If you’re considering a personality assessment for yourself, your team, or your organisation, you might be weighing up two popular options: the Herrmann Brain Dominance Instrument (HBDI) and DISC. Both tools are widely used in professional development, but they serve different purposes. So, which one should you choose?
At The DISC Agency, we specialise in DISC behavioural assessments, helping individuals and teams enhance communication, leadership, and workplace dynamics. In this article, we compare HBDI and DISC, breaking down their methodologies, advantages, and applications so you can determine the best fit for your needs.
Understanding HBDI and DISC
HBDI: A Thinking Preferences Model
Developed by Ned Herrmann in the late 1970s, HBDI is based on research into brain dominance and thinking styles. It categorises individuals into four quadrants:
- Analytical (Left Cerebral) – Logical, data-driven, and fact-based thinking
- Practical (Left Limbic) – Structured, process-oriented, and detail-focused
- Relational (Right Limbic) – Interpersonal, emotional, and people-focused
- Experimental (Right Cerebral) – Creative, big-picture, and visionary thinking
The HBDI assessment maps out how individuals prefer to think, problem-solve, and process information, helping them leverage their cognitive strengths.
DISC: A Behavioural Assessment Tool
The DISC model, based on psychologist Dr William Moulton Marston’s research in the 1920s, focuses on observable behaviours and communication styles. It categorises individuals into four primary behavioural styles:
- Dominance (D) – Direct, results-driven, and competitive
- Influence (I) – Persuasive, enthusiastic, and people-oriented
- Steadiness (S) – Cooperative, patient, and dependable
- Compliance (C) – Analytical, detail-oriented, and precise
Unlike HBDI, which focuses on thinking preferences, DISC assesses how individuals behave in different situations and interact with others.
Key Differences Between DISC and HBDI
| Feature | DISC | HBDI |
| Focus | Behaviour and communication styles | Thinking preferences and cognitive processing |
| Purpose | Improves communication, leadership, and teamwork | Enhances decision-making, creativity, and problem-solving |
| Methodology | Measures four behavioural styles (D, I, S, C) | Maps thinking preferences into four quadrants |
| Application | Used in leadership training, sales, team development, and conflict resolution | Used for cognitive diversity, problem-solving, and innovation |
| Complexity | Easy to understand and apply in workplace settings | More complex, requiring deeper interpretation |
Advantages and Limitations
Advantages of DISC
✔ Enhances self-awareness and adaptability in workplace interactions
✔ Improves communication and reduces misunderstandings
✔ Strengthens leadership skills and team collaboration
✔ Simple, intuitive framework that is easy to apply
Limitations of DISC
✖ Focuses on behaviour rather than deeper cognitive processes
✖ May oversimplify human behaviour into four categories
✖ Does not specifically address problem-solving or thinking styles
Advantages of HBDI
✔ Helps individuals understand their cognitive strengths and preferences
✔ Encourages diverse thinking and problem-solving approaches
✔ Supports innovation and creativity in the workplace
✔ Useful for decision-making and strategic planning
Limitations of HBDI
✖ More complex and harder to apply in day-to-day workplace interactions
✖ Focuses on thinking rather than behaviour, which can limit communication insights
✖ Does not directly address team dynamics or interpersonal relationships
Practical Applications in the Workplace
When to Use DISC:
- Building high-performing teams – Understand team members’ behavioural styles to improve collaboration.
- Enhancing leadership skills – Help leaders adapt their approach to different personality types.
- Improving sales and customer interactions – Tailor communication based on client behavioural profiles.
- Resolving workplace conflicts – Identify behavioural differences that may lead to misunderstandings.
When to Use HBDI:
- Encouraging creativity and problem-solving – Identify different thinking styles to drive innovation.
- Improving strategic decision-making – Help leaders understand cognitive diversity in decision-making processes.
- Developing learning and training programs – Tailor education to different thinking preferences.
- Enhancing personal growth – Increase self-awareness about cognitive strengths and weaknesses.
Which One is Right for You?
If you’re looking for a tool to improve communication, leadership, and teamwork in the workplace, DISC is the better choice. It provides clear, actionable insights that are easy to implement, making it ideal for businesses seeking immediate impact in employee engagement and team dynamics.
If your focus is on cognitive diversity, innovation, and problem-solving, HBDI may be a better fit. However, its complexity requires more interpretation, making it more suitable for leadership development and strategic planning rather than day-to-day interactions.
At The DISC Agency, we specialise in DISC assessments and workshops tailored to businesses across Australia. If you’d like to explore how DISC can enhance your workplace communication, leadership, and team performance, get in touch with us today!
Unlock the power of DISC and take your team’s communication to the next level!
Contact us to learn more about our DISC workshops and assessments. 1300 690 469 or support@thediscagency.com.au
