How to read a profile

An MD profile. Click on the image to zoom in.

After completing the Management Drives questionnaire, you will receive a printout with diagrams.

Most of the diagrams use the colours that refer to the six drives measured using the Management Drives method.

The tabs below contain a brief description of the various MD profile diagrams.


The logic and rejection scores show what motivates the person and how they view the world and the organisation.

The logic pattern is largely predictive of the person’s behaviour; it shows the sequence in which the drives are applied in perception, thinking and actions. By ‘reading’ these results, we can identify and indicate a range of behavioural aspects, ranging from communication and leadership style to time perception and emotional patterns.

The rejection score reflects the negative feelings of people about drives or specific organisational cultures.

You may often find yourself or others engaged in a moment of reflection. “What exactly are we doing? What is this really about? What is the point of it all?” People who score highly on the R scale are continuously reflecting in this way. Before they take any action at all, they ask themselves whether or not the issue at hand is truly relevant or worthwhile. They relativize what they believe is superficial about society and work and prefer to work from a point of relevance.

The energy balance shows drives that give people energy or take it away.

The plusses in the matrix show drives that give positive energy, while the minuses represent negative energy.

The larger the plus, the greater the energy gain. The larger the minus, the greater the energy loss.

The individual results can be compiled to generate a group profile. Combining the group profiles in an organisational chart can yield an overall picture of the entire organisation. These results tell us more about the organisation’s culture, how decisions are made, how tasks are carried out within a group, and where tensions may arise. The group recognises its dominant drives, tensions and discussions wtihin the group and how its members deal with one another on a daily basis.

The results offer a reliable picture of individual drives, tensions and energy balances, communication between individuals and the combination of managers and staff.