Opusuna the Only Bias Free Teamwork Assessment + Integrated Method for Building High-Performance Teams
5 Key Differences Between Opusuna & Myers–Briggs, DISC, Predictive Index, Strengths Finder, etc.
1. What's the Objective
Testing for personality is from exploring the relationship between the workings of the mind and behavior.
Opusuna's researchers answer the questions: 'What is a Team, can teamwork be measured, and how can this information help businesses?
2. What's Measured
Tests for personality, aptitudes, interests, and values measure what's happening inside a person. Opusuna measures teamwork skills; how a person seeks to contribute and achieve common goals.
3. Method the Information is Collected
Psychometric tests use self-inventory questionnaires to gather data. Subjects respond to yes/no questions, choose between two alternatives, or respond to a blend of these and other challenges.
Opusuna is from physics and systems theory of how people operate.
4. What We Learn
Trait-oriented assessments (DISC, PI, Birkman, MBTI, etc.) measure Extrovert, Introvert, Sensing, Intuition; Thinking, Feeling; and Judging, Perceiving.
Opusuna identifies and organizes team interaction: This information aligns with the needs of a team as a living entity.
5. How the Information Applied
Psychometric data on traits is compared to databases from specific populations (people in management, sales, etc.). The likelihood of particular outcomes (job success, cultural fit, etc.) is inferred through these comparisons.
Opusuna's qualitative approach is validated by actual workplace behavior.

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Opus = Work
Una = Together
Opusuna has the answer.
What happens when people 'work' 'together'
Twenty-five years of research and testing by behavioral scientists resulted in Opusuna's transformative team-building strategy and integrated talent assessment.
Award-winning Opusuna is not the "status quo," it's unlike personality, IQ, and EQ tests; Opusuna is a forward-thinking and data-driven team-based strategy and assessment.
Opusuna Measures:
- How people behave under stress
- How people collaborate to achieve common goals
- How people add value to their teams and organization and through what means

‘The Team’ has needs of its own
For over 100 years, great emphasis has been placed on the talents, skills, and perceived value of individual contributors.
But great gains in business value come from the design of collaborative team structures and from methods for creating and maintaining positive team chemistry.
Opusuna changes the 'big data' paradigm
Popular quantitative personality assessments focus on part of a person by measuring specific traits and attributes to infer what might happen on a team.
Opusuna is a qualitative behavioral assessment focusing on the team needs to determine how a person will ‘connect’ with others. Observing
what happens in a team.
Reach your goals, make more money
Collaboration is an essential ability in today's workforce at all levels. Teamwork is critical for solving complex issues and problems for organizations to thrive and grow into the future.
Measure two kinds of team behavior
Person to Person
Interactions & Relationships
Person to Team
Mutual Awareness, Respect, and Trust. A shared commitment to something larger than ‘self’ or ‘other.’
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Every team’s mission requires a unique combination of Roles and positive team contribution.
Role(s) fit to job requirements + positive behavior = Team-fit.
Roles: The Ten Modes of Service to a Team
Design better teams, select people that are the right Role for the job and can collaborate with others to achieve common goals.
- Founder > Envisions the future
- Vision Mover > Takes the vision into strategic reality
- Vision Former > Evaluates strategy, creates concrete plans with high standards
- Action Mover > Implements concrete plans for success
- Action Former > Organizes ongoing actions
- Conductor > Solves tough problems
- Watchdog > Delivers resources
- Communicator > Keeps information flowing in, out and around the company
- Curator > Preserves knowledge
- Explorer > Searches for treasure
Find out how potential hires will contribute to the needs of your team
Provides the vision for the organization
- Ambitious, natural leader
- Self-assured style with strong self confidence
- Always ready to jump in and lead regardless of circumstances
- Very long-term view
Example
Dr. Martin Luther King, Jr
The man who had a dream that has outlived him and profoundly affected subsequent generations
Takes the vision into strategic reality
- Strong ability to move a vision forward without disrupting the world
- A forceful style that keeps people on track
- Strong productivity focus
- Aggressive, sometimes pushing people beyond their limits
Example
Salman Khan
After he started uploading the lessons to YouTube in 2006, many students other than his cousins tuned in, and Khan realized he was onto something big. By 2009, he had quit his job to devote his time to Khan Academy, a revolutionary nonprofit offering free online video tutorials to people around the globe.
Takes the strategy, evaluates it, and makes it into a concrete plan with high standards
- Abstract planner, evaluator and shaper of plans and goals set by others
- Makes connections and understand plans at a very deep level
- Critical but not in a negative way
- Future oriented; the ideal person to bounce ideas off of
Example
Serwaa Adjei-Pellé
She built a successful career as a Business Strategist. As a Partner Consultant with PELLÉ + CO, she is passionate about working with SMBs to help them grow through strategic planning and content strategy.
Implements the concrete plans and makes them successful
- The consummate direction organizer
- Ability to handle many thinks in rapid succession
- Down-to-earth working style that is accomplishment oriented
- Disciplined and determined to succeed
Example
Mary Bara
GM's CEO since 2014, Barra is the first woman to lead one of the big three automakers in the U.S. In spring 2020, she shifted GM's production lines to help Ventec Life Systems make critically needed ventilators.
Organizes ongoing implementation of the plan and ensures progress
- Leads from the front with marker in hand
- The consummate details organizer
- Strong multi-tasker focused on immediate problems and solutions
- Sees work as a series of steps often managed concurrently
Example
Jacinda Ardern
The premier of New Zealand, who is empathetically steering her country through the aftermath of a terror attack and the deadly eruption of a volcano. Then the COVID-19 pandemic struck, and Ardern targeted not just suppression of the virus, but its complete elimination.
Looks ahead, anticipates what the team will need and brings in even more
- Independent and farsighted thinker
- Envisions what is ahead and seeks out new possibilities and opportunities
- Long-range focus
- Ideal scout for external threats and opportunities
Example
Sir Timothy Berners-Lee
The visionary of the Internet. “The web is not a network of computers; the web is a network of people.”Berners-Lee imagined combining the Internet with linked hypertext documents, to provide access to an open-ended body of interactive information. In March 1989, Berners-Lee proposed a global hypertext project, one that would permit researchers all over the world to share work-in-progress, transmitted instantaneously, without the delays associated with traditional scholarly publication or cumbersome mail groups.
Takes resources as they come in, delivers them where they need to go or changes what you have into what you need
- Directs resources for highest utilization
- A decision maker focused on short-term objectives
- Two interrelated facets of orientation: delivering what is needed and protecting those who are actually getting work done
- Instinctual understanding of human resource motivations
Example
Chaitanya Karamchedu
Indian American high school senior that figured out a new way to create fresh water from sea water. Millions of lives are endangered due to lack of clean, safe, drinkable water in developing countries.
Keeps information flowing in, out and around the company
- Strong ability to evaluate people in terms of information they have to offer
- Driven to pass on information that is beneficial to group efforts
- Ability to get along with all types of people
Example
Adam Grant
American author, and professor at the Wharton School of the University of Pennsylvania specializing in organizational psychology. Grant co-founded Give and Take, Inc., a company called Givitas, a SaaS platform that helps organizations implement the principles from his book Give and Take.
The troubleshooter who fixes problems before they grow and strives to make things right
- The ability to fix things, not in a mechanical sense but in a conceptual sense
- Ability to tackle mundane, stubborn problems that impede progress
- Does not judge root cause of issues but rather resolves impediments to productivity
Example
Hubert Joly
The one behind an amazing turnaround at Best Buy. While everybody was saying he should lay people off to solve the company’s problems, Joly instead listened to the people working for him and found solutions that didn’t involve people losing their jobs.
Repository of the organization’s wisdom and experience
- Ability to observe and acquire cultural knowledge of the organization
- Knows where the bodies are buried
- Comfortable working autonomously
- Strong ability to discern categories of information
Example
Oprah Winfrey
TV star, talk show host, billionaire actress, consummate connoisseur of wisdom.
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