I've run more team assessments than I care to count. Myers-Briggs, DiSC, Insights Discovery, Predictive Index, Hogan, Strengths Finder — at various points all of them have been part of how we tried to understand our teams.

The pattern was always the same. People would enjoy the workshop, share their colour or type or letter, put the profile on their desk, and three months later nothing about how the team actually worked had changed. The assessments told us who people were. They didn't tell us anything useful about how decisions were being made.

Wizer is the first tool I've used that does the thing I actually wanted those assessments to do. It maps how each person makes decisions — not their personality, not their preferences, but the lens they bring when they're weighing a real call. And then it shows that mix at a team and organisational level, which is where the patterns get interesting. You can see which thinking styles dominate, which are missing entirely, and where the team is going to struggle long before the struggle shows up.

The shift from personality language to decision language has changed how my teams talk about themselves. It's no longer "she's an introvert, that's why she didn't speak up." It's "we didn't have a Guardian voice in that conversation, and we missed the risk." That's a different kind of conversation. It's also a more useful one. Review collected by and hosted on G2.com.

The category language is still settling. "Decision science platform" is the right description, but it doesn't slot into the existing assessment-tool box buyers are used to — which means you sometimes have to explain what it is before you can explain what it does. The platform itself is clear; the category positioning is the part of the market that's still catching up to what Wizer actually is. Review collected by and hosted on G2.com.