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MBTI or DISC certification for career progression


To add versitality and vigour to my behavioral training skills, what certification will be rewarding..

7 Responses

  1. MBTI or DiSC or what

    I guess this will depend on a number of factors. For me the three biggest considerations would be:

    – what your clients’ need, what and expect; and what they have already experienced

    – your immediate development needs (what will help you most) and your longer term aspirations

    – costs (not just in getting accredited but also in using such tools)

    Generally speaking MBTI is more widely used in the UK but that may not be the case in your organisation/client base. If your clients are already over-exposed to these two then you might consider something like TMSDI. Or if you want to move beyond pure behavioural approaches try one of the EQ tools or even forget tools and go for another form of personal development such as facilitation skills, for example, or some form of learning that has a more direct link to a current business requirement.


  2. DiSC for me


    I am certified to deliver both but I have to say that DiSC wins hands down for me. I find MBTI too clumsy as a management development tool. Its all a bit too fussy for managers – 16 different groups, each with their own profile confuse rather than clarify matters for managers. The lasting impression I get is that managers will always remember their profile and will boast that they are an ‘ENTJ’ or whatever, but quickly forget what the letters stand for and what the other permutations are.

    DiSC is crisp and clear – one can only be a ‘high D’ or ‘low D’, ‘high I’ or ‘low I’ etc so its easier to recall what each letter stands for. Administration is also easier. The trainer asks the individual to complete DiSC online in a relatively short time frame (20 mins versuse 45 mins for MBTI). Then a sophisticated 25 page individualised report is generated for the person completing the DiSC survey which generates lots of useful discussion points on their communication style, how they want to be managed, their development needs, how they contribute value to the organisation etc etc. Oodles of stuff for a facilitator to work with on a 1 to 1 setting.

    I use DiSC for team development and if you go on a certification programme you will be given lots of material to use to help individuals in teams better understand each others working approaches. DiSC allows the team to be mapped out on wheel so that they can quickly ‘see’ if the team is balanced or the reasons for the tensions in the team e.g. Too many D’s etc.

    My old company used both tools so there I am sure you will benefit from becoming certified in either DiSC or MBTI.

  3. MBTI, DISC or what?
    For career progression I would recommend you go for your Level A and B BPS. This will open a lot more doors for you than just MBTI or DISC stand alone. You will also be able to build a portfolio of tools you can offer much more cost effectivley by attending short conversion courses.

    If you shop around price wise you can get this qualification for less then MBTI stand alone.



  4. MBTI or DISC certification for career progression


    I am confused by the description of MBTI and wonder which route was taken by this person when gaining their certification. I was lucky enough to attend the seven day OPP programme and think that MBTI is a wonderful, rich tool which has never failed to provide clients with breakthrough insights for their personal development.
    It does require plenty of time to unpack as it is so rich. For the initial session, post analysis of indicators, I plan for up to three hours and never less than two with a client. The time taken of course is chargeable and so this is not a disadvantage to you or your client if they get something productive from it. 
    I have used DISC with good results but there are not so many "ah-ha" moments for people and there are usually more arguments about the outcomes but this may be my delivery?
    One more tool to consider strongly is SDI (Strength Deployment Inventory). This is as rich as MBTI and can be accessed by the client immediately due to the dynamic use of colour and shape to highlight differences. This has been the most successful tool for addressing conflict for me and has the added advantage of being very effective with teams.
    DISC can also be used in groups effectively.  
    Good luck with your quest.


  5. Personal Choice

    This is really a personal choice based on your own needs, the development work you do and what will be attractive to clients and people you work with. 

    I have found MBTI to be a very valuable addition to my portfolio. I did consider DISC at one stage and had my own profile completed and received feedback. I found that it did not resonate or have as much insight for me as MBTI did.

    The tools I have qualified in and chosen to use all stand alone and also all complement each other. This can also be something to look at when deciding on additions to your skill set.

    I qualified for MBTI with OPP and found their programme to be very robust and of a high quality. I have noted the comments by other contributers around becoming qualified in Level A and B and if this interests you, OPP’s Level B includes the use of MBTI and 16pf which may make for an attractive package. 


  6. Great idea..

    Actually the readers will want to keep an eye on both blogs to catch the MAP and new questions – and, since the conversation is being carried out in public, they can comment and share their own perspectives about the questions and answers.

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