Thursday, 12 December 2013

What Can You Learn from a Motivational Map? An Awful Lot!

An Interview with Steve Jones, a Master Licensee for ‘Motivational Maps’ 

 

What is it that motivates us to get up every morning and do the job we have chosen for a career? Is it just the money? If so, no one would be doing the many important but not highly paid jobs in society.

The truth is that there is a complex mixture of motivators at play and most of us are not totally aware of what they are...even for ourselves! But how can we work out the formula for every person in our team, our workplace or even for ourselves? The answer is by using Motivational Maps™, and Steve Jones, Managing director of Skills for business, will teach you how to use them successfully. 
Steve Jones, Managing Director, Skills for Business


Steve, what is a Motivational Map™?

Motivational Maps™ is a psychological tool developed to be quick and easy to use and interpret for employees and managers alike. Motivational Maps™ is an online questionnaire designed to challenge all these motivations against each other in a questionnaire that takes less than 20 minutes to complete. It has been devised with easily understandable names for each of the 9 motivators (clustered into three areas: Achievement, Relationship and Growth), such as Director, Creator and Expert. Concise insightful descriptions combined with clear and easy to interpret graphics make Motivational Maps™ reports accessible and user friendly.

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Unlock the secrets of motivation

What can you learn from Motivational Maps™?
Maybe for the first time you will truly understand what drives and motivates you;
Your Motivations will be ranked from 1-9, so you will not only know what motivates you but also you will know what doesn’t motivate you. Knowing your lowest motivations can shed light on things that, although not vitally important to you, could in actual fact be holding you back.Is it just the money?

Depending on the intensity of the score you gave each motivation you will know how driven or not you are around these motivations.
  • A score of 30+ is a 'spike' -‐ an extremely strong motivator
  • A score of 10 or less indicates an “inverse spike”– a weak motivator
  • A score of below 5 can indicate some discomfort towards those in whom Motivator is dominant

One more critical thing you may learn about yourself or team members is if there is any internal conflict between motivations within your motivations or between you and a team member.
Imagine discovering, as I see a lot in entrepreneurs, that they have Director – the need for control and influence – and Spirit – the need for freedom in their top 3 motivators. Being aware of and managing this conflict can make a huge difference to how a leader deals with their staff.
A typical symptom of this conflict is when staff tell you that their leader deals with the same situation/issue very differently depending on what day it is: one day their leader is all over them like a rash (Director); the next day it is not important (Spirit) – but it’s the same issue!

Can you use Motivational Map™ to measure levels of motivation?

The Motivational Map™ has a built-in self scoring system which enables individuals to identify their current level of motivation in percentage terms.  These can be averaged out for teams so that a team motivational score can be derived from the maps.

Can you score zero on motivation?

I’m sure you can, but I’ve yet to see a score that low. The lowest I’ve seen is 21%, which gives you plenty to address in a positive way as a manager or coach.

How can you verify whether your employees or potential hires do not manipulate the answers?Is it just the money?
Undertaking a Motivational Map™ requires individuals to be honest. Human nature dictates, however, that there will always be those who feel they can answer a question in a certain way which will show them in a favourable light or hide their true motivation – it does happen! Luckily, such game players are quickly detected via a ‘failsafe’ system built in to Motivational Maps™ questionnaire results.

I have come across this on a few occasions. I had a team leader who falsified their results to show Searcher – desire to add value and support team members – as No.1. It was so skewed and on further investigation it was revealed that there were high levels of bullying and discipline and nobody in the business saw this quality in this person. The map picked it up straight away and the individual came clean.

Can you use Motivational Maps™ to assess team motivation? How can it help a manager to build a better team?
The Motivational Maps™ process produces a team map report. It can be seen that in terms of understanding your team members on a one-to-one basis, the Motivational Map™ has plenty of benefits and I have built a complete Motivational Appraisal Programme around the Motivational Maps™ to help managers, team leaders and HR professionals have an appraisal system of value.

The Motivational Team Report is, to my mind, exceptional and provides the team leader and the team with a rich source of information:

  • A collective team motivational score
  • A collective ranking of the team’s Motivation
  • Clear identifications of which motivations are missing in a team
  • A collective balance of the three clusters – Achievement, Growth and Relationship – so that you can see fit for purpose instantaneously. A high relationship score when a company is growing rapidly is a worry.
  •  The overall risk profile of the team – how do they embrace change? Slowly or Quickly? Are they at odds with the rest of the business?
  • Where synergies and conflicts occur between team members
  • What motivations are strongest as a team and are they a fit for purpose? Would you want an accounts team who were highly creative? Would you want a sales team on a fixed salary who were under-performing and primarily Defender profile - cautious and possibly uncreative in their thinking?

Would you like to learn how Motivational Maps™ can be used in a company and how Motivational Maps™ can help a manager to build a better team?

Read the full interview here

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