1. Managersrecognizethatmotivationisanessentialfactor,ifnottheonly
one
First Factor of Success:
Clear strategic vision or direction,
Second Factor of Success:
Possessing the pre‐requisite skills and knowledge to be able
to achieve the strategic goal.
Motivation is the Third Factor of Success
First and second alone do not make it happen. The third
factor is being motivated to do it.

2. SYMPTOMS OF POOR MOTIVATIONSYMPTOMS OF POOR MOTIVATION
STAFF TURNOVER
ABSENCE RATES
RECRUITMENT COSTS
FIREFIGHTING
TRAINING COSTS
OUTSOURCING
IN
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PRODUCTIVITY
CUSTOMERS
REPUTATION
PROFIT
Module 1 – Motivation and Performance
DE
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FAILURE

3. For a moment: Consider an
under‐performing member of
staff and ask these questions:
On a scale of 1‐10, how skilled and knowledgeable are they?
On a scale of 1‐10, how motivated are they to do what is required?
Using the scores you gave, complete this equation to give a % score:
PERFORMANCE= SKILLS x MOTIVATION

4. 9/10 5/10
45%
WHY IS MOTIVATIONWHY IS MOTIVATION
IMPORTANT?IMPORTANT?
Performance Motivation Skills

5. Motivational Maps can make
a profound difference
Unlike personality and psychometric profiling
tools, which really establish ‘traits’ – fixed
characteristics of the person – Maps measure
energy, which is fluid and changing: what the
person really wants, and how much energy they
have at that moment in time when they do the
Map. In short, Maps make visible what is
normally invisible – namely, a person’s actual
desires. This has several profound advantages

6. Advantages of Motivational
MapsFirst, it enables us to establish whether the job and the motivators actually match each
other. i.e Recruitment consultant on a high salary. This is invariably a ‘high risk’ type of
recruitment investment. The person applying may have a great CV, excellent
qualifications, even an impressive track-record, but what if we find their motivators
indicate risk-aversion and a high desire for stability (one of the motivators)?
Second, Maps can reveal underlying internal conflicts within the person or potential
conflicts with the team members they are applying to join. For example, their number one
motivator is for power and control, but so is their boss’s!
Third, Maps are a relatively new and unknown tool – Recruiters have no idea what they
are revealing, and there are no books at the airport bookshops instructing you on how to
fake your psychometric test and get the ‘right’ answer. The Maps are 99.9% accurate and
practitioners of Maps are trained to spot ‘false’ results (which are extremely rare). Thus
the information provided tends to be highly accurate, highly relevant and highly useful

7. Motivational maps
Motivational Maps for Individual
Use this for:
•Coaching and managing staff
•Performance appraisals and rewarding individuals
•Recruitment and retention of staff
Benefits and Outcomes:
•Enhanced self-awareness, to increased motivation
and performance
•Improved engagement and productivity
•Better career and recruitment choices and selection

8. Motivational Maps
Motivational Maps team
Use this for:
•Change management programs
•Engagement and reward strategies
•Managing teams
Benefits and Outcomes:
•Better team work and greater productivity
•Superior leadership skills
•Better recruitment choices

9. Important!
• Motivational Maps are no substitute for the normal recruitment
and HR processes for selection. Its value occurs in the final
stages where, for a small investment, tens of thousands of pounds – or
more - can be saved in making the right choice.
• Motivational Maps help understand the real motivation of your existing staff.

10. Important!
• Motivational Maps are no substitute for the normal recruitment
and HR processes for selection. Its value occurs in the final
stages where, for a small investment, tens of thousands of pounds – or
more - can be saved in making the right choice.
• Motivational Maps help understand the real motivation of your existing staff.