This article was first published in 2020 and has been updated in 2025 to provide our readers with the most up-to-date insights.
In this ongoing blog series, we take a look at the similarities and differences of many employee assessment instruments and how you might use them – individually and together – to achieve your business and talent development needs. Other articles in the series include HBDI® vs DiSC® and HBDI® vs Meyer Briggs.
Not all employee assessments are created equal. Some focus on what you do best. Others explore how you think. If you’re weighing up HBDI® and CliftonStrengths®, you’re likely trying to decide which one will actually make a difference in the way your team works.
Both tools are popular for a reason but they serve very different purposes. One helps you identify your natural talents. The other gives you a flexible framework for how people approach problems, make decisions and collaborate.
Learn more about the key differences between HBDI® and CliftonStrengths®, so you can choose the right fit for your people, your goals and your workplace culture.
What do they measure?
HBDI® (Herrmann Brain Dominance Instrument)
- Focuses on how people prefer to think
- Based on the Whole Brain® Thinking model
- Breaks thinking into four quadrants:
- Analytical (Blue) – logical, data-driven
- Practical (Green) – structured, detail-oriented
- Relational (Red) – empathetic, people-focused
- Experimental (Yellow) – creative, big-picture
✔️ Encourages people to understand and adapt their thinking styles across situations.
CliftonStrengths®
- Focuses on what people naturally do well
- Identifies top strengths from a list of 34 themes
- Themes are grouped into four domains: Executing, Influencing, Relationship Building, Strategic Thinking
✔️ Helps individuals build confidence by focusing on their top talents.
✖️ Does not explore or develop areas outside of your strengths.
How are they used in the workplace?
| Application | HBDI® | CliftonStrengths® |
| Leadership | Helps leaders flex their thinking to suit different situations | Helps leaders play to their natural strengths |
| Team Development | Builds cognitive diversity and innovation | Aligns people with roles based on strengths |
| Problem-Solving | Encourages balanced thinking from multiple angles | May over-rely on existing strengths |
| Personal Growth | Supports growth in underused thinking styles | Focuses mainly on maximising existing strengths |
Flexibility & depth
HBDI®
- People can access all four thinking styles
- Encourages flexibility depending on the task or context
- Helps teams and individuals become more adaptable and strategic
CliftonStrengths®
- Focuses on your top strengths only
- Doesn’t explore how to develop less dominant traits
- Great for personal development, but less effective for role versatility
Which one should you choose?
| Choose HBDI® if… | Choose CliftonStrengths® if… |
| You want to understand how your team thinks and how to adapt those styles | You want to identify what your team members are naturally good at |
| You’re looking for a flexible model for team, leadership and strategic development | You’re focusing on individual growth and confidence building |
| You want a framework for collaboration, innovation and culture change | You want a tool for quick talent insight and team alignment |
Which assessment will help your team thrive?
Both HBDI® and CliftonStrengths® provide valuable insights, but they serve different purposes.
- CliftonStrengths helps individuals identify and apply their natural talents.
- HBDI® offers a broader, more adaptable framework for improving communication, leadership, and decision-making.
Many organisations turn to Herrmann and Whole Brain® Thinking—not just as an assessment, but as a practical system for applying thinking diversity to everyday work. From team strategy sessions to leadership development to culture transformation, HBDI® becomes part of how teams operate—not just a one-off workshop or report.
It’s a tool you can embed into how your people think, plan and collaborate—long after the initial assessment is done.
If you’d like to find out more about how HBDI can help you solve any business problem, get in touch with Herrmann.
