MBTI, CliftonStrengths, and DiSC answer different questions. MBTI describes personality preferences. CliftonStrengths explores talent themes. DiSC focuses on behavioral styles. The best choice depends on the conversation you want your team to have.
A quick comparison
| Tool | What it describes | Example question |
|---|---|---|
| MBTI | Four pairs of preferences and 16 types | How do I prefer to take in information and make decisions? |
| CliftonStrengths | 34 talent themes | How can I develop and use my talents? |
| DiSC | Four broad behavioral styles | How can I communicate with colleagues more clearly? |
How MBTI works
The Myers-Briggs Type Indicator describes preferences across four pairs: Extraversion–Introversion, Sensing–Intuition, Thinking–Feeling, and Judging–Perceiving. These combine into 16 types.
A useful team conversation connects the result with an example. Someone might ask for a brief before a meeting or time to think before giving a view. Ask what helps that person rather than guessing from their type.
Our MBTI team-building guide offers ways to start that discussion.
How CliftonStrengths works
CliftonStrengths, formerly StrengthsFinder, describes 34 talent themes. They sit within four domains: Executing, Influencing, Relationship Building, and Strategic Thinking.
Ask people for examples of a talent in use. Then discuss how they could develop it and where they need support. A theme does not prove a skill or mean that someone should always do one kind of task.
Use our CliftonStrengths workshop to plan a practical team session.
How DiSC works
DiSC describes styles around Dominance, Influence, Steadiness, and Conscientiousness. Different providers offer different reports and tools, so compare the specific product you plan to use.
A team might use DiSC to talk about pace, detail, or how to raise a concern. Ask each person which parts fit their experience. Avoid using a style label to explain every disagreement.
Our DiSC communication worksheet gives the group a place to start.
Your next step
Discover how your team works. Build a plan to make it work better.
Spot what helps your team succeed—and what gets in the way. Get practical next steps for clearer communication, better decisions, and stronger teamwork.
Use results in everyday work
- Personal growth: connect one insight with a behavior the person wants to try.
- Team building: discuss a recent meeting or handoff, then agree one change.
- Leadership: ask colleagues which actions help them and what they need more of.
- Coaching: let the participant choose a goal and describe progress in their own terms.
- Conflict: examine the facts, needs, and constraints behind the disagreement.
For career or task decisions, also consider skills, interests, experience, and the work itself. A result should not become a fixed role assignment.
Know the limits
These tools describe different things. Their labels and scores cannot be swapped as though they were the same measure. Each provider’s evidence and intended use also matter.
Hiring is a separate task. Use job-related evidence and a consistent process, such as the interview evaluation rubric and sample questions. TeamDynamics is a development tool, not an applicant screen.
Check the report and price before buying
Check what is included: individual results, team views, coaching, workshops, or follow-up materials. Compare the current packages from Gallup, The Myers-Briggs Company, and your chosen DiSC provider.
Ask who can see results, how participants can question them, and what the team will do afterward. An inexpensive test can still be poor value if it does not help answer your question.
Add a shared team view
TeamDynamics examines how a specific team works across Communicating, Processing, Deciding, and Executing. In Pro, participants describe shared team behavior. Personal preferences separately inform private CoDynamics and do not determine the shared team profile.
TeamDynamics Pro costs $39 per participant as a one-time payment. Solo costs $29 for one person’s view. Explore a sample team profile to see whether it fits the issue you want to discuss.
You can also compare MBTI alternatives, CliftonStrengths alternatives, and DiSC alternatives. Choose a tool with a clear purpose, then set aside time to act on what you learn.
