CliftonStrengths, formerly StrengthsFinder, identifies individual talent themes. If your next question concerns personality preferences, behavioral styles, shared team habits, broad traits, or workplace personality, another assessment may help. This guide compares MBTI, DiSC, TeamDynamics, the Big Five, and Hogan Assessments. Gallup also offers team tools; choose around your team’s development goal.
Alternative #1: Myers-Briggs Type Indicator (MBTI)
If you’re looking for an assessment that offers a comprehensive understanding of your personality and how you interact with others, MBTI is an excellent alternative to StrengthsFinder.
The Myers-Briggs Type Indicator (MBTI) is one of the most widely recognized personality assessments in the world. Based on Carl Jung’s theory of psychological types, MBTI categorizes individuals into 16 distinct personality types, each represented by a combination of four letters (e.g., INFP, ESTJ). These types are derived from preferences in four areas: Introversion vs. Extraversion, Sensing vs. Intuition, Thinking vs. Feeling, and Judging vs. Perceiving.
What Makes MBTI Special
MBTI stands out for its simplicity and accessibility. Unlike many other personality assessments, MBTI is easy to understand and apply, making it popular in both personal development and professional settings. Its focus on preferences rather than fixed traits allows individuals to see how they might adapt to different situations. The 16 personality types provide a comprehensive framework that helps people understand not only themselves but also how they interact with others.
MBTI vs. StrengthsFinder
While StrengthsFinder zeroes in on identifying and leveraging your top talents, MBTI offers a broader look at your personality as a whole. MBTI helps you understand your natural preferences and how these shape your behavior and decision-making. In contrast, StrengthsFinder is more focused on identifying specific strengths that you can develop. For those seeking a more holistic understanding of their personality, MBTI provides a wider lens, making it a great alternative to StrengthsFinder.
Practical Applications of MBTI
MBTI is widely used in various contexts, from personal development to team building. In the workplace, it helps teams understand each member’s communication style, decision-making process, and potential areas of conflict. Many organizations use MBTI to improve collaboration, enhance leadership skills, and create more harmonious work environments. Because it emphasizes understanding differences, MBTI is particularly effective for fostering better teamwork and resolving interpersonal issues.
Alternative #2: DISC Assessment
If your goal is to improve communication in a professional setting, DiSC is a highly effective alternative to StrengthsFinder.
The DiSC personality assessment is a popular tool used to understand behavior and communication styles. DiSC stands for Dominance, Influence, Steadiness, and Conscientiousness—the four primary dimensions that the assessment measures. Each individual receives a profile that highlights their predominant traits, helping them understand their natural tendencies in various situations, especially in the workplace.
What Makes DiSC Special
DiSC is known for its practical application, particularly in professional settings. It focuses on observable behaviors and communication styles, making it an actionable tool for improving teamwork, leadership, and workplace dynamics. Unlike more complex personality tests, DiSC is straightforward and easy to interpret, allowing individuals and teams to quickly apply insights to enhance productivity and collaboration.
DiSC vs. StrengthsFinder
While StrengthsFinder identifies your top talents, DiSC provides a clearer picture of how you behave in different contexts, especially in a team environment. DiSC’s focus on behavior and communication makes it particularly useful for improving workplace interactions. StrengthsFinder may highlight what you’re good at, but DiSC helps you understand how to effectively use your strengths in collaboration with others. For those looking to improve team dynamics and communication, DiSC offers a more targeted approach than StrengthsFinder.
Practical Applications of DiSC
DiSC is extensively used in organizational development, leadership training, and team building. It helps individuals understand their behavioral tendencies and how these impact their work relationships. Teams can use DiSC to identify potential areas of conflict, improve communication, and create a more harmonious work environment. DiSC’s clear and practical insights make it an invaluable tool for anyone looking to enhance workplace interactions and overall team performance.
Alternative #3: TeamDynamics
TeamDynamics measures the shared behaviors of a specific team across Communicating, Processing, Deciding, and Executing. In Pro, participants describe how the team works, and their completed responses contribute to a shared team profile.
Personal preferences separately inform CoDynamics, which helps each participant understand natural fit and potential tension with the team. They do not determine the team’s shared result.
What TeamDynamics measures
Use the team profile to describe patterns such as how information reaches people, what evidence shapes a decision, who determines the next step, and how plans respond to change. The profile reflects participants’ reported experience of the team.
TeamDynamics compared with CliftonStrengths
CliftonStrengths identifies individual talent themes and has team tools, including a Team Grid. TeamDynamics describes the shared working patterns participants observe in a particular team. These can support complementary conversations: what talents people bring, and how the team will communicate, decide, and follow through.
Practical applications of TeamDynamics
Choose one current collaboration problem, such as an unclear handoff or a decision that keeps reopening. Use the Team Discussion Guide to hear examples from colleagues, agree one working change, name an owner, and set a review date. During onboarding, explain the team’s working agreements and invite questions; a result does not determine job suitability.
Help individual strengths work together
CliftonStrengths helps you understand the talents people bring. TeamDynamics helps your team examine the habits around those talents and choose practical changes to everyday collaboration.
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.
Alternative #4: The Big Five Personality Traits (Five Factor Model)
The Big Five personality traits, also known as the Five-Factor Model (FFM), is a widely respected framework in psychology for understanding human personality. The Big Five measures individuals on five key dimensions: Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism (OCEAN). These traits provide a comprehensive view of an individual’s personality, capturing a wide range of behaviors and preferences.
What Makes the Big Five Special
The Big Five describes five broad trait continua: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. It is used in personality research and by multiple assessment providers. Evaluate the evidence, intended use, and report for the specific instrument you plan to use.
Big Five vs. StrengthsFinder
For a workplace discussion, ask people for examples and support needs. A trait score is one perspective; it does not, by itself, establish ability or predict the outcome of a project.
Practical Applications of the Big Five
Choose the specific assessment and report around your development goal. Discuss participants’ own examples and support needs; use skills, experience, interests, and workload alongside assessment results when assigning work.
Alternative #5: Hogan Assessments
For organizations seeking a predictive and workplace-focused personality assessment, Hogan Assessments is a different option to StrengthsFinder.
Hogan Assessments is a suite of personality assessments designed for the workplace. Unlike many other personality tests, Hogan focuses on predicting workplace performance by evaluating personality traits that impact job success. The assessments include measures of normal personality (Hogan Personality Inventory), derailment risks (Hogan Development Survey), and core values (Motives, Values, Preferences Inventory), providing a comprehensive view of an individual’s potential in professional settings.
What Makes Hogan Assessments Special
What sets Hogan Assessments apart is its focus on workplace outcomes. The Hogan system is grounded in decades of research and is specifically designed to predict how personality influences job performance, leadership potential, and organizational fit. Its predictive power makes it a preferred tool for talent management, leadership development, and succession planning. The depth and specificity of Hogan Assessments make it an invaluable resource for organizations looking to make data-driven decisions about their employees.
Hogan Assessments vs. StrengthsFinder
Hogan Assessments offers workplace instruments covering everyday personality, potential derailment under strain, and motives and values. The report and intended use determine how results are interpreted. For team development, discuss the relevant working context and use qualified support where required.
Practical Applications of Hogan Assessments
Hogan Assessments offers workplace instruments covering everyday personality, potential derailment under strain, and motives and values. The report and intended use determine how results are interpreted. For team development, discuss the relevant working context and use qualified support where required.
Comparing the Top 5 Alternatives to CliftonStrengths
So which is the right alternative to StrengthsFinder for you and your team? Take a look at this simple comparison table.
| Tool | Primary Focus | Pricing | Best For | Key Strengths |
|---|---|---|---|---|
| Myers-Briggs Type Indicator (MBTI) | Psychological Preferences | Varies by report and provider | Individuals looking for deep psychological insights | 16 personality types, useful for communication and conflict resolution |
| DiSC Assessment | Behavior and Communication Styles | Varies by report and provider | Individuals needing actionable communication insights | Practical and easy to use, focuses on behavior and communication |
| TeamDynamics | Team Behavior | Pro: $39 per participant, one-time payment | Organizations focused on team effectiveness and cohesion | Assesses entire team, identifies collective behaviors and norms |
| Big Five Personality Traits (Five Factor Model) | Comprehensive Personality Traits | Varies by report and provider | Individuals seeking a scientific framework | 5 broad traits, scientifically robust, useful for individual personality traits |
| Hogan Assessments | Workplace Performance Prediction | Varies by report and provider | Organizations focusing on leadership and succession planning | Predicts job performance, leadership potential, risk factors |
Conclusion
Choose the assessment around the conversation you need to facilitate. Individual traits, preferences, talents, behavioral styles, and motivations offer different perspectives. MBTI, CliftonStrengths, and Everything DiSC also have team applications; review the report and facilitator support before deciding.
If the question is how this particular team works together, start with shared observations. End your session with an agreement about a live project and a date to review whether it helped.
TeamDynamics Pro costs $39 per participant as a one-time payment. Pro includes a Team Profile, individual CoDynamics, a Manager Report, and a Team Discussion Guide. Solo costs $29 once for one person’s view of the team, with Estimated TeamDynamics and Your CoDynamics. Compare the included reports, participant count, and any facilitation costs before purchase.
