Both the DISC model and the MBTI® (Myers-Briggs Type Indicator) have been embraced by thousands of organisations worldwide, each offering unique insights into human behaviour. With DISC’s rapid growth over the past two decades, it’s now potentially on par or infront with MBTI in terms of global usage. Since there are various DISC providers in the market, however, specific figures are challenging to pinpoint.
The Origins and Evolution of DISC
The foundations of behavioural theory trace back to ancient thinkers like Empodocles (400 BC), who introduced elemental archetypes of air, earth, fire, and water, and Hippocrates, who developed four temperaments (sanguine, choleric, phlegmatic, melancholic). Later, Carl Jung (1921) identified thinking, feeling, sensing, and intuiting as distinct modes of cognition, which were adapted by William Marston (1928) to create the four DISC dimensions: Dominance, Influence, Steadiness, and Compliance. Today, DISC is available in many formats and is continuously evolving in the marketplace, particularly as it remains in the public domain.
The DISC model is focused on how we behave — it’s about observable actions. For example, DISC looks at how an account manager approaches a sale or how a manager leads their team, breaking it down by behavioural styles: D, I, S, or C, or a blend of these.
DISC and MBTI: Key Dimensions
DISC Behavioural Dimensions:
- Dominance – Approach to Problems
- High D: Tackles new problems actively and assertively.
- Low D: Prefers a thoughtful, organised approach.
- Influencing – Approach to People
- High I: Engages others in a lively, emotional manner.
- Low I: Prefers a reserved, controlled approach.
- Steadiness – Approach to Work Pace
- High S: Values stability and a consistent work environment.
- Low S: Embraces a flexible, dynamic environment.
- Cautiousness – Approach to Procedures
- High C: Adheres strictly to rules and guidelines.
- Low C: Comfortable adapting or bending rules.
MBTI® Preferences:
- Introversion – Extraversion: Preference for inner vs outer focus.
- Sensing – Intuition: Information processing, focusing on facts vs patterns.
- Thinking – Feeling: Decision-making style, logic-based vs empathetic.
- Judging – Perceiving: Organisation style, planned vs spontaneous.
Why DISC is Often Preferred for Workplace Applications
The DISC model has gained widespread acceptance across industries due to its practical applications, particularly in coaching, management, team-building, sales and account management, conflict resolution and recruitment. Unlike MBTI, which dives into internal cognitive processes, DISC focuses on behaviour — the observable aspects of personality that are directly actionable in a work context.
DISC’s popularity also comes from its simplicity: it is easy to understand, remember, and apply in day-to-day work. In surveys, people often remember their DISC style long after their assessment — they’re a “High D” or a “High I.” MBTI types, on the other hand with 16 possible profiles, can be harder to recall (e.g., “E-something”). This ease of recall reinforces DISC’s value in helping people apply insights to real interactions.
MBTI’s Strengths
MBTI holds a distinct advantage in academic and research contexts, with a rich base of research behind it. Known for its deep insights into personality types, MBTI is widely respected in academic psychology and offers a broad understanding of how people think and process information internally. It is cost-effective in paper form and provides extensive resources for self-reflection and cognitive analysis.
Which Instrument is Right for Your Organisation?
The best choice depends on your objectives. MBTI is ideal for insight into internal thought processes and can help individuals explore their internal cognitive styles. However, if your priority is understanding how people behave and interact with others in practical, everyday settings, DISC is likely the better choice.
For example:
- A sales manager might find DISC invaluable, as it reveals how each team member approaches sales and account management.
- A customer service manager could rely on DISC to understand how employees engage with customers.
In contrast, MBTI is ideal for deeper, internal self-reflection and exploration of cognitive patterns. DISC, however, is more streamlined, accessible, and cost-effective for assessing and developing outward-facing behaviour, often delivering as much information in one report as multiple MBTI reports.
In Summary:
- DISC focuses on observable behaviours, making it practical for workplace use.
- MBTI delves into internal cognitive preferences, suited for personal development.
If you’re keen to develop practical behavioural strategies, DISC is likely to give your teams the actionable insights they need.
Please contact The DISC Agency to learn more about DISC Profiles and Assessments.
