Of all four, there are two variants: a style in favorable conditions and a style when you’re under pressure. It works with four types of ‘forces’ or ‘qualities’ of people. Life Orientations (LIFO) method, developed by Allan Katcher (1967), originally to identify group dynamics.De Bono has made it to super-management guru. Sometimes all different, on other occastions all the same. De Bono created a method with it: so you can ask team members to consciously put on a certain type of hat.
The key message is that a team requires sufficient diversity to achieve creativity. Widely used in teams who innovate, brainstorm and decide. The first (known to me) model which combines colors explicitly with team styles.
Six Thinking Hats by Edward de Bono (1985). Recently, an explicit link was made with the Big Five. For several decades it was the favorite of assessors and recruiters. The long questionnaire produces a ‘spider web’ graph and is interesting as a starting point for a conversation. Personality and Preference Inventory (PAPI) works with 22 scales: 11 for needs and 11 for roles. The model has a long history, but grown in its current form around 1985. So it does not come up with holistic personality types. Personalities consist of a unique combination of five positions on the scales or ‘dimensions’. The Big Five is one of the most studied (and best) validated personality models, based on five scales, or characteristics. I’ve seen versions that are used in a business context, and team building, complete with tests … and colors! Some temperaments are common in our language, like phlegmatic and melancholic. Until early last century, it was still widely used in medicine. Yes, why not? It seems far-fetched but it actually is not inferior to many other models. 
Four Temperaments (Hippocrates, 460-370 BC.).
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