DISC vs Myers-Briggs
The difference between DISC and MBTI.
If you’re interested in exploring your personality, you may have come across both the DISC and Myers-Briggs Type Indicator (MBTI) assessments. While both tools aim to provide insights into behaviour, motivational drivers, and communication styles, they have distinct differences that may make one more suitable for you than the other. Here, we discuss several key differences between DISC and MBTI.
1. Number of Personality Types
One of the most significant differences between the two assessments lies in the number of personality types they measure. The DISC assessment identifies four main traits: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). These traits combine to create a total of 42 unique personality styles. In contrast, the MBTI categorizes individuals into 16 distinct types based on four dichotomies: Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving.
2. Purpose and Focus
The focus of each assessment varies significantly. DISC is primarily concerned with understanding how people behave in work environments. It focuses on behaviour, individual motivators and communication, making it particularly useful for team dynamics and workplace interactions. On the other hand, the MBTI provides a broader understanding of personality that includes how people perceive the world and make decisions, making it ideal for personal development and relationship-building.
3. Detail and Complexity
The level of detail in the results also differs. DISC provides a straightforward analysis of dominant personality traits, presenting a clear picture of an individual’s communication style and work behaviour. In contrast, MBTI offers a more intricate analysis, detailing how an individual processes information, makes decisions, and interacts with others. This complexity can be beneficial for deep self-discovery, but people can find it overwhelming.
4. Usage Context
Another key difference is in how and where these assessments are commonly applied. DISC is widely utilised in professional settings, especially in corporate training, team-building workshops, and organisational development. It focuses on improving communication and collaboration in teams. Meanwhile, MBTI is often used in personal development contexts, counselling, and career guidance, emphasising self-awareness and interpersonal relationships.
5. Assessment Methodology
The way each assessment is administered also varies. The DISC assessment uses a simple online questionnaire of 40 questions that asks respondents to evaluate their behaviour in specific situations, which leads to quick results. Conversely, the MBTI involves a more extensive questionnaire that takes longer to complete.
6. Feedback and Interpretation
The feedback provided by each assessment differs in style and depth. DISC results are presented in a straightforward manner, making it easy for individuals to grasp their dominant traits and how to apply this knowledge in their interactions. In contrast, MBTI feedback may require additional time to be fully comprehended.
In summary, while both DISC and MBTI provide valuable insights into personality, they differ in terms of the number of personality types, purpose, detail, usage context, methodology, and feedback style. If you want to understand your personality type and how it can impact your interactions, contact us today.
At Delphinium, we offer a range of profiling tools, including DISC assessment, as well as psychometric profiling tools such as Strengthscope and EQ-i 2.0 personality profiling services to individuals and businesses. Contact us today to learn more about these tools and how these assessments can help you and your team.
