Disclaimer: This post isn’t about any one specific personality test but rather a critique of the broader trend of corporate personality assessments. These tests promise to improve teamwork and communication, but they also come with significant limitations. If you’ve ever been handed a color, an animal, or a vague descriptor and told, “this is who you are at work,” then you already know the type of test I’m talking about.
Ever been handed a color at work and told it defines your personality?
Welcome to the corporate personality test, it’s equal parts fascinating and frustrating. It’s the workplace version of astrology—vague, relatable, and oddly captivating.
It’s a tool that makes team-building sessions slightly less painful and gives people a framework to talk about their differences. But is it science or just a clever corporate gimmick?
Let’s break it down.
The Barnum Effect: Why Everyone Feels Seen
Corporate personality tests thrive on the Barnum Effect—the psychological trick where broad, generic statements feel uniquely personal.
“You’re a natural leader, but sometimes overthink things.” Yep. That could apply to almost anyone.
It’s the same reason horoscopes feel eerily accurate even though they’re written for millions of people. The corporate personality test assigns you a color based on your answers to a forced-choice questionnaire, and suddenly:
🔴 Fiery Reds are ‘competitive and action-oriented.’
🔵 Cool Blues are ‘analytical and detail-oriented.’
🟡 Sunshine Yellows are ‘social and enthusiastic.’
🟢 Earth Greens are ‘caring and people-focused.’
Who doesn’t feel like they fit at least one of those? That’s the trick.
The Problem with Forced-Choice Tests
One particular corporate personality test works by making you pick words you like or dislike, then based on those selections, slots you into a category. But real personality isn’t that simple.
Self-reported tests are filled with biases:
🔹 Are you picking words that actually describe you?
🔹 Or ones that sound good in a work setting?
🔹 Or ones that reflect who you want to be, rather than who you are?
And here’s where it gets messy—people start using their “color” as an excuse for their behavior.
🟥 “I’m a Fiery Red, I just tell it like it is.” (Translation: I steamroll everyone.)
🟦 “I’m a Cool Blue, I need more data before I can make a decision.” (Translation: I’m going to stall this project forever.)
What was meant to help teams understand each other better can quickly become a workplace horoscope people take too seriously.
Why Companies Love It (Even Though It’s Flawed)
Despite its lack of scientific rigor, the corporate personality test is a favourite for a few key reasons:
✅ It’s easy to understand – Four colors are simpler than the Big Five’s five traits or MBTI’s 16 types.
✅ It’s a great icebreaker – People love discussing their colors. (“I’m a Fiery Red, my boss is a Cool Blue—no wonder we clash!”)
✅ It feels insightful – Even if it’s not scientifically valid, it gives teams a shared language to talk about working styles.
At its best? It’s a structured way to discuss personality differences. At its worst? It’s a corporate Hogwarts Sorting Hat.
The Hogwarts Sorting Hat Comparison
Speaking of which… the corporate personality test isn’t much better than the Sorting Hat—except at least the Sorting Hat has some research behind it.
A 2019 study actually found that Hogwarts Houses correlate with certain personality traits:
🦁 Gryffindors score higher on extraversion.
🦅 Ravenclaws score higher on intellect.
🐍 Slytherins show links to some Dark Triad traits (shocker).
🦡 Hufflepuffs are loyal, hardworking, and patient.
That’s right. Hufflepuffs are the workhorses of Hogwarts. They’re the ones actually keeping things running while everyone else is off chasing glory, getting lost in books, or scheming their way to the top.
While Gryffindors are busy being reckless, Ravenclaws are overanalyzing everything, and Slytherins are networking for their next career move, Hufflepuffs are quietly making sure the damn castle doesn’t fall apart.
And yet, they don’t get nearly enough credit—because let’s be honest, nobody wants to be the “nice one” when the other houses sound way cooler. But if you need someone to actually get things done without making a fuss, odds are you’ll find a Hufflepuff behind the scenes.
(That said, I still wouldn’t want to be one. Too much unpaid emotional labor. 😆)
The corporate personality test? No peer-reviewed studies validate it. So if we’re handing out personality labels at work, hand me that sorting hat!
The DOPE Bird Test. The Minimalist Cousin
If the corporate personality test is astrology, the DOPE Bird Test (Dove, Owl, Peacock, Eagle) is its minimalist cousin.
Same four broad categories.
Same vague descriptions.
Even fewer questions.
I took it twice—once clicking random answers, once answering honestly. Both times? I got ‘Owl.’ On another test, I got Dove.
So much for accuracy.
Not Science, But Not Useless
Let’s be clear—the corporate personality test™ is not a valid psychological tool.
It should not be used for hiring, promotions, or performance reviews.
But as a conversation starter? It’s not terrible. It gives teams a common language to talk about working styles and dynamics. Tests like this might help spark a discussion, but they don’t define who you are.
And if anyone ever tells you that your Fiery Red personality makes you a natural leader? Remind them that astrology says the same thing about Leos.
Sometimes, a test is just a test.
If your company insists on using a corporate personality test, go along with it—but take it with a grain of salt. Especially if it sounds like something I’ve described here.
And if you ever catch yourself justifying bad behavior with a color-based excuse? Maybe it’s time to rethink the model altogether.
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