DiSC Profiles and TT38
Understand Your People Better - With DISC, TT38, or Both
DISC and TT38 address almost the same task, which is precisely why it's interesting to compare them side-by-side. Here, you'll get an overview of what they measure, what each is best suited for, and when one offers something extra.
DISC
DISC provides a quick overview of how people function and interact with each other. Who drives, who listens, who needs quiet before making decisions. It's a strong foundation for everything from team discussions to challenging leadership dialogues.
TT38
TT38 goes a layer deeper. It tells you why the quiet employee suddenly flourishes in a new role. Why the skilled leader burns out despite good results. And what it takes for people not just to perform, but to bring out the best in each other and thrive while doing so.
The overview below shows you which test provides the answers you need – and how they collectively offer a more complete picture.
DISC
TT38
Behaviour - how do they act at work?
With DISC, you get a clear picture of how a person typically acts – whether they drive, listen, stabilise, or ensure quality. TT38 adds an understanding of whether that behaviour is natural for them, or if it’s something they force themselves to do.
Onboarding & Match - do they fit the role?
DISC can provide an indication of whether a person’s behavioural style suits a job. TT38 goes deeper, showing whether the person’s natural talents match what the job will actually require over time.
Well-being - are they happy with what they do?
DISC indicates how a person reacts in their role. TT38 shows whether the job energises them – or slowly drains their energy.
Talents - what naturally drives them?
DISC does not measure talents. TT38 maps 34 talent patterns and shows what naturally ignites and extinguishes a person’s drive.
Development - what can they become?
DISC can point to behavioural strengths to build upon. TT38 shows what a person has natural potential to grow into, and which direction makes the most sense for them.
Leadership - do they have what it takes?
DISC describes a person’s leadership style and behaviour as a leader. TT38 shows whether the person has the natural talent patterns that sustain a leadership role in the long term.
Stress - what drains their energy?
DISC can show how a person reacts under pressure. TT38 shows when and why a person risks losing energy because they are consistently working outside their natural talents, which they find restful.
Retention - what keeps them engaged?
DISC can provide an indication of what motivates a person behaviourally. TT38 shows precisely what keeps people engaged over time – and what might cause them to potentially lose their enthusiasm.
If you need to know more, let's delve deeper
Are you unsure if your team has the right talent mix to solve a specific task? Or are you concerned that an otherwise skilled employee is losing their spark? Then this overview is a good place to start.
While the overview provides you with an insight into the differences between the two tests, you can also better see where they overlap. And which of the tests provides answers to exactly what you need.
DISC is particularly strong in situations where you need to understand communication dynamics, prepare for team discussions, or a difficult dialogue with a colleague or employee. TT38 is often used when the question is about fit, well-being, development, or why an otherwise well-functioning employee begins to lose their drive.
It's not the amount of information that makes the choice difficult. It's knowing what actually matters to you. Therefore, we hope the comparison has helped.
It's rarely a question of either-or.
Most who already use DISC retain it and add TT38 where they find that behavioural data doesn't provide the full answer.
Consider whether your challenge is about communication and collaboration, as DISC is likely sufficient for that. If, however, it's about well-being, job fit and responsibilities, or why someone loses momentum in a role they're good at, that's what TT38 is designed to answer.
You can also use the table as a checklist: review the eleven points and see which ones you already have answers to and which are still open.