The DRIVE performance psychology model helps people identify the signature strengths that motivate and drive them. Click on the diagram or scroll down to see a description of each of the DRIVE strengths.
The description of each strength contains: what it looks like in practice; its potential application; the situations that people with the strength feel motivated by and the situations that can frustrate the strength.
EXPERIMENTING is the strength of using a hands-on approach to achieve a vision. Driven to be practical, people who are experimenters have great potential for improvising with workable solutions. Experimenters are often at their best and motivated when taking on new challenges that encourage spontaneity. Experimenters can be frustrated by inaction and may appear to be winging it by others.
CONCEPTUALISING is the strength of thinking about ideas to achieve a vision. Driven by overarching theories and frameworks, people who are conceptualisers have great potential for creating structure to guide action. Conceptualisers are often at their best and motivated when taking on new challenges that allow time for reflection. Conceptualisers can be frustrated by disorganisation and may appear inflexible to others.
PROTECTING is the strength of generating calm energy. Driven to provide safety, people who are protectors have great potential for supporting others to overcome obstacles. Protectors are often at their best and motivated when taking on new challenges that involve caring for people. Protectors can be frustrated by lack of compassion and may appear overly protective to others.
GALVANISING is the strength of generating enthusiastic energy. Driven to exude positivity, people who are galvanisers have great potential for exciting others around new possibilities. Galvanisers are often at their best and motivated when taking on new challenges that allow playfulness and fun. Galvanisers can be frustrated by pessimism and may appear overly optimistic to others.
INTUITING is the strength of tuning into feelings to influence others. Driven to be instinctive, people who are intuitors have great potential for connecting with others on an emotional level. Intuitors are often at their best and motivated when taking on new challenges that involve getting to the heart of what matters to people. Intuitors can be frustrated by insensitivity and may appear impulsive to others.
ANALYSING is the strength of using logic to influence others. Driven to be objective, people who are analysers have great potential for building understanding using measurable facts and data. Analysers are often at their best and motivated when taking on new challenges that involve complex systems and processes. Analysers can be frustrated by inefficiency and may appear hard-headed to others.
FRAMING is the strength of focusing decisions on critical issues. Driven to get to the point, people who are framers have great potential for clarifying complex information. Framers are often at their best and motivated when taking on new challenges in fast-paced environments with lots going on. Framers can be frustrated by prolonged discussion and may appear impatient to others.
SCANNING is the strength of opening decisions to new information. Driven to be curious, people who are scanners have great potential for discovering fresh opportunities. Scanners are often at their best and motivated when taking on new challenges that allow time to investigate and ask questions. Scanners can be frustrated by over-simplification and may appear indecisive to others.
PIVOTING is the strength of taking responsibility by challenging accepted wisdom. Driven to be independent-minded, people who are pivoters have great potential for shaking things up. Pivoters are often at their best and motivated when taking on new challenges that give them the freedom to take initiative. Pivoters can be frustrated by conformity and may appear argumentative to others.
ORCHESTRATING is the strength of bringing people together to share responsibility. Driven to be inclusive, people who are orchestrators have great potential for connecting diverse individuals. Orchestrators are often at their best and motivated when taking on new challenges that involve building consensus. Orchestrators can be frustrated by working alone and may appear over-involving to others.