Executive Corps® · Psychology · Clarity · Momentum
Every assessment says it’s research-based. Four questions show you whether it is.
Serious tools point you to peer-reviewed studies you can read and check yourself. If a vendor can’t name one, or keeps its data private, treat every claim it makes as unverified.
Vendor studies are real data, but the vendor picked the questions and the clients. Independent, peer-reviewed work carries more weight.
If a large share of people land on a different result a few weeks later, the label isn’t telling you much.
Almost any flattering profile feels accurate. Face validity is where research starts, not where it ends.
Where Motivational Drivers stands
Motivational Drivers is an assessment. Its seven drivers are organized around the intrinsic motivational domains confirmed in independent, peer-reviewed research (DellaVecchio & Winston, 2015).
Every source is public and listed below. Read it yourself.
Next: doctoral research testing the Romans 12 drivers against the Big Five in healthcare leaders.
Sources
DellaVecchio, D., & Winston, B. E. (2015). A seven-scale instrument to measure the Romans 12 motivational gifts and a proposition that the Romans 12 gift profiles might apply to person-job fit analysis. International Journal of Leadership Studies, 9(1), 1–22.
Earnhardt, M. P. (2014). Romans 12 motivational gifts in the military: An exploration of person-job fit, job performance, and job satisfaction. Journal of Biblical Integration in Business, 17(1), 59–72.
Most leadership problems are not resource problems—they are decision problems.
If something is stalled, misaligned, or not producing results, the issue is usually unresolved or unclear decisions.
This session is not a consultation and not a sales call.
We will identify where clarity is missing, what decision is actually required, and what it will cost to move forward.
If there is a fit to work together, we will discuss it. If not, you will leave with clarity.
