Everything DiSC versus Myers-Briggs
When you search “personality types” in your search engine, you will quickly find that there are many personality assessments available online. Two of the largest are the Everything DiSC Profiles and Myers-Briggs Personality Assessment.
But what are the differences between those two? Here is a breakdown that will help you to determine which test is right for you…
Everything DiSC breaks down personalities into four distinct categories (Dominance, influence, Steadiness, and Conscientiousness), with a focus on aspects of personality, the observable traits of human behavior such as the words we express, the tone of voice we use, and the body language we show.
One of the greatest things about using Everything DiSC Profiles over many of the other personality assessment resources available is that DiSC provides a substantial amount of depth, clarity, and explanations to each category that a person scores in to. DiSC has always been an intuitive and useful tool that people can get their heads around quickly. It’s simple to understand and gets to the core of interpersonal issues.
Additionally, Everything DiSC is used as a resource for the workplace and managing other interpersonal relationships, meaning that anyone who has completed an Everything DiSC assessment, the most accurate DiSC instrument, can compare two different personality profiles and find potential areas of conflict that could arise in the future and help to resolve those differences.
The most important feature is that DiSC helps you understand yourself relative to other people and understanding the dynamics of your relationship, spotting areas of potential misunderstanding and finding ways to work better together. Everything DiSC Workplace and the new circular model make it easier than ever to use and apply DiSC right away.
Powerful DiSC follow-up tools, such as Everything DiSC Comparison Reports, help make training stick and ensure training gets used.
Myers-Briggs differentiates from DiSC in many ways, with the largest being that this test separates behavior into four primary scales: (Extroversion–Introversion (E-I), Sensing-Intuiting (S–N), Thinking–Feeling (T-F) and Judging–Perceiving (J-P).
“Two of those four MBTI continua share conceptual overlap with the Everything DiSC Model: E-I and T-F. The E-I continuum is expected to run diagonally through the i quadrant in the upper right-hand corner of the DiSC model (extroversion), down through the C quadrant in the lower left-hand corner (introversion).
The T-F continuum measures decision making from more objective, logical, and fact-based (thinking) to more subjective, values-driven and empathetic (feeling). This is conceptually similar to the skeptical-accepting dimension in DiSC. The skeptical-accepting dimension does not purport to measure objectivity/subjectivity, but it does measure an element of emotional detachment as well as a comfort with more tender, so-called ‘touchy-feely’ emotions.” The Everything DiSC Manual
Because Myers-Briggs focuses on bipolar relationships between four different behavioral scales, many people who take this test more than once find that their results differ each time they take it. While this has no indication of whether or not the test is accurate, a large majority of the results depend on how the test taker might be feeling that day, rather than an overall, general assessment.
If you take the Myers-Briggs test, there are 16 different types of ways that your personality and behavioral traits can be defined.
People who know MBTI and Everything DiSC agree that they both are valuable learning tools. But you need a clear understanding of the organization’s goals to select the best tool for the job.