Frequently Asked Questions — Competitive Edge Inc

Competitive Edge, Inc. Frequently Asked Questions (FAQ)

I. Adaptability Intelligence (AQ) & The A.C.E. Model

Q1: Why is Adaptability Intelligence (AQ) now considered the most critical skill for success?

Adaptability has emerged as the top skill for achieving sustainable success in a world where the pace of change is constantly accelerating. The continuous transformation faced by organizations means discovering and building your Adaptability Quotient (AQ) is essential for managing the stress associated with Volatility, Uncertainty, Complexity, and Ambiguity (VUCA).

Q2: What is the AQ Model® and what does the A.C.E. acronym stand for?

The core framework used for measurement is the AQ Model®, also known as the A.C.E. Model, which was developed by AQai in cooperation with IE Business School & Madrid University. A.C.E. stands for the three core dimensions of Adaptability Intelligence: Ability, Character, and Environment.

Q3: How many factors does the AQ assessment measure in total?

The A.C.E. model’s three dimensions are further divided into five sub-dimensions each, resulting in a total of fifteen quantifiable measures that comprise an individual’s Adaptability Quotient (AQ).

[Read More: Learn about AQ Model]

Q4: What does the ‘Ability’ dimension of A.C.E. measure?

Ability measures your inherent skills to respond to change effectively, generally examining “how” you adapt. These are skills you can develop through coaching to improve resilience and help you thrive in ever-changing circumstances.

[Read More: Learn about AQ Model]

Q5: What are the five sub-dimensions of AQ Ability?

The five sub-dimensions of AQ Ability are: Grit (to persevere and follow through), Mental Flexibility (to embrace competing demands), Mindset (your outlook on change), Resilience (capacity to recover quickly from setbacks), and Unlearn (letting go of outdated knowledge).

[Read More: The 5 Subdimensions of AQ Ability]

Q6: What is assessed under the ‘Character’ dimension of A.C.E.?

Character reveals the “why” you adapt. This dimension assesses core aspects of your personality, focusing on how you navigate work and change in a business environment, to determine your preferences and style in navigating uncertainty.

Q7: What is measured by the AQ Character sub-dimensions of Emotional Range and Motivational Style?

Emotional Range measures your predisposition to psychological stress on a scale between Reactive (easily provoked) and Collected (calm). Motivational Style measures your intrinsic ambition, identifying whether you “play to win” (thrive in novelty/risk) or “play to protect” (cautious, prioritizing avoiding adverse outcomes).

Q8: What does the ‘Environment’ dimension reveal about adaptability?

The Environment dimension recognizes the key role external factors play in your adaptability. It uncovers when and to what degree you adapt within the context of external circumstances, gauging the type of environment in which you are more likely to adapt well.

Q9: How does the AQ Environment assessment measure Team Support and Work Environment?

Team Support measures how psychologically safe employees feel sharing knowledge and opinions. Work Environment measures how well the organization facilitates learning, sharing, and adaptation, providing systems that support and reward growth, learning, and experimentation.

[Read More: The 5 subdimensions of AQ Environment]

Q10: Where can I see a sample of the AQai assessment report?

You can Download an AQai Assessment Sample Report (pdf) to see the insights provided.

[Read More: AQai Adaptability Assessments]

II. DISC & Motivators: Behavior and Drivers

Q11: What does DISC measure, and how does it benefit my teams?

DISC measures observable behaviors based on four basic psychological needs present in all people. DISC behavioral insights help create stronger teams by enabling leaders to match roles and duties with preferred work styles to optimize impact and productivity.

Q12: What is a quick way to see the core behavioral dimensions used in the DISC model?

We developed a two question self quiz as a fun and fast way to introduce fundamental dimensions assessed in far greater detail by the full DISC assessment. This “quickie” self-assessment is based on just two pairs of opposite tendencies: Extroverted or Introverted and Task oriented or People oriented.

[Click here to take a quick DISC-Self Assessment]

Q13: Why is understanding Motivators essential alongside DISC behavior?

Behavioral science research indicates that all human behavior is either needs-motivated or values-driven. While DISC shows how people act (behavior), Motivator assessments examine their drivers of engagement (the why they do what they do). Knowing both is necessary to fully understand people and achieve high performance.

Q14: What is the primary organizational value of Motivator assessments?

Motivator assessments help align individual priorities with workplace goals. When leaders understand what drives their people, they can assign projects, tailor rewards, and shape cultures that spark discretionary effort, improving morale and retention.

[Read More: Identify Motivators, Increase Your ROI]

Q15: What are the six universal categories of Motivators?

The six categories of drivers of engagement are:

Utilitarian (Economic) (concerned with money and measurable usefulness)
Theoretical (Conceptual) (concerned with the discovery of truth and knowledge)
Individualistic (Power) (seeking to exert influence and leadership)
Aesthetic (interest in harmony, balance, and self-fulfillment)
Traditional (Regulatory) (concerned with order, systems, and rules)
Social (Humanitarian) (seeking to help others and advance group goals)

Q16: Which comprehensive report combines DISC and Motivators insights?

The TTI Success Insights Talent Insights® assessments combine both the DISC behavioral styles and Motivators to form a comprehensive analysis of an individual. The Management-Staff version of this report specifically explains the impact the top two behaviors and top two motivators have on each other. Similarly, the combo reports from MapMyStrengths.com use DISC insights to assess behavioral styles and Motivators to reveal an individual’s drivers.

Q17: Is there a way to get a quick introduction to Motivators?

Yes, you can click here to take our “quickie” Motivators Self-Assessment. It uses a simple multiple choice format to calculate a general overview of your predominant drivers. Of course, the full assessment gives you quantified data, relative rankings, and in-depth review of strengths and suggestions for creating optimal working environments.

[Read More: Motivators Quickie Self-Assessment]

Q18: What other assessment tools are available besides Adaptability, DISC and Motivators?

Competitive Edge Inc. offers the EQ-i 2.0® suite of Emotional Intelligence assessments from MHS. These scientifically validated tools measure emotional and social skills that influence how individuals build relationships, handle challenges, and lead effectively. Unlike IQ, emotional intelligence can be cultivated over time, making these assessments powerful for employee development and leadership coaching. Available options include the EQ-i 2.0 Workplace assessment, the EQ 360® with anonymous colleague feedback, and the EQ-i 2.0 Leadership Report.

[Read More: Emotional Intelligence: MHS (EQ-i) Assessments]

III. Training, Certification, and Business Impact

Q19: Which four major assessments does Competitive Edge offer certification training for?

Competitive Edge is the only single source offering certification programs for DISC, Motivators, Emotional Intelligence (EQ), and Adaptability Intelligence (AQ).

Q20: What is the format and duration of the DISC and Motivators Train-the-Trainer Certification?

The DISC and Motivators Virtual Train-the-Trainer Workshops are delivered as an intensive boot camp for certification. It is a virtual program delivered over five consecutive days via Zoom unless otherwise specified. Daily sessions are three hours long with a 15-minute break midway, with an additional hour of intersession work recommended each day. The program begins with an optional introductory meeting one week prior to the training sessions. To receive your digital badge and certificate of completion, you must actively participate in all five sessions, including virtual classroom activities, discussions, and offline assignments.

Q21: How is the AQ Adaptability FOUNDATION Certification Course structured?

This is a Blended Adult Learning Program combining live Zoom sessions (including a Kick-Off “Understand” Session and Live Zoom Training Sessions) with 8 hours of Self-Paced Modules.

Q22: Who is the AQ Partner Certification recommended for?

AQ Partner Certification is recommended for Employers & Team Leaders, HR & Learning Professionals, Consultants & Consultancies, and Executive Coaches and Mentors who want to enhance their coaching and consulting capabilities.

[Read More: Who Is AQ Partner Certification For?]

Q23: What is the “High Cost of Burnout” that Competitive Edge helps organizations avoid?

Burnout, or disengagement, is a costly issue that results in reduced productivity, increased absenteeism, and lower morale. The cost includes lost productivity, significant recruitment and training costs due to turnover, and the high resources required for Performance Improvement Plans (PIPs).

Q24: What is ROP = Return On People™?

ROP = Return On People™ is the measurable return achieved by maximizing human capital. Competitive Edge helps clients build ROP by taking the guesswork out of the people equation, ensuring organizational growth and profit through employee ideas, energy, diversity, and commitment.

We use the 4Es Framework as our roadmap for optimizing people potential. Like a vehicle that needs all its systems working together to perform, organizations must align four critical components: Energy (how people show up, measured through DISC), Engagement (what drives them, measured through Motivators), Event Response (how they handle change, measured through Adaptability Intelligence/AQ), and Emotional Regulation (how they guide themselves and others, measured through Emotional Intelligence/EQ). By benchmarking and aligning these four elements, leaders gain a holistic picture of how individuals and teams operate—and the insights needed to maximize performance, increase retention, and build organizational resilience.

Q25: Do you have solutions for government agencies?

Yes! Competitive Edge has a specialized government solutions division designed to meet the unique needs of local, state, and federal agencies. We’ve been an approved vendor registered with SAM.gov for over 25 years (Unique Entity ID: V4BJTJLK9T67) and offer predictable fixed pricing with authorized contract setup. Our services help government leaders maximize people potential through scientifically-backed assessment tools (DISC, Motivators, Emotional Intelligence, and Adaptability), certification training, and train-the-trainer programs. We support government agencies in areas including employee performance optimization, team building, conflict resolution, improved communication, staffing, and management oversight.

[Read More: Solutions for Government]

Q26: Where can I sign up to receive newsletters or assessment information?

You can subscribe to the Results-Driven Solutions Newsletter by providing your name and email on the site (form is located on the home page at the bottom). You can also Sign Up to be Notified of Upcoming Adaptability Certification Training.