Assessment Tools

iWAM Assessment Tool

The Inventory for Work Attitude & Motivation (iWAM) is a questionnaire used for job-related activities, such as recruitment, coaching and training projects. It is based on metaprograms, a model of cognitive thinking styles (48 parameters are measured and explained).

The iWAM Management Report identifies a person’s motivational and attitude preferences in the job context and predicts how this person will behave in various job types, such as administrative, customer contact or managerial tasks.  The iWAM Attitude Sorter predicts key motivational preferences and development areas.

iWAM can be used in the following areas:

• Understanding people and how to motivate and best utilise their talents in the work environment
• Team alignment
• Conflict resolution between team members
• Performance building for individuals and teams
• Career transition, identifying what is most natural to an individual in work types

Using iWAM one can predict what motivates a person, their work attitude, how they prefer to communicate, and how they prefer to act in their work context.

Developing a Model of Excellence for Female leaders in your Organisation

A model of excellence is a computer-based tool for comparing an individual’s motivational and attitudinal preferences (MAPS) against a set of patterns known to be characteristic of a high performer and within this context the outcome will be a model profile of MAPS required to be a successful female leader in your organisation

Documented and anecdotal evidence indicates that hiring, motivating, and managing the right staff is critical to success. Jim Collins in, Good to Great, calls it “getting the right people in the right seat on the bus.”

Key Elements the Model Addresses:

• What differentiates top performers from their peers in your organization?
• How can you recruit more high performers?
• How can you make your recruiting and selection approach more effective to ensure you have the right people in the right seats?
• How, through your hiring practices, can you reduce turnover?
• How can you increase employee engagement & the tenure of high performers?

Once the organization knows which MAPs and ranges of patterns are characteristic of high performers, the information can be used to:

1. Craft recruiting language to attract people who are more likely to be high performers in a role or context
2. Coach low performers to increase their performance by creating developmental strategies to help employees adjust patterns that are outside the performance range
3. Customize coaching and training strategies to fit the patterns of the target individuals & audience for greater impact

Increase use of tools like the “Clock” which will help the organization deal with retention and burnout issues. The Clock refers to the amount of time a person needs change in a given role.

Applications of the Model:

• Focus your recruiting ads to attract people who are similar to your high performers
• Pre-screen applicants so that your selection system is dealing with the cream of the crop.
• Develop strategies for coaching, and managing new employees
• Develop Management and Motivational Strategies to improve mediocre performance
• Focus Leadership Development efforts in high leverage areas

Testimonials:

I took the iWAM assessment, with some reluctance I might add! But I was truly surprised by its accuracy. Since I have taken the assessment I feel I am better prepared to deal with different situations that are thrown at me as I am more in tune with my own behavior and relationship with those I work with. I would highly recommend iWAM to anyone who would like to understand their motives and the motives of those around them, regardless of position or company role.

Christine, Dublin

For more information on this please contact us.

Extended DISC® Personal Analysis Assessment Tool

Extended DISC® Personal Analysis is a self-assessment instrument that identifies the strengths and development areas of an individual. It describes the person’s natural behavioural style in different situations. It enables the person to better understand one’s own and other’s behaviour and to adjust one’s own behaviour to better suit the situation.

What makes Personal Analysis different from other assessments is that it is able to measure at a deeper unconscious level to exclude the impact of the environment. In practice this means that the results show who the individual actually is and not what the person thinks he/she needs to be in the existing environment.

Benefits of  Extended DISC®  :

• Effective motivation and leadership tool
• Better understanding of one’s own and others’ behaviour to produce desired results
• Employee developement by providing an assessment of behavioural style
• Enhanced Communication

The idea is to understand the different behavioural styles, to identify our own style, and to make appropriate adjustments in our style to achieve desired results.

Testimonials

My Extended Disc report was so accurate is amazed me! Its an indept report that helped me to understand my behaviours & how I relate to people. The report has also been invaluable to me in work. I highly recommend Extended Disc Profiling to anyone who whats to know what makes them tick!

Sinead, Kilkenny

For more information please contact us.