From Communication to Strengths: The Differences Between DISC and Clifton Strengths Profiling Tools

The DISC Workplace Profiling tool and the Gallup Clifton Strengths profiling tool are two popular personality assessment tools used in the workplace. Both tools aim to help individuals understand their own personality traits, behaviour patterns, and communication styles. However, they approach this goal in different ways, and are designed for different purposes.

DISC

The DISC Workplace Profiling tool is a behavioural assessment tool that measures an individual's primary personality traits. It categorises individuals into different behavioural styles by weighting the four fundamental styles: Dominant, Influential, Steady, and Conscientious.

The tool is based on the theory that people have a natural tendency to behave in certain ways, and that these tendencies can be categorised into distinct styles. This tool is useful for helping individuals understand their own communication and interpersonal skills, as well as for building better relationships with others by better understanding their styles.

You can learn more about why DISC is so powerful here. Or you can learn about your DISC Style in 100 Words here.

Strengths

The Gallup Clifton Strengths profiling tool, on the other hand, is a strengths-based assessment tool that measures an individual's unique talents and abilities. It is based on the premise that individuals perform best when they are using their strengths, and that by focusing on these strengths, they can achieve greater success in their personal and professional lives. The tool measures 34 different strengths, and helps individuals identify their top 5 strengths, which they can then use to develop a personalised action plan for success.

Understand Why Strengths-Focused Leadership is Right for the Times here.

Differences

One key difference between these two tools is the focus. The DISC Workplace Profiling tool focuses on behaviour and communication, while the Clifton Strengths profiling tool focuses on strengths and abilities. Another difference is the number of categories used to categorize individuals. The DISC Workplace Profiling tool uses four categories, while the Clifton Strengths profiling tool uses 34. Additionally, the DISC tool is based on a person's tendency to behave in certain ways, while the Clifton Strengths tool is based on the person's natural talents and abilities.

The DISC Workplace Profiling tool is best suited for organisations looking to improve communication and teamwork. It can help individuals understand their own communication and interpersonal skills, and can also help build better relationships with others by recognising their styles. Additionally, it can be useful for conflict resolution and team development, as individuals can use the tool to understand why they might be having difficulties communicating or working with certain people, and how they can improve those relationships.

The Clifton Strengths profiling tool, on the other hand, is best suited for organisations looking to improve employee engagement and productivity. By focusing on individuals' strengths, organisations can help their employees find fulfilment and satisfaction in their work, and can improve their overall performance. Additionally, by using the tool to develop a personalised action plan for success, individuals can set and achieve their personal and professional goals.

Both DISC and Strengths are valuable resources for organisations looking to improve their employees' performance and satisfaction. The DISC tool is best for improving communication and teamwork, while the Clifton Strengths tool is best for improving employee engagement and productivity.