CliftonStrengths vs Big Five, 16PF & Enneagram: Which Assessment is Right for You?

With dozens of personality and strengths assessments available today, choosing the right one can feel overwhelming. Each assessment serves different purposes and provides unique insights, but understanding their differences is crucial for making an informed decision.

This comprehensive comparison examines CliftonStrengths alongside four other popular assessments: Big Five, 16PF, HEXACO, and Enneagram. We'll explore their purposes, methodologies, strengths, and ideal use cases to help you choose the assessment that best fits your goals.

Assessment Overview: What Makes Each Unique

CliftonStrengths: Talent-Based Development

Purpose: Identify natural talents and develop them into strengths Focus: What you do best and how to do more of it Approach: Strengths-based development rather than personality typing

Big Five (OCEAN): Research-Backed Personality

Purpose: Measure broad personality dimensions scientifically Focus: How personality traits predict behavior and outcomes Approach: Dimensional scoring on five major personality factors

16PF: Professional Personality Assessment

Purpose: Comprehensive personality measurement for professional contexts Focus: Detailed personality factors for workplace applications Approach: Multi-factor personality assessment with 16 distinct traits

HEXACO: Ethics-Enhanced Personality

Purpose: Personality assessment with emphasis on ethical behavior Focus: Six personality dimensions including honesty-humility Approach: Enhanced personality model with cultural validity

Enneagram: Motivation-Driven Types

Purpose: Understand core motivations and psychological patterns Focus: Why you do what you do (motivations and fears) Approach: Nine distinct personality types with growth paths

Detailed Comparison Matrix

Core Philosophy and Approach

Assessment	Core Philosophy	Primary Focus	Development Approach
CliftonStrengths	Build on natural talents	Individual talents and strengths	Develop strongest areas
Big Five	Traits predict behavior	Personality dimensions	Understand and adapt traits
16PF	Comprehensive personality measurement	Professional applications	Balanced development
HEXACO	Personality with ethical component	Individual and cultural differences	Trait awareness and management
Enneagram	Understanding core motivations	Internal drivers and growth	Transform motivational patterns

Scientific Foundation

CliftonStrengths

• Research Base: 50+ years of talent research by Gallup
• Sample Size: 27+ million people assessed
• Validation: Extensive workplace performance studies
• Reliability: High test-retest reliability for talent identification

Big Five

• Research Base: 80+ years of personality research
• Sample Size: Thousands of studies across cultures
• Validation: Most researched personality model
• Reliability: Excellent psychometric properties

16PF

• Research Base: 70+ years of factor analytic research
• Sample Size: Extensive international normative samples
• Validation: Strong occupational and clinical validity
• Reliability: High internal consistency and stability

HEXACO

• Research Base: 20+ years of cross-cultural personality research
• Sample Size: International studies across multiple cultures
• Validation: Strong cross-cultural validity
• Reliability: Good psychometric properties

Enneagram

• Research Base: Ancient wisdom tradition with modern psychology
• Sample Size: Growing but less extensive than other models
• Validation: Limited but increasing scientific validation
• Reliability: Moderate, varies by instrument quality

Results Structure and Output

CliftonStrengths Results:

• 34 talent themes ranked by dominance
• Top 5 signature themes (most common)
• Four domains: Executing, Influencing, Relationship Building, Strategic Thinking
• Detailed action items for each theme

Big Five Results:

• Scores on five dimensions (0-100 scale)
• Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism
• Trait-level descriptions and implications
• Behavioral predictions and recommendations

16PF Results:

• 16 personality factors with detailed descriptions
• Global factors (Big Five equivalents)
• Professional report with career implications
• Leadership and team development insights

HEXACO Results:

• Six dimensional scores
• Honesty-Humility, Emotionality, eXtraversion, Agreeableness, Conscientiousness, Openness
• Behavioral predictions and career implications
• Cross-cultural personality insights

Enneagram Results:

• Primary type identification (1-9)
• Wing influences and variations
• Stress and security patterns
• Growth recommendations and paths

Strengths and Limitations of Each Assessment

CliftonStrengths

Strengths:

• Positive Focus: Emphasizes development of natural talents rather than fixing weaknesses
• Actionable Results: Provides specific strategies for applying each talent theme
• Workplace Application: Designed specifically for professional development and performance
• Unique Combinations: Recognizes individual uniqueness (33+ million possible combinations)
• Research-Backed: Extensive validation for workplace performance and engagement

Limitations:

• Limited Scope: Focuses primarily on talents, may miss other important aspects
• Positive Bias: May not adequately address development areas or potential blind spots
• Cost: Requires purchase from Gallup, making it less accessible
• Cultural Context: Primarily developed and validated in Western business contexts

Best For:

• Career development and planning
• Team building and organizational development
• Performance improvement initiatives
• Strengths-based coaching and development
• Leadership development programs

Big Five (OCEAN)

Strengths:

• Scientific Rigor: Most researched and validated personality model
• Predictive Power: Strong predictor of job performance and life outcomes
• Universal Application: Cross-culturally valid and widely applicable
• Balanced View: Provides comprehensive personality picture without bias
• Free Assessments: Many quality versions available at no cost

Limitations:

• Complexity: Can be difficult to interpret and apply without training
• Static View: Describes personality but provides limited development guidance
• Broad Factors: May miss nuanced aspects of personality
• Negative Focus: Can emphasize weaknesses rather than strengths

Best For:

• Academic and research applications
• Personnel selection and hiring
• Understanding personality's impact on behavior
• Self-awareness and personal development
• Cross-cultural personality assessment

16PF

Strengths:

• Comprehensive: Provides detailed, nuanced personality assessment
• Professional Focus: Designed for workplace and professional applications
• Balanced Approach: Addresses both strengths and development areas
• Flexibility: Can be used for various organizational purposes
• Established History: Long track record in professional settings

Limitations:

• Complexity: 16 factors can be overwhelming to interpret and remember
• Length: Longer assessment time commitment
• Cost: Professional versions require certification and fees
• Overlap: Some factors may seem redundant or overlapping

Best For:

• Executive coaching and leadership development
• Career counseling and guidance
• Team development and dynamics
• Organizational assessment and development
• Professional selection and development

HEXACO

Strengths:

• Ethical Focus: Unique emphasis on honesty-humility dimension
• Cultural Validity: Better cross-cultural applicability than Big Five
• Predictive Power: Good predictor of ethical behavior and integrity
• Research-Based: Strong psychometric foundation
• Balanced Approach: Comprehensive personality assessment

Limitations:

• Limited Recognition: Less known than Big Five or other major models
• Fewer Resources: Limited development materials and applications
• Newness: Relatively recent model with less extensive validation
• Complexity: Six dimensions can be complex to interpret

Best For:

• Roles requiring high ethical standards
• Cross-cultural organizational contexts
• Leadership selection and development
• Research and academic applications
• Understanding ethical dimensions of personality

Enneagram

Strengths:

• Motivational Insight: Focuses on why people behave as they do
• Growth-Oriented: Provides clear paths for personal development
• Depth of Understanding: Offers profound insights into psychological patterns
• Practical Application: Easy to understand and remember types
• Holistic Approach: Addresses both healthy and unhealthy manifestations

Limitations:

• Limited Scientific Validation: Less research support than other models
• Typing Complexity: Can be difficult to accurately identify type
• Oversimplification: May reduce complex personalities to simple types
• Subjective Elements: Relies on self-awareness that may be lacking

Best For:

• Personal growth and self-development
• Relationship building and understanding
• Spiritual and psychological development
• Team dynamics and communication
• Understanding motivational patterns

Choosing the Right Assessment: Decision Framework

Consider Your Primary Goals

Career Development and Performance

• Primary Choice: CliftonStrengths
• Secondary: Big Five or 16PF
• Why: Focus on talents and workplace application

Team Building and Organizational Development

• Primary Choice: CliftonStrengths or 16PF
• Secondary: Big Five
• Why: Professional focus with actionable team insights

Personal Growth and Self-Awareness

• Primary Choice: Enneagram or Big Five
• Secondary: CliftonStrengths
• Why: Deep personal insights and growth orientation

Leadership Development

• Primary Choice: 16PF or CliftonStrengths
• Secondary: Big Five
• Why: Professional applications with leadership focus

Cross-Cultural Applications

• Primary Choice: HEXACO or Big Five
• Secondary: CliftonStrengths
• Why: Strong cross-cultural validity

Ethics-Sensitive Roles

• Primary Choice: HEXACO
• Secondary: 16PF
• Why: Focus on ethical behavior and integrity

Consider Your Context and Constraints

Time and Resources

• Quick Assessment: Big Five (many free options)
• Comprehensive Assessment: 16PF or full CliftonStrengths
• Budget-Friendly: Big Five or Enneagram

Professional vs. Personal Use

• Professional: CliftonStrengths, 16PF, Big Five
• Personal: Enneagram, Big Five, CliftonStrengths

Group vs. Individual Application

• Group/Team: CliftonStrengths, 16PF
• Individual: Any assessment depending on goals

Combining Assessments: A Multi-Modal Approach

Why Use Multiple Assessments?

Different assessments provide complementary insights:

• CliftonStrengths: What you do best
• Big Five: How you typically behave
• Enneagram: Why you do what you do
• 16PF: Comprehensive professional profile

Effective Combinations

For Comprehensive Self-Understanding: CliftonStrengths + Enneagram

• Strengths for professional development
• Enneagram for personal growth and motivation

For Career Development: CliftonStrengths + Big Five

• Talents for role fit and development
• Personality traits for work style and environment

For Leadership Development: 16PF + CliftonStrengths

• Comprehensive personality assessment
• Specific talent development focus

For Team Development: CliftonStrengths + Big Five

• Individual strengths for role assignment
• Personality traits for team dynamics

Implementation Best Practices

Before Taking Any Assessment

Set Clear Intentions

• Define what you want to learn or achieve
• Consider how you'll use the results
• Prepare to act on insights

Choose Quality Assessments

• Use validated, reliable instruments
• Consider professional vs. free versions
• Read reviews and research the provider

After Receiving Results

Deep Dive Into Understanding

• Read full reports and descriptions
• Reflect on accuracy and relevance
• Seek feedback from others who know you

Create Action Plans

• Identify specific development goals
• Plan concrete steps for improvement
• Set timelines for reassessment

Share and Discuss

• Discuss results with trusted colleagues or friends
• Use insights to improve relationships and collaboration
• Consider professional coaching or development support

Long-Term Application

Regular Review

• Revisit results periodically
• Track progress on development goals
• Notice changes and growth over time

Integration with Other Tools

• Combine with other development approaches
• Use in performance reviews and goal setting
• Apply to new roles and opportunities

Assessment Recommendations by Use Case

Individual Career Development

Recommended: CliftonStrengths + Big Five Why: Talents for career direction, personality for work style fit

Team Building

Recommended: CliftonStrengths Why: Clear individual contributions and team complementarity

Leadership Development

Recommended: 16PF or CliftonStrengths + Big Five Why: Comprehensive leadership assessment with development focus

Personal Relationships

Recommended: Enneagram + Big Five Why: Deep motivational understanding with behavioral predictions

Cross-Cultural Work

Recommended: HEXACO or Big Five Why: Strong cross-cultural validity and applicability

Ethics-Sensitive Roles

Recommended: HEXACO + 16PF Why: Integrity focus with comprehensive professional assessment

Common Pitfalls to Avoid

Over-Relying on Results

• Remember assessments are tools, not absolute truth
• Consider context and situational factors
• Balance assessment insights with other information

Boxing Yourself or Others In

• Avoid limiting beliefs based on results
• Remember personality and strengths can develop
• Stay open to growth and change

Ignoring Development Areas

• Even strengths-focused approaches require balance
• Consider how lesser strengths impact performance
• Develop strategies for managing around lesser areas

Using Wrong Assessment for Purpose

• Match assessment to your specific goals
• Consider the assessment's strengths and limitations
• Don't force an assessment to serve purposes it wasn't designed for

Conclusion: The Right Assessment for Your Journey

Choosing between CliftonStrengths and other personality assessments isn't about finding the "best" assessment—it's about finding the right assessment for your specific goals, context, and development needs.

Choose CliftonStrengths if you want to focus on talent development, improve workplace performance, or build stronger teams through strengths awareness.

Choose Big Five if you want comprehensive, scientifically validated personality insights that predict behavior across various contexts.

Choose 16PF if you need detailed professional assessment for complex organizational applications like leadership development or career counseling.

Choose HEXACO if you work in cross-cultural contexts or roles where ethical behavior is paramount.

Choose Enneagram if you're focused on personal growth, understanding core motivations, or improving relationships through deeper self-awareness.

Remember, the most powerful approach might involve using multiple assessments over time, each providing unique insights that contribute to your overall self-understanding and development journey.

The key is to choose intentionally, engage deeply with your results, and most importantly, take action based on your insights. Any assessment is only as valuable as the development and growth it inspires.

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Take Your Next Assessment

Ready to discover more about yourself through personality and strengths assessment?

• Take the CliftonStrengths Assessment - Discover your natural talents
• Try the Big Five Test - Understand your personality dimensions
• Explore the 16PF Assessment - Get comprehensive professional insights
• Take the HEXACO Test - Assess personality with ethical focus
• Try the Enneagram Assessment - Understand your core motivations

Each assessment offers unique insights—choose the one that best aligns with your current development goals.