DISC and Motivation Assessments combo


It had become evident early on that we (people) are WAY more complicated than any one assessment can describe us.

Over 10 years ago we made a decision at MaxImize to always run a motivation style on each person we did a DISC assessment on after we discovered that either one of these as a stand alone is interested but doesn’t give you a big enough picture.

DISC is a four quadrant behavioral style system

The modern version is based on work done by Marston and the other four quadrant system, Myers-Briggs is based on Jung’s work. Marston’s 1928 work was validated over and over. All DISC instruments are linked to Walter Clarke instrument and validation studies in 1948. Today DISC has a wide range of vendors today. The reports we provide are internationally validated and extremely reliable.

The important parts to remember:

  • “All people exhibit all four behavioral factors in varying degrees of intensity.” ...Marston
  • An individual’s style is a combination of high and low four factors
  • 53% of population falls within 15 common graphs – that means almost half don’t.
  • DISC is about behavior – not values or motivation
  • We can adapt our behavior – but it takes extra energy
  • Under stress or pressure – our natural behavior will become more dominate
  • D is about how the person deals with problems
  • I is about how the person deals with people
  • S is about how the person deals with pace
  • C is about how the person deals with procedures

Sample Reports on Behavioral

For Selection | Managing for Success™

Current Employees | Managing for Success™


Motivation Assessments

The motivation assessment is based on work by Spranger who was active in the same time period as Jung and Marston, 1928. While he didn’t develop an assessment, Vernon, Lindzey and Allport used Spranger work and did in 1931. It has been revised several times since then but is the basis of our reports today.

The important items to remember are:

  • The DISC and Motivation Assessments are NOT statistically correlated – they measure different things
  • Both genetics and environment play a role; probably environment is heavier in the motivation portion
  • These serve as a filter for how a person perceives information and makes decisions
  • These also help identify careers, activities and goals that allow the person to feel connected to them
  • It can be a major contributor to why individuals like/dislike each other
  • Another words, it is generally how buttons are pushed
  • It can help identify how to communicate so the individual can understand the concept or idea
  • There are stronger statical correlations for career paths with these than behavioral assessments
  • Motivation assessment has six traits (don’t get stuck with your concept of the words/labels)
    • Theoretical or conceptual – a passion for knowledge
    • Utilitarian or Economic – a need to have effective and efficient use of time, energy and money
    • Aesthetic – a need for balance in life
    • Social – taking care of society and a desire for world peace
    • Individualistic or Power – a need to control their own destiny and don’t mind controlling others, too
    • Traditional or Religious – searching for a higher meaning in life and desiring systems

Sample Reports on Motivation

One of the specialties of MaxImize is helping you understand how these two different assessments blend together and what that means in the real work world. Try it. Find out how we can help you.

If The Job Could Talk Who Would The Job Hire? Call 512.278.1200 or 1-866-646-1200. No cost. No obligation.