My “Aha” moment came in about 1995-96. Our 6 person management team sequestered ourselves for a day of “team building” after we took a Myers-Briggs assessment. As we went around the group, many of us were similar “personality types,” but one person stood out as different. That person was the same one who always disagreed with the group, and had his own way of managing. The bulk of the group were ENTPs, and he was an ISTJ. It was then that the facilitator told us it was good that we were not of all the same type – because if we were, we would be blind to the collective weaknesses of the group.
Both DISC and MBTI have their origins in research in the 1920s or 30s, from different researchers, with DISC starting with Marston and MBTI with Jung. Their initial goals were different, but there is some correlation. I will not go into detail here, but this is an approximate relationship:
D=EST/ENJ
I=ESF/ENP
S=ISF/INP
C=IST/INJ
I have found that DISC is more effective in helping you interact with others; it can provide clear guidance for adjusting how you speak to each other, and how to understand another easily to help a working relationship. I have not found an easy way to know someone else’s MBTI profile, but in contrast, what I call RapiDISC is a very easy way to narrow someone down to a quadrant in about 60 seconds.
Knowing one’s DISC style is similar to “walking a mile in someone else’s shoes.” Once you know more about that person, you will understand her better and should have more effective interactions.
For hiring and managing a team this is invaluable. Once DISC styles are known, there are fewer misunderstandings because communication is clearer. Also, by knowing one’s natural strengths and weaknesses, one can be put in a position where she will excel and succeed rather than struggle. In Good to Great, Collins says that great companies get the right people in the company and get them in the right seats. DISC and related assessments help you do both.