The IWAM assessment is an online tool designed to measure an individual's motivational and attitudinal patterns, which are crucial for enhancing individual, team, and organizational performance. It has numerous applications, including recruitment, training, coaching, and team development, leading to significant improvements in areas such as employee engagement, turnover reduction, and organizational culture. The document presents various case studies demonstrating the assessment's effectiveness in driving performance and optimizing management practices.

1. “Mapping the New Landscape of Human Performance”
IWAM Assessment:
The Missing Piece in Individual, Team and
Organizational Performance
Denise Corcoran
The Empowered Business
The Company That Awakens Leadership & Organizational Potential

2. Key Topics
• Introduction
- What is the IWAM assessment?
- Why Motivation and Attitudinal Patterns Are the
Missing Link in Performance
- Applications & Benefits of the IWAM
• Case Studies & ROI
- Peak Performance & Sales Organization
- Reducing Turnover and 1300% ROI
- Replicating Great Performance in Call Center
- Identifying Next Level of High Potential Managers
- Reducing Low Performance and Turnover of Truckers
- Stronger Managerial Coaching Skills for Re-Engaging and
Re-Motivating Employee
- Transforming Great Individuals into Great Team
- Building Stronger Leadership Team & Communications
Mapping the New Landscape of Human Performance 2

3. What is the iWAM?
IWAM is an online assessment tool that uniquely measures Motivational and
Attitudinal Patterns (also known as “metaprograms”). No other assessment
provides that information. See the next slide for why such patterns are critical to
individual and organizational performance. In addition, ...
iWAM reports are available for individuals, paired comparisons, teams and
organizations. Model of Excellence tool for profiling/predicting top performance.
Provide highest level of accuracy into what motivates behavior and performance.
And the necessary language to motivate individuals/teams according to their
MAPs.
25-30 minutes completion time
Instant scoring and reporting output; multiple reports for price of one
Custom or country standard group comparison available for individual, team or
organizational results
The iWAM has the most extensive range of applications to improve individual,
team or organizational performance! Unique in the field of human assessment.
Mapping the New Landscape of Human Performance
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4. Motivation & Attitudinal Patterns:
The Missing Link in the Performance Equation
 Motivational and Attitudinal Patterns (MAPs) are unconscious filters that drive
thinking, decision making, and behaving. They sort and translate our perception and
experience of reality and create our model of the world.
- Emotions are a consequence and by product of our MAPs.
- MAPs are also known as our preferred thinking or cognitive style and
patterns of influence.
 Motivational and attitudinal patterns are not abilities. These patterns are not about
whether you can do something; they are about whether you want to do it.
 All behavior is motivated. You can behave in ways that are contradictory to your
motivational and attitudinal patterns, but it will take a lot more energy.
 MAPs are very powerful influences on personality, emotional intelligence,
competencies and the resulting behavior from all of these factors. MAPs are a
major force in predicting performance levels.
 MAPs are relatively “invisible” to the person and “off the radar screen.” They exist
at the deepest level within our unconscious. For this reason, most people lack
awareness of their impact on our behaviors and outcomes.
 MAPs are different from person-to-person. Such differences are a key factor in
conflicts. communication breakdowns and leadership/management challenges.
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5. The Ultimate Performance Model
What values, goals, and beliefs
constitute the criteria you use to
make decisions?
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Motivation & Attitudes x Values x Competence =
Outcomes
What pushes What do you know
your motivational and what are you
“hot buttons”? able to do well?
Mapping the New Landscape of Human Performance
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6. The Applications of iWAM
 Recruitment & Selection
 Training & Development
 Performance Management
 Team Development
 Conflict Resolution
 Coaching
 Leadership Development
 Succession Planning
 Organizational Culture Analysis
 Organizational Communication
 Marketing
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7. Benefits of iWAM
 Attract, retain and grow top talent
 Transform mediocre and underperforming employees with unique IWAM
Model of Excellence by getting such answers as:
‣ “What differentiates top performers from peers in our organization?”
‣ “How can we improve the overall performance in our organization?”
‣ “How can we do more effective recruiting and selection to get the right people on the bus?”
‣ “How, with our hiring practices, can we reduce turnover?”
‣ “How can we increase employee engagement and the tenure of high performers?”
 Eliminate conflicts quickly between individuals and across teams
 Motivate employees by knowing their key drivers of performance and satisfaction
 Reduce costly hiring mistakes and turnover
 Uncover and develop the patterns that ignite leadership success in your organization
 Build strong synergistic teams by identifying patterns that enhance team success and
those that impede it
 Increase organizational communication, effectiveness and culture building by
identifying company wide motivational and attitudinal patterns
 Increase speed, efficiency and reliability in hiring the right employees
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8. Sample Application of IWAM:
Evaluating Leadership Candidates
Major Criteria with Which to Evaluate Leadership Candidates
“Fit” with the Values, Motivational,
Competencies Experience
organization. Beliefs & Attitudinal,
& Abilities & Success
(Interview/ Goals and Thinking
(Interview) (Resume)
Dinner) (Interview) Patterns
Major Criteria on Which We Actually Evaluate Leadership Candidates
At present
10% 60% 25% 5% 0%
If we were going to get the best results
30% 10% 5% 15% 30%
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9. Case 1 – Peak Performance: A New Approach to
Driving a Sales Organization to the Next Level
Company created iWAM Models of Excellence to identify what
differentiates high performing salespeople from peers.
 Predictive power of Models 76%!
 Models helped screen applicants, saving time and money, improving
effectiveness of hiring
 iWAM helped create a strategy to develop existing sales force: Individual
feedback sessions and development plans based on iWAM
 Management learned how to use iWAM results for coaching, motivating, and
managing effectively – ‘One size does not fit all!’
 Significant improvement in the overall performance of the sales organization
Total cost of investment in iWAM by the company was less than
the cost of one hiring mistake!
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Mapping the New Landscape of Human Performance

10. Case 2 – Improving Hiring to Reduce Turnover
Organization used iWAM Model of Excellence to hire sales
personnel and redesign their recruiting using iWAM’s suggestions
for motivational language.
100 people used to respond to job ads. Redesigned campaign attracted
300 candidates!
Time needed to decide which candidates to invite for selection: reduced to
50%!
iWAM reduced staff turnover by more than 62%!
 Return on Investment after 1 year: 1300%!
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Mapping the New Landscape of Human Performance

11. Case 3 – Replicating Great Performance in a Call Center
Call Center created iWAM Model of Excellence to benchmark
what drives successful behavior in call center position. The
Model was used for:
 Identifying high-potential applicants to the Call Center
 Creating a training program that helped lower performers behave in ways as
top performers
 Helping managers understand differences in team and how to manage those
individual differences more effectively
Net result: 33% revenue increase within the first 6 months
after the intervention!
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Mapping the New Landscape of Human Performance

12. Case 4 – Identifying the Next
Generation of Managers
City Government used iWAM to identify high-potential
employees to enroll in a coaching and development
program to become the next generation of managers.
 Needed an inexpensive, objective, fast solution to narrow the field of
several hundred applicants
 Candidates were sent a link to online test, received feedback report,
and were compared to the Model of Excellence created to profile
desired future leaders
 Big success: Fast execution time – In only 6 weeks
the field was narrowed to the best 10%!
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Mapping the New Landscape of Human Performance

13. Case 5 – Better employees,
reduced turnover
Shipping company had problems with turnover and low
performance of truck drivers (accidents, late deliveries).
The company used the iWAM Model of Excellence to
dramatically change results.
 Model identified key motivational and attitudinal patterns of high-
performing drivers
 HR staff was trained to recognize high performing patterns when
interviewing new truck drivers
Number of accidents reduced by 50%, leading to lower
insurance costs, better employees, reduced turnover.
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Mapping the New Landscape of Human Performance

14. Case 6– Use of iWAM and Coaching for
Increased Performance and Re-Engagement
Tom, senior assistant to a Project manager, once motivated
and productive, now facing appraisal as unenthusiastic, low
morale, unable to be coached, and not capable of holding his
position with the company as senior assistant.
 Tom’s goal: to like the job again, become motivated
 iWAM consultant revealed problem: manager and assistant are motivated
by completely different factors (opposites!)
 Coaching helped understand differences and adjust communication,
leading to improved relationship.
" iWAM made it possible for manager to know how to motivate
Tom again. Tom said “his life had turned around.” His
enthusiasm and productivity at work is renewed.
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Mapping the New Landscape of Human Performance

15. Case 7 – Turning Great Individuals
into a Great Team
Talented leadership team in turmoil. Work well in dyads, but when
mixed, performance went down. They were unable to solve difficulties.
The President needed help to improve teamwork and performance.
 Every leader on the team filled out the iWAM and received individual feedback.
 Everyone agreed also to participate in a team session with an iWAM team profile.
 In team session, it was explained what scores in a pattern meant and how
differences might play out in the team. Results used for further team coaching.
Team called iWAM most useful teambuilding tool, as well as
personal development process.
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Mapping the New Landscape of Human Performance

16. Case 8 – iWAM + Coaching
Yield a Better Leadership Team
Global company’s senior manager having trouble communicating and
managing relationships with and between some of the leadership team
members.
 iWAM administered to all team members. Individual feedback sessions
held with key team members
 iWAM Paired Comparison used to develop data for dialogue and best
communication practices between members
 Senior manager and direct report used paired comparison results to
understand similarities and differences, sources of synergy and dysfunction
with and between team members.
Leaders discovered information most useful that was ‘off the radar’.
“The iWAM has become a central tool and approach to executive and
leadership development as well as in the development of effective
leadership teams. I wish there had been such an instrument available 20
years ago.”
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Mapping the New Landscape of Human Performance

17. The Empowered Business
For more information about how the IWAM assessment
can help increase individual or company performance, contact:
Denise Corcoran
112 Anita Road – Suite D
Burlingame, CA 94010
Telephone: 1-650-348-1842
Email: denise@empoweredbusiness.com
For more information about IWAM assessments:
IWAM Institute: www.IWAMinstitute.com
jobEQ: www.jobEQ.com
"Mapping the New Landscape of Human Performance"
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