Discussion: View Thread

I've heard a lot about MBTI on this list recently, but I find the MBTI to be
very cumbersome. Is anyone using the Carlson Learning Company's DiSC
Dimensions of Behavior Personal Profile System?

DiSC is used in training much like MBTI is, but it is much easier to take and
score. It focuses on behaviors (observable) as opposed to personality (not
observable). The basis for the profile is Dr. William Marston's theories, and
the profile is highly researched. It has some of the highest validity and
reliability scores for any profile on the market, and has been taken by over 30
million people all across the world in the past 20 years.

The MBTI is great for psychologists, but I would think that the DiSC instrument
would be better for management training. Nobody has mentioned it in this line
of discussion, and I was just wondering how many persons were using it in
teaching as opposed to the MBTI.

Gary Lear
President

Resource Development Systems
Management & Training Consultants

P.O. Box 3185
Lake City, FL 32056

Phone: 904-754-0920
Fax: 904-754-0094

Web: www.atlantic.net/~lear-rds
e-mail: lear-rds@atlantic.net

A Carlson Learning Company Independent Performax(r) Consultant

Quality Training Increases Quality In Your Organization!


-----Original Message-----
From: OrgCoach
Sent: Thursday, March 05, 1998 11:08 PM
To: MG-ED-DV@MAELSTROM.STJOHNS.EDU
Subject: Re: [MG-ED-DV] MBTI Exercises

Ted: Sorry to confuse you!! This whole thread, which I initiated, has been a
gathering of exercises to facilitate understanding of the Myers-Briggs Type
Indicator (MBTI) when facilitating it with teams. Our discussion here has been
rather wrought with lingo, as we were exploring a subset of the facilitated
experience, something called like-type exercises.
MBTI is an indicator of preferences which deal with an individual's
decision-making and data gathering modes, in particular. There are eight
preferences on four scales, they are typically referred to by their single
letter abbreviations, Extraversion (E), Introversion (I), Sensing (S),
iNtuition (N), Thinking (T), Feeling (F), Judging (J) and Perceiving (P).
The exercises we have been exploring are used in the second half an an
experiential session. After you have explained the MBTI, administered and
scored the instrument, and individuals have confirmed their type, they then
meet with others of the same preference to further explore the behaviors
typically associated with this preference.
It is, by the way, a wonderful instrument for indivdual understanding, team
dynamics, and basic diversity exploration.
Andrea
Andrea Sigetich Affiliates
Organization Coaching for magnificent management and team development
Personal Coaching for amazing individual results
OrgCoach@aol.com

I use the DiSC program as a team building tool in engineering courses.
In one 80 minute class we can cover the basics of the exercise, create
an understanding that teams need a wide range of skills from different
members and that each individual strength has an associated weakness. My
students use the concepts from the exercise in papers and exams,
suggesting that they sink in.
--
Andrew Crawford, 2785 IOE Bldg, U of Michigan 313 764-9410
Ascott Corp. 1202 N. Main St., Ann Arbor, MI http://ascott.com

Gary,
I am familiar with the DiSC and for many reasons still prefer the MBTI.
One of my biggest "turn-offs" with the DiSC is that I perceive much of
the marketing for it as being done via speaking negatively of the MBTI.
Some hype for the DiSC has even included what I consider to be a
misinformation about the MBTI.

I have also encountered colleagues who have preferred the DiSC because
it does not require the same rigor for training and certification to use
as the MBTI.

IMHO, both instruments can be valuable and both can be equally mis-used.
A quality instrument does not compensate for a poor
administrator/trainer or a mis-application.

Susie

--
H. Susie Coddington, Ph.D., Coddington Learning Co.
410.992.9563 hsusie@erols.com
LEARNING NEVER ENDS . . .

Gary,

I have used both and must admit that I much prefer the Myers-Briggs. There
are many similarities but I think the MBTI has far more depth. Just my
opinion...

Nancy Probst

Of all the personality inventories I have used, including MBTI, I prefer
INSIGHT Inventory. "Insight" is defined as knowledge of yourself, that is,
to go inside yourself and see what other people see. People who have good
insight know how they come across to others. Insight is crucial because our
world is based on other's perceptions of us.

As developer of INSIGHT Inventory, Patrick Handley states that personality
is expressed in a person's style of:

GETTING YOUR WAY - How we go about getting things done; how we get results
and get our way. The opposite styles are DIRECT and INDIRECT.

RESPONDING TO PEOPLE - How we approach other people or groups of people.
The opposite styles are OUTGOING and RESERVED.

PACING ACTIVITY - How we burn energy; the speed or rhythm with which we act.
The opposite styles are STEADY and URGENT.

DEALING WITH DETAIL - How we structure our worlds; how we order our lives
and handle details. The opposite styles are PRECISE and UNSTRUCTURED.

When applying this inventory, users are encouraged to remember that people
are a combination of all of these characteristics and the ways we behave
differ situationally. We respond and function differently when under
stress. Dr. Kurt Lewin (1890-1947) emphasized that behavior can best be
understood in the context of the personality of the individual and the
environment.

Briefly, INSIGHT takes people out of the box and looks at their behavior in
specific situations, including on a team. Everyone has an underlying
preference in each of the four traits but the actual behavior is impacted by
the pressures and stresses of the environment. That's why INSIGHT is a
field theory instrument rather than a TYPE indicator such as MBTI or Enneagram.

When I use INSIGHT with teams, (1) we start with the personality inventory,
(2) do feedback profiles on one another, and (3) work through 12 team
development modules.

When coaching individuals, I use the INSIGHT Personality Inventory as part
of the intake.

I have attached a file of individual and group exercises I use with the
INSIGHT Personality Inventory.

Regards,

Margie Summerscales

At 04:04 PM 3/9/98 -0500, you wrote:
>I've heard a lot about MBTI on this list recently, but I find the MBTI to be
>very cumbersome. Is anyone using the Carlson Learning Company's DiSC
>Dimensions of Behavior Personal Profile System?

We have been using the Personal Profile System for almost 15 years now and
find it much more suited to group applications than the MBTI. IMO, the
MBTI is excellent for one-on-one coaching and counseling, but combersome
and inconclusive for group work.

Frank Bell Internet:
Project Leader fbell@nonamebbs.com
Amtrak
National Training and
Conference Center
110 S. French St.--Ste 200
Wilmington, Del. 19801

http://members.aol.com/frankwbell

Would anyone know where I can get material about DISC?
Thanks,
Jon
-----Original Message-----
From: Coach Margie <cookie@STINGER.NET>
To: MG-ED-DV@MAELSTROM.STJOHNS.EDU <MG-ED-DV@MAELSTROM.STJOHNS.EDU>
Date: March 10, 1998 9:27 AM
Subject: Re: FW: [MG-ED-DV] MBTI Exercises


Of all the personality inventories I have used, including MBTI, I prefer
INSIGHT Inventory. "Insight" is defined as knowledge of yourself, that is,
to go inside yourself and see what other people see. People who have good
insight know how they come across to others. Insight is crucial because our
world is based on other's perceptions of us.

As developer of INSIGHT Inventory, Patrick Handley states that personality
is expressed in a person's style of:

GETTING YOUR WAY - How we go about getting things done; how we get results
and get our way. The opposite styles are DIRECT and INDIRECT.

RESPONDING TO PEOPLE - How we approach other people or groups of people.
The opposite styles are OUTGOING and RESERVED.

PACING ACTIVITY - How we burn energy; the speed or rhythm with which we act.
The opposite styles are STEADY and URGENT.

DEALING WITH DETAIL - How we structure our worlds; how we order our lives
and handle details. The opposite styles are PRECISE and UNSTRUCTURED.

When applying this inventory, users are encouraged to remember that people
are a combination of all of these characteristics and the ways we behave
differ situationally. We respond and function differently when under
stress. Dr. Kurt Lewin (1890-1947) emphasized that behavior can best be
understood in the context of the personality of the individual and the
environment.

Briefly, INSIGHT takes people out of the box and looks at their behavior in
specific situations, including on a team. Everyone has an underlying
preference in each of the four traits but the actual behavior is impacted by
the pressures and stresses of the environment. That's why INSIGHT is a
field theory instrument rather than a TYPE indicator such as MBTI or Enneagram.

When I use INSIGHT with teams, (1) we start with the personality inventory,
(2) do feedback profiles on one another, and (3) work through 12 team
development modules.

When coaching individuals, I use the INSIGHT Personality Inventory as part
of the intake.

I have attached a file of individual and group exercises I use with the
INSIGHT Personality Inventory.

Regards,

Margie Summerscales

I do find DiSC has terminologies which are easily appreciated by
managers and field practitioners. It seems to generate more
reflections and discussions on their own behavior rather than having
chuckles with styles using acronyms. Of course, as others have pointed
out, the facilitator's skill and knowledge of the instrument is
critical. If DiSC can let more people aware of its research base and
validity, greater level of comfort in using it can be generated.

We have used DiSC in Hong Kong (HK) for the Commanders at the
Independent Commission Against Corruption. I understand it is also
used in the Bramshill Police College. I also have it used in Canada.

I have used MBTI in HK and Canada. Actually, Dr. McCommic has
attempted to translate it into Chinese and test the validity of it
with the staff I had in HK. I am not sure whether a Chinese version
has been produced by now. MBTI seems to be gaining much acceptance.
Just my two cents of experience of both.


Aaron PUN EdD DPhil
Senior OD and Training Consultant
City of Toronto


______________________________ Reply Separator _________________________________
Subject: [MG-ED-DV] FW: [MG-ED-DV] MBTI Exercises
Author: Management Education and Development Discussion
<MG-ED-DV@MAELSTROM.STJOHNS.EDU> at MTMETM04
Date: 3/9/98 9:29 PM


I've heard a lot about MBTI on this list recently, but I find the MBTI to be
very cumbersome. Is anyone using the Carlson Learning Company's DiSC
Dimensions of Behavior Personal Profile System?

DiSC is used in training much like MBTI is, but it is much easier to take and
score. It focuses on behaviors (observable) as opposed to personality (not
observable). The basis for the profile is Dr. William Marston's theories, and
the profile is highly researched. It has some of the highest validity and
reliability scores for any profile on the market, and has been taken by over 30
million people all across the world in the past 20 years.

The MBTI is great for psychologists, but I would think that the DiSC instrument
would be better for management training. Nobody has mentioned it in this line
of discussion, and I was just wondering how many persons were using it in
teaching as opposed to the MBTI.

Gary Lear
President

Resource Development Systems
Management & Training Consultants

P.O. Box 3185
Lake City, FL 32056

Phone: 904-754-0920
Fax: 904-754-0094

Web: www.atlantic.net/~lear-rds
e-mail: lear-rds@atlantic.net

A Carlson Learning Company Independent Performax(r) Consultant

Quality Training Increases Quality In Your Organization!


-----Original Message-----
From: OrgCoach
Sent: Thursday, March 05, 1998 11:08 PM
To: MG-ED-DV@MAELSTROM.STJOHNS.EDU
Subject: Re: [MG-ED-DV] MBTI Exercises

Ted: Sorry to confuse you!! This whole thread, which I initiated, has been a
gathering of exercises to facilitate understanding of the Myers-Briggs Type
Indicator (MBTI) when facilitating it with teams. Our discussion here has been
rather wrought with lingo, as we were exploring a subset of the facilitated
experience, something called like-type exercises.
MBTI is an indicator of preferences which deal with an individual's
decision-making and data gathering modes, in particular. There are eight
preferences on four scales, they are typically referred to by their single
letter abbreviations, Extraversion (E), Introversion (I), Sensing (S),
iNtuition (N), Thinking (T), Feeling (F), Judging (J) and Perceiving (P).
The exercises we have been exploring are used in the second half an an
experiential session. After you have explained the MBTI, administered and
scored the instrument, and individuals have confirmed their type, they then
meet with others of the same preference to further explore the behaviors
typically associated with this preference.
It is, by the way, a wonderful instrument for indivdual understanding, team
dynamics, and basic diversity exploration.
Andrea
Andrea Sigetich Affiliates
Organization Coaching for magnificent management and team development
Personal Coaching for amazing individual results
OrgCoach@aol.com

uucp