What We Have Learned about Interpreting the iWAM 2013 iWAM Professional Development Program.

What We Have Learnedabout

Interpreting the iWAM

2013 iWAM Professional Development Program

What-We’ve-Learned Agenda

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1. Resource Guide

2. Absolute vs. Relative

3. “Not me!” and “Shifting Sands”

4. Multiple Patterns

5. If It Ain’t One Thing, It’s Another

6. Your Experience: What Have You Learned?

iWAM Resource Guide

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• If you’ve not seen or used the iWAM Resource Guide, consider taking a look

• Available in two versions:

o User/Client Edition

o Professional Edition (Certified)

• Full interpretation reference including:

o Absolute vs. Relative (User)

o “The Clock”

• Available in electronic version and at a volume price.

Absolute vs. Relative Scores

• In the Management Report, some scales are interpreted (written section) on the basis of Absolute Score positions relative to each other—not relative to the Standard Group.

• The following scales are interpreted this way:

o Distribution of Energy (Use, Concept, Structure)

o Basic Motivation (Power, Affiliation, Achievement)

o Convincer Channels (See, Hear, Read, Do)

o Convincer Processes (Examples, Automatic, Consistency, Period of Time)

• “The Clock” (Need for Change) is based on absolute scores

4Institute Technical Memo on Absolute vs. Relative Scores (need login)

“Not Me!”

• Sometimes clients will say: “iWAM result is not correct!”

• Sometimes they are right

• Sometimes they are not.

• See the paper: “That’s Not Right . . .”

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“Shifting Sands”

Motivational and Attitudinal Patterns are context sensitive.

• MAPs may shift as a result of:

o Context (work, family, play, or even in a context!)

o A job/role change

o A significant emotional event

o Incidents proximate to the test administration

• Check for possibilities if the client raises questions

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Example: Law Firm Partner (Internal: 79% / External 95%)

Multiple Patterns Data Sources

jobEQ iWAM Management Report – Section 2 (Groups)

“Social Behavior Patterns:”• Communication (Affective/Neutral)• Contact (Group/Individual)• Affiliation (Basic Motivation) • Assertive (Norms)• Indifference (Norms)• Tolerance (Norms)• Time (Interest Filter)

Institute Application Paper:http://www.iwaminstitute.com/iwam-multiple-patterns

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“Insurance” Patterns

• Problem Solving (high)

• Procedures (high)

• Past (high)

• Achievement (very low - Avoid)

• Convincer Processeso Automatic (Low): Needs a lot of information to be

convincedo Consistency (High): Needs to be convinced over and

overo Period of Time (High): Needs time to consider

information to be convinced

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“If it ain’t one thing . . .”

• Client is known for presentations full and his constant attention to details, but his iWAM says . . .

• What’s up with that?

• Other data:o Goal Orientation & Achievement Orientation (very high)o Leader Behavior Data (very high standards)o Wants to be “Perfect”

• Does not want to work with detail, but getting details right are part of his standard for performance.

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What We’ve Learned About:

• The Clock

• Achievement

• Tolerance

• Consistency

• Interest Filters

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The “Clock”

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567

Less than 1 year

More than 25 years

Achievement

One Interpretation: The scale is a measure of your achievement motivation (need)

Alternative Interpretation:The scale is a measure of what drives your achievement motivation; that is, it is an indicator of the factors that propel your achievement motivation.

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5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100

Achievement (Continued)

Five achievement “buttons” (locations based on standard group)For 1-4, the factors are cumulative.

1.Success – accomplishing goals or “clearing the bar”

2.Competence – having a sense that one is talented

3.Competition – drive to win (beat others or your standards)

4.Recognition – getting explicit acknowledgment of success

5.Avoidance – wanting to avoid failure or “not succeeding”

5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100

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Consistency

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5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100

Convinced Once

Will Question

May Be Stubborn

Very Persistent

Interest Filters

People Thingso Toolso Systemso Informationo Moneyo Placeo Timeo Activity

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LAB Profile: People vs. Things

iWAM

Interest Filters

People: Some “low” People clients are in “people” jobs.Things:

Tools – wide range of possibilities (think about the broadest range)

Systems – how things connect/interact; wants to work with all pieces

Information – working with information, data, etc.

Money – working with money/budgets; high score may be motivated

Place – Geography, location, status, or other

Time – high scorers place a value on time (on time is 5 minutes early)

Activity – having it in your work or managing it16

What You’ve Learned• Difficulty interpreting the Convincer Channels in terms of the

language. Uses a learning styles interpretation to help them understand results. (Zsuzsanna’s example)

• Individuals who score: Low Assertive, Very Low Indifference, and High Tolerance. Client found it confusing. (Tom Nees’ example)

• Note on the Indifference scale: Focus on the importance of rules to the individual, not the part about whether or not they care about people.

• Note on Affiliation: You can score low on Affiliation and still care about people – the scale is an indication of whether you are motivated by how people feel about you, not about how you feel about people.

• Introducing iWAM results: Attitude Sorter Wheel, Management Report, and Communication Report—in this order. (Karen Drake)

• Ofman Diagram: Where would scores fall to place something in the Strengths vs. Pitfalls categories or the Challenges vs. Allergy categories?

• Scores: Strong/Weak or High/Low are not necessarily meaningful.

17A session recording will be posted with this file on the web site in the 2013 Professional Development Archives

Institute for Work Attitude & Motivation2510 South Brentwood Boulevard

Suite 211

Saint Louis, Missouri 63144

+1 314.961.9676 Phone

+1 314.961.9678 Fax

www.iWAMinstitute.com

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