If you’re anything like me, you’ve probably taken personality test after personality test trying to find one result that felt just right. You may have found yourself frustrated by the section marked “weaknesses,” feeling a little called-out, but you were likely excited as you skimmed through the “strengths” section－it sounded pretty good.
As a culture, we have become more interested in understanding ourselves. As a result, personality models are rapidly growing in popularity. Employers, therapists, family, friends－even strangers－are asking us for more information about our personality types. But how do we know which assessments are accurate and helpful? And how are we even supposed to use our results?
If you’ve pursued personality at all, you’re likely familiar with the 16-Personality, which is a very commonly used personality model, especially in relation to peers and employers. DISC is another accurate, professional-oriented personality model, designed to help us understand how we work, think, and behave. While the two models are very different, they can both lead to a greater understanding of ourselves and others, which can ultimately lead to greater empathy, a drive for self-improvement, and more deeply-rooted self-confidence.
The 16-Personality is one of the most well-known personality assessments. Based on the model of personality types developed by Katharine Cook Briggs and her daughter Isabel Briggs Myers, the 16-Personality model has become especially popular in modern workplaces to help companies better understand their employees.
This model has four distinct traits representing the different ways people think and behave:
Introversion (I) & Extraversion (E)
Intuition (N) & Sensing (S)
Feeling (F) & Thinking (T)
Perception (P) & Judging (J)
Curious about your type? Check out Crystal's free 16-Personality Test.
DISC is a “four-factor” personality model, meaning it observes four primary behavioral traits across the population. The traits are:
A person has a primary trait and sometimes a secondary trait as well. DISC was developed in the early 1900’s by psychologist William Marston, the same man who also created Wonder Woman and the polygraph. It resembles other four-factor models that have been around since Hippocrates described the “four temperaments” 2,000 years ago.
Both 16-Personality and DISC are well-known, useful personality tools that make it easier for us to learn more about ourselves and others. Because people are infinitely complex and dynamic, 16-Personality and DISC each do well in some areas and fall short in others.
Strengths: 16-Personality provides insight into our own actions as well as those of others, which allows us to remain more empathetic and open-minded around other people. Helping us get along with those who would otherwise be much more difficult to interact with. By having a better understanding of ourselves and those around us, we’re much more likely to make decisions that sensitively account for personality differences.
Weaknesses: While many people have used and appreciated the model, it has been criticized for a few notable flaws:
Strengths: Though four-factor models of personality, like DISC, emerged out of clinical observation, they have also been validated by scientific research. DISC is also easy to learn, which means people will have a much easier time applying it to different situations and won’t need to do much of their own research. The results are useful for both individual and relationship insights. In other words, results can offer more than just an overview of your personality.
Weaknesses: Although DISC is a useful tool for better understanding personality, there are a few areas in which it lacks:
When trying to decide when you should use 16-Personality vs DISC, you need to first understand that both 16-Personality and DISC are more behaviorally focused, which makes them great tools for predicting fit and understanding personal actions we might not consciously notice. They tend to be less-suitable for situations requiring a deeper, more emotional understanding, like counseling or relationship coaching.
The 16-Personality can be helpful for opening-up conversations about personality, creating a deeper understanding of one another, and bringing awareness to our behavioral differences. It is often used by employers to help gain a general understanding of their employees’ strengths and weaknesses.
DISC is also a useful tool for the professional world. Because it is accurate and easy to understand, DISC has become very popular among coaches, consultants, and trainers. It is most helpful in situations where utility, application, and interpersonal behavioral change are most important, like sales, marketing, leadership, and talent development.
Though they are not perfect, personality models are an easy, effective way to learn more about yourself and others. When used correctly, as an overall guide to self-improvement, tools like 16-Personality and DISC can help you learn to communicate more empathetically, understand other perspectives, and overcome personal blind spots.
If you enjoyed learning DISC vs 16-Personality personality models, check out Crystal's Ultimate Guide to Personality Types!