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2.1
What is it
Specific types of thinking such as looking forward,
anticipating events and setting goals are accompanied
by certain types of words, phrases or behaviors.
These can be observed to produce a profile of natural
motivation in the pattern of our thinking, communication
and relationships.
As
a result people can be selected for roles to which they
are more naturally suited and will perform more productively
as well as find rewarding. Development can be better focused
to take account of the natural patterns of high performers
in a role and individual job holders.
What
does it measure?
How is it
done?
How is it different?
How
does it help HR, Trainers and Managers
2.2 What does it measure
It measures the motivation underpinning our thinking,
communication and relationships in typical workplace
tasks.
By identifying the
individual’s pattern across a random sample it measures the
amount of time spent on each element in everyday life.
Thus we can measure how much
time a manager is motivated to spend on analysis,
innovation, building resolve, evaluating priorities, taking
action, planning ahead to meet his or her goals and
measuring progress.
We can measure the kind of
communication a manager initiates and the way they relate to
others as they go through the decision making process. About
50 items are measured.
Research shows this motivation
to be a better predictor of performance than knowledge or
experience.
What
is it?
How is it
done?
How is it different?
How
does it help HR, Trainers and Managers
2.3
How is it done
The Motivation & Action profile is calculated from a video
recording of an every day event such as an interview,
discussion or role play lasting typically 60 minutes to
capture enough of the natural pattern of the individual.
It can be carried out in parallel with an informal or
structured interview. Recording with a small digital camera
is unobtrusive and most profilees quickly disregard the fact
that the interaction is being recorded.
The video recording tape is sent to us and
analysed. Skilled practitioners identify the MAP data. From
this data they produce a detailed MAP of the motivational
pattern of the profilee in their thinking, communication and
in the way they relate to others.
What
is it?
What
does it measure?
How is it different?
How
does it help HR, Trainers and Managers
2.4 How is it different
It
measures motivation in the actual managerial, leadership
and job role processes that individuals engage with rather
than complex psychological concepts.
It
is genuinely objective unlike psychometric tests which
rely on self perception and can be faked.
It
supports the increasing trend towards the globalizing
of assessment methods by being free from gender or cultural
bias.
It
doesn’t change over time so that the investment
in profiling is an investment in life long development
for the individual and the company.
It
is not only reliable but it consistently achieves higher
levels of validity than other assessment methods, typically
between 70 and 80% accuracy.
What
is it?
What
does it measure?
How is it
done?
How
does it help HR, Trainers and Managers
2.5
How does it help HR, Trainers and Managers
You are more likely to win support for introducing MAP
because It comes with a long pedigree of testimonials from
senior managers who have nicknamed it the “Rolls Royce” of
personal development profiling methods.
You will get excellent feedback from those that undertake it
because it is a more enjoyable and rewarding experience for
both interviewer and interviewee than a battery of
psychometric tests.
You can build accurate performance templates for job roles
using our high performer research norms and benchmarks.
It helps managers and trainers to be better
coaches because it shows where to focus their efforts to
motivate their staff and what to avoid that will lead to
psychological pressure and even ill health.
What
is it?
What
does it measure?
How is it
done?
How is it different?
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