Best Personality Test for
High-Potential Programs
The Best Personality Test for High-Potential Talent in 2025
Identifying and developing high-potential talent has never been more important, or more challenging.
Traditional tools like MBTI, DISC, and CliftonStrengths are still widely used, but they weren’t designed to assess the strategic capability, adaptability, or development readiness needed in high-stakes roles.
In today’s fast-paced and AI-driven world, high-potential employees must do more than “show promise.” They must demonstrate the ability to think strategically, lead through change, and deliver outcomes across shifting environments.
That’s why more organizations are now turning to a different kind of tool: the Big 5 of Strategy.
What Makes a Great HiPo Assessment in 2025?
Identifying potential isn’t about personality traits, it’s about capability.
The best assessments for high-potential programs must:
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Go beyond behavioral fit or communication style
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Assess how someone operates in complexity, not just who they are
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Provide developmental insight to accelerate growth
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Help coaches and HR teams tailor learning paths
Legacy tools often fall short on these fronts.
Introducing the Big 5 of Strategy
The Big 5 of Strategy is a strategic capability assessment built for today’s leadership pipeline challenges. It focuses on how individuals perform and grow in dynamic, high-pressure environments, not just how they appear in team settings.
The five core competencies assessed are:
Grasp the Present:
Make sense of complexity
Shape the Future:
Set direction with confidence
Move the System:
Influence people and structures
Deliver the Results:
Execute under pressure
Adapt to Change:
Navigate and lead transformation
Why It Works for High-Potential Programs
The Big 5 of Strategy helps you:
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Spot strategic strength early in a leader’s journey
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Identify gaps that may derail progression
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Support tailored development plans with real data
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Equip participants with language for growth, not just awareness
It’s used by:
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HR leaders building future-ready pipelines
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L&D teams running leadership accelerators
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Coaches working with emerging leaders and successors
Compare to Other Tools
Tool | What It Offers | Where It Falls Short |
|---|---|---|
MBTI | Communication & reflection | Lacks development depth; outdated model |
DISC | Team style profiling | Not predictive of potential or complexity |
CliftonStrengths | Talent themes | Good for reflection, not readiness |
Big 5 of Strategy | Strategic growth and readiness | Newer tool, but built for leadership potential |
