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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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