In the world of business, consulting, and personal growth, few traits are as universally admired as drive. We praise people who are driven, seek out driven employees, and admire teams that show relentless determination. But what exactly is drive? Can we measure it? Can we improve it in ourselves or within our teams?
I’ve spent some time reflecting on what it truly means to “have drive”—both in individuals and in organisations—particularly as it’s something I often say I have myself. Through this exploration, supported by both research and personal experience, I’ve gained a deeper understanding of the concept. And in the end, I still feel confident in saying: yes, I do have drive.
What Does It Mean to “Have Drive”?
At its core, having drive means having a strong inner motivation or determination to pursue goals, overcome obstacles, and keep pushing forward—even when things get difficult.
But I believe it’s more than just persistence. Personally, I feel that joy and alignment must also be part of it. I rarely feel driven in situations that drain my energy, involve toxic environments, or have unrealistic goals. My drive shows up when the environment is right and the work feels meaningful. And sometimes, even when a task is tough or mundane, I can still find drive through structure, focus, and the satisfaction of progress.
Definition: Drive is the internal force that compels an individual to pursue goals with energy, persistence, and a proactive mindset.
People with drive often:
- Set ambitious goals
- Take initiative without being told
- Stay focused over time
- Bounce back from setbacks
- Bring high energy and determination to their work
Drive is closely related to traits like ambition, perseverance, grit, and resilience—but it’s the fuel behind sustained effort and meaningful progress.
Can You Measure Drive?
Yes—but not with a single test labeled “What’s your drive level?” Instead, researchers measure drive using related psychological constructs. Here are some of the key frameworks:
1. McClelland’s Achievement Motivation Theory
David McClelland identified need for achievement (nAch) as a key component of drive.
- Thematic Apperception Test (TAT): Respondents write stories based on ambiguous images, analyzed for ambition and success themes.
- Self-report surveys: Structured questionnaires assess desire to reach challenging goals.
2. Grit Scale (Angela Duckworth)
Grit is defined as passion and perseverance for long-term goals. The Grit-S scale includes statements like:
- “I finish whatever I begin.”
- “Setbacks don’t discourage me.”
3. Self-Determination Theory (Deci & Ryan)
This theory distinguishes between intrinsic and extrinsic motivation. Tools like:
- WEIMS (Work Extrinsic and Intrinsic Motivation Scale)
- AMS (Academic Motivation Scale)
These help assess whether people are driven by internal purpose or external rewards.
4. Conscientiousness – Big Five Personality Traits
Drive overlaps with traits like self-discipline and goal-orientation, measured using the Big Five Inventory (BFI).
Can You Improve Drive?
Absolutely. Drive is not fixed—it can be cultivated. Here’s how:
1. Clarify Your Purpose
- What matters most to me?
- What goals would make me proud?
- Who do I want to become?
Tip: Write a personal mission statement or list 3 meaningful goals.
2. Break Goals into Clear Steps
- Set weekly goals
- Use daily “must-do” lists
- Track progress with simple tools
3. Build Consistency, Not Just Intensity
- Do 20 minutes of focused work daily
- Stack habits to create routines
- Show up, even when unmotivated
4. Develop a Growth Mindset
After setbacks, ask:
- What can I learn?
- How can I improve?
5. Protect Your Energy
- Get enough sleep and movement
- Minimize distractions
- Avoid burnout and toxic environments
6. Reflect and Reinforce
- What worked this week?
- What didn’t?
- What’s next?
Also try identity shaping: Instead of asking “What do I want to do?”, ask “Who do I want to be?” and act accordingly.
How Employers and Buyers of Consulting Can Promote Drive
If you’re a leader or consultancy buyer, here’s how you can foster more drive within your organization:
1. Connect Work to Purpose
- Communicate the organisation’s mission clearly
- Highlight real-world impact
- Share customer success stories
“People want to be part of something bigger than themselves.” — Dan Pink
2. Foster Autonomy
- Allow flexibility in how people work
- Focus on outcomes over micromanagement
- Let employees shape their goals and approach
3. Support Mastery and Growth
- Offer learning opportunities and coaching
- Celebrate learning, not just results
4. Hire and Promote for Drive
- Look for grit and self-motivation during recruitment
- Reward initiative and persistence in promotions
5. Create Psychological Safety
- Encourage open dialogue and learning from mistakes
- Model vulnerability and curiosity as leaders
6. Use Goal Setting Strategically
- Set SMART goals
- Use OKRs to align individual and team objectives
7. Recognition and Feedback Matter
- Give specific, timely praise
- Celebrate persistence, not just results
- Use peer recognition to build culture
8. Optimize the Work Environment
- Reduce distractions and support deep work
- Provide tools that enable high performance
What you might do to improve
If you feel that you would like to improve drive in your organisation, you first need to understand where you are, to set visions on where you want to be and why. This would involve:
- Conduct motivation audits
- Facilitate values alignment
- Coach managers on feedback and autonomy
- Build learning cultures
Final Thoughts
Drive is not just a personality trait—it’s a renewable resource. Whether you’re an individual trying to achieve more, or a company looking to energise your team, drive can be measured, nurtured, and grown.
As a consultant, I help leaders and organisations do just that—by building environments and strategies that unlock sustainable, self-powered performance.
