question-mark-31190_640How iWAM works

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 metaprogrammes, a model of thinking styles (48 parameters are measured and explained).

What are metaprogrammes?

We all operate from a set of values.  What one individual values as important may be very different to another.  Our values reveal themselves as patterns in what we say, how we say it and what we do. These intrinsic values (or drivers) are often referred to as metaprogrammes.

Understanding what motivates ourselves and others (and adapting our behaviour accordingly) is often the key to achieving goals – it certainly removes a significant element of chance.


What iWAM does

The iWAM is a unique online assessment tool designed to measure motivational and attitudinal patterns in the work-context that directly influence:

  • What you sense and experience from the world around you
  • How you interpret what you experience
  • How you behave and communicate as a result.

In other words, the iWAM helps explain, predict, and influence performance at work by assessing what you pay attention to, how you think, and how you prefer to behave.

Here is an extract from a report showing just two of the filters iWAM explores.

metaprogrammes - towards & away from


How it can work for you

The iWAM report shows a person’s strengths and areas of development in the work context in terms attitude and motivation.  It also shows how this person might behave in various tasks, such as administration, customer contact or managerial tasks.

Our coaches are trained and qualified to administer the iWAM instrument and to coach clients to use the results to develop their careers and anticipate and deal with any issues.

For individuals, the report helps them to understand what motivates them and what makes a good day at work.  Why some tasks are “easy” and others require more effort.

For organisations, we can produce reports to assist with recruitment or to enable you to better understand individuals or teams.  When you know the motivational and attitudininal patterns of a person, you can predict their performance in particular roles or tasks and you will know how to motivate them, and keep them motivated

We can also produce team reports combining the individual preferences to give a single report demonstrating the team’s strengths.  These reports assist teams in seeing and appreciating the stengths within the team and to value diversity so that points of difference are seen as strengths. Managers can appreciate how to motivate individual team members and the group as a whole thereby becoming more effective as managers and leaders.

The test is conducted online – we will send you an invitation by email allowing you to log onto the JobEQ portal in order to take the test.  It typically takes 20-30 minutes to complete.  Once complete, we have immediate access to the results and we can then arrange a coaching session to discuss the results.

How iWAM is different to other assessmentsiWAM

It is targeted

The iWAM produces unique and powerful results by focussing on the metaprogrammes (filters).  Unlike tests that measure traits such as personality, the patterns assessed by the iWAM are context specific.  We all know people who are highly organised at work, but chaotic at home!  By keeping the context solely focussed on work the report can be highly specific, avoiding the “broad brush” approach adopted by other tools.

It improves communication

iWAM explains the implications of the results in terms of work relationships and communication For each pattern measured, iWAM recommends motivational language to be used – or avoided – for effective communication.

Here is another extract from a report which summarises the results.  There are a series of words listed next to each pattern – where the individual has scored highly (more than 70%) they are likely to find the language highly motivating.  This information can be invaluable for managers and leaders, enabling them to tailor their communication to the individual.

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It shows how you are perceived by others, and how to adapt in order to be better understood

iWAM compares one’s results to a standard group (people who have taken the test in your work country) to provide invaluable information about how others actually see us.

Take another look at the example above – the bars on the right hand side plot the individual’s scores (the green bars) in relation to the standard group (the red bar).  Look at the result for “Breadth”, this individual is far more comfortable talking in big picture terms than the vast majority of the population.  If we were coaching him, we would encourage him to understand that others have a different way of processing information and actually need a little more detail than he does, so he would need to adapt his style to get his message across and to avoid being perceived as just a dreamer.  On the other hand, if we were to be coaching his manager we would be suggesting that this individual could become easily demotivated by too much detail, and the way to keep him motivated is to keep relating back to the bigger picture.


No boxes and no letters

Unlike other tests, the iWAM does not put people in boxes: each person has a unique fingerprint of motivational and attitudinal patterns.  People don’t fit into just 2 categories, or 4, or even 16. Every person in the world is different, and a test must be able to reflect these differences. The iWAM measures 48 cognitive patterns or metaprogrammes, which are classified into 16 groups. The results are reported on a scale, so it won’t just say a person is “proactive” or “reactive.” Instead it will show you just how proactive and reactive each person is.

Here is an example of an individual attitude sorter wheel – an individual “fingerprint”.  We have found this to be an invaluable tool in helping clients to understand the source of their motivation so that they can develop strategies to motivate themselves to do tasks that they had previously found de-motivating.

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