The Myers-Briggs Type Indicator (MBTI) and DISC are top personality assessment tools in personal growth and HR. They help individuals grasp strengths, weaknesses, preferences, and career options. Let's explore how MBTI and DISC are alike and different to see how they can help people and companies.
Exploring the Myers-Briggs Personality Type Indicator
The Myers-Briggs Type Indicator is a personality assessment tool that was developed by Katharine Cook Briggs and her daughter, Isabel Briggs Myers. The MBTI is based on the work of Swiss psychiatrist Carl Jung, who believed that there are four main psychological functions - sensation, intuition, feeling, and thinking - and that everyone has a dominant function in each category. The MBTI identifies 16 personality types based on combinations of these four functions, with each type being represented by a four-letter code (e.g. ESTJ, INFP, etc.).
The Four Dimensions of Myers-Briggs
The first dimension in the MBTI is extraversion (E) vs introversion (I). This dimension measures where individuals get their energy from - either from external sources (extraversion) or from within themselves (introversion).
The second dimension is sensing (S) vs intuition (N), which measures how individuals perceive information. Those who prefer sensing are more focused on facts and details, while those who prefer intuition tend to focus on patterns and possibilities.
The third dimension is thinking (T) vs feeling (F), which measures how individuals make decisions. Those who prefer thinking tend to use logic and objective analysis, while those who prefer feeling tend to prioritize values and emotions.
The fourth and final dimension is judging (J) vs perceiving (P), which measures how individuals approach the outside world. Those who prefer judging are more organized and prefer structure, while those who prefer perceiving tend to be more flexible and open-ended.
Exploring the DISC Model
The DISC assessment was developed by American psychologist William Marston in the 1920s. It is based on four main personality traits - Dominance Type, Influence Type, Steadiness Type and Conscientiousness Type - measures where individuals fall on a continuum for each trait. The results are represented by a combination of letters (e.g. DI, SC, etc.), rather than a four-letter code like the MBTI.
The Four Dimensions of DISC
The first dimension in DISC is dominance (D) vs influence (I), which measures how individuals respond to challenges and problems. Those who score high in dominance tend to be assertive and direct, while those who score high in influence tend to be more charismatic and relationship oriented.
The second dimension is influence (I) vs steadiness (S), which measures how individuals respond to the pace of their environment. Those who score high in influence tend to thrive in a fast-paced, dynamic environment, while those who score high in steadiness prefer a more stable, predictable environment.
The third dimension is steadiness (S) vs conscientiousness (C), which measures how individuals respond to rules and procedures. Those who score high in steadiness tend to be patient and focused on maintaining harmony, while those who score high in conscientiousness are detail-oriented and strive for accuracy.
The fourth and final dimension is conscientiousness (C) vs dominance (D), which measures how individuals respond to change and new ideas. Those who score high in conscientiousness tend to be cautious and prefer a well-thought-out plan, while those who score high in dominance are more adaptable and open to new approaches.
Comparing MBTI and DISC Personality test
- While both the MBTI and DISC assessments provide valuable insight into an individual's personality, there are some key differences between the two.
- The MBTI focuses more on psychological functions and preferences, while DISC is rooted in behavioral traits.
- The MBTI measures four dimensions with a four-letter code, while DISC measures four dimensions with a combination of letters.
- The MBTI has 16 possible personality types, while DISC has infinite combinations based on where individuals fall on the continuum for each trait.
- The MBTI is used more in personal development and career counseling, while DISC is often used in corporate settings for employee training and team building.
Wrapping Up
In conclusion, both DISC and Myers-Briggs are powerful tools for understanding personality type and can provide valuable insights into an individual's strengths, weaknesses, preferences, and potential career paths. While they have their differences, both personality assessments serve a similar purpose in helping individuals gain self-awareness and improve relationships with others. Whether you choose to take the MBTI or DISC personality assessment, it is important to remember that these are just tools and should not be used to label or limit oneself. The true power lies in using the information gained from these assessments to continue growing and developing as a person. So, embrace your unique personality and use it to fuel your personal and professional growth!