The Management Drives tools are designed to achieve congruence between:
• the right people
• with the right task
• in the right way
• in the right environment
For a task, specific behaviors certainly are required. Some drives pick them up easier and faster than others. Think about the contrast between an R & D task (Yellow / Orange) in a telecom company and an administrative role in government (Blue). Preferences in ways of working and environment may also be significantly different. With the right mix, people can, are allowed and want to express their drives positively. They will behave positively and their talents and abilities are fully committed. 
Management Drives can be used at three levels within the organization:
• Individual: self-knowledge, coaching, communication, behavior
• Groups: team diagnosis, team building, designing a team, coaching
• Organization: culture diagnosis, culture, processes, organizational development
In addition to these organizational perspectives, Management Drives focuses on the following areas: leadership, coaching, project management and change management. In these areas we offer training and support for interim managers and consultants.
On the base of all this lies the Management Drives test. The test result shows what drives play the leading part for someone(logic pattern), the sequence of drives that is usually used (logical order), the rejections (rejection score) and an overview of what drives costs and provide energy (energy balance). With the test result a booklet is provided, which outlines priority handling, manner of communication, recognition of drives of others, thinking style, perception of time, focus on the inside of the organization, the total preference for abstract or concrete, management style, development, order of drives and positive and negative behavior.
The logic and rejection show what motivates people and how they see the world and the organization. The logic sequence is highly predictive for the behavior of people and it shows in what order the drives are used in perceiving, thinking and acting. The rejection shows the negative feelings that occur when certain drives or organizational cultures are done to you.
Regularly you will find yourself or others at a moment of reflection. "What are we doing, what is it about? What is the meaning of all this? "People who are high on the R scale scores have this constant reflection. Before they take action at all, they question whether what they face really is relevant or useful.
The energy balance shows the balance between logic and rejection. The plusses in the matrix show which drives give energy and the minuses show the drives that cost energy.
By reading these results we can appoint and designate a range of behavioral aspects, varying from communication styles and leadership style to time perception and emotion patterns.
The individual results can be combined into a group profile. The test results give a reliable picture of: individual drives, tensions and energy balances, the communication between individuals and the combination of managers and their staff.
By bringing group profiles together into a whole organization chart organizations can also easily be mapped. These results tell us more about the culture of the organization, how decisions are made, how tasks are carried out within a group and where tensions may occur in the organization. The group recognizes his dominant drives, tensions and debates within the group and how they daily interact.
