For decades,some of the most popular devices used in educating students and employees to the values of diversity are those that are based on a four-grid identification of behavior style. The results from the scoring of the instruments provide individual profiles in terms of a person's assertiveness, responsiveness, and preferred tone of interacting with his environment. In the past decade, a five-factor framework has gained in popularity as an assessment instrument. The scope of the current paper is a comparison of a four-factor instrument (questionnaire) to a five-factor instrument (questionnaire) to establish correlations between the two. If the information can be seen as being complimentary rather than disconnected, then users will benefit from synergy as they encounter different instruments throughout their careers. Also, duplication of effort in terms of using multiple instruments may be reduced.