Test your knowledge of DiSC profiles
DiSC Profiles Quiz (Two)
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The best way to recognize and reward an i-style is to
give them a development opportunity that lets them network with others
regular warm and sincere praise
give them more autonomy
compliment their performance privately
Question 1 Explanation:
The i-style individual appreciates vibrant environments and enjoy public recognition. They are likely to put a lot of energy into socializing and maintaining relationships.
Can someone be better qualified for a job because of their profile?
Yes, DiSC is often used for hiring and placement decisions.
No. The association between an occupation and a given DiSC style is modest at best.
Yes. Leaders and executives are often Ds.
Sure, for example people with the C-style make the best teachers.
Question 2 Explanation:
Findings suggest that even though there are small, meaningful DiSC-based patterns within some jobs, most occupations contain a wide range of DiSC styles. It would be a mistake to discourage someone from becoming a mechanic because they have an i style or not consider someone for a sales position simply because they have a CS style.
People with a C-style may be limited by
a lack of concern for others
overanalyzing problems or situations
being overly accommodating
a lack of follow-through
Question 3 Explanation:
A person with a C-style may be limited by being overcritical, overanalyzing and isolating themselves.
William Mouton Marston, the psychologist responsible for the initial DISC model for emotions and behavior of normal people, is the source of the following quote:
Not even girls want to be girls so long as our feminine archetype lacks force, strength and power, Not wanting to be girls, they don't want to be tender, submissive, peace-loving as good women are. Women's strong qualities have become despised because of their weakness. The obvious remedy is to create a feminine character with all the strength of Superman plus all the allure of a good and beautiful woman.
Most of us actually stifle enough good impulses during the course of a day to change the current of our lives.
Realize what you really want. It stops you from chasing butterflies and puts you to work digging gold.
Every crisis offers you extra desired power.
Question 4 Explanation:
Each of these is a Marston quote.
When selling a product or an idea to a person with an i-style, you might need to
refrain from asking unnecessary questions and be direct when asking for a commitment
offer proof of your claims and demonstrate your competence
give him or her time to get comfortable with a decisions and provide assurances of support
discuss exciting new possibilities and share personal anecdotes
Question 5 Explanation:
Customers with an I-style tend to be more likely to keep things moving at a fast pace, be interested in bold or daring plans, and interested in establishing a personal connection.
If you're in conflict with a D-style personality you'll do best to
avoid taking their blunt approach personally
let the person know you respect her or his feelings
support your position with logic and facts
follow up to make sure that the issue is actually resolved
Question 6 Explanation:
D-styles in conflict can become competitive and headstrong. They may be less concerned about damaging the relationship. Avoid viewing their directness as a personal attack and try to state your points objectively without getting defensive or lashing out.
A person with an S-style is most often motivated by
opportunities to help and sincere appreciation
opportunities to gain knowledge
competition and success
Question 7 Explanation:
People with the S style place an emphasis on cooperating with others within existing circumstances to carry out the task.
A person with an S-style tends to need others who
develop systematic approaches
recognize the needs of others
initiate and facilitate discussions
help prioritize work
Question 8 Explanation:
An S-style personality may be limited by being indecisive and display a tendency to avoid change.
If you work for a D-style boss and want to get buy-in on your idea, you will get better results by
avoiding pushing them to move too quickly and by being ready to provide all the facts and data you have.
laying out your plan step-by-step and avoiding too much focus on the bottom-line results
avoiding the implication that your way is the only way and projecting enthusiasm for your proposal
projecting confidence and emphasizing concrete results he or she can expect
Question 9 Explanation:
D-style managers put a strong emphasis on drive and challenge, so they focus on bottom-line results. They respond best to people who can quickly help them reach their goals.
Is it normal for your DiSC style to change over time?
Yes, if you change jobs.
Yes, but only after several years.
Question 10 Explanation:
In general, the average person’s profile tends to stay fairly consistent over time. While you may find small differences in your results from one time taking the assessment to the next, you’re unlikely to experience major shifts in style. However, if it has been two years or more since you last took the profile, we recommend taking it again to ensure the most accurate and up-to-date information. The new adaptive testing technique used in Everything DiSC assessments has made it more accurate.
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There are 10 questions to complete.