Personality Profiles: Insight or Illusion?

A common criticism of personality models is that they “aren’t scientific.” That’s partly true but also oversimplified. Some models, like the Big Five (OCEAN model), have a solid foundation in scientific research and are widely used in academic psychology. Others, like DISC or MBTI, are based more on observations and practical application, and lack the same level of empirical validation.

But that doesn’t make them worthless. Research (e.g. Furnham, 2008, Robbins & Judge, 2017) shows that models like DISC can still contribute significantly to self-awareness, team communication, and interpersonal effectiveness when used thoughtfully.

Comparing Personality Models

Each personality model offers its own lens. Here’s a quick breakdown:

DISC

• Focus: Behavioral preferences in communication and collaboration
• Based on: William Marston (1928)
• Dimensions: Dominance, Influence, Steadiness, Conscientiousness
• Strengths: Easy to understand, widely applicable, strong in teams
• Limitations: Less scientific depth, relies on self-assessment

MBTI (Myers-Briggs Type Indicator)

• Focus: Cognitive preferences based on Jungian theory
• Based on: Jung, expanded by Myers and Briggs
• Dimensions: 4 dichotomies (e.g. Introvert vs. Extravert)
• Strengths: Insightful for personal reflection
• Limitations: Rigid typing, limited predictive power, scientific critique

HBDI (Herrmann Brain Dominance Instrument)

• Focus: Thinking preferences and cognitive styles
• Based on: Ned Herrmann
• Dimensions: Four quadrants (Analytical, Practical, Relational, Creative)
• Strengths: Useful in innovation and problem-solving
• Limitations: Less known, limited empirical support

Insights Discovery

• Focus: Communication and behavior using a color-coded model
• Based on: Jungian psychology
• Dimensions: Four colors (Fiery Red, Sunshine Yellow, Earth Green, Cool Blue)
• Strengths: Visually engaging, intuitive, popular in business contexts
• Limitations: Risk of oversimplification, similar to DISC

What Makes a Profile Valuable?

A personality profile is not a diagnosis. It describes preferences, not identity. Its value lies in how it’s used:

• It makes behavior visible and discussable
• It gives teams a shared language
• It frames differences in a neutral and respectful way
• It opens the door to growth and dialogue

Does it need to be 100% scientific to be useful?
Not necessarily. Scientific validation is important — but so is practical impact. If a tool helps people reflect, collaborate, and communicate more effectively, it earns its place.

As Dutch psychologist Bram Bakker put it: “Science matters, but in coaching and development, functionality matters just as much.”

How to Use Personality Profiles in Practice

1. For personal development

Profiles offer self-insight:

• How do I respond under pressure?
• What drives me?
• What are my blind spots?

In coaching, DISC or MBTI can help individuals uncover strengths and growth areas. For instance, a task-oriented leader might realize their fast-paced style isn’t effective with detail-driven team members. That insight can shift behavior.

2. For communication

Profiles highlight how people give and receive information.

An expressive marketer might get annoyed by a colleague’s cautious, structured emails until they realize it’s a different style, not a lack of initiative. With this understanding, miscommunication turns into alignment.

Leaders learn to tailor their communication offering clarity to one person, autonomy to another.

3. For team development

Profiles map group dynamics:

• Who initiates?
• Who needs structure?
• Where do tensions arise?

In a healthcare team, a conflict between two managers was traced to a mismatch between “stability” and “influence” styles. DISC reframed their friction as complementary and unlocked mutual appreciation.

4. For sales and customer interaction

Profiling helps sales teams read customer behavior:

• A “red” client wants facts and efficiency.
• A “green” client wants trust and reassurance.

Adapting to these preferences improves both conversion and customer loyalty.

5. For conflict resolution

When emotions run high, profiles help decode reactions. Someone who withdraws might simply need processing time not be disinterested. This opens space for empathy and repair.

What Personality Model works best?

Among the many models used in organizations, DISC and Insights stand out as two of the most adopted. Both offer accessible entry points into behavior and team dynamics. While Insights emphasizes color and storytelling, DISC shines through its simplicity, practicality, and direct language.

DISC is about how people do, not who they are — making it especially suited for workplace application. It’s not academic theory, but a hands-on tool you can use every day.

Simplicity as Strength

DISC breaks behavior down into four styles. That’s it. Easy to remember, easy to use. It works across all levels of an organization — from the shop floor to senior leadership.

The power lies in recognition. People recognize themselves in the profiles — which makes them open to feedback and discussion.

Everyday Application

DISC becomes part of the daily vocabulary:

• In feedback conversations
• In team debriefs
• In hiring interviews

A factory team leader was struggling with a new colleague who seemed disengaged. After a DISC session, it became clear she needed structure and predictability. Once he adjusted his approach (more clarity, less pressure), collaboration improved dramatically.

A Shared Language That Sticks

Teams using DISC regularly start to refer to “blue details” or “red energy” — not as labels, but as shorthand to describe preferences. It reduces judgment and increases empathy.

DISC is not about boxing people in. It’s about giving people insight into how they behave and how that behavior affects others. That’s where the magic happens.

Insight or Illusion?

So are personality profiles insightful? Or are they just feel-good fiction?

The truth lies in the use. When applied critically and respectfully, personality profiles help people communicate better, lead more effectively, and work together with more empathy.

Why they work:

• They cut through assumptions
• They accelerate team learning
• They make difficult conversations easier
• They support adaptive leadership

Bottom line: These models aren’t perfect science, but they are practical psychology. When paired with intention and reflection, they become powerful tools for professional growth.

More information: DISC Personality Profile