Management Drives

By knowing each other’s strengths, you can grow together

The Management Drives software measures and provides insight into what motivates a team or person. The Management Drives software thus offers a communal language to enable behaviour to be discussed and to use the strength of the team and each individual. Management Drives uses a language with six colours, uniquely presented in a matrix. Each colour stands for a style of leadership or organisational culture.

The colours

This what drives say about a

  • Wants to analyse, understand, fathom
  • Prioritises people and social bonds
  • Wants to show progress, results and achievements
  • Wants to create certainty and clarity
  • Stands for courage, pace and power
  • Helpful and creates bonds and security
  • Shared Vision
  • Cooperation
  • Common target
  • Clear agreements
  • Focus
  • Bonding
  • Vision
  • People
  • Strategy
  • Structure
  • Focus
  • Mission

Management Drives theory

Drives are motivators that predict how a team or person uses their knowledge, skills and competences. The theory of Management Drives is based on the studies of Clare W. Graves (1914 – 1986) and is already automated at an early stage. Graves based his theory on Jung and Maslow. Our six colours each have their own meaning at organisation and team level and for someone’s personal leadership.

Management Drives is unique because it makes a connection between:

  • Organisational development and culture
  • Team development
  • Individual Leadership
Six Leadership styles
leadership style


Taking a wide view
Very future-oriented
Wants freedom in thinking and doing
Content has to be correct

+ Creative
+ Inspiring
+ Giving space

- Theoretical
- Doesn’t provide clarity
- Not engaged in practice

leader ship style yellow
Leadership style


Social orientation
People are equal
Sensitive to feelings
Looks for cooperation

+ Empathetic
+ Creates bonds
+ Eye for the weaker

- Follows the slowest
- Chats with the group
- Doesn’t make decisions

leadership style green
Leadership style


Competitive attitude
Aimed at goals and success
‘Wanting is being able to’
Wants to be taken seriously

+Always sees new opportunities

-Issues of the day
-Difficulty taking criticism
-Ignores the weaker

leadership style orange
Leadership style


Attached to rules and discipline
Really finishes the work
Attached to fairness
Wants appreciation for work

+ Detailed dossier knowledge
+ Solid
+ Stable

- Too focused on details
- Can come across as inflexible
- Can act formally

leadership style blue
Leadership style


Effective and impatient
Here and now, decides immediately
Respect for strength
Trusts real mates

+ Determined
+ Resolute
+ Communicates directly

- Unpredictable
- Compelling
- Alienates people

leadership style red
Leadership style


Knows modesty
Eye for traditions and rituals
Unwritten rules
Prepared to sacrifice him/herself

+ Creates great commitment
+ Sense of pride
+ ‘Belonging’

- Not very self-critical
- Closed for outside world
- Group think

leadership style purple

Individual profile

An individual profile is the result of the survey software, presented in four recognisable graphics: Logics, Rejection, Energy Balance and Mindset.

  • Logics is the sequence in which someone is motivated.
  • Rejection indicates what disturbs someone.
  • The Energy Balance shows where someone gets their energy from or where they lose energy.
  • Mindset is what possible behaviour is demonstrated by someone under pressure.
Individual profile
Individual profile

Clearly indicates what drives someone

The basis is the individual profile.
This indicates what drives someone and how this person uses his or her knowledge and competences. Illustrated in 4 recognisable graphics.

Team profile

Organisations exist because people work together. The question is just how people work together optimally. How do you ensure that people are optimally motivated, enhance each other and speak each other’s language? Insight into each other’s individual profile is a first step. A team profile gives insight into the drives of a team.

A team profile is a sum of several individual profiles. This identifies the strengths and pitfalls of this team, what motivates and demotivates this team. With this insight it is possible to improve the team’s performance and boost the energy in a team.

  • Group logics indicates what motivates this team, what the strengths and pitfalls are.
  • Diversity shows how different the members of the team are.
  • All plus is what gives the team energy and how it can be motivated.
  • All minus is what takes energy from the team.
Team profile
Team profile

See each others’ differences as strengths

The basis is having insight into each team member. As soon as a team realises that each team member thinks and acts differently, the team can develop. And its performance can improve

The team profile reflects what drives a team and how this team uses its knowledge and competences.

Organisational development

Management Drives distinguishes itself by its applications at organisational level. Drives determine how people act. Drives show which parts of the organisational development naturally receive more or less attention. Each colour stands for a step in the development of your organisation. All the steps in the organisational development are important. The phase in which an organisation finds itself and the context determine where more or less attention should be given.

However, the individual and team profiles determine where the natural attention is focused. This insight means that conscious attention can be devoted to each step in the organisational development, based on the interests of the organisation.

  • Step 1, Purple Yellow:Mission and vision relates to who we are and where we are going. Identity, core values and being proud are expressly linked to the purple drive. Vision, long-term developments, the environment and the broader perspective expressly belong to yellow.
  • Step 2, Orange Red:Strategy and focus, translates mission and vision into concrete strategy and goals to be achieved. We must determine the risks and what we will and will not do. Making choices, focusing.
  • Step 3, Blue Green:Organise and communicate, concerns determining the working method in which we will achieve the formulated goals, what agreements will be made for this and how we ensure that people are and remain connected.

Important elements in step 3 are also embedding the direction, strategy and agreements. This is about creating bonds between the individual, team and the organisation.

The Matrix

Management Drives is unique in the use of the Matrix. With the six drives, the Matrix is a unique reflection that may only be used by Management Drives. The Matrix makes it very easy to reflect and connect drives, behaviour, cultures and developments. The colours and the applications are easy to remember for the users of Management Drives. This makes the use of Management Drives effective and efficient.

Management Drives matrix ENG

What do you want to develop?

Management Drives makes leadership tangible and applicable.
We successfully apply our knowledge to both timeless and current themes. What do you want?