Operational Factors:(16 scales)
- Where are they on the scale between initiation and action versus reflection and patience?
- Do they prefer to work towards outcomes or are they more focused on problem solving and risk mitigation?
- Do they like to decide for themselves or are they more likely to canvass input from others first?
- Are they more procedural in their work style or do they like to generate alternatives and consider options?
- How large or small is the scope of information that they prefer to focus on – the overview or the specifics?
- Do they primarily focus on the content of the message when communicating or the non-verbals?
- Are they more productive when working with and around other people or when they work alone?
- Do they want sole responsibility for the work they do or do they wish to share that responsibility?
Adaptation to Change:(3 scales)
- Do they prefer to be involved with change via steady and continuous improvement over a period of time?
- Do they like things to remain stable for long periods of time with little or no change?
- Do they thrive in ever-changing environments and are always looking for new challenges?
Motivational Criteria:(3 scales)
- Are they primarily motivated to take control and have the power to make a difference?
- Are they primarily motivated to belong and work within a harmonious environment?
- Are they primarily motivated to achieve and excel in the work that they do?
Task/Project Approach:(3 scales)
- What is the order in which they approach a major task or project? Do they focus on analysing or understanding what is required? Do they prefer to organise resources and set up structures? … or… Do they want to make an immediate start on the implementation?
Temporal Processing:(3 scales)
- How do they relate to time? Past experience… Present pragmatism… or … Future orientation?
Rules Structure:(4 scales)
- How do they deal with the unwritten rules or social contracts in the workplace?… Do they feel the need to speak up when they see rules being broken or ignored?… Are they indifferent to the need for rules, especially unwritten ones?… Are they just happy to be a good role model and lead by example?… or… Are they more ready to accept the concept of ‘each to their own’?
Convincer Patterns – Input Representation: (4 scales)
- How do they take in information to be convinced? What is their primary mode of sensory input for understanding?… Is it through seeing for themselves… hearing for themselves… reading for themselves… or… through doing and feeling for themselves?
Convincer Patterns – Interpretation Process: (4 scales)
- How do they prefer to interpret or process the data they receive?… Is it through a number of examples… Is it automatic or intuitive… Is it through constant checking…or… Is it over a period of time?
Interest Filters in the Workplace: (8 scales)
- Which aspects of work do they attend to as part of their interest and engagement?………..
People/Tools/Systems/Information/Money/Place or Position/Deadlines and Schedules/Activity…?
As you can imagine, the unique combination of the above 48 patterns and how they cluster together gives enormous insight into the ‘motivational’ make-up of each individual within their specific work context and role.