Know your Decision Quotient – DQ
for great decisions and harmony.
Just as IQ and EQ personality tests helped better understandings of individuals,
DQ helps teams understand how everyone contributes to decisive success.
The world’s top recruiters demand candidates know their DQ.
Winning teams make great team decisions.
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We make 35,000 decisions every day.*
Every action we take is the result of a decision – no matter how insignificant or important. Yet many consequences involve great costs – with finances, time, business, relationships and in many other areas.
Only one in five companies make effective decisions.**
Those that do, enjoy more profits and happier teams. Knowing how we make decisions is one of the first steps to making better ones.
Make decisions with less pain and more success.
Understanding the report will help you make better decisions in all areas of your life.
personal and relationship issues
career and work
health and finances
What is IQ?
With a standard deviation assigned 15 points, two thirds of the population are considered to have an IQ between 85 and 115, with about 2.5% of the population above 130 or below 70. Genius, is considered above 145.
IQ is commonly used to rate job applicants, assign school classes and assess intellectual capability and has been studied as a predictor of mortality, job performance, achievement and income.
Studies have shown that individual differences in IQ are substantially influenced by both genetics and environment and not as much by education and family background.
The first testing centre in the world was established by English statistician Francis Galton in 1882 – but he couldn’t establish any correlations. French psychologist Alfred Binet, together with Victor Henri and Théodore Simon had more success in 1905 by focussing on verbal abilities. American psychologist Lewis Terman at Stanford University revised the Binet-Simon scale, which resulted in the Stanford-Binet Intelligence Scales (1916). It became the most popular test in the United States for decades. It has received criticism for various reasons and has been the subject of many studies but the studies invariably concluded that IQ scores do have high predictive validity for individual differences in achievement.
David Wechsler produced a new version of the IQ test in 1939 which tested in 10 categories rather than the one result of the earlier tests – versions of this are the most popular IQ tests used.
What is EQ?
EQ is used as a measure of empathy with others and is often a test of a person’s ability to lead, although no causal relationships have been shown.
The term first appeared in a 1964 but gained popularity in a 1995 book “Emotional Intelligence” by Daniel Goleman.
Studies have shown that people with high EQ have greater mental health, job performance, and leadership skills and such findings are likely to be attributable to general intelligence and specific personality traits rather than emotional intelligence as a construct.
Goleman indicated that EQ accounted for 67% of the abilities deemed necessary for superior performance in leaders and was twice as important as technical expertise or IQ.
- MBTI – Myer-Briggs Type Indicator – designed to measure psychological preferences in how people perceive the world. Results use one of 16 four letter designations – representing the 16 combinations from the four preference pairs:
o Energy: Extroversion / Introversion
o Information: Sensing / Intuition
o Decisions: Thinking / Feeling
o Lifestyle: Judging / Perceiving
- DISC assessment – An assessment tool which focuses on four different behavioral traits. Results are plotted in one of four quadrants:
Since decisions are the immediate pre-cursor to action, which determines performance, DQ is considered an indicator of likely performance. A blend of various DQ styles is likely to produce better performance with each situation requiring a potentially different style weighting.
What is DQ?
IQ relates only to the logic facet. EQ relates to social abilities. Higher IQ and EQ scores are considered better than lower scores. Yet, research shows that a high IQ or EQ doesn’t relate to success.
DQ is different. DQ reflects a style preference across the three essential facets for successful decisions and performance. Successful decisions use both head (IQ) and heart (EQ). By measuring your DQ, you can identify your strengths and how to improve your decisions. And since decisions are needed for every action you take, you will identify how to improve your results and find more success.
A high or low measure in any one facet being no better than the other – merely reflecting your style preference. In team situations, it is important to understand and have a balance of the varied decision-making styles.
By assigning intensities of red green and blue (RGB) to your preferences in each of the three facets respectively, DQ is represented as a color, not a score. It can be plotted on a color wheel for each member of a team. This makes it easy for a team to quickly understand various decision-making perspectives which can be harnessed together to make great decisions.
For example: a result with an RGB color with a red tinge would highlight a leaning towards logic (red); a cyan tinge would represent a stronger preference for both personal and social (green and blue); a grey shade represents an equal preference across the 3 facets etc.
DQ was created and popularised by Ian Coombe in his 2018 number 1 bestselling book “The Decision Triplets” where he asserted that there are three facets to decisions: logic, personal and social.
The DQ test was developed to represent those three facets and has since evolved to include 14 dimensions across four groups.
The original DQ test represents a person’s decision-making preference style (the motivating “Why” interrogative) for the three facets using the additive RGB colors (red, green, blue – RGB).
DQ quickly evolved with the addition of an extension that goes beyond the three facets of each decision and includes 14 dimensions of decision-making which are grouped into four categories: people (“Who”), action (“How”), thought (“What”) and time and space (“When” & “Where”). Hence, DQ is now considered a more complete representation of the full decision spectrum and covers the entire 6 interrogatives: why, who, how, what, when and where.
The four dimensional groupings are represented by the subtractive colors (cyan, magenta, yellow, key/black – CMYK). People issues predominantly involve personal and social facets and are accordingly assigned cyan; Action predominantly involves logic and personal facets and is magenta; Thought issues primarily involve logic and personal considerations and is yellow. Time and space issues require addressing the when and where interrogatives and is black (or key).
Patent Application No 2018902718, from 2018, protects DQ and its method and system of converting multi-dimensional results into a color (RGB, CMYK, etc).
In the illustration shown, can you identify the group’s missing decision-making strength?
Discover what style of decision-making suits you.
Take the quick questionnaire to discover your Decision Quotient (DQ).
Get the #1 Bestselling book The Decision Triplets with your DQ Report.
Part 1 of your DQ report shows your strengths in the 3 Facets of decision-making.
This book explains the 3 Facets of every decision in a fable.
Part 2 of your DQ report shows your strengths in the 14 Dimensions of decision-making.
The 14 Dimensions are explained in 4 groupings.