iWAM – the Inventory for Work Attitude and Motivation
As a ‘Certified iWAM Professional’ with the iWAM Institute, I use the iWAM self-assesment extensively in my coaching and mentoring. It takes about 15 minutes to complete. An in-depth report with scores and interpretation is provided.
Unlike the hard-wired assessments like Meyers-Briggs and StrengthsFinders that tell us who we are wherever we are, the iWAM helps us understand our motivational and behavior patterns in specific contexts. It provides a way of understanding, predicting and influencing motivation and behavior in those around us.
The iWAM assessment is like no other test on the market today. It measures a dimension of individuals not assessed by other tests and provides valuable insight into what makes performance, communication, and relationships work.
What does the iWAM Measure?
The iWAM measures “motivational and attitudinal patterns.”. These patterns, sometimes referred to as “metaprograms” by neurolinguistic psychologists, are powerful tools that help us understand and interpret the world around us. In doing so, these patterns influence how we see, hear, think, and/or feel about things. This gives the patterns a direct link to our motivation. Since the patterns have a direct impact on our motivation, they have a direct impact on our behavior since all behavior is motivated.
How is what the iWAM measures different from other kinds of assessments?
First, it does not measure personality traits. Personality tends to be stable in various situations and endures over time. Patterns may shift with context and may be adjusted over time. Second, the iWAM does not measure abilities. Abilities and competencies are a measure of what you can do.
The iWAM measures what we want to do. What you want to do is an indicator of how you feel about something (attitude), how much energy you will put into doing it, and/or how energized you are to do it (motivation).
Why are motivational and attitudinal patterns important?
Motivational and attitudinal patterns are important to individuals, teams, and organizations because they help us understand such things as:
- Why one person consistently performs better in a job than another when both appear to be equally qualified;
- Why two people do not get along with each other when both seem to have good intentions, reasonably good interpersonal skills, and can relate well to others who are not like this person;
- Why “one-size-does-not-fit-all” when trying to motivate and manage a diverse group of people.