It was a classic challenge – one that many mid-sized companies face.
A long-established steel processing business was preparing to fill the position of Head of Finance internally.
A long-serving, well-regarded employee had been gradually prepared for the role over several years.
But there was one problem: she never truly identified with the position.

Although she was highly qualified and knew the company inside out, there was a lingering hesitation.
The managing director was puzzled. They had increased her salary, offered a company car, and added various perks – but none of it sparked the expected enthusiasm.
She remained hesitant, uncertain, and ultimately accepted the role only half-heartedly.

That’s when we were brought in.
Using our Motivator Assessment, we set out to understand the source of her reluctance.
When we reviewed the results, everything suddenly became clear:
She had an exceptionally high Theoretical motivator.
This meant she wasn’t driven by financial incentives or status symbols, but by structure, knowledge, and the sense of security that comes from developing deep expertise.

Her DISC profile also revealed a strong CS style – analytical, conscientious, and security-oriented.
She wasn’t avoiding responsibility out of disinterest – she simply didn’t feel adequately prepared for it.

The managing director was surprised – he had genuinely believed he was doing the right thing by offering money and benefits.
But once we explained the assessment results, it all clicked.
Instead of offering further material rewards, he took a completely different approach:
He gave her an annual professional development budget of €10,000 to build her knowledge and feel more confident in her role.

The result?
She accepted the position with full conviction.
For the first time, she didn’t feel pushed into responsibility – she felt in control of her own development.
Within months, she grew into a confident Head of Finance, mastering her responsibilities and actively contributing to strategic decisions within the company.

This experience clearly demonstrates how important it is to understand people’s individual motivators.
It’s not about optimizing traditional reward systems – it’s about discovering what truly drives someone.
Our approach helps companies uncover hidden potential – and that’s the true power of data-driven people development.