Testing For Success

Comparing DiSC, LSI, and CLS360 Assessment Instruments

DiSC (Dominance, Influence, Steadiness, Conscientiousness), LSI (Lifestyles Inventory), and CLS360 (Comprehensive Leadership Survey 360) are three popular assessment instruments designed to provide insights into an individual's behaviour and offer opportunities for improvement. Each instrument has its unique approach and focus, contributing to a comprehensive understanding of an individual's personality and leadership style.

DiSC:

DiSC is a widely used behavioural assessment tool that categorises individuals into four primary personality types: Dominance, Influence, Steadiness, and Conscientiousness. It focuses on observable behaviours and communication styles. DiSC provides valuable information about how individuals interact with others, make decisions, and handle challenges. Opportunities for improvement in DiSC are often related to enhancing communication and collaboration by understanding and adapting to different personality types.

LSI:

LSI, developed by J. Clayton Lafferty, measures an individual's thinking and behavioural patterns through 12 primary thinking styles. These styles are categorized into three general clusters: Constructive, Passive/Defensive, and Aggressive/Defensive. LSI provides a deep insight into an individual's self-perception and their impact on others. Opportunities for improvement with LSI are identified by fostering constructive thinking patterns, improving self-awareness, and developing more effective interpersonal skills.

CLS360:

CLS360 is a 360-degree feedback tool designed to assess leadership competencies from various perspectives, including self, peers, subordinates, and superiors. It offers a holistic view of an individual's leadership style and effectiveness. CLS360 identifies strengths and areas for improvement, providing a roadmap for leadership development. Opportunities for improvement in CLS360 often involve enhancing communication, team collaboration, and strategic leadership skills.

Comparison:

While all three assessments aim to provide insights into behaviour and suggest opportunities for improvement, they differ in their approaches and emphasis. DiSC is primarily focused on observable behaviours and communication styles, LSI delves into thinking patterns and self-perception, and CLS360 offers a 360-degree perspective on leadership competencies.

DiSC and LSI are more individual-centric, offering insights into personal styles and behaviours. In contrast, CLS360 is broader, encompassing feedback from multiple sources to assess leadership effectiveness within a team or organisational context.

Conclusion:

In conclusion, DiSC, LSI, and CLS360 each provide valuable information about an individual's behaviour and offer distinct opportunities for improvement. The choice between these instruments depends on the specific objectives and context of the assessment. DiSC is ideal for understanding communication styles, LSI for deepening self-awareness, and CLS360 for comprehensive leadership development within a team or organisational setting.