Home » Workplace Assessment FAQs

These workplace assessment FAQs answer common questions about DISC, Motivators, emotional intelligence, adaptability assessments, certification training, and people-development solutions.

Assessments at a Glance

Assessment	What It Measures	Core Question
DISC	Observable behavioral styles	How does a person tend to communicate, respond, and get things done?
Motivators	Values and drivers of engagement	What values and drivers shape a person’s priorities, decisions, and engagement?
Emotional Intelligence	Emotional and social functioning	How does a person manage themselves and their relationships?
Adaptability Intelligence	Response to change and uncertainty	How effectively does a person adapt and how does their environment support their adaptability?

Jump to a topic:
I. Adaptability Intelligence (AQ) & The A.C.E. Model
II. DISC & Motivators: Behavior and Drivers
III. Emotional Intelligence (EQ): Self-Awareness, Relationships, and Performance
IV. Training, Certification, and Business Impact

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

Q1: Why is Adaptability Intelligence (AQ) increasingly considered a critical skill for success?

(See article in Forbes: AQ Is The New EQ: Why Adaptability Now Defines 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).

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.

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.

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.

III. Emotional Intelligence (EQ): Self-Awareness, Relationships, and Performance

Q18: What does Emotional Intelligence measure, and why is it important in the workplace?

Emotional Intelligence, or EQ, is the ability to recognize, understand, and manage emotions in yourself and others. These emotional and social skills influence how people communicate, build relationships, make decisions, respond to stress, and navigate challenges.

In the workplace, stronger emotional intelligence can improve communication, conflict management, collaboration, and leadership. It helps people respond thoughtfully rather than react impulsively and supports the trust needed for productive working relationships.

Q19: Can Emotional Intelligence be developed, or is it a fixed trait?

Unlike IQ, which tends to remain relatively stable in adulthood, emotional intelligence can be developed over time. The EQ-i 2.0 identifies emotional and social strengths as well as areas that may benefit from further development.

The results can guide targeted coaching, training, and practice. By intentionally developing specific EQ skills, individuals can improve how they manage emotions, handle pressure, interact with others, and lead.

Q20: What does the EQ-i 2.0 assessment measure?

The EQ-i 2.0 measures emotional intelligence through five composite areas made up of fifteen individual subscales:

Self-Perception: how you understand and regard yourself
Self-Expression: how you express emotions and communicate your thoughts and needs
Interpersonal: how you develop relationships, demonstrate empathy, and contribute to others
Decision Making: how emotions influence problem solving, objectivity, and impulse control
Stress Management: how you remain flexible, tolerate stress, and maintain optimism

Together, these areas provide a detailed picture of how emotional and social functioning may affect workplace performance, relationships, leadership, and well-being.

Q21: What is the difference between the EQ-i 2.0 and the EQ 360?

The EQ-i 2.0 is a self-assessment based on how individuals perceive their own emotional and social functioning. It identifies strengths and development opportunities across five composite areas and fifteen EQ subscales.

The EQ 360 combines that self-assessment with confidential feedback from people who know or work with the participant, such as managers, peers, and direct reports. Comparing self-perception with the experiences of others can reveal areas of agreement as well as potential blind spots.

Workplace and Leadership report options are available for both the EQ-i 2.0 and EQ 360.

Q22: How do Emotional Intelligence and Adaptability Intelligence work together?

Emotional Intelligence and Adaptability Intelligence measure different but closely connected capabilities. EQ focuses on how people recognize and manage emotions in themselves and others. AQ focuses on how effectively people respond to change, uncertainty, disruption, and new demands.

EQ can support adaptability by helping people recognize their emotional reactions to change, manage stress, maintain perspective, and recover from setbacks. Empathy and emotional regulation also help leaders create the trust and psychological safety teams need to experiment, collaborate, and adjust.

Together, EQ and AQ support more resilient, aware, and effective responses to change.

Q23: What does an emotionally intelligent organization look like?

An emotionally intelligent organization creates a culture that supports emotional health, open communication, trust, learning, and continuous improvement.

These organizations seek candid feedback, consider how decisions affect their people, take ownership of mistakes, and encourage employees to share ideas and concerns without fear of judgment. They also recognize that capable, self-aware people may struggle in an environment that creates chronic stress or discourages communication.

By supporting psychological safety and employee development, organizations help their people remain engaged, resilient, and better able to adapt.

IV. Training, Certification, and Business Impact

Q24: 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). (Competitive Edge brings these four assessment areas together through its 4Es Framework)

Q25: 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.

Q26: 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.

Q27: 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.

Q28: 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).

Q29: 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.

Q30: 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 (see profile 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]

Q31: 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.

~ FAQ Reviewed by Krista Sheets, President of Competitive Edge, Inc.
Last reviewed: July 2026