Aug 2, 2014 1:07:17 PM | DISC Profile The Problem with Myers-Briggs

When it comes to understanding personality and behavior, DISC and Myers-Briggs (MBTI) are two of the most widely recognized assessments. Both tools aim to provide insights into individual differences, but they operate on different principles and offer varied results. So, which one is more reliable? Recent analyses suggest a significant distinction between these two methods, with reliability emerging as a key differentiator.

A critical review of the Myers-Briggs Type Indicator, presented in the article "Why Myers-Briggs is Meaningless" by Vox Media, highlights substantial concerns regarding its reliability. The article underscores a major issue: when individuals take the Myers-Briggs test multiple times, even within short intervals, the results can be inconsistent. For example, someone might test as an INFJ on one occasion and an ENFP on another. The article cites research indicating that as many as 50% of individuals can receive different results when retaking the test.

This inconsistency raises important questions about the test’s validity as a measure of personality type. The Myers-Briggs test, based on Carl Jung’s theory of psychological types, categorizes individuals into 16 distinct personality types based on their preferences in four dichotomies: Introversion vs. Extraversion, Sensing vs. Intuition, Thinking vs. Feeling, and Judging vs. Perceiving. However, the significant variability in results suggests that the test may not accurately capture stable personality traits over time.

In contrast, the DISC assessment, developed by psychologist William Marston and based on his theory of normal behavior, offers a different approach. DISC focuses on four primary behavioral styles: Dominance, Influence, Steadiness, and Conscientiousness. Unlike Myers-Briggs, DISC is designed to measure observable behaviors and preferences, which are often more stable and consistent over time.

A 2015 validation study conducted by PeopleKeys provides compelling evidence of DISC’s reliability. According to the study, DISC assessments exhibit a reliability rate of 90-95%. This means that individuals who retake the DISC assessment within a short period are likely to receive consistent results, with the same dominant personality style being identified over 90% of the time. This high level of reliability is a significant advantage, especially for applications requiring consistent and actionable insights.

The difference in reliability between DISC and Myers-Briggs has practical implications for various fields, including personal development, team dynamics, and organizational management. In workplaces, where understanding team members’ behavioral styles can enhance communication, collaboration, and productivity, the consistency offered by DISC can be particularly valuable. Reliable assessments can lead to more accurate insights and better-informed decisions regarding team composition, leadership development, and conflict resolution.

Moreover, for professionals and organizations that rely on personality assessments for coaching, recruitment, or training, the stability of the DISC assessment provides a more dependable foundation. This reliability ensures that the insights gained are not only accurate but also actionable, allowing for more effective and targeted interventions.

When advising others on the choice between DISC and Myers-Briggs, it is essential to consider these factors. While both assessments offer valuable perspectives on personality and behavior, the higher reliability of DISC makes it a more robust tool for those seeking consistent and meaningful results. This reliability underscores DISC’s effectiveness in providing a stable measure of personality traits, making it a preferred choice for many professionals who value accuracy in personality assessment.

While both DISC and Myers-Briggs have their strengths and applications, DISC stands out with its superior reliability. For those seeking a consistent and actionable understanding of personality and behavior, DISC offers a compelling advantage, ensuring that the insights gained are both reliable and applicable in various professional contexts.