In the age of self-discovery and self-improvement, we're bombarded with countless personality assessments, each promising to reveal our innermost selves and help us unlock our potential. But do they really hold the key to personal growth, or are they just a clever marketing ploy to keep us clicking? Today, we're putting the three most popular personality assessments—Myers-Briggs, StrengthsFinder, and DISC—head-to-head in a no-holds-barred grudge match. Let the battle begin!

Setting the Stage: The History of MBTI, StrengthsFinder, and DISC

The Myers-Briggs Type Indicator (MBTI) was developed by Katharine Cook Briggs and her daughter, Isabel Briggs Myers, in the 1940s

The test's foundation lies in the psychological theories of Swiss psychiatrist Carl Gustav Jung, who postulated that people can be categorized into different psychological types based on their preferences for how they perceive the world and make decisions.

Katharine Briggs became interested in Jung's theories in the 1920s and started to develop her own type indicator, which her daughter Isabel later expanded upon. During World War II, they saw the potential for their indicator to help women entering the workforce identify suitable jobs based on their personality type. The first version of the MBTI was published in 1962, and since then, it has been widely used in various settings, including organizational development, personal growth, and career counseling.

StrengthsFinder, also known as CliftonStrengths, was developed by Dr. Donald O. Clifton and his team at Gallup in the late 1990s.

Dr. Clifton, often referred to as the "Father of Strengths-Based Psychology," wanted to create an assessment that would help individuals identify their unique strengths and talents to maximize their potential. The focus of StrengthsFinder is rooted in positive psychology, which emphasizes the importance of building on an individual's strengths rather than concentrating on their weaknesses.

The first version of StrengthsFinder was introduced in 2001, as part of the book "Now, Discover Your Strengths" by Marcus Buckingham and Donald O. Clifton. Since then, it has become a widely used tool for personal and professional development, with millions of people having completed the assessment to discover their strengths.

{{inline-cta}}

The DISC personality test has its roots in the work of psychologist William Moulton Marston, who developed the initial theory behind the model in the 1920s

Marston's primary goal was to create a framework for understanding human behavior and emotions. He published his ideas in his 1928 book, "The Emotions of Normal People," where he introduced the concept of the four primary personality traits that would later form the basis of the DISC model.

Wondering what your DiSC communication style is? Want to help your team learn about communicating with different DiSC styles? Check out our FREE downloadable DiSC resources!

It is important to note that Marston himself did not create the DISC assessment. It was industrial psychologist Walter V. Clarke who, in the late 1940s, developed the first DISC assessment based on Marston's theories. Over the years, various organizations and professionals have adapted Marston's ideas and Clarke's assessment to create their own versions of the DISC test, which is now widely used in the fields of personal development, team building, and organizational management.

How They Work: The Underlying Methodology of DISC, MBTI, and StrengthsFinder

The DISC assessment is based on four primary personality traits or behavioral styles

1. Dominance (D): Individuals with high dominance are results-oriented, assertive, and decisive. They value efficiency, prefer to take charge, and are comfortable with taking risks. They can be perceived as strong-willed or aggressive.
2. Influence (I): Those with high influence are outgoing, enthusiastic, and persuasive. They are skilled communicators, enjoy socializing, and are able to inspire others. They can be perceived as expressive, talkative, or impulsive.
3. Steadiness (S): Individuals with high steadiness are patient, reliable, and supportive. They value stability, prefer to work in a consistent and predictable environment, and are good listeners. They can be perceived as calm, accommodating, or resistant to change.
4. Conscientiousness (C): Those with high conscientiousness are detail-oriented, analytical, and systematic. They value accuracy, adhere to high standards, and are thorough in their work. They can be perceived as careful, cautious, or overly critical.

The DISC assessment consists of a questionnaire that evaluates an individual's behaviors and preferences along these four dimensions. The questionnaire typically contains a series of statements or adjectives, and respondents are asked to rank them according to how accurately they describe their own behavior. Once the assessment is completed, individuals receive a personalized report that outlines their dominant personality traits and offers insights into their communication style, strengths, potential challenges, and strategies for personal and professional growth.

The DISC model is particularly useful for understanding interpersonal dynamics and enhancing communication within teams and organizations. By identifying each individual's dominant personality traits, the DISC assessment can help people adapt their communication and working styles to better collaborate with others, resolve conflicts, and build stronger relationships.

Looking for ways to use DISC with your team? Check out our suggestions for activities to use your DISC assessment for team building.

The MBTI consists of a questionnaire that assesses an individual's preferences along four dichotomies

1. Extroversion (E) vs. Introversion (I): This dimension describes how individuals direct their energy—toward the outer world of people and activities or the inner world of thoughts and feelings.
2. Sensing (S) vs. Intuition (N): This dimension pertains to how individuals gather information—by focusing on concrete facts and details or by relying on abstract concepts and possibilities.
3. Thinking (T) vs. Feeling (F): This dimension examines how individuals make decisions—by using objective logic and analysis or by considering personal values and emotions.
4. Judging (J) vs. Perceiving (P): This dimension explores how individuals deal with the world around them—by preferring structure and planning or by being more spontaneous and adaptable.

By assessing an individual's preferences along these four dichotomies, the MBTI generates one of 16 possible personality types. Each type is represented by a four-letter code (e.g., INTJ, ESFP) and is associated with a unique set of characteristics, strengths, and weaknesses.

The MBTI aims to help individuals gain a deeper understanding of their own personality, as well as the personalities of others. This understanding can be used to improve communication, teamwork, and personal growth. However, it is important to note that the MBTI is not a predictive tool and should not be used to limit or pigeonhole individuals based on their personality type. Additionally, the scientific validity and reliability of the MBTI have been questioned by some researchers, so it is essential to approach the results with a critical mindset and use them as a starting point for self-exploration, rather than a definitive label.

StrengthsFinder measures an individual's preferences and abilities across 34 talent themes, which are grouped into four domains

1. Executing: Talents related to accomplishing tasks and getting work done. Examples of themes in this domain include Achiever, Responsibility, and Focus.
2. Influencing: Talents associated with influencing others and taking charge. Examples of themes in this domain include Communication, Self-Assurance, and Competition.
3. Relationship Building: Talents that facilitate the building of strong connections and collaboration. Examples of themes in this domain include Empathy, Harmony, and Relator.
4. Strategic Thinking: Talents that involve analyzing information and developing strategies. Examples of themes in this domain include Futuristic, Ideation, and Analytical.

The assessment consists of a questionnaire that presents a series of paired statements, and respondents are asked to choose the statement that best describes them. The test is designed to be completed within a specific timeframe to encourage respondents to rely on their immediate reactions rather than overthinking their answers.

Upon completion of the questionnaire, individuals receive a personalized report that outlines their top 5 strengths or talents, also known as their "Signature Themes." This report is intended to help individuals understand their natural abilities and leverage them to achieve success in various aspects of life, including personal growth and professional development.

StrengthsFinder encourages individuals to focus on developing their strengths and using them to overcome challenges, rather than spending excessive time and effort on addressing weaknesses. The philosophy behind this approach is that by capitalizing on what people are naturally good at, they are more likely to be engaged, productive, and fulfilled in their personal and professional lives.

Popularity: MBTI is the longstanding leader, while StrengthsFinder has caught up quickly

It is difficult to definitively say which personality assessment is the most popular among StrengthsFinder, MBTI, and DISC, as their popularity can vary depending on factors such as location, industry, and specific use cases. However, some general observations can be made based on their widespread use and recognition.

The Myers-Briggs Type Indicator (MBTI) is often considered one of the most popular and well-known personality assessments globally. With its 16 distinct personality types and easily understandable terminology, the MBTI has become widely recognized in both personal and professional settings. Its popularity can be attributed to its diverse applications, such as career counseling, team building, and personal growth.

StrengthsFinder, also known as CliftonStrengths, has gained significant popularity since its introduction in the early 2000s. As a tool that focuses on identifying and leveraging an individual's strengths, it has become popular in professional development, organizational management, and coaching contexts. Its emphasis on positive psychology and personal growth has contributed to its widespread appeal.

The DISC assessment, while not as well-known as MBTI or StrengthsFinder, is still a popular tool, particularly in organizational settings. It is commonly used for team building, communication training, and leadership development. Its focus on behavioral styles and easily applicable concepts make it a practical choice for many organizations.

In summary, while it is challenging to definitively rank these assessments in terms of popularity, it can be said that MBTI is likely the most well-known and widely recognized, followed by StrengthsFinder, with DISC being popular primarily in organizational and professional development contexts.

Practical Applications: Using MBTI, StrengthsFinder, and DiSC

A. Personal growth

Each of the three personality assessments—StrengthsFinder, MBTI, and DISC—can aid in personal growth, albeit through different approaches. Here's a comparison of how each assessment can contribute to self-improvement:

StrengthsFinder focuses on helping individuals identify their top strengths or talents.

By understanding and leveraging these strengths, individuals can maximize their potential and achieve greater fulfillment in various aspects of their lives. The assessment encourages personal growth by emphasizing the importance of building upon one's natural abilities, rather than focusing on weaknesses.

In a personal growth context, StrengthsFinder can help individuals:

1. Gain insights into their unique strengths and talents.
2. Develop self-awareness and self-confidence by recognizing their innate abilities.
3. Set meaningful goals based on their strengths.
4. Create strategies to overcome challenges by leveraging their talents.
5. Improve relationships by understanding and appreciating the strengths of others.

MBTI helps individuals gain a deeper understanding of their personality type, which includes preferences in how they perceive the world and make decisions.

This self-awareness can lead to personal growth by encouraging individuals to explore their natural inclinations and develop a better understanding of themselves and others.

In a personal growth context, MBTI can help individuals:

1. Develop self-awareness by understanding their personality type and preferences.
2. Identify potential areas for growth and development based on their personality type.
3. Enhance communication and relationships by appreciating the differences between personality types.
4. Manage stress and personal well-being by understanding their unique needs and tendencies.
5. Make better decisions by considering their natural decision-making preferences.

DISC primarily focuses on understanding behavioral styles and improving communication.

However, it can also contribute to personal growth by encouraging individuals to develop self-awareness of their communication style, strengths, and potential areas for improvement.

In a personal growth context, DISC can help individuals:

1. Develop self-awareness by identifying their dominant behavioral style.
2. Understand their communication preferences and adapt their style to better interact with others.
3. Build stronger relationships by appreciating the diverse behavioral styles of others.
4. Manage stress and personal well-being by recognizing their behavioral tendencies in different situations.
5. Develop strategies to overcome challenges by leveraging their unique behavioral strengths.

In summary, each assessment can aid in personal growth, but through different approaches. StrengthsFinder focuses on building upon an individual's unique strengths, MBTI emphasizes understanding one's personality type and preferences, and DISC centers on self-awareness of behavioral styles and communication. The choice of assessment for personal growth depends on individual goals and the areas of self-improvement they wish to prioritize.

B. Team building

Each of the three personality assessments—StrengthsFinder, MBTI, and DISC—can be beneficial for team building. They offer different insights and approaches that can help create cohesive and effective teams. Here's a comparison of how each assessment can contribute to team building:

StrengthsFinder focuses on identifying the unique strengths of each team member.

By understanding and leveraging these strengths, teams can maximize their potential and improve overall performance.

In a team-building context, StrengthsFinder can help:

1. Identify the strengths each team member brings to the table, creating a balanced and complementary team.
2. Improve collaboration by understanding and appreciating each team member's strengths.
3. Enhance communication by recognizing the strengths-related preferences and tendencies of team members.
4. Assign tasks and responsibilities based on each individual's strengths, leading to higher engagement and productivity.
5. Foster a positive team culture by encouraging team members to support and leverage each other's strengths.

MBTI helps teams understand the different personality types within the group.

This awareness can lead to improved communication, collaboration, and conflict resolution by appreciating the diverse perspectives and preferences of team members.

In a team-building context, MBTI can help:

1. Develop a deeper understanding of the personality types and preferences within the team.
2. Improve communication by recognizing the communication styles and needs of different personality types.
3. Enhance collaboration by appreciating the unique perspectives and strengths each personality type brings to the team.
4. Resolve conflicts more effectively by understanding the underlying differences in personality types.
5. Foster a positive team culture by promoting empathy and understanding of individual differences.

DISC focuses on understanding the different behavioral styles within a team.

This insight can help create a more cohesive and harmonious group by appreciating the diverse ways in which team members approach tasks and communicate.

In a team-building context, DISC can help:

1. Identify the dominant behavioral styles within the team, allowing for the formation of balanced and complementary groups.
2. Improve communication by understanding and adapting to the diverse communication preferences of team members.
3. Enhance collaboration by appreciating the unique strengths and approaches of different behavioral styles.
4. Manage conflicts more effectively by recognizing the sources of tension and finding ways to bridge differences in behavioral styles.
5. Foster a positive team culture by promoting understanding and respect for the diversity of behaviors within the team.

However, despite how frequently MBTI, StrengthsFinder, and DISC tests are administered in the workplace, none of them is well-suited for understanding the nuances of group dynamics that sit at the heart of most modern, team-based work. Some individual personality tests offer packages that “aggregate” individual results to provide a teamwide summary, but that falls short of fully describing a group’s dynamics.

That’s why we built TeamDynamics. TeamDynamics helps you objectively assess, describe, and act on the unique ways in which your team interacts to accomplish its shared work.

Put differently, TeamDynamics describes your team chemistry.

Equipped with your TeamDynamics, you can take action to improve your team chemistry and performance: 

• Build your team by defining team culture and values, setting actionable team norms, and conducting high-impact team offsites;
• Manage your team better by coaching team members, turbocharging cross-team collaboration, and resolving team conflicts; 
• Recruit and hire more effectively by honing your recruiting pitch, refining your interview process, and accelerating new hire onboarding;

And much more!

C. Leadership development

Each of the three personality assessments—StrengthsFinder, MBTI, and DISC—can be valuable for leadership development. They provide different insights and approaches that can help leaders become more effective and adaptable. Here's a comparison of how each assessment can contribute to leadership development:

StrengthsFinder focuses on identifying and leveraging a leader's unique strengths.

By understanding their top talents, leaders can maximize their potential and improve overall performance.

In a leadership development context, StrengthsFinder can help:

1. Identify the leader's top strengths and understand how to best apply them in a leadership role.
2. Develop self-awareness and self-confidence by recognizing their innate leadership abilities.
3. Enhance decision-making and problem-solving skills by leveraging strengths.
4. Improve communication by understanding the strengths-related preferences and tendencies of the leader and their team members.
5. Foster a strengths-based culture within the team, promoting engagement and collaboration.

MBTI helps leaders gain a deeper understanding of their personality type and preferences, which can influence their leadership style and interactions with team members.

In a leadership development context, MBTI can help:

1. Develop self-awareness by understanding the leader's personality type and preferences.
2. Identify potential areas for growth and development based on their personality type.
3. Enhance communication and relationships with team members by appreciating the differences between personality types.
4. Adapt the leadership style to better support and motivate team members with different personality types.
5. Improve decision-making by considering the leader's natural decision-making preferences and balancing them with the needs of the team.

DISC focuses on understanding the leader's dominant behavioral style and how it influences their leadership approach and interactions with team members.

In a leadership development context, DISC can help:

1. Develop self-awareness by identifying the leader's dominant behavioral style.
2. Understand how the leader's behavioral style affects their communication, decision-making, and problem-solving abilities.
3. Enhance relationships with team members by recognizing and adapting to diverse behavioral styles within the team.
4. Adapt the leadership style to better connect with and manage team members with different behavioral styles.
5. Develop strategies to overcome challenges and improve team performance by leveraging the leader's unique behavioral strengths.

In summary, each assessment can aid in leadership development, but through different approaches. StrengthsFinder focuses on building upon a leader's unique strengths, MBTI emphasizes understanding one's personality type and preferences, and DISC centers on self-awareness of behavioral styles and their impact on leadership. The choice of assessment for leadership development depends on the specific objectives and desired outcomes of the leader and organization.

D. Career counseling

Each of the three personality assessments—StrengthsFinder, MBTI, and DISC—can offer valuable insights for career counseling. However, they each provide different perspectives that can influence an individual's career path. Here's a comparison of how each assessment can contribute to career counseling:

StrengthsFinder focuses on identifying an individual's top strengths and talents.

By understanding and leveraging these strengths, individuals can choose careers that align with their natural abilities, leading to greater job satisfaction and success.

In a career counseling context, StrengthsFinder can help:

1. Identify the individual's top strengths and natural talents.
2. Explore career options that align with their unique strengths.
3. Develop a personalized career plan based on their strengths.
4. Enhance job performance and satisfaction by leveraging their natural abilities.
5. Foster personal growth and professional development by building on their strengths.

MBTI helps individuals gain a deeper understanding of their personality type and preferences, which can influence their career choices and satisfaction.

In a career counseling context, MBTI can help:

1. Develop self-awareness by understanding the individual's personality type and preferences.
2. Identify careers that may align well with their personality type and preferences.
3. Explore work environments and organizational cultures that are compatible with their personality type.
4. Improve job satisfaction and performance by understanding their unique needs and tendencies in the workplace.
5. Foster personal growth and professional development by addressing potential challenges related to their personality type.

While DISC is primarily focused on understanding behavioral styles, it can also provide insights into how an individual's dominant behavioral style might influence their career preferences and satisfaction.

In a career counseling context, DISC can help:

1. Develop self-awareness by identifying the individual's dominant behavioral style.
2. Understand how their behavioral style might influence their career preferences and satisfaction.
3. Explore careers that align with their unique behavioral style and strengths.
4. Improve job performance and satisfaction by understanding their communication and work style preferences.
5. Foster personal growth and professional development by addressing potential challenges related to their behavioral style.

In summary, each assessment can aid in career counseling but with different emphases. StrengthsFinder focuses on aligning careers with an individual's unique strengths, MBTI emphasizes understanding one's personality type and preferences when choosing a career, and DISC centers on self-awareness of behavioral styles and their impact on career preferences. The choice of assessment for career counseling depends on the specific objectives and desired outcomes of the individual and the counselor.

E. Relationship building

Each of the three personality assessments—StrengthsFinder, MBTI, and DISC—can be valuable for relationship building. They provide different insights and approaches that can help individuals better understand themselves and others, leading to stronger connections. Here's a comparison of how each assessment can contribute to relationship building:

StrengthsFinder focuses on identifying an individual's top strengths and talents.

By understanding and appreciating these strengths, individuals can better connect with others and build stronger relationships. In a relationship building context, StrengthsFinder can help:

1. Develop self-awareness by understanding one's own unique strengths and talents.
2. Improve communication by recognizing the strengths-related preferences and tendencies of others.
3. Enhance empathy and understanding by appreciating the unique strengths of others.
4. Foster stronger connections by leveraging complementary strengths in relationships.
5. Build trust and respect by acknowledging and valuing the strengths of others.

MBTI helps individuals gain a deeper understanding of their personality type and preferences, which can influence their interactions with others.

In a relationship building context, MBTI can help:

1. Develop self-awareness by understanding one's own personality type and preferences.
2. Improve communication by recognizing the communication styles and needs of different personality types.
3. Enhance empathy and understanding by appreciating the unique perspectives and preferences of others.
4. Foster stronger connections by adapting to the diverse needs and preferences of others.
5. Build trust and respect by acknowledging and valuing the differences between personality types.

DISC focuses on understanding an individual's dominant behavioral style and how it influences their interactions with others.

In a relationship building context, DISC can help:

1. Develop self-awareness by identifying one's own dominant behavioral style.
2. Improve communication by understanding and adapting to the diverse communication preferences of others.
3. Enhance empathy and understanding by appreciating the unique behavioral styles of others.
4. Foster stronger connections by recognizing and valuing the differences in behavioral styles.
5. Build trust and respect by acknowledging and adapting to the diverse needs and preferences of others.

In summary, each assessment can aid in relationship building, but through different approaches. StrengthsFinder focuses on understanding and appreciating individual strengths, MBTI emphasizes understanding and valuing diverse personality types, and DISC centers on recognizing and adapting to different behavioral styles. The choice of assessment for relationship building depends on the specific objectives and desired outcomes of the individual and the relationships they wish to develop.

F. Coaching and mentoring

Each of the three personality assessments—StrengthsFinder, MBTI, and DISC—can be valuable for coaching and mentoring. They provide different insights and approaches that can help coaches and mentors better understand and support their clients. Here's a comparison of how each assessment can contribute to coaching and mentoring:

StrengthsFinder focuses on identifying an individual's top strengths and talents.

By understanding and leveraging these strengths, coaches and mentors can help their clients maximize their potential and achieve their goals.

In a coaching and mentoring context, StrengthsFinder can help:

1. Identify the client's unique strengths and natural talents.
2. Develop a personalized development plan based on their strengths.
3. Improve performance and goal achievement by leveraging the client's natural abilities.
4. Enhance motivation and engagement by focusing on the client's strengths.
5. Foster personal growth and professional development by building on their strengths.

MBTI helps coaches and mentors gain a deeper understanding of their client's personality type and preferences, which can influence their approach to learning, problem-solving, and goal achievement.

In a coaching and mentoring context, MBTI can help:

1. Develop self-awareness by understanding the client's personality type and preferences.
2. Identify potential areas for growth and development based on their personality type.
3. Enhance communication and relationships by appreciating the differences between personality types.
4. Adapt coaching and mentoring strategies to better support and motivate clients with different personality types.
5. Improve problem-solving and decision-making by considering the client's natural preferences and tendencies.

DISC focuses on understanding the client's dominant behavioral style and how it influences their approach to learning, problem-solving, and goal achievement.

In a coaching and mentoring context, DISC can help:

1. Develop self-awareness by identifying the client's dominant behavioral style.
2. Understand how the client's behavioral style affects their learning, problem-solving, and decision-making abilities.
3. Enhance communication and relationships by recognizing and adapting to diverse behavioral styles.
4. Adapt coaching and mentoring strategies to better connect with and support clients with different behavioral styles.
5. Develop strategies to overcome challenges and improve performance by leveraging the client's unique behavioral strengths.

In summary, each assessment can aid in coaching and mentoring but with different emphases. StrengthsFinder focuses on building upon a client's unique strengths, MBTI emphasizes understanding one's personality type and preferences when supporting clients, and DISC centers on self-awareness of behavioral styles and their impact on learning and problem-solving. The choice of assessment for coaching and mentoring depends on the specific objectives and desired outcomes of the coach, mentor, and client.

G. Conflict resolution

Each of the three personality assessments—StrengthsFinder, MBTI, and DISC—can be valuable for conflict resolution. They provide different insights and approaches that can help individuals better understand themselves and others, leading to more effective conflict management. Here's a comparison of how each assessment can contribute to conflict resolution:

StrengthsFinder focuses on identifying an individual's top strengths and talents.

By understanding and appreciating these strengths, individuals can leverage their natural abilities to address conflicts more effectively.

In a conflict resolution context, StrengthsFinder can help:

1. Develop self-awareness by understanding one's own unique strengths and talents.
2. Enhance empathy and understanding by appreciating the unique strengths of others involved in the conflict.
3. Foster constructive communication by recognizing the strengths-related preferences and tendencies of others.
4. Leverage complementary strengths to collaboratively address the conflict and find solutions.
5. Build trust and respect by acknowledging and valuing the strengths of others during conflict resolution.

MBTI helps individuals gain a deeper understanding of their personality type and preferences, which can influence their approach to conflict resolution.

In a conflict resolution context, MBTI can help:

1. Develop self-awareness by understanding one's own personality type and preferences.
2. Enhance empathy and understanding by appreciating the unique perspectives and preferences of others involved in the conflict.
3. Improve communication by recognizing the communication styles and needs of different personality types.
4. Adapt conflict resolution strategies to better support and address the diverse needs and preferences of others.
5. Foster constructive problem-solving by considering the natural decision-making preferences and tendencies of each personality type involved.

DISC focuses on understanding an individual's dominant behavioral style and how it influences their approach to conflict resolution.

In a conflict resolution context, DISC can help:

1. Develop self-awareness by identifying one's own dominant behavioral style.
2. Enhance empathy and understanding by appreciating the unique behavioral styles of others involved in the conflict.
3. Improve communication by understanding and adapting to the diverse communication preferences of others.
4. Foster constructive problem-solving by recognizing and valuing the differences in behavioral styles during conflict resolution.
5. Build trust and respect by acknowledging and adapting to the diverse needs and preferences of others in conflict situations.

In summary, each assessment can aid in conflict resolution but with different emphases. StrengthsFinder focuses on understanding and appreciating individual strengths, MBTI emphasizes understanding and valuing diverse personality types, and DISC centers on recognizing and adapting to different behavioral styles. The choice of assessment for conflict resolution depends on the specific objectives and desired outcomes of the individuals and the situations they encounter.

H. Skill development

Each of the three personality assessments—StrengthsFinder, MBTI, and DISC—can provide valuable insights for skill development. They offer different perspectives that can help individuals better understand themselves and identify areas for growth. Here's a comparison of how each assessment can contribute to skill development:

StrengthsFinder focuses on identifying an individual's top strengths and talents.

By understanding and leveraging these strengths, individuals can maximize their potential and develop their skills more effectively.

In a skill development context, StrengthsFinder can help:

1. Identify the individual's unique strengths and natural talents.
2. Develop a personalized skill development plan based on their strengths.
3. Improve performance by leveraging their natural abilities in skill development.
4. Enhance motivation and engagement by focusing on the individual's strengths.
5. Foster personal growth and professional development by building on their strengths.

MBTI helps individuals gain a deeper understanding of their personality type and preferences, which can influence their approach to learning, problem-solving, and skill development.

In a skill development context, MBTI can help:

1. Develop self-awareness by understanding the individual's personality type and preferences.
2. Identify potential areas for growth and development based on their personality type.
3. Adapt learning and skill development strategies to better support the individual's preferences and tendencies.
4. Enhance motivation and engagement by understanding their unique needs in skill development.
5. Foster personal growth and professional development by addressing potential challenges related to their personality type.

DISC focuses on understanding an individual's dominant behavioral style and how it influences their approach to learning, problem-solving, and skill development.

In a skill development context, DISC can help:

1. Develop self-awareness by identifying the individual's dominant behavioral style.
2. Understand how the individual's behavioral style affects their learning, problem-solving, and skill development abilities.
3. Adapt learning and skill development strategies to better support the individual's behavioral style preferences.
4. Enhance motivation and engagement by understanding their unique needs in skill development.
5. Foster personal growth and professional development by addressing potential challenges related to their behavioral style.

In summary, each assessment can aid in skill development but with different emphases. StrengthsFinder focuses on building upon an individual's unique strengths, MBTI emphasizes understanding one's personality type and preferences when developing skills, and DISC centers on self-awareness of behavioral styles and their impact on learning and skill development. The choice of assessment for skill development depends on the specific objectives and desired outcomes of the individual and their skill development goals.

While all three assessments have overlapping applications in personal growth, professional development, and team building, each has a distinct focus. StrengthsFinder emphasizes an individual's strengths and talents, MBTI centers on personality types and preferences, and DISC vs. Myers Briggs concentrates on behavioral styles and communication. The choice of assessment depends on the specific objectives and desired outcomes of the individual or organization using them.

Criticism of Myers-Briggs, DiSC and StrengthsFinder

Each of the three personality assessments—StrengthsFinder, MBTI, and DISC—has its share of criticisms. It's important to consider these criticisms when using these assessments to ensure that they are applied appropriately and effectively.

StrengthsFinder (CliftonStrengths) Criticisms

1. Limited focus: StrengthsFinder focuses primarily on an individual's strengths and does not address weaknesses or areas for improvement. Critics argue that this approach may lead to an imbalanced view of one's abilities and hinder personal growth.
2. Lack of empirical validation: Some critics question the validity and reliability of the StrengthsFinder assessment, as it has limited peer-reviewed research supporting its claims.
3. Overemphasis on strengths: Critics argue that an overemphasis on strengths may lead to complacency and a lack of motivation to develop weaker skills or areas of improvement.

Myers-Briggs Type Indicator (MBTI) Criticisms

1. Reliability and validity: Critics argue that the MBTI lacks sufficient scientific evidence for its reliability and validity. Some studies have found low test-retest reliability, meaning that individuals can receive different personality types when taking the test multiple times.
2. Dichotomous categories: MBTI categorizes individuals into distinct types based on dichotomous preferences (e.g., introversion vs. extraversion). Critics argue that this approach oversimplifies human personality and fails to capture the complexity and nuances of individuals' traits.
3. Lack of predictive power: Critics argue that the MBTI has limited predictive power in practical applications, such as career success, job performance, or relationship satisfaction.
4. Potential for stereotyping: By categorizing individuals into specific personality types, MBTI may inadvertently promote stereotypes and oversimplify the diverse range of human behavior and preferences.

DISC Criticisms

1. Limited scope: DISC focuses primarily on an individual's behavior rather than their underlying personality traits or preferences. Critics argue that this limited scope may not provide a comprehensive understanding of an individual's personality.
2. Reliability and validity: Like the MBTI, some critics question the reliability and validity of the DISC assessment. There is limited peer-reviewed research supporting the claims made by DISC proponents.
3. Simplistic model: The DISC model is relatively simplistic, focusing on four primary behavioral styles. Critics argue that this approach may not capture the complexity and nuances of human behavior and personality.
4. Context-dependent results: DISC results may vary depending on the context in which the assessment is taken. For example, an individual's behavior may change depending on whether they are in a work or social setting, which could lead to inconsistent results.

In summary, while StrengthsFinder, DiSC and Myers-Briggs can provide valuable insights for personal and professional development, it's important to consider their limitations and criticisms. Users should approach these assessments as tools for self-reflection and exploration, rather than definitive measures of personality or ability.

Pricing: How Much You Should Expect to Pay for StrengthsFinder, MBTI, and DISC

The cost of taking the StrengthsFinder, MBTI, and DISC assessments can vary depending on the specific assessment version, package, or level of access you choose, as well as whether you're taking the test individually or as part of a group, organization, or coaching program. Here are some general price ranges for each assessment:

StrengthsFinder (CliftonStrengths)

There are several versions of the StrengthsFinder assessment available, each providing different levels of access to personalized reports and resources. Prices can range from around $20 for a basic report with your top 5 strengths to around $50 for a more comprehensive report that includes all 34 strengths.

Myers-Briggs Type Indicator (MBTI)

The cost of taking the MBTI can vary depending on the version and the level of access to resources and personalized reports. You can expect to pay anywhere from $50 to $150 for an official online MBTI assessment and report. In-person assessments and workshops facilitated by certified practitioners may cost more, depending on the provider and the scope of the program.

DISC

The cost of taking a DISC assessment can range from around $30 for a basic report to $100 or more for a comprehensive report with additional resources and support. Some providers may offer group discounts or package deals for organizations, teams, or coaching programs.

Please note that these prices are approximate and may change over time or differ based on the specific provider or platform you use to access the assessments. Additionally, some providers may offer free or low-cost versions of these assessments, but they may not provide the same level of detail, accuracy, or support as the official, paid versions.

Alternatives to MBTI, DiSC and StrengthsFinder

There are several popular alternatives to DISC, MBTI, and StrengthsFinder that focus on different aspects of personality, strengths, and behavior. Some of these alternatives include:

1. Big Five (Five Factor Model or OCEAN): The Big Five personality traits, also known as the Five Factor Model or OCEAN, is a well-researched and widely accepted personality model that measures individuals across five broad dimensions: openness, conscientiousness, extraversion, agreeableness, and neuroticism. Popular assessments based on the Big Five model include the NEO-PI-R and the IPIP-NEO.
2. Enneagram: The Enneagram is a personality typology system that identifies nine distinct personality types. Each type represents a distinct pattern of thinking, feeling, and behaving. The Enneagram can be used for self-awareness, personal growth, and understanding others.
3. TeamDynamics: The TeamDynamics team personality test assesses how teams communicate and collaborate to get work done. It measures a group's behaviors along 4 dimensions: how teams communicate to share information, how teams process and interpret shared information, how teams decide on a course of action, and how teams execute toward their objectives. It's well suited for teams who want to better understand, and improve, how they function as a unit.
4. 16PF (16 Personality Factors): The 16PF is a personality assessment based on Raymond Cattell's 16-factor theory of personality. It measures an individual's traits across 16 different factors, providing a more detailed understanding of their personality and behavior.
5. Kolbe A Index: The Kolbe A Index measures an individual's conative strengths or natural problem-solving instincts. It helps individuals understand their unique approach to taking action and how to leverage their instincts for greater productivity and success.
6. VIA Character Strengths: The VIA Character Strengths assessment measures an individual's character strengths, focusing on 24 universally recognized strengths organized under six core virtues. It helps individuals understand their innate positive qualities and how to use them for personal growth and well-being.
7. Holland Codes (RIASEC): The Holland Codes or RIASEC is a career-oriented personality assessment that categorizes individuals into six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. It helps individuals identify careers that align with their interests, preferences, and personality.
8. Emotional Intelligence (EQ) Assessments: Emotional intelligence assessments, such as the Emotional Quotient Inventory (EQ-i) and the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), measure an individual's ability to recognize, understand, and manage their own emotions and the emotions of others.

These alternatives offer different perspectives on personality, strengths, and behavior, and can be used for various purposes, such as personal growth, team building, career development, and leadership development. The choice of assessment depends on the specific objectives and desired outcomes of the individual or organization.

Conclusion

In conclusion, when it comes to personality assessments, there's no one-size-fits-all winner. When comparing StrengthsFinder vs. DiSC vs. Myers-Briggs, each brings something unique to the table, but let's be real, they're not without their flaws. Instead of relying solely on one of these assessments, why not take a more eclectic approach? Embrace the insights they offer, but don't be afraid to challenge their limitations.

Let's face it: human beings are far too complex to be summed up by a single personality assessment. So, whether you're a die-hard MBTI fan, a disciple of StrengthsFinder, or a devotee of DISC, remember that these tools are just the tip of the iceberg when it comes to understanding ourselves and others.

In the ever-evolving landscape of personality assessments, there's always room for improvement and innovation. So, while DISC, MBTI, and StrengthsFinder may currently reign supreme, who knows what the future holds? In the meantime, let's not get too hung up on categorizing ourselves and others. Instead, let's focus on what truly matters—using these assessments as a means to foster self-awareness, growth, and effective communication in our personal and professional lives.

In the end, it's not about which assessment is the best; it's about how we use these tools to better understand and connect with one another. So, go ahead, dive into the world of personality assessments, but always remember to keep an open mind, stay curious, and never stop questioning.