Yeah I think about this a lot. Exercises in working out the behavioural/psychological composition of your team do seem to have value. But something like Myers-Briggs is too clunky (not to mention discredited) to work. Belbin was ok I guess but I can’t remember it, which tells its own story.
I say this because I firmly believe it is a manager’s job more to respond to the behavioural/psychological composition of individuals in your team rather than to shape them. I find defaulting to the Big 5 model to be useful enough with this, certainly has influenced me in certain regards in how I manage my team.