DRIVE Diagnostic
Most sales assessments measure skill — can this person run a discovery call, structure a proposal, handle an objection. The DRIVE Diagnostic measures something different: the behavioural tendencies that explain why two salespeople with the same skills get different results, and why a management approach that works for one person fails for another.
It scores five dimensions:
- Drive — how much competing and hitting targets motivates someone, as opposed to avoiding loss
- Resilience — how someone handles rejection, pressure and setbacks, and how quickly they recover
- Independence — whether someone does their best work with autonomy, or with structure and close coaching
- Vision — how focused someone is on where this role is taking them, beyond this month’s number
- Engagement — whether someone sells through relationship or through outcome
Who it’s for
An individual salesperson who wants a clearer read on their own tendencies. A sales manager, using it with their own team members individually to decide how to manage someone, not just how to coach them generically. Someone hiring into a sales role, as one input alongside the interview.
What it isn’t
Not a skills test — there’s no pass or fail, and no dimension where a higher score is simply “better.” Not a replacement for a conversation between a manager and a salesperson — a starting point for one.
Frequently asked questions
What should I actually do with my result, beyond reading it?
Look at your lowest-scoring dimension first — that’s the one most likely quietly affecting your results, more than the others combined. The written note next to it tells you what it means in practice, not just the number.
My score on one dimension is low — does that mean I’m not suited to sales?
No. Each dimension describes a condition you work best under, not a verdict on whether you belong in the role. Low Independence doesn’t mean you’re bad at this job — it means you perform best with more structure and more frequent check-ins than someone who scored high on it, and that’s worth saying to whoever manages you.
Is there a “best” profile to get?
No. What matters is matching how you work to the kind of selling you’re doing. A long sales cycle rewards Resilience and Vision more than raw Drive; a high-volume, fast-turnaround role rewards Drive more than Vision. There’s no single right answer across every result.
I don’t fully agree with my result — what then?
That’s worth paying attention to, not dismissing. If you scored low on Resilience but you’re certain rejection doesn’t affect you, think about a specific recent example before deciding the result is wrong — it’s often picking up something real that’s easy to not notice in yourself.
Should I share this with my manager?
If you want them to manage you differently based on it, yes — the result is written so you can hand it to them as a specific, practical starting point (“I work best with more structure,” “rejection affects me more than it looks like”) rather than a vague request.
Can I take it again and get a different result?
You can, but it’s designed to reflect fairly stable tendencies, not a mood on a given day. If a second result looks very different, that’s worth noticing in itself rather than just taking the more flattering one.
Get started
Takes around 5–7 minutes. You’ll see your own result straight away, broken down across all five dimensions.