Active listening, smart questioning and intuitive insight are our main coaching and development tools. We also use a range of profiling tools, the main ones being Myers Briggs Type Indicator, Language & Behaviour Profile and Inventory For Workplace Attitude and Motivation.

tool-used

You’ll find a little information about these below.

Myers Briggs Type Indicator (“MBTI”)

MBTI is the most widely used personality assessment in the world and is taken by over 2 million people per year. It is based on Carl Jung’s theory of personality types and measures personality preferences. The MBTI has been used successfully by several millions of people to:

  • Find new careers
  • Create productive and effective work teams
  • Develop efficient and competitive organisations
  • Build self awareness, self confidence and personal skills
  • Enrich working and personal relationships
  • Improve communication
  • Resolve conflict

LAB Profile – Language & Behaviour Profile

The LAB Profile is a unique profiling system that is conducted as a conversation. It is based on the same research into cognitive and behavioural science as the Inventory for Work Attitude and Motivation (“iWAM”) (see below). In a 15 – 30 minute conversation the LAB Profile identifies (in relation to a given situation):

  • What will trigger and maintain a person’s motivation and what they pay attention to
  • How someone is likely to behave
  • The influencing language patterns that will motivate, engage and connect with others
  • What to say and what NOT to say, when communicating with others

We use LAB Profile in:

  • Executive Coaching – to quickly understand clients deeply but with no extra cost to the client. It helps identify ‘where to work’ to create the outcome the client is seeking
  • Performance coaching – to help an individual understand their own style and motivations and to help them appreciate how best to communicate and ‘sell’ their message to others
  • Recruitment and selection – LAB Profile helps me hiring managers write clever job advertisements that attract the best fitting applicants for the role. LAB Profile is also invaluable in initial applicant screening, followed up with iWAM profiles for shortlisted candidates

iWAM – Inventory for Workplace Attitude and Motivation

The Inventory for Work Attitude and Motivation (“iWAM”) helps an organisation identify an individual’s attitudes and motivations in the workplace.

How is iWAM useful?

With the iWAM, managers can predict what motivates a person, their work attitude, how they prefer to communicate, and how they prefer to act in their work context. Using iWAM will help an organisation make better use of the human potential of its workforce. In particular, iWAM provides the solution to the following HR issues:

  • Who do you interview? Who do you appoint?
  • How do you save company time, money and resources in recruiting?
  • How do you motivate staff?
  • How do you retain staff?
  • How do you assess the effectiveness of staff?
  • What training and coaching do you provide and to whom?
  • How do you know how effective the training and coaching has been?
  • How do you best allocate team and project roles?
  • How do you reconcile differences in teams?

The Distinctiveness of the iWAM instrument

  • iWAM measures at an out of conscious level
  • iWAM is DISTINCTIVE because it measures at a higher level of thinking than traditional tools. It measures what may be unconscious to the individual and taps into the source and drivers of behaviours rather than looking at the behaviours themselves
  • Each iWAM is a unique fingerprint of the individual
  • Individuals are not pigeon-holed or put in a category. Many people are interested in knowing more about what drives them but do not like being placed in a category or box
  • iWAM measures and describes 48 motivations and attitudes that impact on a person’s performance at work. The chances of two iWAM results being identical is almost impossible, statistically speaking. This means that people can relax knowing they will not be ‘typed’ or compared to other people
  • iWAM is context dependent. iWAM is not a personality measure, where measures remain relatively stable over time. The iWAM instrument produces a snapshot in time of the test taker’s thinking styles and this will be reflective of their motivations to work at the time of completing the Questionnaire. One of the major advantages of the iWAM instrument is that it can be used as an accurate pre and post intervention measure. For example, at the start and completion of a coaching or training intervention program

© Dr Marilyn Powell, EQ at Work