Improving Performance: Case Studies Using the iWAM Inventory for Work Attitude and Motivation

1. Improving Performance:Case Studies Using the iWAMInventory for Work Attitude and Motivation “Mapping the New Landscape of Human Performance”

2. What is the iWAM? • The Inventory for Work Attitude and Motivation (iWAM) is a unique, online assessment tool that measures Motivational and Attitudinal Patterns. • The iWAM was developed in the United States, is used globally, and is available in seven languages (and four more are in progress) • The iWAM consists of 40 questions, each of which has five response alternatives, and is reported in 48 scales organized into 15 clusters. • The iWAM has reports that are applicable to individuals, two people, teams, and organizations as well as modeling tools (Model of Excellence) for predicting performance. • The iWAM can be scheduled, completed, scored, and retrieved in less than an hour! • iWAM Professionals can have own Test Center to manage clients, place own logo on reports. • The iWAM has a wide range of applications to improve individual, team, or organizational performance! Mapping the New Landscape of Human Performance

3. Motivation & Attitudinal Patterns • Motivational and Attitudinal Patterns are part of our behavioral habits that impact thinking, decision making, and behaving by helping us manage our experiences by: • Filtering what goes on around us (Admit vs. Block) • Translating the “Admits” into our sense of “reality” • Motivational and attitudinal patterns are not abilities. These patterns are not about whether you can do something; they are about whether you want to do it. • All behavior is motivated. You can behave in ways that are contradictory to your motivational and attitudinal patterns in a context, but it will take a lot more energy. • Motivational and attitudinal patterns are very powerful influences on personality, emotions, competencies, and the resulting behavior from all of these factors. In the end, our behavior is what determines our performance. • As a result of the connections and relationships, motivational and attitudinal patterns turn out to be a major force in predicting performance levels in given contexts. • In spite of their importance, motivational and attitudinal patterns are relatively “invisible” to the person and “off the radar” of human resource and organization development specialists in North America. Mapping the New Landscape of Human Performance

4. The Applications of iWAM Recruitment & Selection Training & Development Performance Management Team Development Conflict Resolution Coaching Leadership Development Succession Planning Organizational Culture Analysis Organizational Communication Marketing Mapping the New Landscape of Human Performance

5. Case 1 – Peak Performance: A New Approach to Driving a Sales Organization to the Next Level Company with 2 business groups created iWAM Models of Excellence to identify what differentiates high performing salespeople from peers. • Predictive power of Models 76% and 49%! • Models help in the screening process of applicants, saving time and money, improving effectiveness of recruiting and hiring • iWAM helped create a strategy to develop existing sales force: Individual feedback sessions and development plans based on iWAM • Management of Sales Representatives received orientation on how to use iWAM results for coaching, motivating, and managing effectively – ‘One size does not fit all!’ • Significant improvement in the overall performance of the sales organization Total cost of investment in iWAM by the company was less than the cost of one hiring mistake! Mapping the New Landscape of Human Performance

6. Case 2 – Improving Hiring to Reduce Turnover Organization used iWAM Model of Excellence to hire sales personnel and redesign their recruiting using iWAM’s suggestions for motivational language.  100 people used to respond to job ads. Redesigned campaign attracted 300 candidates!  Time needed to decide which candidates to invite for selection: reduced to 50%!  iWAM reduced staff turnover by more than 62%!  Return on Investment after 1 year: 1300%!! Mapping the New Landscape of Human Performance

7. Case 3 – Replicating Great Performance in a Call Center Call Center created iWAM Model of Excellence to benchmark what drives successful behavior in the position. The Model was used for: • Identifying high-potential applicants to the Call Center • Creating a training program that helped lower performers behave in ways as top performers • Help managers understand differences in team and its implications for managing individuals more effectively  Net result of the intervention was 33% increase in revenue from those who underwent training within the first 6 months following the intervention! Mapping the New Landscape of Human Performance

8. Case 4 – Identifying the Next Generation of Managers City Government used iWAM to identify high-potential employees to enroll in a coaching and development program to become the next generation of managers. • Needed an inexpensive, objective, fast solution to narrow the field of several hundred applicants • Candidates were sent a link to online test, received feedback report, and were compared to the Model created to profile desired future leaders  Big success: Fast execution time – In only 6 weeks the field was narrowed to the best 10%! Mapping the New Landscape of Human Performance

9. Case 5 – High volume client Company with over 1500 employees and unacceptably high turnover at branch level. iWAM excellent for high volume: online tools are scalable, save time and money with every test taken. • Found a surprising key pattern for high performance (reactive instead of proactive task attitude); used findings to remodel ideal candidate profile • Turnover reduced by 48% since project began! • Long term relationship: company took new direction, asked iWAM consultant to help recalibrate Model of Excellence  Flexible, affordable, effective tool to improve performance and reduce turnover even for high-volume clients; basis for a long-term business relationship Mapping the New Landscape of Human Performance

10. Case 6 – Better employees, reduced turnover European shipping company had problems with turnover and low performance of truck drivers (accidents, late deliveries). The company tried the iWAM Model of Excellence. • Model was created from high-performing drivers’ iWAM results, identifying key motivational and attitudinal patterns • iWAM Professional (consultant) trained HR staff to recognize key patterns during an interview  Number of accidents reduced by 50%, leading to lower insurance costs, better employees, reduced turnover. Mapping the New Landscape of Human Performance

11. Case 7 – iWAM and Coaching Tom, senior assistant to a Project manager, once motivated and productive, now facing appraisal as unenthusiastic, low morale, unable to be coached for high productivity, probably not capable of holding his position with the company as senior assistant. • Tom’s goal: to like the job again, become motivated • iWAM consultant revealed problem: manager and assistant are motivated by completely different factors (opposites!) • Coaching helped understand differences and adjust communication, leading to improved relationship.  iWAM made it possible for manager to motivate Tom again. Tom said his life had turned around, he is back to being enthusiastic and productive at work. Mapping the New Landscape of Human Performance

12. Case 8 – Turning Great Individuals into a Great Team Talented leadership team in turmoil, working well in dyads, but when mixed, performance went down. They were unable to solve difficulties, the President needed help to improve teamwork and performance. • Every leader on the team filled out the iWAM • Everyone received individual feedback and agreed to participate in a team session with an iWAM team profile • Team session with consultant explaining what high and low scores in a pattern meant and how differences might play out in the team • Team discussed their experiences and how the iWAM profiles contributed to their effectiveness and how they will use this knowledge to improve their performance in future  Team called iWAM very useful teambuilding tool as well as personal development exercise Mapping the New Landscape of Human Performance

13. Case 9 – iWAM + Coaching Yield a Better Leadership Team Global company’s senior manager having trouble communicating and managing relationships with and between some of the leadership team members. • iWAM administered to all team members, individual feedback sessions held with key team members • iWAM Paired Comparison used to develop data for dialogue and contracting exercises between members • Senior manager and direct report with the help of consultant used paired comparison results to understand similarities and differences, sources of synergy and dysfunction.  Leaders admitted having discovered something very useful that was ‘off the radar’. Consultant: “The iWAM has become a central tool and approach to executive and leadership development as well as in the development of effective leadership teams. I wish there had been such an instrument available 20 years ago.” Mapping the New Landscape of Human Performance

14. The Institute for Work Attitude & Motivation Mapping the New Landscape of Human Performance 2510 South Brentwood BoulevardSuite 204St. Louis, Missouri 63144Phone: +1-314-963-9170Fax: +1-314-961-9678www.iwaminstitute.com