DiSC vs. Myers-Briggs: Which assessment is right for your organization?

The value of personality assessments in the workplace

Personality assessments like DiSC and MBTI enhance self-awareness, empathy, understanding, and teamwork in organizations, and empower coaches to align their coaching approach with each individual coaching client. These personality tests help identify strengths, communication styles, and working preferences, and this insight can improve collaboration, reduce conflict, and create a sense of belonging. 

By recognizing diverse personality traits, leaders can tailor their management approach to each employee, ensuring they feel seen, valued, and understood. This personalized approach establishes a more harmonious work environment and increases employee engagement as team members feel more aligned with their roles and overall organizational goals.

What’s the difference between the DiSC assessment and the Myers-Briggs Type Indicator?

The DiSC and MBTI personality assessments both categorize people into specific personality types and offer valuable insights for enhancing workplace dynamics, but they differ significantly in their approaches and scientific support.

What are the benefits of using an assessment tool like Meyers-Briggs or DiSC?

How the DiSC assessment works

The DiSC assessment is based on the psychological theory of William Marston, human emotion, and behavioral patterns rather than validated science. The primary outcomes of the DiSC assessment include increased self-awareness and improved interpersonal interactions. Individuals who complete the assessment gain insight into their own behavior and how they might be perceived by others.

How the MTBI assessment works

Isabel Briggs Myers and Katharine Cook Briggs used Carl Jung’s theory of psychological types and their everyday experiences as wives, mothers, and observers of human behavior to develop the Myers-Briggs Type Indicator. MBTI aims to increase understanding of personal preferences and natural tendencies, and how both influence interactions and decisions. Outcomes include improved personal development and interpersonal relationships, more effective leaders and teams, and support for more diverse personalities within a workforce.

Criticisms of the MBTI and DiSC assessments

Unlike the MCode assessment, which is backed by more than 60 years of science and validated research, the DiSC and MBTI assessments are seen as commercial tools rather than scientifically validated psychological assessments. They can, however, be useful tools for enhancing self-awareness and improving interpersonal dynamics, as long as organizations recognize their limitations and use them alongside other validated measures.

DiSC Criticism

• Over-Simplification:
  The DiSC assessment is often criticized for oversimplifying human behavior. This approach may not capture the full complexity and nuances of individual personalities, potentially leading to generalized and less precise results.
• Behavioral Focus:
  While the focus on observable behaviors can be practical, it may not account for underlying psychological traits and factors influencing behavior. This can lead to an incomplete understanding of an individual’s personality, especially in contexts requiring deeper psychological insights.
• Potential for Labeling:
  DiSC can lead to labeling and stereotyping, which might limit individuals’ perceived potential and opportunities for growth. This labeling can result in pigeonholing employees into specific roles based on their assessed type, which might not fully utilize their diverse capabilities.

Myers-Briggs Criticism

• Binary Categorization:
  MBTI’s binary approach to personality traits is criticized for its dichotomous categorization that fails to capture the spectrum and fluidity of personality traits. The result is less accurate representations of individual differences.
• Inconsistent Results:
  Research has shown that individuals may receive different results upon retaking the MBTI assessment, raising questions about its reliability. This inconsistency undermines the credibility of the assessment as a tool for understanding stable personality traits.
• Lack of Predictive Power:
  The MBTI is often criticized for its limited predictive power regarding job performance, career success, and other outcomes. Unlike more rigorously validated assessments, the MBTI does not consistently predict behavior or performance.