DISC Certification Course

Discover the DISC foundation, starting with William Moulton Marston's work on perception and response. Learn how John "Clipper" Cleaver applied this to business, creating the Human Factor Job DISCription (HFJD). This history establishes the Cleaver system as a practical tool for behavioral assessment and leadership development.

The final synthesis of the integrated DISC and Motivating Values system. Achieve true proficiency by linking the Behavioral Profile (DISC) (the How) with the Motivational Profile (MV) (the Why). This holistic view provides a complete picture of human performance. Fluency in this sophisticated language is the core goal of the certification, preparing you for profound organizational transformation.

Understand the DISC framework using two axes: Engagement (Active/Passive) and Perception (Favorable/Unfavorable). These define the D, I, S, C quadrants. Introducing the Meters of Change model, we show that behavior is modified by Mental Agility (What), Behavior (How), and Values (Why). Gain a holistic view of behavioral styles and their dynamic relationship with skills and experience.

A granular look at the four DISC dimensions (D, I, S, C). Learn that Dominance drives quick decisions but risks impatience, Influence builds goodwill but risks over-promising, Steadiness brings consistency but internalizes stress, and Compliance demands accuracy but risks perfectionism. Master these behavioral tendencies to inform effective leadership styles and team composition.

Understand the Total (T), Latent (L), and Motivated (M) DISC patterns. The L to M Shift measures the behavioral energy expended when adjusting your natural style (L) for job success (M). A large shift indicates potential friction or burnout. This key analysis is a powerful diagnostic tool for effective job fit assessment and proactive stress prevention strategies.

Master the Human Factor Job DISCription (HFJD), a behavioral blueprint for any role. Compare the individual’s Total DISC Pattern with the Supervisor HFJD (expected behavior). The Points of Change (P.O.C.) quantifies the behavioral gap, informing hiring decisions and performance management. This tool ensures job compatibility by aligning natural behavior with role demands.

Explore Basic Combinations of Behavior—the natural behavioral tools created by the interaction of two high DISC factors. Examples include the contrast between Urgency (D>S) and Patience (S>D), or the skill of Goodwill (I>D) vs. Perfectionism (C>I). Analyze the internal conflict of Ambivalence (D=C). Mastering these dynamics leads to nuanced coaching and improved team dynamics.

Uncover the Motivating Values (MV)—the core "Why" that drives behavior. Explore the six intrinsic MVs: Theoretical, Economic, Aesthetic, Social, Political, and Regulatory. Learn how dominant values filter decisions and initiate action. Managers can align tasks with intrinsic motivation, leading to higher job satisfaction and engagement.

Master the keys to employee motivation by separating internal Wants (for highest success) from external Needs (for basic success). Addressing Needs creates a critical social contract for stability. Review Possible Limitations as potential trouble spots, focusing on risk mitigation through coaching rather than judgment. This data is vital for proactive talent development.

Learn the structured 6 x 10-minute Cleaver Feedback Process designed for self-discovery. This systematic approach reviews DISC patterns, pinpoints HFJD friction, explores Basic Combinations and Motivating Values, and clarifies Wants/Needs/Limitations. The goal is to move the individual from awareness to intentional action items and continuous professional development.

Explore the three primary strategic applications of the Cleaver system: Strategic Hiring (matching behavioral fit to job demands), Professional Development (elevating self-awareness for skill improvement), and Team Workshops (establishing a common language to reduce conflict and build cohesive teams). Implement DISC in these three areas for fast, measurable organizational value.