This article was first published in 2020 and has been updated in 2025 to provide our readers with the most up-to-date insights.
In this ongoing blog series, we take a look at the similarities and differences of many employee assessment instruments and how you might use them – individually and together – to achieve your business and talent development needs. Other articles in the series include HBDI® vs CliftonStrengths® and HBDI® vs Meyer Briggs.
Choosing the right employee assessment tool can transform the way your team works—from improving communication to strengthening decision-making and leadership.
Two of the most widely used assessments are HBDI® (Herrmann Brain Dominance Instrument) and DiSC® (Dominance, Influence, Steadiness, Conscientiousness). While both offer valuable insights, they measure different aspects of workplace performance.
This guide breaks down the key differences between HBDI and DiSC—helping you determine which one best fits your business needs.
HBDI vs. DiSC: A quick comparison
| Feature | HBDI (Herrmann Brain Dominance Instrument) | DiSC (Dominance, Influence, Steadiness, Conscientiousness) |
| What it Measures | How people think and process information | How people behave and interact with others |
| Model | Whole Brain® Thinking (4 quadrants) | 4 primary behavioural styles |
| How It’s Used | – Leadership development- Innovation- Collaboration- Problem-solving | – Team communication- Workplace interactions- Conflict resolution |
| Flexibility | Highly flexible – People use different thinking styles depending on the situation | More rigid – Assigns a dominant behaviour type |
| Best For | – Teams looking for deeper insights into cognitive diversity | – Companies that want a simple tool for improving teamwork |
| Key Strength | Goes beyond personality to show how people approach decisions and challenges | Helps teams understand personality clashes and communication styles |
| Limitations | Takes time to fully understand and apply | Can feel one-dimensional – People may feel “put in a box” |
HBDI vs. DiSC: thinking vs. behaviour
The biggest difference between HBDI and DiSC is what they measure.
HBDI: Understanding How People Think
HBDI is based on the Whole Brain® Thinking model, which breaks thinking preferences into four quadrants:
- Analytical (Blue): Logical, numbers-driven, data-oriented
- Practical (Green): Detail-focused, structured, process-oriented
- Relational (Red): People-centred, empathetic, emotionally intelligent
- Innovative (Yellow): Creative, big-picture, experimental
Everyone has access to all four thinking styles, but we naturally prefer some over others. HBDI doesn’t box people in—instead, it helps them understand how they can stretch beyond their natural preferences when needed.
DiSC: Observing How People Behave
DiSC focuses on outward behaviour rather than internal thought processes. It categorises individuals into four behavioural styles:
- Dominance (D): Direct, assertive, competitive
- Influence (I): Social, persuasive, outgoing
- Steadiness (S): Supportive, patient, team-oriented
- Conscientiousness (C): Analytical, precise, detail-oriented
It’s a great tool for helping teams understand personality clashes and communicate more effectively, but it doesn’t dig into why people think and act the way they do—which is where HBDI provides greater insight.
Key Takeaway:
- If you want to understand why someone thinks and works the way they do, HBDI is the better choice.
- If you need a simple way to identify how people behave in a team setting, DiSC is more applicable.
How HBDI and DiSC fit into your business
Below are some common workplace scenarios for when to use HBDI vs. when to use DiSC.
| Use Case | HBDI | DiSC |
| Hiring & Talent Selection | Helps assess problem-solving approaches and strategic thinking | Predicts how candidates will interact with others |
| Leadership Development | Gives leaders a bigger-picture understanding of how they think and make decisions | Helps leaders adjust their communication styles |
| Team Collaboration | Helps teams leverage cognitive diversity for better problem-solving | Focuses on reducing personality clashes |
| Conflict Resolution | Encourages people to recognise different thought processes and adjust accordingly | Helps teams navigate communication breakdowns |
Key Takeaway:
- HBDI is best for strategic roles, leadership training, and problem-solving.
- DiSC is best for improving day-to-day communication and teamwork.
Looking for more flexibility and depth?
One of the biggest advantages of HBDI is that it doesn’t put people into fixed categories.
With HBDI, someone can be primarily analytical but still tap into their creative side when needed. Or they might prefer structured, process-driven thinking but know how to adapt to a people-focused approach when managing a team.
DiSC Can Feel More Limiting
DiSC assigns people a dominant style and doesn’t account for the fact that people behave differently in different situations.
For example, a leader who naturally fits into the Dominance (D) style might also have strong Conscientiousness (C) traits, but DiSC doesn’t highlight that balance very well.
Key Takeaway:
- HBDI gives a full picture of how someone thinks across different contexts
- DiSC provides a useful snapshot of personality but doesn’t dive as deep into adaptability.
Which one should you choose?
| Go with HBDI if… | Go with DiSC if… |
| You want a deeper understanding of how your team thinks and solves problems. | You need a quick, easy-to-apply personality tool for team-building. |
| Your focus is on innovation, decision-making, and leadership development. | Your goal is to improve workplace communication and reduce conflict. |
| You want a tool that adapts to different situations rather than putting people in rigid categories. | You prefer a straightforward model where everyone has a single dominant trait. |
Finding the right fit for your team’s growth
Many organisations choose Whole Brain® Thinking and HBDI because it goes beyond surface-level behaviours—providing a framework and common language for long-term success.
This common language helps teams tackle not just people challenges, but also strategic business decisions, profitability, and innovation.
