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

2. What-We’ve-Learned Agenda 2 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?

3. iWAM Resource Guide 3 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.

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

5. “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...”“That’s Not Right...” 5

6. “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 6 Example: Law Firm Partner (Internal: 79% / External 95%)

7. 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 7

8. “Insurance” Patterns Problem Solving (high) Procedures (high) Past (high) Achievement (very low - Avoid) Convincer Processes o Automatic (Low): Needs a lot of information to be convinced o Consistency (High): Needs to be convinced over and over o Period of Time (High): Needs time to consider information to be convinced 8

9. “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. 9

10. What We’ve Learned About: The Clock Achievement Tolerance Consistency Interest Filters 10

11. The “Clock” 11 5 6 7 Less than 1 year More than 25 years

12. 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. 12 5101520253035404550556065707580859095100

13. 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” 5101520253035404550556065707580859095100     13

14. Consistency 14 5101520253035404550556065707580859095100 Convinced Once Will Question May Be Stubborn Very Persistent

15. Interest Filters PeopleThings o Tools o Systems o Information o Money o Place o Time o Activity 15 LAB Profile: People vs. Things iWAM

16. 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 it 16

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

18. Institute for Work Attitude & Motivation 2510 South Brentwood Boulevard Suite 211 Saint Louis, Missouri 63144 +1 314.961.9676 Phone +1 314.961.9678 Fax www.iWAMinstitute.com 18