There is another tool, DISC (big I) that is different from the DiSC that I really like and have used. The computerized report that you get is very indepth and geared towards at work behavior. The outcome is different from the Carlson DiSC product (I think Carlson is still the owner of it). Information regarding can be found at ttidisc.net

I do not have any affiliation with this company, other than using them at 2 different jobs over the last 10 years or so.

Angie-
In a previous corporate life we used both. I agree with the comments so far and I, too, would lean more towards MBTI.

You had commented that you are looking to add it to your tools. Does this mean that currently nothing is in the toolbox regarding personality profiles? I would encourage you to add it, but don't let it die there. If someone chooses to use it, how is it used? How are the results used on an on-going basis to develop the person? Is this available to everyone or are you starting with a specific set/level of the company and expanding from there? What is your method of checking to see if you are getting the changes in behavior the participant is focusing on? The "Wizard of Oz on High" might question the expenses, so have you mapped out how it will benefit and help the company grow?

Just some things to consider.

Good luck!

Personally, I dislike any "tool" that requires the use of so much time and energy to put yet more labels on people.

If you want to get to know me, talk with me.

After 15 years of this, it's hard to believe I'm the only person who has seen these "personality profiles" more often abused and misused than be truly beneficial (and I've never seen them be beneficial...but I know better than to assert they aren't just because I haven't seen it)

Just because you've labeled something doesn't mean you understand it any better.

If I remember correctly, DISC is self-rated and MBTI requires others to provide feedback. For that reason, I'd always prefer MBTI as I am more interested in how I 'come off' to others vs. how I see myself.

Tools are just that, tools. It's the facilitation, discussion, and the application of the learning that is critical. For me, I learned a great deal about why others sometimes view me as 'driven' and 'detached.' And, better yet, I learned how to make minor changes to my behavior to minimize those traits.

oh yes -- heaven forbid someone be driven or sometimes detached... I am bothered by the idea that the traits we have that aren't all sunny and happy are necessarily negative things.

Detachment is helpful at work at times if you want to stay sane. And the only thing I can think of that might be bad about being driven would be if one drives over others.