become a champion in your domain.

*Names changed for privacy