If you’ve ever wondered whether you’re more of a “D” or an “INTJ,” you’re not alone. A quick Google search for “DISC vs Myers-Briggs” brings up tens of thousands of results, which just goes to show how curious people are about these popular personality assessments.
But which tool is the right fit for your needs? Let’s break down the key differences between DISC and the Myers-Briggs Type Indicator (MBTI) to help you better understand what each assessment offers.
Myers-Briggs Type Indicator (MBTI)
The MBTI test was developed by Katharine Cook Briggs and her daughter, Isabel Briggs Myers, as a way to help women find appropriate roles in the workforce as men were drafted away from their jobs during World War II. Briggs was inspired by the 1920s psychological theories of Carl Jung. In the 1960s, the MBTI started being used by more of the general population, and specifically, by businesses who incorporated it into their hiring assessments.
MBTI participants undergo a thorough examination with up to 90 questions, categorizing them into four binary domains: Introversion or Extroversion, 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 may also 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.
Using DISC and MBTI in Hiring
As mentioned above, MBTI was originally developed as a tool for assessing female job candidates during World War II. But today, designers of the MBTI assessment do not encourage its use during hiring processes. MBTI focuses on self-understanding rather than ability, competence, or skill, making it better suited for personal and professional growth versus job candidate analyses.
DISC, on the other hand, can have applications in both hiring and professional development. DISC shines when it comes to understanding how someone communicates, reacts under pressure, and works with others—factors that directly influence workplace dynamics. Its behavior-based framework provides hiring managers with a clearer picture of how a candidate will interact with colleagues or respond to leadership. Many companies appreciate that DISC results are easy to interpret and apply quickly, making it a more practical and effective tool for hiring decisions.
So Which Assessment is Right for You?
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 professional organizations have had success with MBTI. It is 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.
Still on the fence, or confused about what kind of assessment is right for you and your team? PeopleKeys is here to help! Contact us today and one of our Customer Support professionals will answer any questions you may have and point you in the right direction towards greater personal insight.
