D - Dominance
If you work for a D-style boss and want to get buy-in on your idea, this is the best approach:
1) not pushing them to move too quickly, being ready to provide facts and data
2) projecting confidence, emphasizing the concrete results they can expect
3) avoiding the implication that your way is the only way, projecting enthusiasm for your proposal
4) laying out your plan step by step, avoiding too much focus on the bottom-line results
2) projecting confidence, emphasizing the concrete results they can expect
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) refrain from asking unnecessary questions and be direct when asking for a commitment
3) give them time to get comfortable with a decision and provide assurances of support
4) discuss exciting new possibilities and share personal anecdotes
4) discuss exciting new possibilities and share personal anecdotes
A person with an S style is most often motivated by:
1) opportunities to gain knowledge
2) opportunities to help and sincere appreciation
3) social recognition
4) competition and success
2) opportunities to help and sincere appreciation
If experiencing tension with a C style, it's best to:
1) acknowledge their feelings
2) support your opinions with logic
3) address issues quickly and directly
4) show you sincerely care about resolving the issue
2) support your opinions with logic
Can someone be better qualified for a job because of their profile?
1) Sure. For example, people with the C style make the best teachers.
2) Yes. Leaders and executives are often Ds.
3) No. The association between an occupation and a given DiSC style is modest at best.
4) Yes, DiSC is often used for hiring and placement decisions.
3) No. The association between an occupation and a given DiSC style is modest at best.
If you're in conflict with a D-style personality you'll do best to:
1) follow up to make sure that the issue is actually resolved
2) support your position with logic and facts
3) let the person know you respect their feelings
4) avoid taking their blunt approach personally
4) avoid taking their blunt approach personally
The best way to recognize and reward an i style is to:
1) offer warm and sincere praise
2) give them a development opportunity that lets them network with others
3) give them more autonomy
4) compliment their performance privately
2) give them a development opportunity that lets them network with others
S styles in meetings will:
1) prefer minimal small talk and side chatter
2) flourish when given the opportunity to express personal opinions
3) prefer meetings where everyone has a chance to be heard
4) often need all the details before taking a stance
3) prefer meetings where everyone has a chance to be heard
People with a C style may be limited by:
1) being overly accommodating
2) overanalyzing problems or situations
3) a lack of concern for others
4) a lack of follow-through
2) overanalyzing problems or situations
Is it normal for your DiSC style to significantly change over time?
1) Yes.
2) Yes, but only after several years.
3) Yes, if you change jobs.
4) No.
4) No.
How does conflict affect the motivation of the D style?
1) They may take conflict personally, which could de-energize them.
2) They may embrace conflict as a way to create win-lose situations.
3) They may withdraw from the situation to avoid having to deal with emotional reactions.
4) They may waste energy worrying that people are mad at them.
2) They may embrace conflict as a way to create win-lose situations.
Which of the following would demotivate someone with an i style the most?
1) getting rushed to make decisions
2) feeling like their time is being wasted
3) dealing with cold or argumentative people
4) working in a reserved, slow-paced setting
4) working in a reserved, slow-paced setting
How does conflict affect the motivation of the S style?
1) They may be energized by the competitive aspects of conflict.
2) They may compromise on things they care about but remain frustrated.
3) They may become resentful and unyielding.
4) Conflict may make them emotional or angry.
2) They may compromise on things they care about but remain frustrated.
Which is most likely to demotivate a C style?
1) being isolated from others
2) having to wade through a lot of details
3) needing to be confrontational and challenging
4) being forced to let errors slide
4) being forced to let errors slide
During conflict, which style fears being wrong and strong displays of emotion?
D (dominance)
i (influence)
C (conscientiousness)
S (steadiness)
C (conscientiousness)
What's the best way suggested below of recognizing and rewarding someone with a D style?
1) Offer opportunities for advancement.
2) Give them an award during a ceremony.
3) Offer a compliment in private.
4) Offer sincere praise.
1) Offer opportunities for advancement.
Which of these would be a motivating environment for an i style employee?
1) structure and routine
2) several opportunities for collaboration with their boss and peers
3) high standards and expectations within specified parameters
4) concrete goals, explanations regarding the bottom-line purpose of assignments
2) several opportunities for collaboration with their boss and peers
Which is the best advice for engaging in productive conflict with an S style?
1) Take turns speaking and avoid talking over each other. Refrain from getting into a power struggle. Be willing to compromise.
2) Watch for signs of having offended them. Encourage them to share their opinions. Don't overpower them or dominate the discussion.
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.
2) Watch for signs of having offended them. Encourage them to share their opinions. Don't overpower them or dominate the discussion.
Which of these would NOT help create a motivating environment for C employees?
1) giving them plenty of time to process information
2) encouraging them to help define quality standards
3) requiring that they attend frequent networking events
4) avoiding springing last-minute demands on them
3) requiring that they attend frequent networking events
During conflict, which style fears letting people down or facing aggression?
S (steadiness)
D (dominance)
i (influence)
C (conscientiousness)
S (steadiness)
Which is the best advice for having productive conflict with a D style?
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.
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?
1) Look for the root cause of problems. Focus on facts. Give them space to consider their position.
2) Reassure them that your relationship is still intact. Take a break if things get too heated. Let them express their feelings.
3) Resist the urge to give in merely for the sake of harmony. Don't take their bluntness personally. Address issues quickly and directly.
2) Reassure them that your relationship is still intact. Take a break if things get too heated. Let them express their feelings.
What's an effective way of recognizing or rewarding employees with S styles?
1) Place them in the limelight.
2) Help them build expertise in new areas of interest.
3) Give them plenty of variety and opportunities for socializing.
4) Show that you trust them to deliver results by giving them more responsibility.
4) Show that you trust them to deliver results by giving them more responsibility.
Which is the best advice for engaging in productive conflict with a C style?
1) Avoid an unnecessarily confrontational approach. Give them time to reflect. Don't gloss over tough issues.
2) 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.
3) Look for the root cause of problems. Give them space to consider their position. Keep volatility to a minimum.
3) Look for the root cause of problems. Give them space to consider their position. Keep volatility to a minimum.
In conflict, which style focuses on expression and feelings?
C (conscientiousness)
S (steadiness)
i (influence)
D (dominance)
i (influence)