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Built from Dr. Michael Abelson's 45 years of assessment, coaching and consulting experience.

People can be complicated. Ask Dr. A helps make them easier to understand without turning every conversation into a guessing game.

Use it to ask about DISC, Motivators, communication, strengths, blind spots, stress, coaching, hiring, recruiting, managing, leadership or relationships.

If you have an Abelson Report assessment, upload it and ask what it means. If you only have a DISC Wheel space number, enter the number and ask your question. If you do not have either one, just describe the situation and Ask Dr. A will help you work through it.

Ask Dr. A turns assessment insight into practical guidance you can use in real conversations with real people.

Available now: DISC and Motivators

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How should I motivate a High C employee?

High C employees tend to value accuracy, quality and clear standards. To communicate with them more effectively: • Give them the criteria for excellence up front — vague goals demotivate them. • Allow time for thoroughness; recognize precision over speed. • Provide data, context and the "why" behind decisions. • Avoid public, high-pressure recognition — they prefer private, specific feedback.

What if they’re under pressure and starting to sound critical?

That can happen when a High C behavioral style feels rushed, unclear or responsible for getting something exactly right. Under pressure, their strengths can become more intense. Accuracy can sound like criticism. Caution can look like resistance. Questions can feel like pushback. The best move is to slow the conversation down, be specific, give them the facts and make the standard clear. Do not take every question as a challenge. They may be trying to reduce risk, prevent mistakes and understand what ‘right’ actually looks like.

Answers reference Dr. Abelson's approved materials. If a topic isn't covered, Dr. A will say so.

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