We Asked AI two questions
Question #1 Why get DISC & Motivators Certification?
Question #2 Why would I want to get certified by Dr. Abelson and The Abelson Group?
Here is How it Answered the Questions WITH NO Changes From Us
If you are considering DISC & Motivators certification as a business skill, I would separate the question into two parts:
1. Why become certified at all?
2. Why choose The Abelson Group rather than another provider?
The combination is particularly useful because DISC tells you more about how a person tends to behave, while Motivators helps explain why they behave that way. The Abelson Group itself makes this distinction central to its approach.
Why get DISC & Motivators certified?
1. You move from "knowing DISC" to being able to use it professionally.
Certification should teach you how to interpret the graphs and reports rather than simply recognize D, I, S and C. The Abelson Group emphasizes behavioral patterns, blending of styles, stress, communication, coaching, hiring, management and team applications.
2. Motivators adds the missing "why."
Two people can have very similar DISC behavioral patterns but be motivated by very different things. One might be driven primarily by achievement and economic return; another by learning, helping others, independence, recognition, etc. Understanding both dimensions gives you a more complete picture than DISC alone.
A simple way to remember it:
DISC = How you tend to behave
Motivators = What tends to energize or drive you
3. It can make you substantially better at coaching.
Instead of telling everyone to behave the way you behave, you can adapt the coaching process to the individual's behavioral style and motivations. The Abelson Group specifically teaches what it calls "Behavior FIT Coaching."
4. It has practical applications in hiring, onboarding and management.
A trained practitioner can use the assessments to structure interviews, understand potential behavioral fit, onboard people and improve manager/employee communication. However, hiring applications need to be handled carefully; certification should include instruction about appropriate use and employment-law considerations rather than treating an assessment as a standalone hiring decision. The Abelson Group specifically highlights this issue in its certification material.
5. You can use it with entire teams—not just individuals.
This is important. Individual profiles tell you about individual people; team reports and DISC wheels can show how behavioral styles interact across a group. The Abelson Group offers individual, team and comparison/onboarding applications.
6. It gives you a common language for discussing people without making the conversation personal.
Insted of saying:
"John is difficult."
you can say:
"John's behavioral style is highly direct and fast-paced, while Mary prefers more detail and deliberation. How should they adjust their communication?"
That's a much more productive conversation.
