Frequently Asked Questions (FAQ)
The biggest headache for managers is nearly always their people. People aren’t robots and their needs and moods change. Understanding these needs and changing moods has been a problem for managers forever, and significantly more so in the fast-changing environment we work in today.
If you want high-performing motivated teams, best-selling author Gary Vaynerchuk recommends taking each employee out for a meal and spending 1.5 hours discussing what they need from their
work. Whilst laudable, this approach is flawed because it relies on each individual consciously being aware of their emotional needs, how to satisfy them and, crucially, being comfortable saying that to
Motivational Maps, on the other hand, takes a very different approach. Users feel far more comfortable completing a 15-minute questionnaire and seeing the results for themselves. Informed with this information, they are well equipped for an engaging open discussion about what they want from their work, what’s working well and what’s not. The profile also provides insights into team dynamics and career preferences – and for not much more than Gary V’s recommended meal.
Doesn't this information on employees' needs already exist?
Motivational Maps are NOT personality profiles. They won’t reveal someone’s preferred style and whether they’re more people or task focused. They WILL reveal what’s important to them, why they behave as they do, why they make certain choices and exactly what’s required to increase their motivation and engagement to make their work massively fulfilling.
They are, however, compatible with Jungian personality profiles such as Insights and DISC. They often provide insights into why someone is ‘Blue’ or ‘Yellow’, enabling us to have greater empathy of their actual needs rather than simply satisfying their colour preference.
Is it a personality profile?
That depends upon you, the Practitioner. Practitioners who want to make a difference to business performance will discuss performance as well as motivation. This is not a one-way ‘you said – we did’ conversation; it’s a grown-up conversation about what the organisations needs from an individual, what they need from the organisation and how you can work together to make that happen.
Therefore, it transforms the role of HR Professionals from reactive fixers to strategic influencers and coaches. Of course, there are skills involved in influencing and coaching and Motivational Maps will
give you the data, insights and confidence to develop them.
Is it all about increasing motivation - or performance too?