Trivia questions for DiSC trainings

Facilitators of DiSC sessions can use quiz or trivia questions in many ways. Try:

• Sprinkling questions throughout the training to create interactive moments
• Beginning or ending the session with a quiz
• Having an automatic slideshow running as people gather in the real or virtual room (think movie theaters before the previews start)
• Putting a question as a poll at the bottom of follow-up emails or group chats

The quiz questions below relate to Everything DiSC. Correct answers are in bold. Find more training resources in our facilitation kits.

Remember, every person is unique, and will identify more or less strongly with different aspects of their DiSC style. These questions teach general concepts about the styles. Your group may enjoy discussing the unique ways these concepts play out on their specific team.

Trivia questions about DiSC styles

The best way to recognize and reward an i-style person is to:

1. give them more autonomy
2. compliment their performance privately
3. give them a development opportunity that lets them network with others
4. write a thank-you note

A person with an S style is most often motivated by:

1. competition and success
2. social recognition
3. opportunities to help and sincere appreciation
4. opportunities to gain knowledge

If experiencing tension with a C-style person, it's best to:

1. acknowledge their feelings
2. address issues quickly and directly
3. show you sincerely care about resolving the issue
4. support your opinions with logic

When selling a product or an idea to a person with an i style, which of these might you need to do?

1. offer proof of your claims and demonstrate your competence
2. discuss exciting new possibilities and share personal anecdotes
3. refrain from asking unnecessary questions and be direct when asking for a commitment
4. give them time to get comfortable with a decision and provide assurances of support

People with a C style may be limited by:

1. rushing through details to the goal
2. being overly accommodating
3. a lack of follow-through
4. overanalyzing problems or situations

If you're in conflict with a D-style personality, you'll do best to:

1. avoid taking their blunt approach personally
2. follow up to make sure that the issue is actually resolved
3. support your position with logic and facts
4. let the person know you respect their feelings

S-style people in meetings will:

1. flourish when given the opportunity to express personal opinions
2. prefer minimal small talk and side chatter
3. prefer meetings where everyone has a chance to be heard
4. often need all the details before taking a stance

If you work for a D-style boss and want to get buy-in on your idea, which is the best approach?

1. laying out your plan step by step, avoiding too much focus on the bottom-line results
2. avoiding the implication that your way is the only way, projecting enthusiasm for your proposal
3. projecting confidence, emphasizing the concrete results they can expect
4. not pushing them to move too quickly, being ready to provide facts and data

When managing an S-style person, you should:

1. give directions that address methods and logic
2. give clear guidance and time to complete tasks
3. let them know their ideas are being heard
4. give them challenging projects that have an impact on the bottom line

If selling to DiSC C-style people, you should remember to:

1. create a friendly atmosphere to get to know them
2. provide lots of objective information
3. provide them assurances your product is trustworthy
4. quickly lay out your main points

An i-style person values:

1. loyalty
2. freedom of expression
3. concrete results
4. quality

A C-style person prioritizes:

1. accepting a challenge
2. giving support
3. taking action
4. ensuring accuracy

The C style is described as:

1. predictable
2. warm
3. strong-willed
4. diplomatic

An i-style person is limited by:

1. lack of concern for others
2. being impulsive
3. being over-critical
4. being indecisive

The S-style leader tends to be:

1. energizing, upbeat, and willing to take chances
2. commanding, powerful, and decisive
3. inclusive, sincere, and accommodating
4. deliberate, conscientious, and disciplined

A D-style person is motivated by:

1. quality work
2. cooperation
3. winning
4. relationships

The best way to recognize and reward a D-style employee is to:

1. step back and give them more autonomy
2. compliment their performance and expertise
3. put them in the spotlight and provide opportunities to network
4. meet regularly with them to assure them they are meeting your expectations

An S-style person needs:

1. social contact and play
2. authority and control
3. harmony and familiarity
4. personal space and precision

A D-style person fears:

1. being ignored
2. offending others
3. being wrong
4. being taken advantage of

An i-style person’s goal is:

1. independence
2. stability
3. popularity
4. correctness

Trivia questions about DiSC styles and motivation

These questions are based on the Everything DiSC Management profile.

A D-style employee will find all of these demotivating, except:

1. tight supervision
2. routine
3. foot dragging
4. competition

Which of these would be a motivating environment for an i-style employee?

1. high standards and expectations within specified parameters
2. several opportunities for collaboration with their boss and peers
3. concrete goals, explanations regarding the bottom-line purpose of assignments
4. structure and routine

Which of these would NOT help create a motivating environment for C-style employees?

1. encouraging them to help define quality standards
2. giving them plenty of time to process information
3. requiring that they attend frequent networking events
4. avoiding springing last-minute demands on them

What's the best way suggested below of recognizing and rewarding someone with a D style?

1. Offer a compliment in private.
2. Offer sincere praise.
3. Offer opportunities for advancement.
4. Give them an award during a ceremony.

What's an effective way of recognizing or rewarding employees with S styles?

1. Place them in the limelight.
2. Give them plenty of variety and opportunities for socializing.
3. Show that you trust them to deliver results by giving them more responsibility.
4. Help them build expertise in new areas of interest.

How does conflict affect the motivation of S-style people?

1. Conflict may make them emotional or angry.
2. They may become resentful and unyielding.
3. They may be energized by the competitive aspects of conflict.
4. They may compromise on things they care about but remain frustrated.

Which is most likely to demotivate a C-style person?

1. being forced to let errors slide
2. having to wade through a lot of details
3. being isolated from others
4. needing to be confrontational and challenging

How does conflict impact the motivation of D-style people?

1. They may withdraw from the situation to avoid having to deal with emotional reactions.
2. They may take conflict personally, which could de-energize them.
3. They may waste energy worrying that people are mad at them.
4. They may embrace conflict as a way to create win-lose situations.

What is the natural motivation of someone with an S style?

1. to achieve recognition, career growth, and influence
2. to initiate adventurous or groundbreaking programs
3. to create and maintain stability where tension and conflict are rare
4. to bring high standards and analysis to projects

Which of the following would demotivate someone with an i style the most?

1. feeling like their time is being wasted
2. getting rushed to make decisions
3. working in a reserved, slow-paced setting
4. dealing with cold or argumentative people

Trivia questions about DiSC styles and conflict

These questions are based on Everything DiSC Productive Conflict and The Five Behaviors Team Development.

During conflict, which style prioritizes control, assertion, and justification?

1. S (steadiness)
2. C (conscientiousness)
3. D (dominance)
4. i (influence)

In conflict, which style focuses on results and victory?

1. C (conscientiousness)
2. i (influence)
3. D (dominance)
4. S (steadiness)

In conflict, which style focuses on feelings and consensus?

1. i (influence)
2. S (steadiness)
3. D (dominance)
4. C (conscientiousness)

During conflict, which style fears being taken advantage of or appearing weak?

1. S (steadiness)
2. i (influence)
3. D (dominance)
4. C (conscientiousness)

In conflict, which style focuses on justice and logic?

1. i (influence)
2. C (conscientiousness)
3. D (dominance)
4. S (steadiness)

During conflict, which style fears being wrong and strong displays of emotion?

1. C (conscientiousness)
2. i (influence)
3. D (dominance)
4. S (steadiness)

Which is the best advice for engaging in productive conflict with a C-style person?

1. Avoid an unnecessarily confrontational approach. Give them time to reflect. Choose your words with sensitivity and tact.
2. Look for the root cause of problems. Give them space to consider their position. Keep volatility to a minimum.
3. Share your feelings when it is appropriate to do so. Take their emotional needs into account. Don't focus so intently on your goal that they feel ignored or disrespected.

During conflict, which style prioritizes objectivity, stability, and justification?

1. i (influence)
2. D (dominance)
3. C (conscientiousness)
4. S (steadiness)

During conflict, which style prioritizes expression, assertion, and reassurance?

1. C (conscientiousness)
2. S (steadiness)
3. i (influence)
4. D (dominance)

During conflict, which style fears letting people down or facing aggression?

1. C (conscientiousness)
2. S (steadiness)
3. D (dominance)
4. i (influence)

During conflict, which style fears rejection, not being heard, or disapproval?

1. i (influence)
2. S (steadiness)
3. D (dominance)
4. C (conscientiousness)

In conflict, which style focuses on expression and feelings?

1. C (conscientiousness)
2. S (steadiness)
3. D (dominance)
4. i (influence)

Which is the best advice for having productive conflict with a D-style person?

1. Share your feelings when it is appropriate to do so. Take their emotional needs into account. Don't focus so intently on your goal that they feel ignored or disrespected.
2. Use reason rather than force to make your points. Don't push them for quick answers. Be willing to compromise, even if you reach different logical conclusions.
3. Address issues quickly and directly. Refrain from getting into a power struggle. Be willing to compromise.

Which is the best advice for engaging in productive conflict with an i-style person?

1. Resist the urge to give in merely for the sake of harmony. Don't take their bluntness personally. Address issues quickly and directly.
2. Look for the root cause of problems. Focus on facts. Give them space to consider their position.
3. Reassure them that your relationship is still intact. Take a break if things get too heated. Let them express their feelings.

During conflict, which style prioritizes harmony, stability, and reassurance?

1. i (influence)
2. D (dominance)
3. C (conscientiousness)
4. S (steadiness)

Which is the best advice for engaging in productive conflict with an S-style person?

1. Share your feelings when it is appropriate to do so. Take their emotional needs into account. Don't focus so intently on your goal that they feel ignored or disrespected.
2. Watch for signs of having offended them. Encourage them to share their opinions. Don't overpower them or dominate the discussion.
3. Take turns speaking and avoid talking over each other. Refrain from getting into a power struggle. Be willing to compromise.

Which style is more likely to encourage open dialogue and verbalize their emotions during conflict?

1. S (steadiness)
2. i (influence)
3. D (dominance)
4. C (conscientiousness)

Which style is more likely to sort out all the issues involved in a conflict?

1. C (conscientiousness)
2. I (influence)
3. D (dominance)
4. S (steadiness)

A C-style person is more likely to display this unhealthy behavior during conflict:

1. gloss over problems
2. overpower with logic and facts
3. become overly dramatic
4. cave in to avoid tension

Which style is most likely to dwell on wounded relationships?

1. D
2. iS or Si
3. CS or SC
4. DC or CD

When in conflict with a C-style person, remember:

1. to show you're optimistic about your ability to come to a resolution
2. to project confidence in your argument
3. not to insist on an immediate resolution
4. to express all your feelings

When in conflict with an i-style person, remember to:

1. follow up to make sure the issue is resolved
2. refrain from making emotional appeals
3. be direct and dispassionate
4. make it clear that your relationship is still strong even after difficult confrontations

An S-style person is more likely to:

1. listen to others' perspectives
2. become passive-aggressive
3. speak up about problems
4. stick up for own rights

When in conflict with a D-style person, it's good to:

1. express a concern for their feelings
2. emphasize the logic behind your argument
3. avoid viewing their directness as a personal attack
4. avoid direct confrontation

A D-style person might deal with conflict by:

1. avoiding emotional situations
2. looking to even the score
3. remaining very calm
4. gossiping

When in conflict with an S-style person, remember to:

1. make your argument based on data
2. lay out your argument in a step-by-step manner
3. let your passion show
4. keep your focus on the bottom line

Which style is most likely to address issues head on?

1. C
2. S
3. Di or iD
4. iS or Si

On a team, which style is more likely to try to draw out the perspectives of everyone?

1. S
2. Di or iD
3. i
4. DC or CD

Trivia questions about Everything DiSC Work of Leaders®

Based on the Everything DiSC Work of Leaders profile and the book The Work of Leaders: How Vision, Alignment, and Execution Will Change the Way You Lead.

Leadership, in the context of the Work of Leaders profile, is defined as what type of relationship?

1. one-to-many
2. one-to-two
3. few-to-many
4. one-to-one

Work of Leaders has three drivers behind Building Alignment. Which one of the following is NOT a driver for Alignment?

1. dialogue
2. clarity
3. momentum
4. inspiration

Which is NOT a reason why Alignment is important?

1. It generates excitement for the vision.
2. It gives people a sense of achievement.
3. It sets the stage by proposing a plan for effective implementation.
4. It provides a forum for questions and concerns.

Work of Leaders has three drivers for Crafting a Vision. Which one of the following is NOT a driver for Vision?

1. exploration
2. dialogue
3. boldness
4. testing assumptions

Work of Leaders has three drivers for Championing Execution. Which one of the following is NOT a driver for Execution?

1. feedback
2. cohesion
3. momentum
4. structure

D-style leaders have which of the following as one of their top leadership priorities?

1. commanding
2. humble
3. resolute
4. inclusive

C-style leaders have which of the following as one of their top leadership priorities?

1. affirming
2. pioneering
3. energizing
4. deliberate

S-style leaders have which of the following as one of their top leadership priorities?

1. inclusive
2. resolute
3. pioneering
4. deliberate

Work of Leaders provides a three-step process. Which one of the following is not part of the process?

1. execution
2. strategy
3. alignment
4. vision

While crafting a Vision, which behaviors are more important?

1. seek closure and push forward
2. remain open and explore implications
3. remain open and push forward
4. seek closure and explore implications