Best DISC Discussion Questions to Enhance Team Cohesiveness

DISC is a popular personality assessment tool used in many workplaces and personal development contexts. It stands for Dominance, Influence, Steadiness, and Conscientiousness. The assessment is based on the work of psychologist William Marston and measures an individual’s behavior and communication preferences in different situations.

Here’s a brief overview of each dimension:

  • Dominance (D): This dimension measures how you deal with problems and challenges, your assertiveness, and control over your environment. People with high dominance scores are typically direct, decisive, and results oriented.
  • Influence (I): This dimension measures how you interact with and influence others, your sociability, and openness. Individuals with high influence scores are often outgoing, enthusiastic, and persuasive.
  • Steadiness (S): This dimension measures how you respond to change and pace yourself, your patience, and thoughtfulness. Those with high steadiness scores tend to be reliable, cooperative, and supportive team members.
  • Conscientiousness (C): This dimension measures how you approach tasks, your attention to detail, and adherence to rules and procedures. People with high conscientiousness scores are typically organized, analytical, and systematic.

DISC assessments usually provide insights into an individual’s natural tendencies and preferred communication styles, which can be valuable for personal development, team building, and leadership training.

Understanding DISC for Team Building 

Using DISC for team building involves understanding each team member’s behavioral tendencies and communication styles to enhance collaboration, communication, and overall team effectiveness.

Here’s how you can apply DISC for team building:

  1. Assessment: Start by having each team member complete a DISC assessment. This will provide insights into their dominant behavioral traits and communication preferences.
  2. Understanding: Educate the team about the different DISC dimensions and what each letter represents. Help them understand that each style has its strengths and potential blind spots. Being able to appreciate and value the similarities and differences is vital to team success.
  3. Team Dynamics: Analyze the team’s DISC profiles collectively. Identify the diversity of styles within the team and discuss how these differences can contribute to the team’s success.
  4. Communication: Encourage team members to adapt their communication styles based on the DISC profiles of their colleagues. For example, those with a dominant style may need to soften their approach when communicating with those who are more steady or conscientious. By flexing your style, and talking their language, you will allow others to understand you more clearly.
  5. Conflict Resolution: Use DISC insights to resolve conflicts constructively. Understanding each other’s communication styles can help team members approach disagreements with empathy and find mutually beneficial solutions.
  6. Building Trust: Foster trust within the team by encouraging open communication and respecting each other’s differences. Acknowledge and appreciate the unique contributions that each team member brings to the table.
  7. Training and Development: Provide training and development opportunities tailored to each individual’s DISC profile. This can help team members further enhance their strengths and address any areas for improvement.

By leveraging DISC insights, teams can become more cohesive, productive, and successful in achieving their goals.

Your Mindset Taking an Assessment

DISC assessments are based on self-evaluation of oneself. The best time to take any type of assessment is not when someone is in a hurry, feeling rushed, not at their best, or stressed for any reason. Instead take the assessment when you can dedicate the needed time to complete the survey, which on average is between 20 to 30-minutes.

We also recommend not overthinking your responses to the survey. Often your first response is usually the right response.

Debriefing DISC profiles as a group 

Debriefing a DISC assessment as a group can be a valuable exercise in understanding individual and team dynamics. Here’s a step-by-step guide on how to effectively debrief a DISC assessment during a team session:

  1. Introduce the DISC Model: Start by explaining the DISC model to the group. Provide an overview of the four main personality styles (Dominance, Influence, Steadiness, Conscientiousness) and how they relate to behavior and communication preferences.
  2. Review Individual Profiles: Have each participant fist review their report for accuracy. We like to see that each participant agrees with a minimum of 80% of their report information.
  3. Invite everyone to the Team Flip Chart: We like to create a flipchart of the DISC model and invite each participant to share their DISC profile with the group. A discussion than can take place to discuss their primary and secondary styles, as well as any insights or surprises they discovered from the assessment. Many teams look at their flipcharts as though it is a work of art. Many ah-ha’s arrive from seeing the team’s overall style.
  4. Identify Strengths and Stretches: Discuss the strengths and stretches associated with each DISC style. Encourage participants to reflect on how their style contributes to the team and how it may impact communication and collaboration.
  5. Explore Interactions and Dynamics: Analyze how different DISC styles interact with each other within the team. Discuss potential sources of conflict or misunderstanding and brainstorm strategies for improving communication and teamwork.
  6. Highlight Complementary Styles: Emphasize the value of diversity in DISC styles and how each style brings unique strengths to the team. Encourage participants to recognize and appreciate the contributions of colleagues with different styles.
  7. Discuss Actionable Takeaways: Facilitate a discussion on actionable takeaways from the DISC assessment. Encourage participants to identify specific behaviors or communication strategies they can implement to improve interactions with team members.
  8. Address Team Dynamics: Consider the overall team dynamic based on the collective DISC profiles. Discuss how the team can leverage its strengths and mitigate potential challenges to achieve its goals more effectively.
  9. Set Goals for Improvement: Help the group set goals for applying DISC insights in their daily work. Encourage accountability and commitment to ongoing development and improvement.
  10. Provide Support and Resources: Offer resources and support for further exploration of the DISC model, such as additional training or coaching opportunities. Ensure that participants feel empowered to continue their learning journey beyond the debriefing session.
  11. Follow-Up: Schedule follow-up sessions to check in on progress and revisit the insights gained from the DISC assessment. Encourage ongoing reflection and discussion to foster a culture of continuous improvement.

By following these steps, you can facilitate a productive and meaningful debriefing of DISC assessments that helps team members gain a deeper understanding of themselves and their colleagues while enhancing team dynamics and effectiveness.

Effective Strategies for DISC Follow-Ups 

Following up after a DISC assessment is crucial for maximizing its effectiveness and ensuring continued growth and development within the team. Here are some effective strategies for DISC follow-up:

  • Individual Feedback Sessions: Schedule one-on-one feedback sessions with each team member to review their DISC assessment results. Discuss their strengths, areas for improvement, and how they can leverage their natural tendencies to enhance their performance.
  • Group Discussion: Hold a team meeting to discuss the overall findings from the DISC assessments. Encourage team members to share their insights and observations about how different behavioral styles interact within the team.
  • Action Planning: Help each team member develop an action plan based on their DISC profile. This plan should outline specific steps they can take to leverage their strengths and address any areas of development.
  • Utilize Comparison Reports: Placing two individuals side-by-side on a comparison report will allow both individuals to see what each other tends to pay attention to, their strengths, similarities, and differences.
  • Communication Training: Provide training on effective communication techniques tailored to the different DISC styles present in the team. Teach team members how to adapt their communication to better connect with colleagues who have different preferences.
  • Conflict Resolution Workshops: Conduct workshops or training sessions focused on conflict resolution strategies based on the DISC framework. Help team members understand how their behavioral styles may contribute to conflicts and teach them techniques for resolving disagreements constructively.
  • Team Building Activities: Organize team building activities that reinforce the DISC concepts and encourage collaboration among team members. Activities such as role-playing exercises or problem-solving challenges can help build trust and understanding within the team. Using experiential activities are best for adult learners and helps to keep people engaged.
  • Regular Check-ins: Schedule regular follow-up meetings or check-ins to monitor progress and address any challenges that arise. Use these opportunities to provide ongoing support and guidance to team members as they implement their action plans.
  • Continuous Learning: Encourage a culture of continuous learning and development within the team. Provide resources such as articles, books, or online courses related to personality styles, communication, and teamwork.
  • Review and Reflect: Periodically review the effectiveness of the strategies implemented based on the DISC assessments. Reflect on what has worked well and what can be improved to ensure ongoing growth and development.

By incorporating these strategies into the follow-up process, teams can maximize the benefits of DISC assessments and create a more harmonious and productive work environment.

Crafting Effective Discussion Questions 

Team discussions following a DISC assessment should encourage reflection, understanding, and collaboration among team members. Here are different types of questions you can use to facilitate meaningful discussions:

Understanding DISC Profiles:

What did you learn about your own DISC profile?

How do you think your DISC profile influences your behavior in the workplace?

Can you give an example of a situation where your dominant DISC trait was evident? How did this help or hinder you?

Team Dynamics:

How do you think the diversity of DISC profiles within our team affects our collaboration?

What strengths do you see in the different DISC styles represented in our team?

How can we leverage our diverse DISC profiles to improve team performance?

What did you learn about another style that you may now appreciate?

Communication Styles:

How can understanding each other’s DISC profiles improve our communication as a team?

What adjustments can we make in our communication to better accommodate the various DISC styles present?

Can you share an example of a miscommunication that occurred due to different DISC styles? How could it have been resolved differently?

Conflict Resolution:

How do you think our DISC profiles contribute to potential conflicts within the team?

What strategies can we use to resolve conflicts more effectively based on our understanding of DISC?

How can we ensure that disagreements are addressed constructively, considering our different DISC preferences?

Team Roles and Responsibilities:

How can we assign roles and responsibilities based on our team members’ DISC profiles?

Are there any adjustments we need to make to ensure that each team member’s strengths are utilized effectively?

How can we support each other in areas where our DISC profiles may have limitations?

Personal Growth and Development:

What are some areas for personal development that you identified based on your DISC assessment?

How can we support each other in our individual growth and development based on our DISC profiles?

What actions can we take as a team to foster a culture of continuous learning and improvement?

Feedback and Reflection:

How can we use feedback from our DISC assessments to improve our teamwork and communication?

What changes, if any, have you noticed in team dynamics since completing the DISC assessment?

What additional support or resources do we need to further develop our understanding of DISC and its implications for our team?

These questions can stimulate discussions that deepen team members’ understanding of each other, promote empathy and collaboration, and ultimately enhance team performance.

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Tips for creating open-ended and thought-provoking questions 

Creating open-ended and thought-provoking questions can stimulate deeper discussions and encourage critical thinking. Here are some tips to help you craft effective questions- be sure to check the box for the items you are already doing. Then focus on what is left for improvement:

  • Avoid Yes/No Questions: Instead of asking questions that can be answered with a simple “yes” or “no,” frame questions that require more detailed responses.
    • For example, instead of asking, “Do you like your job?” you could ask, “What aspects of your job do you find most fulfilling?”
  • Start with “How” or “What”: Begin your questions with words like “how” or “what” to prompt respondents to provide more detailed and reflective answers.
    • For instance, “How do you approach problem-solving in your team?” or “What challenges do you face when working on group projects?”
  • Encourage Reflection: Ask questions that encourage respondents to reflect on their experiences, thoughts, and feelings.
    • For example, “What have you learned from past failures?” or “How has your perspective on leadership evolved over time?”
  • Use Open-Ended Prompts: Provide open-ended prompts that allow respondents to share their thoughts freely.
    • Try instead of asking, “Do you agree with the decision?” you could say, “Please share your thoughts on the recent decision and its impact on the team.”
  • Promote Creativity and Critical Thinking: Pose questions that challenge respondents to think creatively and critically about a topic.
    • For example, “If you could change one thing about our team culture, what would it be and why?” or “How might we approach this problem differently?”
  • Encourage Diverse Perspectives: Ask questions that invite diverse perspectives and encourage participants to consider alternative viewpoints.
    • Ask “How might someone with a different background or experience approach this situation?” or “What are some potential unintended consequences of this decision?”
  • Be Specific: Make sure your questions are specific and focused to guide the discussion effectively. Avoid vague or overly broad questions that may confuse participants. For example, instead of asking, “How do you feel about teamwork?” you could ask, “What specific teamwork challenges have you encountered in your recent projects?”
  • Probe Deeper: Follow up on initial responses with probing questions to delve deeper into the topic. For example, if someone mentions a challenge they face, you could ask, “Can you provide an example of when this challenge occurred, and how did you handle it?”
    • Try using the phrase- and tell me more…Do this at least four to five times and you will be surprised how much MORE information someone provides you.
  • Keep it Positive and Constructive: Frame questions in a positive and constructive manner to encourage open communication and a supportive atmosphere. Avoid questions that put participants on the defensive or focus solely on negative aspects.
    • Consider using the SBI model- Start with the situation (be specific), next share the behavior of the individual you observed (cannot be third party or hearsay), and the impact to you, the team, or the organization.
  • Tailor Questions to the Audience: Consider the context and the audience when crafting questions. Tailor your questions to their interests, experiences, and expertise to ensure relevance and engagement.

By following these tips, you can create open-ended and thought-provoking questions that stimulate meaningful discussions and promote deeper understanding among participants.

Encouraging diverse perspectives and insights 

Encouraging diverse perspectives and insights is essential for fostering innovation, creativity, and inclusivity within a group or team. Here are some strategies to promote diverse perspectives:

  • Set the Tone: Start by emphasizing the importance of diverse perspectives and creating an inclusive environment where all voices are valued and respected. Communicate that different viewpoints enrich discussions and lead to better outcomes.
  • Invite Participation: Actively encourage everyone to contribute to the discussion, especially those who may be less inclined to speak up. Use inclusive language and gestures to signal that all perspectives are welcome.
  • Rotate Speaking Order: To prevent dominant voices from monopolizing the conversation, consider implementing a speaking order or rotating facilitation duties. This ensures that everyone has an opportunity to share their thoughts without interruption.
  • Ask Open-Ended Questions: Pose questions that invite diverse perspectives and encourage participants to think critically about the topic. Avoid leading questions that presuppose a specific answer.
  • Create a Safe Space: Foster an environment where participants feel comfortable expressing themselves without fear of judgment or reprisal. Emphasize confidentiality and remind everyone to listen actively and respectfully.
  • Acknowledge and Validate Contributions: Recognize and validate diverse perspectives by acknowledging the value they bring to the discussion. Thank participants for sharing their insights and ideas, regardless of whether they align with the majority opinion.
  • Encourage Active Listening: Encourage participants to actively listen to each other’s perspectives and refrain from interrupting or dismissing differing viewpoints. Paraphrasing and summarizing others’ contributions can demonstrate understanding and respect.
  • Embrace Conflict Constructively: Recognize that diverse perspectives may lead to disagreements or conflicts, but view these as opportunities for growth and learning. Encourage constructive dialogue and explore areas of disagreement to find common ground or new solutions.
  • Provide Training and Resources: Offer training on diversity, equity, and inclusion to equip participants with the skills and awareness needed to foster diverse perspectives effectively. Provide resources such as articles, videos, or workshops that explore different viewpoints and promote understanding.

By implementing these strategies, you can create an environment where diverse perspectives are not only encouraged but celebrated, leading to richer discussions and more innovative solutions.


Using DISC to enhance team cohesiveness can lead to improved communication, collaboration, self-awareness, conflict resolution, leadership, morale, and decision-making. By leveraging the insights provided by DISC, teams can build stronger relationships, work more effectively together, and achieve greater success- together.

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