The Science behind the Data


Data that goes Deep

Why Data for Leadership Development? 

For the kind of people who strive to become top-performing, trusted leaders, leadership development is a commitment that requires the best data available. A complete analysis of multiple success factors is essential to learn the whole story of you. Without accurate and comprehensive data, development can be misdirected. 

The data provides the guidance system to link the right goals to the most important needs. The result is targeted development and coaching suitable for leaders. For leaders, it’s always about learning how to recognize, utilize, and further develop themselves and others, and it’s always about improving relationships and performance.


Since 1984, TTI SI has provided industry-leading insights through our comprehensive suite of tools that increase employee productivity and improve culture and employee engagement.

For 30 years, TTI SI's in-house research team and independent validation have ensured that their assessments are the most reliable and accurate tools in the market.

Safe for Hiring

TTI SI assessment tools are safe and legal to use in the hiring process of your organization, due to TTI SI's compliance under the Disparate Impact Rule.

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Four-Science TriMetrix® HD Report

The TriMetrix® HD is a full seventy-six page, four-science report. The first two sciences included are the DISC Behaviors and Driving Forces™ Motivator styles.

The third science is the DNA 25 Personal Work Skills assessment. These are skills that are transferrable across jobs and represent skills, which you have learned and developed through your education, career, and work experience. Think of these as “personal work skills” because they apply in all work environments. Research has shown that top performers are above average in 18 out of the 25 measures.

The fourth science measures your personal and business acumen through Dr. Robert S. Hartman’s science of Axiology. This is the study of your values and judgments, or how you analyze and interpret experiences, reach conclusions, and make decisions. This assessment is designed to help individuals more fully understand themselves, and how they analyze and interpret experiences. A person’s acumen and clarity of perception is directly related to performance. Axiology explores both how perception impacts interaction with the external world, and self-perception, or inner world.


TriMetrix HD Report; TriGraph Summary and DNA 25 Skills Graph

Click Here for TriMetrix HD Executive Report Sample

The TriMetrix HD Report

Identifying behavior styles, motivation styles, ranked personal work skills, personal and work acumen, and helping you understand how you analyze and interpret experiences, all work together to provide a map to develop higher levels of performance awareness and excellence. The TriMetrix HD Report includes:

  • 12 Behavioral Factors (DISC)—essential for the right job fit and effective communication
  • 12 Motivational Factors—essential for long-term engagement and job fit
  • 25 Business-Related Competencies—demonstrating key strengths and challenges
  • 6 Dimensions of Balance (Self View and World View)—essential for critical thinking, decision making, and interpersonal interactions (essential before hiring or leadership promotions, and the foundation for leadership development coaching

Emotional Quotient™ Research indicates that EQ is 80 percent of leadership success!

EQ, or Emotional Intelligence, alone has been determined to be eighty-percent of leadership success! This is the factor that has been determined to account for a $29,000 difference in annual salary between leaders with high versus low EQ. These are skills that can be measured and learned!

Obviously that raise in salary doesn’t take place in a year, but it has been proven that a one point positive change in overall EQ score is worth $3,000 in an annual salary. That’s just a portion of the benefits of learning about talent analytics covered in this leadership coaching intensive, utilizing five highly validated assessment sciences, combined in two assessments packages. Completion takes less than an hour online.


Emotional Intelligence Wheel
Click here for a Sample EQ Report

Five Dimensions

Our EQ assessment measures emotional intelligence. This is the ability to understand and apply the power of emotions, in order to create higher levels of collaboration and productivity. Emotional intelligence is comprised of five dimensions:

  • 1 Self Awareness
  • 2 Self Regulation
  • 3 Intrinsic Motivation
  • 4 Social Awareness
  • 5 Social Skills

It is highly recommended for coaching purposes, when added to the above assessments, and as an evaluation prior to promotion to a leadership position.

Emotional intelligence and relationship intelligence

Emotional Intelligence opens a door to relationship intelligence. This is a focus of the coaching work we do together. It’s the foundation for reading people, intelligent conversations, recognizing skills and strengths, channeling and developing them further, and building relationships that are the center point. The result is that blend of talent, productivity, accountability, performance, job and personal satisfaction, and the creation of a workplace culture that attracts top talent like a magnet.

Five Science holistic talent analytics – the whole person view

Identifying behavior styles (DISC), motivation styles (Driving Forces), ranked personal work skills (DNA), personal and work acumen, helping you understand how you analyze and interpret experiences (Axiology), and your level of emotional intelligence, all work together to provide a guidance system to develop higher levels of performance excellence.


Talent Insights  Two Science Report: DISC and Driving Forces
Click here for Talent Insights Sample Report (DISC & Driving Forces)

Future team development

Later in the coaching process, as you take on the ‘leader as coach’ role, providing training for your team members in the language of DISC and Driving Forces are the most effective ways to realize the benefits of improved communication, recognition and respect of different styles and strengths. The result is improved performance, relationships, results, and employee satisfaction. This is accomplished with the two-science Talent Insights assessment. Your coaching experience can include training in the delivery of team training, and the use of individual, team, and one-to-one comparison reports. PowerPoint training slides will be provided as part of your coach training at no additional fee. For this purpose, the two-science Talent Insights assessment is the product of choice.

Talent Insights® DISC and Driving Forces, two-science assessment

Talent Insights is the entry level for a team. A two-science report that explores the behaviors you bring to the job and the motivators that drive them. This report consists of two sciences: DISC Behavioral and Driving Forces motivation styles. By blending behaviors and motivators together in an integrated section, you will gain critical insights into the collective “how” and “why” of your actions. Your behaviors and motivators matter because they dictate your ability to communicate with others, manage your time, and understand others’ preferences for the same. This is an excellent team assessment and training experience for a leader to introduce the importance of styles to a team, and in preparation for the Team Report experience.

Talent Insights® Team Reports

Team reports allow you to combine multiple assessment results into a collective team assessment, which illustrates the breakdown of how each person fits the overall team dynamic.


Team Talent Insights Report Explains and Maps Strength Differences of the Team
Click here for a sample Team DISC & DF report

If, as a leader, you have ever wished for a users guide to your team members, this is it. Imagine, as a leader, having a clear understanding of team member strengths, value, communication style preferences, and areas of preferred avoidance. This helps learn the language of people reading. These skills will stay with you your entire career, long after the need for a report that explains the styles of the people you work with.


Sample Team Report Analysis Page

Talent Insights® One-to-One Comparison Report

Need to improve a working relationship? This ability is a leadership edge. A combined Talent Insights™ report of two people leads to a powerful discovery of style strengths and synergies. Understanding different styles and strengths makes an immediate difference in the ability to respect, appreciate, and utilize differences, without struggle and the tendency to take things personally. This report, when combined with a coach facilitated meeting (called a triad) is shown to make an immediate difference in employee satisfaction and retention scores!


Sample One-to-One Comparison Report Graphs
DISC and DF One-to-One Comparison Report Sample

Check me out on the About Lynne and my Testimonials page (buttons below). Then click on the Contact Lynne button to set up free phone conversation and demonstration about how I can assist you. Knowing where you are is essential to helping you move to where you want to be. It starts with understanding yourself in a way you never have before. That’s not something you can do on your own. That’s the work I’ve been engaged in for over twenty years, a partner to those who want to step into more of their full potential.


Multiple Talent Sciences: The Benchmark Measures to Create Your Career Master Plan

A Multiple-Science Approach to Assessments



  • A way to DISCOVER, define, and measure inherent talent, styles, and skills?
  • A system in place to ENGAGE in goal creation, learning and action?
  • A method to ADVANCE skill development for you and your team?
  • Metrics for continuous and measurable PERFORMANCE IMPROVEMENT for you and your team?

Using one assessment could reveal the answer to one or two of these questions. But you would only see the partial picture.

Our behavioral research suggests that the most effective people are those who understand themselves, their strengths, and weaknesses, so they can develop strategies to meet the demands of their environment. For leaders, self-development, is the first step leading to team development.

Leadership Evolution Systems , and our sister company-focused on corporations, Talent Evolution Systems, are proud to be trained and certified distributors and partners of TTI Success Insights, and have been for over fifteen years. A list of certifications is on the About Lynne page

TTI Success Insights is a world leader in assessment solutions since 1984, having helped over 100,000 companies with over 30 million assessments in 48 languages and a presence in 65 countries. Validated by over 30 years of research, they have remained committed to constantly improving assessments. Data norming and rigorous data analysis conducted by both internal research teams and independent statisticians helps ensure these are the most reliable and accurate assessment tools in the market.


A data pool of millions of individuals collected over several decades is used to further refine assessments. TTI does not test for intelligence level, education, or background and experience, while acknowledging the importance of these factors. Much of that information is evident in a reliable job resume and background check. The focus is measuring the factors that encompass the “whole” person who comes to work and the combination of factors that will result in a predictive analysis of how a person will perform and fit in any given role, while providing data to empower better communication, relationships, skill growth and development.

Good data is one thing. Good data visualization is another. Our numerous report formats provide data that is visually powerful and clear to help recipients fully comprehend the significance of the data and the learning opportunities represented.

Data is the beginning. Coaching is the partnership that utilizes the data to support your journey to your goals.

When assessing talent, you must consider the many factors that encompass the “whole” person. Our rigorously validated research has taught us the importance of measuring multiple factors. It requires multiple-sciences to see this whole person view.

The secret to reaching peak performance as a leader, in addition to hiring, leading, and engaging others effectively, lays squarely within understanding, objectively measuring, and then implementing developmental strategies around these measures. Knowing which factors are style related (not subject to change) and skill related (subject to improvement with effective development) is a critical leadership skill. Getting the right people into the right jobs, helping team members work together effectively, continuous development of performance and improved results, these are all critical success factors for a leader.

Assessment Sciences

  1. 12 Behavioral Factors (DISC)
  2. 12 Driving Forces (Motivators)
  3. Personal Skills (DNA)
  4. Personal Acumen and Axiological Dimensional Balance (HD/PTSI)
  5. Emotional Intelligence (EQ)

The multiple-science approach considers over 100 factors whose relevance to performance depends upon position and career aspirations. The sciences can be selected to meet the needs of individual or organization goals.


12 Behavioral Factors (DISC)

DISC reveals the ways in which one responds to:

  • Problems and Challenges – Dominance
  • Influencing Others – Influence
  • Pace and Change – Steadiness
  • Rules and Procedures – Compliance

Measured in four proportions (Dominance, Influence, Steadiness and Compliance), DISC Behavioral style analysis reveals a person’s action preferences, revealing how an individual will behave and perform, including how they prefer to communicate, what they will naturally bring to a team, their ideal environment, and possible limitations they may face. The DISC language provides the foundational language for a leader to know and understand not only their own style, but to be able to detect the preferred style of team members, recognizing differences, and utilizing and building upon team member strengths. It is available as a team tool to assist a team in understanding and working more effectively with each other, and is known to immediately improve performance, engagement, and employee satisfaction. These are hard wired characteristics! Asking an employee to excel at something they are just not wired to do is never successful long term. Understanding, respecting, and blending different skills is a learnable task.

12 Driving Forces TM (Motivators)

Driving forces uncovers what motivates and engages an individual in work and in life. At the core of 12 Driving Forces are 6 motivators, rooted in Eduard Spranger’s esteemed research from 1928. Backed by decades of research, the Driving Forces assessment reveals 12 motivators that uniquely define what sparks motivation and ambition in each of us. These are also hard wired style characteristics.

Just as the behavioral (or DISC) assessment helps tell us how people behave and perform in a work environment, our 12 Driving Forces™ assessment reveals why they do what they do, and the level of fulfillment or resistance that might be experienced in situations and positions. A match between these characteristics and the characteristics of the job is a large contributor to long-term job satisfaction.

The 12 Driving Forces examine the relative prominence of the following:

  • Instinctive/Intellectual (Knowledge)
  • Selfless/Resourceful (Utility)
  • Objective/Harmonious (Surroundings)
  • Intentional/Altruistic (Others)
  • Collaborative/Commanding (Power)
  • Receptive/Structured (Methodologies)
A wheel chart

25 Personal Skills/Competencies (DNA)

Measuring 25 research-based personal skills directly related to the business environment. When applied in conjunction with a job benchmark, competencies ensure the skills of each individual match the skills required by the job.

Research has shown that, for many jobs, personal skills are as important as technical skills in producing superior performance. Personal skills are transferable to different jobs, whereas technical skills are industry and job specific. Research shows us that top performers demonstrate above average scores in 18 of the 25 items.

Our assessments measuring DNA Competencies examines the level of development of 25 unique personal skills, ranking them from the most to the least well developed. Only competencies that are relevant to the job benefit from future development activities. We are not required to be good at everything!

While not every job requires the development of all 25 Competencies, the DNA Competencies assessment examines the following personal skills:

  • Appreciating Others
  • Conflict Management
  • Continuous Learning
  • Creativity and Innovation
  • Conceptual Thinking
  • Customer Focus
  • Decision Making
  • Diplomacy
  • Employee Development/Coaching
  • Flexibility
  • Futuristic Thinking
  • Goal Orientation
  • Influencing Others
  • Interpersonal Skills
  • Leadership
  • Negotiation
  • Personal Accountability
  • Planning and Organizing
  • Problem Solving
  • Project Management
  • Resiliency
  • Self Starting
  • Teamwork
  • Time and Priority Management
  • Understanding Others

Personal Acumen and Axiological Dimensional Balance

Acumen is assessed using three dimensions of thought, analyzing both world and self-views:

  • Intrinsic (feeling)
  • Extrinsic (doing)
  • Systemic (thinking)

Your personal and business acumen is measured through an instrument that utilizes Dr. Robert S. Hartman’s science of Axiology. This is the study of your values and judgments, or how you analyze and interpret experiences, reach conclusions, and make decisions. This assessment is designed to help individuals more fully understand themselves, and how they analyze and interpret experiences. A person’s acumen and clarity of perception is directly related to performance. Axiology explores both how perception impacts interaction with the external world, and self-perception, or inner world.

A person’s Acumen, or their clarity or understanding of a situation, is directly related to decisions and performance. Our assessments measuring Acumen examine the six dimensions:

  • Understanding Others
  • Practical Thinking
  • Systems Judgment
  • Sense of Self
  • Role Awareness
  • Self Direction

Emotional Intelligence (EQ)

Emotional Intelligence is an individual’s ability to sense, understand and effectively apply the power and acumen of emotions to facilitate high levels of collaboration and productivity. Research indicates that EQ is 80 percent of leader success! This enables them to work well with a wide variety of people and respond effectively to the rapidly changing conditions in the business world.

EQ examines five key areas pertaining to intra-personal and interpersonal relations:

  • Self Awareness
  • Self Regulation
  • Motivation
  • Empathy
  • Social Skills

Identifying behavior styles (DISC), motivation styles (Driving Forces), ranked personal work skills (DNA), personal and work acumen, and helping you understand how you analyze and interpret experiences (Axiology), and your level of emotional intelligence, all work together to provide a map to develop higher levels of performance excellence.

Check me out on the About Lynne and my Testimonials page. My background and training answers why I can be of assistance to you.

Click the Contact Lynne button for a consultation on how we can utilize scientific measurements to provide a deep understanding of your strengths and opportunities for meaningful development to help you reach your career goals.