CliftonStrengths vs. DISC vs. Profilingvalues: An Honest Comparison

CliftonStrengths® (Gallup), DISC and Profilingvalues** are often named in the same breath – and just as often confused. In fact they measure **three fundamentally different things: talents, behavioural style and values. Buy the wrong tool, get the wrong answer – and then blame a test that was simply never designed for your question.

This comparison lays out the three instruments honestly: methodology, output, validity, price and real-world use cases – so you know which tool fits your question.

Short answer first

• CliftonStrengths® reveals your innate talents (what you do naturally well). Best tool for personal development, career and strengths coaching.

• DISC shows your preferred behavioural style in a situation. Best tool for team communication and sales training.

• Profilingvalues measures personal values and judgement capacity. Best tool for recruiting, leadership assessments and change coaching.

Comparison table at a glance

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1. CliftonStrengths® (Gallup) – «What am I naturally good at?»

The Gallup CliftonStrengths® test was developed by Donald Clifton, the father of Positive Psychology. It places your talents in 34 themes (e.g. *Achiever*, *Strategic*, *Empathy*, *Learner*) and produces a personal ranking that remains 70–80 % stable over time.

What you get: a report with your Top 5 (standard) or all 34 themes (Top 34) – each with description, application tips and career implications.

Where it shines:

• Personal stocktaking («What am I really good at?»)

• Career coaching and vocational orientation

• Making team strengths visible (complementary talents)

• Leadership development on top of natural strengths

Where it's weak:

• Says nothing about values or motivation (talent ≠ drive)

• Doesn't show how someone behaves under stress

• Not built for classic recruiting

At PurposeCoach® the Top 34 code is included in every strengths coaching – see Gallup CliftonStrengths® coaching.

2. DISC – «How do I behave around others?»

DISC (sometimes DiSC) is based on the model by William Moulton Marston (1928) and splits behaviour into four dimensions: Dominance, Influence, Steadiness, Conscientiousness. You receive a 4-letter profile – e.g. «high-D, mid-I, low-S, mid-C».

What you get: a colour-coded profile of your dominant behavioural style – usually a PDF with tips on how to communicate with other styles.

Where it shines:

• Team workshops on communication and conflict styles

• Sales training («How do I approach which customer?»)

• Quick self-awareness in 10 minutes

• Low price, widely available

Where it's weak:

• Only 4 categories → significant loss of information (stereotyping)

• Scientific reliability is contested – Marston was no psychometrician

• Strongly situation- and mood-dependent (same person, different profile per day)

• Says nothing about ability or values

3. Profilingvalues – «What really matters to me?»

Profilingvalues is built on the formal value logic of Robert S. Hartman (Nobel Peace Prize-nominated) and measures how you make decisions and which values drive them. You receive a dual profile: self-image and world-view – including change and stress indicators.

What you get: a 20-page report with value hierarchy, stress score, change potential and concrete coaching levers – debriefed by a certified consultant.

Where it shines:

• Recruiting and senior leadership assessments (cultural fit, resilience)

• Change coaching (burnout, reorientation, meaning crises)

• Showing where values and reality drift apart

• Highly robust re-test (values are stable)

Where it's weak:

• Higher price and always with a debrief (no self-service)

• Doesn't explain what someone can do (only what matters to them)

• Not suited to team workshops – very individual

More: Profilingvalues coaching.

Which test fits which question?

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The honest recommendation from 15 years of coaching

In practice no single test is complete. What we see at PurposeCoach®:

• For individuals (career, calling, strengths): CliftonStrengths® offers by far the best value – if the debrief is properly facilitated. Without coaching the report mostly ends up in a drawer.

• For senior leadership and recruiting: Profilingvalues beats DISC by a wide margin – values and judgement matter more at the top than behavioural style.

• For team workshops and sales: DISC is cheap, fast and delivers 80 % awareness in 10 minutes – often enough for a workshop.

• The royal combination: *CliftonStrengths® (talents) + Profilingvalues (values)* – the foundation of any serious strengths and purpose coaching.

Frequently asked questions (FAQ)

Is DISC unscientific? Not «unscientific», but less validated than CliftonStrengths® or Profilingvalues. Fine for workshops, too coarse for selection decisions.

Can I combine CliftonStrengths® and DISC? Yes – they measure different things and don't contradict each other. CliftonStrengths® shows what you can do, DISC how you show it.

How often should I retake the tests? CliftonStrengths® and Profilingvalues are stable – one serious round usually lasts 5–10 years. DISC can vary by life phase and may be retaken every 2–3 years.

What does a full stocktaking cost? At PurposeCoach® strengths coaching with CliftonStrengths® Top 34 starts at CHF 390 incl. test code. Profilingvalues debriefs from CHF 480 incl. session.

Which test do Swiss recruiters use most? DISC dominates in SMEs (price, availability). At senior level and in executive search Profilingvalues is established. CliftonStrengths® is increasingly used for development and coaching programmes.

Next step: 30 minutes of clarity – free

Not sure which test fits your situation? In a free 30-minute consultation we'll frame your question and recommend the instrument that actually moves you forward – without sales pressure.

Book your free 30-minute consultation with Philipp Fuchs (cert. Gallup CliftonStrengths® Coach / SBC, cert. Profilingvalues consultant).