This article intends to compare the DiSC profiles assessment and the Clifton Strengths Assessment, weighing out the differences and providing a little history.
DiSC Profile Assessment Overview
The theory derives its name from Marston’s four original dimensions called Dominance, Inducement, Submission and Compliance which were later changed to:
• Dominance
• Influence
• Steadiness
• Conscientious
The primary objective of DiSC assessment results is to be a tool for measuring an individual’s behavior.
A person with a Dominance behavior style, for example, is “direct, forceful and outspoken with their opinions”. An Influence style is “outgoing, enthusiastic, and lively”. Steadiness describes someone who is “gentle, accommodating and patient with others”. Conscientious style is “logical, reserved and precise.”
The dimensions themselves are presented in a quadrant system that creates the DiSC Circle.

DiSC Assessment Design
An individual’s assessment results fall somewhere on the continuum of the DiSC Circle. They receive the letter of their behavioral style D, I, S or C and then are shown their distance from the edges of the circle to see where they stand within their style’s quadrant (i.e., how firmly they connect with the characteristics of that style).
Since 1972, more than 50 million people have taken a DiSC assessment test.
Clifton Strengths Assessment Overview
Rather than measure a person’s behavior as DiSC assessments are designed to do, Clifton Strengths gives teams and individuals an opportunity to discover their natural patterns of thinking, feeling and behaving. The tool itself is meant for development and coaching.
Each result moves beyond simple insight descriptors such as “people person” or “pays attention to details” to creating a language through which individuals can express who they are, what they need, what they give and what they value.

Clifton Strengths Assessment Design
To date, the Clifton Strengths assessment has more than 25 million individuals who understand their innate talents.

Both Assessments Are Accurate; Clifton Strengths Is More Eloquent
Behavior defines how someone acts, which can be more situational. For example, if someone is taking a DiSC assessment for their work, they may not be thinking about how they act in a different setting. Therefore, there are actually many different DiSC assessment and report offerings such as Everything DiSC Sales Profile; Everything DiSC Management Profile; Everything DiSC Productive Conflict; and Everything DiSC 363 for Leaders.
Clifton Strengths does not measure a state; rather, it measures a person’s traits. It is a development tool that applies to all facets of life. While with DiSC it may be easier to remember your one letter for your behavioral style, knowing your top 5 themes gives you real insight into your talents.
For example, knowing someone has Arranger in their top 5 indicates to a peer, coach or friend that they can “organize, but also have a flexibility that complements this ability. Arrangers like to figure out how all the pieces and resources can be arranged for maximum productivity.”
But this theme is different from someone with Responsibility. An Arranger is like a juggler who momentarily touches all the balls; Responsibility is like a football player who tenaciously holds onto the ball. These subtle distinctions demonstrate the value of knowing your Clifton Strengths Signature Themes versus your DiSC behavioral style.
Conclusion
Clifton Strengths provides a personalized report which gives the insights about your combination of dominant talents that can be utilized in tasks that result in achieving consistent positive outcomes.
Many organizations use both instruments. Even with the applicability of Clifton Strengths, coaching is still a necessary step toward improving performance. However, the Clifton Strengths assessment not only provides context for performance development, it builds a common language within an organization to shed light on studying what’s right with people.
