The Workplace Motivators (WPMOT) model groups six (6) core motivators (also called attitudes, drivers or values) found universally in all people on earth, which people can then use as a shared language (or set of terms) to better relate and communicate with each other, both at work and at home.

This is part of the Layers of Performance framework: Click Here to read the introduction.

The difference between DISC and MBTI®. What's the difference? Do we need to use both?

The DISC model is a very simple four-quadrant framework used to articulate the common ways that all human beings tend to act and communicate.

The answer in short is yes (DISC can be used for recruitment), however, we recommend a complete job benchmarking process including the use of other assessments in the process.

The question "Is having an asshole for a boss really that bad?" was posed by this article written by a US colleague. The answer, just in case you were in any doubt, is yes, it really is bad.

Our DISC assessment is not like others. Below we have listed some of the key points of difference to consider about the TTI Success Insights DISC profile before making your decision on an assessment provider.

The theoretical foundations of the DISC theory were created by Harvard educated Psychologist Dr. William Moulton Marston, published in his 1928 book, “Emotions of Normal People,” originally using the terms Dominance, Inducement, Submission, Compliance.