Although the Myers-Briggs test is used by more employers than any other personality indicator, it doesn’t actually hold a candle to the DiSC® Assessment.
The problem? More than half the people who take the Myers-Briggs Personality Indicator twice get a different result each time!
The DiSC® Assessment, on the other hand, gives stable results over time. This has been proven, and backed by a validation research report which you can read for yourself here.
Why the Myers-Briggs Test fails employers.
Adam Grant, an organizational psychologist, has studied the Myers-Briggs test, which hails from the 1940’s and has been the favored go-to test of job suitability for Human Resources departments for decades now. He writes about the flaws of the Myers-Briggs test at the University of Pennsylvania.
The problem of different results over time stems from the fact that the Myers-Briggs was based on the theories of Carl Jung. While regarded in his time, the scientific community has now shown that his theories were totally untested and pretty much useless as the basis for anything as important as as personality assessment.
The DiSC® Assessment has a solid grounding in research.
If you’ve ever done research, you know that tests need 2 things in order to be considered useful:
- This means that when you give a test twice over time, it gives the same results.
- This means that when you give a test, it’s actually measuring what it’s supposed to be measuring.
The Myers-Briggs test has neither, while DiSC® Assessment has both.
What’s up with the Myers-Briggs Test, then?
Carl Jung can’t be blamed. After all, he was a psychologist before the days Psychology was even considered an empirical science, says Adam Grant, the psychologist mentioned earlier. That was back when a psychologist could simply make up theories based on his own personal experience!
But Carl Jung was so influential that his personal theories of personality really gained acceptance far and wide.
The second problem with the Myers-Briggs was that it was developed by a mother-daughter team who had absolutely no formal training in psychology!
DiSC® was developed by real scientists so you could learn about your employees in real terms.
The DiSC® Assessment is based on the DiSC® characteristics of emotion and behavior developed by psychologist William Moulton Marston.
His theories were developed into the actual assessment we use today by industrial psychologist Walter Vernon Clarke…during the modern era when Psychologists are bound to scientific principles like validity and reliability in testing!
DiSC® uses plain language and intuitive descriptors to help leaders understand their teams. That means you get true insight that stays with you a long time.
So in case you’re wondering whether to stick with the status quo (Myers-Briggs Test) or switch over to something that holds up to modern scientific principles (DiSC® Assessment), the choice should by now be pretty clear!