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How can you compare DISC and Myers-Briggs personality types?

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If you want to improve your interpersonal skills, you might have heard of DISC and Myers-Briggs personality types. These are two popular frameworks that help you understand yourself and others better. But how can you compare them and use them effectively? In this article, we'll explain the basics of each model, their similarities and differences, and some tips on how to apply them in your personal and professional relationships.

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1 What is DISC?

DISC is a four-factor model that describes how people behave and communicate. It stands for Dominance, Influence, Steadiness, and Conscientiousness. Each factor represents a preference or tendency that influences how you approach tasks, people, challenges, and rules. You can take a DISC assessment to find out your dominant style and how it affects your strengths and weaknesses.

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Terri Durham

Maximizing potential in people, processes and business.
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Dr. Gary Smalley took the DISC model and assigned animals to each letter that had characteristics of what each stood for. D represents a lion, dominant and king of the jungle. I represents an otter, playful. S represents a golden retriever, loyal. And C represents a beaver, hard working and steady. Knowing this can help identify which personality trait is most like you.

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2 What is Myers-Briggs?

Myers-Briggs is a four-dimension model that describes how people perceive and process information. It is based on the theory of psychological types by Carl Jung. It stands for Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving. Each dimension represents a preference or orientation that influences how you see the world, make decisions, and organize your life. You can take a Myers-Briggs assessment to find out your type and how it affects your personality and preferences.

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Ed Tetzlaff, MBA

Financial Management
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How do you reconcile that Jung refuted his own findings, saying that every person is the exception to the rule, and that personality assessments are nothing more than a parlor game?

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Christina Anderson

Remote Customer Service Specialist | Human Services, General
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I find this very interesting, and would love to take the assessment to find out my personality type. I believe this can be very helpful in so different aspects of life.

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3 How are they similar?

Both DISC and Myers-Briggs are useful tools for self-awareness and personal development. They can help you identify your natural strengths and areas for improvement, as well as your preferred ways of working and learning. They can also help you appreciate the diversity and value of different styles and types, and how to communicate and collaborate with them more effectively. Both models are based on the idea that there is no right or wrong personality, but rather a spectrum of preferences and behaviors that can be adapted to different situations.

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4 How are they different?

While both models have some overlap, they also have some key differences. DISC focuses more on observable behavior and communication, while Myers-Briggs focuses more on cognitive processes and preferences. DISC is more situational and flexible, while Myers-Briggs is more stable and consistent. DISC is more practical and action-oriented, while Myers-Briggs is more theoretical and conceptual. DISC is more widely used in business and leadership settings, while Myers-Briggs is more popular in personal and educational settings.

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Elif Tunay

Career Coach based in UK???Interview Coach???Job Search Strategist (UK & EU)???Global Talent Visa Consultant???CV Writer???(Instagram: eliftunay.uk)
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I use both tools in my coaching and consulting processes. I predominantly utilise the DISC assessment with clients focused on career planning or interview preparations. In my opinion, it is more structured, comprehensible, and guiding for clients who are not well-versed in HR or personal development realms. On the other hand, I employ the Myers-Briggs test more often with clients I coach, as it necessitates a deeper exploration of topics. For both, I can affirm that they are quite beneficial in helping people define attitudes that they cannot be aware of easily, aiding individuals in better understanding and expressing themselves.

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Christina Anderson

Remote Customer Service Specialist | Human Services, General
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I believe that this would be great to utilize in my line of work and also introduce to my team. Not only would it be beneficial but also fun.

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5 How to use DISC?

To use DISC effectively, you need to understand your own style and how it impacts your performance and relationships. You also need to recognize the styles of others and how to adapt your communication and behavior to match their needs and expectations. For example, if you are a high-D style, you might need to be more patient and supportive with a high-S style, who values stability and harmony. Or if you are a high-C style, you might need to be more enthusiastic and persuasive with a high-I style, who values fun and influence.

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6 How to use Myers-Briggs?

To use Myers-Briggs effectively, you need to understand your own type and how it influences your personality and preferences. You also need to appreciate the types of others and how to respect and leverage their differences and strengths. For example, if you are an ENFP type, you might need to be more organized and structured with an ISTJ type, who values order and logic. Or if you are an INTP type, you might need to be more empathetic and expressive with an ESFJ type, who values harmony and feelings.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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David Robson

SAP EAM Value Creation
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I find it useful to remember we’re all human, well most of us anyway. And that putting people in boxes for our own purposes is not always helpful. We all have personality traits, these can come and go depending on the situation and circumstances. Read the situation, irrespective of the primary personality type. People don’t always act as you expect, be prepared to be surprised, often pleasantly so.

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Dr Matt Silver ??

Developmental Coach and System Designer @ The Glass House Leadership Lab | Expansive Development
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Whilst they can be accurate, they are often considered limiting. They are a type and people often identify with the outcome much like an identity or a label. Yet our personality can develop multiple times over time as our values, ego and emotions mature through experiences and awareness. This is why we offer diagnostics on each line of human development that give you the now, but also the map for what’s next and how does this align with your motivations. So yes there is some insight, but if you want to grow and motivate your self and team intrinsically, look vertically. Dr Matt Silver- CEO of the Glass House Leadership Lab

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Terry Weir

Senior Sales Consultant | Recruitment Advisor | Talent Auditor | Workshop Facilitator | Certified Analyst in Workplace Behaviour, Aptitude, EI, Personality, Leadership Potential & Team Performance | Speaker
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DISC theory is in the public domain - which has led a very large number of people/organizations to build their own DISC assessment. As such, one DISC assessment may be more valid and reliable than another DISC assessment - they are NOT interchangeable. It is critical to understand that some DISC assessments have been registered with a credible, independent 3rd party (such as the British Psychological Society), for evaluation of critical validity and reliability - and some have not. Do your homework. Ask a company who sells DISC assessments whom their assessment is registered with, and what the evaluation of the tool indicated.

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How can you compare DISC and Myers-Briggs personality types?

1

2

3

4

5

6

7

1 What is DISC?

2 What is Myers-Briggs?

3 How are they similar?

4 How are they different?

5 How to use DISC?

6 How to use Myers-Briggs?

7 Here’s what else to consider

Interpersonal Skills

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How can you compare DISC and Myers-Briggs personality types?

1

2

3

4

5

6

7

1 What is DISC?

2 What is Myers-Briggs?

3 How are they similar?

4 How are they different?

5 How to use DISC?

6 How to use Myers-Briggs?

7 Here’s what else to consider

Interpersonal Skills

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