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Advanced iWAM Interpretation: People vs. Thing Orientation PowerPoint Presentation
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Advanced iWAM Interpretation: People vs. Thing Orientation

Advanced iWAM Interpretation: People vs. Thing Orientation

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Advanced iWAM Interpretation: People vs. Thing Orientation

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  1. Advanced iWAM Interpretation:People vs. Thing Orientation iWAM Professional Development

  2. Advanced Interpretation • The key to the power of the iWAM is in the information it provides. • We constantly probe our experience with individuals, teams, and organizations to learn more about what the iWAM provides. • Through discovery, testing, and sharing we broaden not only our understanding, but also the extent to which the iWAM makes a difference in people’s lives and organizations’ performance. iWAM Professional Development

  3. People vs. Thing Orientation The classic Blake-Mouton Management Grid defined leadership behaviors based on a concern for people vs. a concern for production. The iWAM provides a way to get an indication of a similar distinction between a desire to focus on peopleversus wanting to focus on things. iWAM Interpretation Course - Module 3

  4. People vs. Thing Orientation Interest Filters provide an indication of what people want in their work. The People scale provides an indication of the extent to which the individual wants to work with people. Scores on the scales such as Tools, Systems, Information, Money, Time, and Activity are indicators of an interest in working with things. • People • Tools • Systems • Information • Money • Place • Time • Activity iWAM Interpretation Course - Module 3

  5. Good Thing or Bad Thing Often people ask: “Which is better—a desire to work with people or a focus on things—in your work?” The answer: “It depends.” It depends on: • What’s required in the role • What “lights your (motivational) fire” • What is characteristic of people who do the job well iWAM Interpretation Course - Module 3

  6. Counterintuitive Examples Here are examples of high performers in a role who score differently on an Interest Filter scale than we might predict: • A human resource executive who scores low on People • A chief information officer who scores low on Information • A chief financial officer who scores low on Money When we know what the Job Interest Filters represent and what the respective scales measure, the examples above make sense. iWAM Interpretation Course - Module 3

  7. 2510 South Brentwood Boulevard · Suite 211 St. Louis, Missouri 63144 U.S.A Telephone: +1 314 961 9676 Facsimile: +1 314 961 9678 www.iWAMinstitute.com iWAM Professional Development