DISC vs Myers-Briggs - What Are the Differences?

When exploring the realm of personality assessments, the search term "DISC vs Myers-Briggs" yields over 70,000 results on Google, indicating a widespread interest in discerning the distinctions between these two highly regarded tests. In this exploration, we will dissect the nuances between the DISC assessment and the Myers-Briggs Type Indicator (MBTI), providing a comprehensive understanding for those navigating the world of personality analysis.

Myers-Briggs Type Indicator (MBTI)

Originating from the psychological theories of Carl Jung in 1921, the modern MBTI test, developed by Katharine Cook Briggs and Isabel Briggs Myers, traces its roots to aiding women in the workforce during World War II. The test, as we know it today, was first published in 1962. Participants undergo a thorough examination with up to 90 questions, categorizing them into four binary domains: Introversion or Extraversion, Sensing or Intuition, Thinking or Feeling, and Judging or Perceiving. These categories, represented by a four-letter code, paint a vivid picture of an individual's preferences and personality type.

While the MBTI provides profound self-knowledge, its extensive questionnaire and deeply personal nature may render it less suitable for public settings such as business or organizational environments. The intricacy of 16 personality types and the potential discomfort associated with sharing results limit its efficacy in team-building exercises or corporate applications.

DISC Assessment

Contrasting with MBTI, the DISC test, grounded in the theories of William Moulton Marston, offers a more concise experience with typically 20-30 questions. It distills personality into four primary types: Dominance, Influence, Steadiness, and Compliance. Notably, DISC acknowledges the potential for situational variations in personality traits, a departure from MBTI's assumption of fixed personalities.

The simplicity of the DISC acronym enhances user engagement and facilitates lasting impressions. Its specific focus on the test-taking environment ensures that results are less intimate, promoting ease of sharing in public settings. Individuals often retain their DISC results for years, a testament to its user-friendly interface and memorable format.


In the realm of personality assessments, both DISC and MBTI hold widespread respect and application. MBTI excels in providing a deep introspective dive into one's psyche, making it ideal for academic pursuits in psychology and psychiatry. On the other hand, DISC, with its efficiency, lasting impressions, and adaptability to public settings, emerges as a logical choice for workplace applications, hiring processes, and rapid mastery.

While both tools have proven successful, DISC's practical advantages in terms of time efficiency, ease of application, and user-friendly interface position it as a compelling option for those seeking a reliable and accessible personality assessment method. Ultimately, the choice between DISC and MBTI depends on the specific needs and context of the user.

This is not meant to imply that no businesses use MBTI or that it can’t be used for applications other than self-assessment. Many have had success with MBTI. It’s a valuable tool with a history as long and respected as that of DISC. However, if you’re looking for a tool to use in the workplace, for hiring, or seeking a personality assessment method that can be learned quickly and be easily applied, DISC is the logical choice.

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Posted By: Brad Smith

Bradley Smith, Ph.D. is the Director of International Business Development at PeopleKeys, and works directly with our international distributors and business partners. Personality Style: D