Interview Questions for Four Tendencies

I mentioned @gretchenrubin 's Four Tendencies framework a few days ago, and I'm a big fan. It's been helpful for me to set myself up for success in many situations. I originally thought I was an Upholder, someone who meets both outer and inner expectations, however, the past couple of years I've realized I'm actually a Questioner. I suspect this is common for women, as we're expected to conform to outer expectations and are rewarded for it. As I've reflected on choices I've made, I realize that when I feel confident and comfortable enough to do so, I can easily reject outer expectations.
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It's helpful to know what questions may be challenging for you as you prepare for an interview (or what kind of question might be challenging for a particular candidate to answer).
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For Questioners, it may be difficult to think of a time where they were able to go along with a manager's decision if they strongly disagreed with it. If you're able to come up with one, it can be a great way to show a hiring manager that even though you didn't agree, you were able to work together to find a path to a great result. It's very important for Questioners to be careful to not come off as defensive in an interview, or any professional setting.
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If you're a hiring manager and the candidate you're interviewing struggles to answer this question, know that they may need extra coaching or support in this area if you end up in a similar situation. You may also need to proactively use communication techniques to prevent a defensive response from your new hire in challenging circumstances.

Obliger is another common tendency of @gretchenrubin 's Four Tendencies framework. They often have a hard time staying on track without external accountability, so this may be a difficult question for them to come up with a noteworthy answer for. As an obliger, practice developing and using structure even in personal projects to stay on track and exceed your goals.
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If you're a hiring manager and a candidate is struggling with this question, it may mean that they need more support systems in place for prioritization and productivity.

Upholders are the type in @gretchenrubin 's Four Tendencies framework that meet both inner and outer expectations. They never miss a deadline, set and accomplish goals for themselves easily. Flexibility doesn't always come easily to them so they may find that if another priority comes up, it's difficult for them to readjust accordingly.
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If a candidate has a harder time answering this question in an interview, it may mean they are more junior and have less experience maneuvering this way, or they like to stick to their schedule of prioritized tasks. It's great to work with an Upholder as you know they take their work and deadlines seriously, but you may need to help provide other resources if they find it hard to shift for an urgent priority.

The Rebel is the type in @gretchenrubin 's Four Tendencies Framework who has a hard time conforming to both inner and outer expectations. It's tough for anyone to act on direct orders they don't agree with, but especially for a Rebel. Questioners have a hard time with this, too, which is why the questions I chose are similar. This question is getting at a pattern of following these types of direct orders rather than diving deep into one specific disagreement, as it may be easier for a rebel to feel stuck in this kind of situation rather than change the process or find another role.
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A candidate may not have an example for this particular question if they have less experience, or they may shy away from it if they are not comfortable enough with you in the interview. Back it down to one specific time they disagreed to get the level of detail you need, then expand to a "What if this was ongoing?" type of follow up question, just be aware that at that point you aren't getting real example data from them, but you are getting an idea of what they think the right answer would be.