Motivators
DISC shows how you behave. The Motivators assessment shows why: the seven drives behind your choices, from a return on your effort to helping others. Know what energises you and the people you lead, and shape roles, rewards and goals around it.
Investment: On request
What Motivators is
Two people can do the same job in the same way for completely different reasons. The Motivators assessment looks at seven drives that shape what you value, where you put your energy and what leaves you flat. Everyone has all seven; what matters is which ones lead.
The seven motivators
Most people have two or three strong drives, a few in the middle and one or two they hardly feel. The mix is what makes you you.
Balance, harmony and form
Wants harmony and balance, and things done well. Notices form, experience and quality of life.
At work: give room to shape how the work looks and feels, at a balanced pace.
A return on investment
Wants a practical return on time, money and effort. Thinks in results, efficiency and payback.
At work: show the return, link rewards to results and cut out wasted effort.
Independence and standing out
Wants to be independent and unique, with the freedom to make their own mark.
At work: give ownership, visible credit and freedom in how to reach the goal.
Control and influence
Wants influence: to lead, set the direction and be in control of the outcome.
At work: give responsibility, a voice in decisions and a path to lead.
Helping others
Wants to help people and make a difference, even at a cost to themselves.
At work: show who the work helps, and watch for taking on too much.
Order and structure
Wants order, routine and clear rules: a right way of doing things.
At work: give clear processes and expectations, and early notice of change.
Knowledge and understanding
Wants to learn, understand and find the facts behind things.
At work: give problems to solve, time to research and chances to learn.
There is no best motivator. Trouble starts when a role rewards one drive and the person in it is fuelled by another.
Where Motivators helps
When work feeds what people care about, they stay longer and give more. When it doesn’t, even good people burn out.
Understand what keeps each person energised, beyond salary.
Shape roles and responsibilities around the drives of the people in them.
Reward people in the ways they value: recognition, freedom, learning or results.
Lead each person by what moves them, not by what moves you.
See when conflict comes from different drives rather than bad attitudes.
Understand what would keep a candidate engaged, as one input alongside interviews and references.
Set goals that connect to what you care about, so you stay with them.
See who wants influence, who wants expertise and who wants to help, and plan careers to match.
How it works
Knowing your drives is useful. Building work around them is where it pays.
Sample report
Fill in your details to download a sample Motivators report, so you know exactly what you will receive before you book.
Sample reports from ActionCOACH TNPY.
Who it is for
Pair it with
Motivators explains the why. Add how you behave, how you handle emotions, or how others see you.
Understand your behavioural style — how you communicate, decide and work best.
Investment On request
Learn moreMeasure how well you recognise and manage emotions — your own and other people’s.
Investment On request
Learn moreYour own DISC view next to how your manager, peers and team experience you.
Investment On request
Learn moreFind out how you prefer to take in, make sense of and use new information — and how to help others learn.
Investment On request
Learn moreFAQ
DISC describes how you behave. Motivators describes why: the drives behind your choices. Together they explain both what people do and what keeps them going.
No. Each drive brings its own strengths. What matters is how well your drives fit your role, your goals and the people around you.
Yes. They tend to shift more than your DISC style, as your life, career and priorities change.
It can help you understand what would keep a candidate engaged in the role. Use it as one input alongside interviews, references and skills, never as the only reason for a decision.
Yes. Seeing the drives across a team helps you share out work, set rewards and understand where friction comes from.
It depends on how many people take it. Ask us and we will give you a clear fee.
Get started
Tell us who it is for and what you would like to understand. We will recommend the right option and give you a clear fee.
