Motivational Maps® Accreditation 101: Everything You Need to Know About This Powerful Employee Engagement Tool
- Kyle Brade-Waring
- Mar 7
- 29 min read
Updated: Apr 2
Introduction: An Advanced Employee Engagement Tool for Coaches and HR Professionals
Motivation is the invisible force that drives performance, engagement, and retention in the workplace. Yet studies show the UK workforce is struggling: only about 60% of UK employees say they feel motivated to go above and beyond in their roles – the lowest level of any region globally. In fact, nearly 90% of UK employees are considered disengaged from their jobs. This disengagement isn’t just a morale issue; it has real business costs in productivity and turnover. Conversely, highly engaged teams can boost productivity by over 20%, and businesses with engaged employees are 21% more profitable on average. The message is clear – unlocking motivation is key to unlocking performance.
For HR professionals, coaches, and trainers, understanding what makes people tick has never been more critical. This is where Motivational Maps® come in. Motivational Maps provide a data-driven tool to measure and improve motivation, turning an abstract concept into actionable insight. Motivated Performance – a global leader in Motivational Maps® Accreditation led by Susannah Brade-Waring – has nearly two decades of experience helping organisations and coaches harness this tool. Susannah, one of only a handful of Senior Motivational Maps Practitioners worldwide, puts it this way: “Motivational Maps is a powerful tool that I use to boost engagement, performance, and well-being, aligning personal motivators with business success.” Under her guidance, Motivated Performance has already accredited over 180 practitioners globally, equipping leaders, HR teams, and independent coaches to unlock hidden potential and drive success through motivation.
In this article, we’ll explore everything you need to know about Motivational Maps® Accreditation – from the psychology behind it, to the accreditation process, to the real-world results it delivers. Whether you’re a coach/trainer looking to elevate your practice or an HR professional aiming to build a thriving team, read on to learn how becoming a Motivational Maps practitioner can transform your impact. (And if you’re ready to dive in, be sure to visit our dedicated pages for Coaches & Trainers or HR Professionals to get started.)
Understanding Motivation and the Role of Motivational Maps®
Why is motivation so important? Decades of research in psychology and management science, and simple common-sense, have shown that motivated employees are more productive, more creative, and more persistent. Classic motivation theories – from Maslow’s Hierarchy of Needs to Herzberg’s Two-Factor Theory to Deci & Ryan’s Self-Determination Theory – all highlight that people have different needs and drivers. Some crave basic security and belonging, others seek recognition, growth, or a sense of purpose. When these needs are fulfilled, performance soars; when they’re unmet, engagement suffers. As Herzberg noted, factors like achievement and recognition deeply influence job satisfaction, while Deci & Ryan demonstrated that intrinsic motivators (like autonomy or mastery) can fuel sustained effort more than extrinsic rewards.
However, measuring motivation and acting on it has traditionally been a challenge. Many organisations have relied on personality assessments or broad employee surveys to infer what motivates people. But a personality test isn’t the same as a motivation diagnostic. Personality profiles (think Myers-Briggs or DiSC) reveal how people tend to behave or communicate; they’re relatively static traits. Motivation, on the other hand, is about why people do what they do – the internal desires or values that can change over time or with context. Motivational Maps® were developed to fill this gap. They focus squarely on mapping what drives an individual (or a team) at work, rather than describing personality. In fact, “A Motivational Map isn’t your typical personality test. It’s a self-perception inventory that reveals your core motivators – what really makes you tick.”
By using Motivational Maps in tandem with established motivation theory, coaches and HR leaders can bridge the knowing-doing gap: they get concrete data on motivation that they can turn into tailored strategies for improvement.
The benefit of a data-driven motivation tool is that it provides an objective starting point for conversations that are often subjective. Instead of guessing what might inspire a team member, a coach or manager can use a Motivational Map report to pinpoint it. One director described Motivational Maps as “phenomenal – an unobtrusive process that allowed individuals to see exactly what their drivers are while giving the employer the opportunity to do a motivational audit without difficult conversations upfront.”
Equipped with this kind of insight, organisations can take targeted action: for example, adjusting roles, rewards, or development plans to better align with what truly motivates their people. In short, understanding motivation through a tool like Motivational Maps enables evidence-based interventions that boost engagement – and we’ve already seen how engagement translates to bottom-line results.
What is a Motivational Map®?
A Motivational Map® is a proprietary online assessment (ISO-accredited) that identifies an individual’s key motivators at work. In practical terms, it’s a 10-15 minute questionnaire – a self-perception inventory – that generates a comprehensive report about what drives that person. Unlike a personality profile which might label you as, say, an “introvert” or a “D/I type,” the Motivational Map digs into values and motivations. It reveals “what really makes you or your team tick”, and it does so in a nuanced way by measuring nine core motivators common to most people. These nine motivators fall into three broad clusters (related to self, relationships, and achievement), and each individual has a unique ranking of these motivators from most to least important:
Defender – driven by security, stability, and predictability (a need for safety and order).
Friend – driven by belonging, friendship, and fulfilling relationships (a need for camaraderie and teamwork).
Star – driven by recognition, respect, and social esteem (a need to feel admired and valued).
Director – motivated by power, influence, and responsibility for people (a desire to lead and have authority).
Builder – motivated by money, material success, and reward (a desire for a tangible sense of achievement and reward).
Expert – driven by knowledge, expertise, and mastery (a need to learn and be seen as a specialist).
Creator – driven by innovation, creativity, and originality (a need to create and experiment with new ideas).
Spirit – motivated by freedom, autonomy, and independence (a desire for self-determination and flexibility).
Searcher – driven by meaning, purpose, and making a difference (a need to have significance and alignment with personal values).
Each motivator corresponds to a set of needs – for example, a high Defender values job security and clear processes, whereas a high Spirit craves autonomy and dislikes micromanagement. The Motivational Map report not only shows the order and intensity of a person’s top motivators, but also provides an overall motivation score (indicating how fulfilled their motivators are at present) and personalised strategies to increase motivation. For instance, if an employee’s Map shows that “Builder” (money/reward) is a top motivator currently not met, the report might suggest ways to link their performance to bonuses or set tangible goals. If “Searcher” (purpose) is low, it might advise giving that person opportunities to get involved in mission-driven projects to satisfy their quest for meaning.
How are these staff motivation insights used in practice?
For coaches and trainers, Motivational Maps offer a shortcut to deeper understanding of clients. Imagine a leadership coach working with a manager who feels stuck in their role. A Motivational Map might reveal that the client’s top motivator is Creator (innovation), but their job is routine and procedural – explaining their frustration. With this insight, the coach can focus the conversation on how the client can incorporate more creativity into their work or seek projects that fulfill that need. It accelerates rapport and gets to the heart of issues faster. By focusing on what truly drives your clients, you’ll help them achieve lasting results – and stand out as a coach who really delivers. Coaches often integrate the Map results into goal-setting, ensuring that the client’s objectives align with their motivators, thereby increasing the client’s commitment and energy toward those goals.
For HR professionals, the tool can operate at both individual and team levels. Each employee’s Map can inform one-to-one development discussions – for example, a line manager might use the Map report during an appraisal to discuss how to better meet that employee’s top three motivators. On a team or departmental level, Motivational Maps can be aggregated to produce a Team Motivational Map, identifying collective strengths and potential motivational gaps. For example, an HR team might discover that an entire department scores low satisfaction on the Friend motivator (indicating a lack of camaraderie or teamwork opportunities), which could explain some siloed behavior. In response, HR could organise team-building activities or mentorship pairings to foster more relationship-building. Meanwhile, another team might have Star and Builder as dominant motivators – HR can advise their leaders to implement more recognition programs and clearly link performance to rewards for that team. By focusing on what truly drives your people, and where the gaps are, you’ll foster a more motivated workforce, boost retention, and create a thriving culture. In short, Motivational Maps turn motivation from a vague notion into a practical roadmap for engagement.
It’s not just theory – users of Motivational Maps report eye-opening results. Clients often remark how accurate and actionable their Map feedback is. As one manager put it, “I feel that using the Motivational Map as part of [my training] has propelled my development.” Another leader noted that after seeing his team’s Maps, conversations around performance became easier, because talking about motivation is a lot easier than talking about one’s performance – the Maps provided a neutral language to address issues that were previously hard to discuss. This kind of impact illustrates why more and more coaches and HR professionals are turning to Motivational Maps as a staple tool for personal and team development.
The Motivational Maps® Accreditation Process
So, how do you become an accredited Motivational Maps practitioner? The accreditation process is designed to be thorough yet efficient, blending self-paced learning with hands-on practice. Here’s a step-by-step breakdown:
1. Preparation – Learn and Experience Motivational Maps®:
Before any formal training day, you will go through some preparatory steps to lay the groundwork:
Complete Your Own Motivational Map: You will take the online assessment yourself and receive your personal 16-page report. This first-hand experience is crucial – you get to put yourself in the shoes of a coachee or employee and see how the process works.
1-to-1 Debrief and Feedback: After completing your Map, you’ll have a one-on-one feedback session with Susannah Brade-Waring. In this private debrief, she will explain your results in depth, model how to give effective feedback, and answer your initial questions. This step not only boosts your self-awareness, but also demonstrates the coaching style you’ll be learning to deliver.
Online Learning Modules: Next, you’ll be given access to online training materials to study at your own pace. These e-learning modules cover the core concepts you need to know: the theory behind Motivational Maps, details of each of the 9 motivators, how to interpret a Map report, and foundational coaching techniques for discussing motivation. You might read case studies, watch explainer videos, and complete short quizzes to reinforce your understanding. (This pre-work ensures everyone comes to the live training with a common baseline of knowledge.)
2. Training Day – Interactive Workshop:
The centerpiece of the accreditation is typically a one-day intensive training (conducted usually via a live online workshop). This day is highly interactive and practical. You will join a small group of fellow trainees (often coaches, HR managers, L&D professionals, etc.), led by Susannah Brade-Waring. During the training day, you will:
Deep Dive into Motivation: Explore advanced motivation concepts and discuss how the Motivational Maps methodology applies in real-world scenarios. This often includes sharing experiences, exploring the motivators in different contexts (e.g., how does a “Director” motivator manifest for an executive vs. a junior employee?), and clarifying any questions from the e-learning.
Work Through Case Studies: The trainer will present case studies of individuals or teams, and the group will review their Map profiles. Together, you’ll practice analysing the results – spotting potential issues (e.g., a team with low Searcher satisfaction might lack a sense of purpose) – and brainstorm interventions. This group exercise builds confidence in reading Maps and deciding on next steps.
Practice Coaching and Feedback: A significant portion of the day is spent practicing how to deliver a Motivational Map debrief and coaching conversation. Trainees might pair up to role-play – one as the client/employee and one as the coach – using real or sample Map reports. This hands-on practice is invaluable. You get to apply questioning techniques, handle sensitive discussions (like when a motivator is unfulfilled), and learn to guide someone toward their own solutions using the Map insights. The facilitator provides feedback and tips, honing your ability to turn data into a meaningful dialogue.
Confirmation of Learning and Certification: After your training, you will have a Confirmation of Learning session with Susannah where you independently analyse a Motivational Map and present your findings. Don’t worry – it’s meant to be supportive, not high-pressure. Once you’ve demonstrated your understanding, you’ll be confirmed as an Accredited Motivational Maps Practitioner. Congratulations – you are now certified to use the tool with others!
3. Ongoing Support & Membership – Continued Growth:
Accreditation isn’t the end of the journey; it’s the beginning of your practice. Motivated Performance provides extensive post-training support to ensure you succeed in applying Motivational Maps:
Practitioner Back-Office Setup: After certification, you’ll receive credentials for the Motivational Maps online platform (your personal back-office). This is where you can administer the assessments – sending out Map questionnaires, receiving the reports, and managing client/team data. You’ll get a tutorial on how to use this system effectively. It’s user-friendly, but the setup support ensures you hit the ground running.
Team Mapping and Advanced Tools: If you plan to map teams or whole organisations, additional guidance is available. The team will train you on how to generate Team Maps (combining individual results) and how to facilitate team workshops using those insights. This is slightly different from one-to-one coaching, so they ensure you’re comfortable with reading group data and handling group feedback sessions.
Join The Motivation Academy: Upon accrediting, you are invited to join The Motivation Academy, an exclusive community and resource hub for Motivational Map practitioners. Here you have 24/7 access to up-to-date training materials, research, case studies, and motivational coaching tools. The Academy often hosts webinars, refresher courses, and discussion forums where you can learn from other practitioners’ experiences. It’s essentially continuing professional development, included as part of your membership.
Ongoing Coaching and Business Support: Motivated Performance prides itself on the aftercare for their practitioners. You can reach out to the team (including Susannah and support staff) for advice on tricky cases or for help tailoring Motivational Maps to your specific context (be it executive coaching, schools, non-profits, etc.). They also keep you updated on any new developments in the Maps system – for example, if new report features are added or if new research on motivation emerges, you’ll hear about it through newsletters or the community. In essence, you’re never left to struggle after training; you become part of a global network of experts in motivation.
At a Glance:
Key Benefits of Motivational Maps® Accreditation - Credibility & Certification:
Become a certified Motivational Maps® Licensed Practitioner, recognised globally as a specialist in motivation mapping.
Hands-On Skillset: Gain practical experience in analysing motivational profiles and delivering impactful feedback/coaching sessions.
Comprehensive Toolkit: Access the online platform to administer Maps, plus a wealth of resources (guides, exercises, case studies) via the Motivation Academy.
5 Free Maps to Start: Your accreditation package typically includes a set of free Map credits to use with your first clients or employees – jump-starting your ROI.
Continuous Support: Enjoy ongoing mentorship and community support, including updates, group forums, and one-on-one help when needed.
Business Growth Opportunities: Differentiate your coaching or HR services by offering a data-driven motivation solution – stand out in the market with a tool that delivers tangible results.
With the accreditation process completed, you’ll have both the knowledge and the license to use Motivational Maps in your work. The next sections discuss what this means for your professional practice and the tangible benefits you can expect.
The Benefits of Motivational Maps® Accreditation for Coaches, Trainers, and HR Professionals
Becoming accredited in Motivational Maps® can be a game-changer for both independent coaches/trainers and in-house HR or L&D professionals. Here we break down the specific advantages for each group:
For Coaches & Trainers:
If you run a coaching business or deliver training/facilitation, adding Motivational Maps to your toolkit helps you and your clients in several ways:
Stand Out in the Market: In a crowded coaching market, offering a robust, data-backed tool sets you apart. You can advertise that your coaching includes a motivation assessment with a 16-page personalised report – a tangible deliverable that many competitors won’t have. It signals that your services are evidence-based and results-oriented. Stand out by offering a tool that delivers tangible results for your clients.
Faster, Deeper Client Insights: Instead of spending multiple sessions just to uncover what drives a client, you can get a head start. The Map report gives a quick and accurate snapshot of the client’s motivators and current engagement level. You’ll quickly build rapport and uncover client needs, allowing you to craft tailored, actionable coaching plans right from the outset. This means your coaching sessions can dive deeper into strategy and solutions sooner, making you more efficient.
Enhanced Coaching Impact: With motivational data in hand, you can align your coaching interventions exactly to what the client needs. For example, if you know a client’s top motivator is Expert (drive for mastery), you might focus on helping them find training opportunities or niche projects to keep them engaged. If another client’s motivator is Star (recognition), you might work on their personal branding and ways to get their work noticed. This customisation leads to better outcomes – clients feel understood and see progress in the areas that matter most to them.
Broader Service Offering: Motivational Maps accreditation doesn’t just certify you to use the tool with individuals; you can also work with teams and organisations. This means you can expand your services – for instance, offering team motivation workshops, leadership development programs centered on motivators, or even consulting with companies on culture using Maps data. It opens up new revenue streams (like selling and debriefing Map assessments as a product) and adds value to your existing programs (e.g. incorporate a Map into every 1:1 coaching package).
Continuous Development for You: By joining the practitioner network, you’ll keep learning and stay ahead in the coaching field. You’ll refine skills not just in motivation theory but also in communication and psychology. Many coaches report that learning to work with Motivational Maps also improved their own self-awareness and leadership skills – after all, you’ve seen your own motivators and perhaps adjusted how you approach your work too. This personal growth inevitably translates into better coaching presence and empathy.
For HR Professionals & Team Leaders:
If you work inside an organisation (HR, talent development, organisational development, or as a team manager), Motivational Maps provide a strategic advantage in managing and developing your people:
Data-Driven HR Strategy: HR decisions are more effective when backed by data. Motivational Maps give you a new data set to work with – motivation and engagement levels of individuals and teams. You can identify trends and gaps across the company. For example, if a division shows consistently low motivation scores, you can investigate and address systemic issues. If Achievement-oriented motivators (like Builder or Star) dominate your high performers, you might craft reward and recognition programs to amplify that. Using this data, you can align individuals with the right roles and target specific interventions, leading to measurable performance gains. In short, it brings a level of precision to initiatives like engagement improvement, talent placement, and succession planning.
Boost Employee Engagement and Retention: One of HR’s big challenges is keeping employees engaged and reducing turnover. Motivational Maps directly tackle this by revealing what engagement means to each person. With Maps, managers can have more meaningful one-on-one meetings – discussing what changes or support would increase an employee’s motivation. When employees feel heard and see action taken on their motivators, they naturally become more engaged and loyal. Over time, this can significantly improve retention. (Imagine being able to say, “we’ve crafted your development plan to include more creative projects because we know innovation is what really drives you” – that’s powerful for morale.) Organisations that have implemented Motivational Maps have seen tangible benefits; for example, one company’s overall staff motivation score rose by 11%, with a noticeable boost in engagement after using Maps to inform their management approach. Motivated teams are less likely to leave – they find purpose and satisfaction in their current workplace.
Enhanced Team Dynamics and Communication: Ever wonder why two high-performing employees just can’t seem to work well together? Often it’s because they are motivated by very different things, leading to misunderstandings. By sharing and discussing team Maps, colleagues gain insight into each other’s drives. A team might discover, for instance, that one person highly values Spirit (freedom) while another prioritises Defender (security) – they can then understand each other’s work preferences and avoid conflict (like the first needing flexibility vs. the second needing clear plans). As an HR professional facilitating such sessions, you help teams appreciate diversity in motivators. This fosters empathy, improves communication, and strengthens teamwork. Team leaders can adapt their management style knowing what pushes the buttons of each team member. Overall, workplace culture becomes more positive and supportive when everyone’s motivational “language” is understood.
Better Performance Management: Traditional performance management focuses on outcomes and competencies; adding motivation provides a missing piece. With Motivational Maps, underperformance can be addressed more constructively. Instead of labeling someone as a poor performer, a manager can discuss whether perhaps some key motivator is low for that person (maybe they don’t feel appreciated, or they lack growth opportunities). This shifts the conversation to how do we fix the environment or role to relight your fire? – often a far more effective approach. In one case, a company found that discussing motivation made performance conversations much easier and more productive, leading to swift resolution of issues that had lingered before. Essentially, it equips managers to be coaches, not just taskmasters.
Alignment with Company Goals: HR can also use Motivational Maps in aggregate to ensure that the company’s direction and its people’s motivations are aligned. For example, if the organisation is pushing a new vision that requires innovation and risk-taking, but many employees have high Defender motivation (preference for stability), you’ll know proactive communication and support are needed to help people through the change. Or if you’re building a salesforce and notice many have high Builder (money drive) and Star (recognition), you can design the compensation plan and award programs to really speak to those drives. This alignment of what the company needs and what the people need creates a powerful synergy. People will feel more “in the right place,” and the company achieves its goals with less resistance. As Motivated Performance’s motto suggests, it helps create “happy, high-performing teams that want to go to work” – employees who are internally motivated to contribute to the company’s success.
In summary, whether you are guiding an individual through a career crossroads or shaping the culture of an entire organisation, Motivational Maps® Accreditation arms you with a versatile and impactful tool. Coaches elevate their practice with quicker insights and better results for clients. HR professionals gain a strategic asset to drive engagement and performance. In both cases, the accreditation can amplify your effectiveness and credibility in your role.
The Real-World Impact of Motivational Maps® – Case Studies and Testimonials
Nothing speaks louder than real-world results. Motivational Maps® have been implemented in a wide variety of settings – from small coaching businesses to large corporations and public organisations – with impressive outcomes. Here are a few examples and testimonials that highlight the impact of using Motivational Maps:
Boosting Engagement in a Global Organisation: A multi-national company with offices across Europe and Africa introduced Motivational Maps to improve flagging engagement. The results were telling. “In a word, phenomenal,” said one regional director about the process, noting it allowed employees to see exactly what drives them and enabled management to conduct a sort of “motivational audit” without needing difficult conversations at the start. After the mapping and follow-up coaching sessions, individuals began taking ownership of their own motivation and performance. The organisation saw its overall motivation scores increase by 11%, with staff engagement visibly improving as a result. Managers reported that previously tough performance conversations became easier because the Maps provided a neutral framework for discussion – it wasn’t personal criticism, but a joint problem-solving based on motivation data. This case exemplifies how aligning work with people’s motivators can transform a company’s culture and outcomes in a measurable way.
Empowering Leaders and Reducing Stress: At Loadpoint Bearings Ltd, a UK engineering firm, senior practitioner Susannah Brade-Waring used Motivational Maps as part of a management development program. Two long-serving employees had been promoted to managers and were undergoing coaching to boost their confidence and skills. By mapping their motivators, Susannah tailored the training to each individual. The impact on both was profound – their confidence and effectiveness increased, and cross-department communication improved significantly. One of the managers, Jason, reflected on the experience: “Susannah has been training me at my workplace for the past six months... As a result of her training I could exploit my motivators to work more efficiently. My confidence in my ability... has increased my throughput whilst reducing my stress levels, not only in the workplace but through life!”. Another colleague noted that using the Maps “propelled my development” in the new role. These testimonials show how even at an individual level, understanding one’s motivators can lead to better time management, less stress, and higher productivity. It’s not just about the organisation’s gain – it’s about personal growth and well-being too.
Aligning Work with Purpose at Ordnance Survey: The UK’s national mapping agency, Ordnance Survey, applied Motivational Maps to connect their employees’ motivations with the organisation’s mission. Leaders discovered that by acknowledging and tapping into motivators, they could link individual passions to strategic objectives. According to the case study, “The maps can now provide a link to strategic planning with individual motivations so that the work plan can be achieved in a positive manner, but also be engaging and satisfying for the team members.”. In practice, this meant project assignments and team compositions were adjusted so that, for instance, those with high Searcher motivators (seeking meaning) were involved in innovation projects related to public benefit, and those with Expert motivators (seeking mastery) were given complex technical challenges to solve. The outcome was a more energised workforce and successful delivery of projects, achieved by aligning what the organisation needed with what its people needed – truly a win-win.
Success in a Renowned Retail Company: Even large, well-established companies have leveraged Motivational Maps. The John Lewis Partnership, famed for its employee-centric culture, worked with Susannah Brade-Waring to implement Motivational Maps within their management teams. By mapping motivators in a retail context, John Lewis was able to fine-tune how they motivated their staff on the shop floor and in corporate roles. While specific details of that case are proprietary, the inclusion of Motivational Maps in such a respected organisation’s toolkit speaks volumes. It underscores that even companies already good at engagement see value in the unique insights Maps provide. As one senior leader reported, “by understanding my motivators and setting clear expectations, I am far more effective in delivering both personal and business objectives” – helping them see the why behind employees’ actions and leveraging it to maintain their high standards of customer service through motivated employees.
These examples are just a sampling. Across different industries – finance, law, education, non-profit, government – Motivational Maps have been used to increase engagement, improve team dynamics, and drive performance. Common themes emerge from these success stories: clearer communication, more tailored leadership, employees feeling valued for who they are, and upticks in metrics like productivity and retention. As a coach or HR professional considering accreditation, you can take confidence from these stories. Not only will you gain a valuable skill and tool, but you’ll be joining a community of practitioners who are making a real difference. Several past participants have spoken to the credibility that being a “Motivational Maps Licensed Practitioner” has given them, helping them win clients or influence stakeholders by showing they have a proven method behind their people development approach.
Finally, it’s worth noting the enthusiasm and passion that often comes from those trained in Motivational Maps. Motivation is contagious – when you learn how to unlock it, you become more motivated yourself. As Susannah often remarks, “we’re in the business of helping people thrive.” Seeing a formerly disengaged employee light up with renewed purpose, or a coachee hit their stride after aligning their career with their motivators, is deeply rewarding. Those are the kind of success stories you could soon be creating and telling as a Motivational Maps practitioner.
Motivational Maps® Accreditation: Annual Licensing, Costs, and Next Steps
One of the common questions about becoming a Motivational Maps® practitioner is how the licensing works and what ongoing costs and commitments are required. Here’s a transparent look at what to expect and why it’s well worth the investment:
Accreditation Fee and Inclusions
To undergo the accreditation training, you’ll pay a one-time accreditation fee (this covers the preparation, training day, and initial support – the exact price can be obtained from our official page as it may vary or there may be occasional discounts or group rates). Importantly, this fee includes a starter pack of free Motivational Map usages (typically 5), which means right after you get certified, you have five Map assessments you can deploy without extra charge. Many practitioners use these immediately for either practice with colleagues or first client engagements – it helps you start delivering value (and seeing ROI) as soon as you’re accredited.
Annual Licensing Fee (£130/year)
Once accredited, to continue using the Motivational Maps tool and brand, practitioners pay an annual licensing fee of approximately £130 per year. This fee maintains your status as a licensed practitioner in the global Motivational Maps community. What do you get for £130/year? Quite a lot: it provides ongoing access to the online Map platform, continued membership in the Motivation Academy (resources, webinars, updates), and official rights to purchase and use Motivational Map questionnaires and reports with your clients or employees. Essentially, it’s like a maintenance fee that keeps your toolbox sharp and up-to-date. You’ll also receive any updated materials or report enhancements that are developed, at no extra cost. We strive to keep this fee very reasonable – at roughly the cost of a small cup of coffee each week, it ensures you have an ever-fresh, professional toolset at your fingertips.
Buying Map Credits
Aside from the annual license, the other ongoing cost is purchasing the Map assessments themselves (after you’ve used any free credits included with training). Motivational Maps are typically sold on a per-use credit basis. As a practitioner, you’ll have access to buy these at practitioner rates. Some organisations choose a pay-as-you-go model (buy assessments as needed), while high-volume users might opt for packages or a monthly retainer if offered. You can also explore a Business Practitioner Accreditation, giving you a large quantity of Motivational Maps and enabling you to train other Motivational Map Practitioners. The cost per Map is often set such that you can resell or use it with strong margin – for example, a coach might bundle a Motivational Map into a coaching package and essentially recoup the cost via their coaching fee. For internal HR use, the cost is usually far lower than what you’d spend on many other assessments or employee engagement initiatives, especially considering the depth of insight each Map provides. When planning your budget, you’ll want to account for how many assessments you anticipate using per year. But rest assured, the pricing is designed to be scalable and affordable (the tool’s founders want it to be widely used to improve workplaces, so they keep it competitive).
Return on Investment (ROI) of a Motivational Maps® Accreditation
Let’s talk ROI. Both coaches and organisations often find that Motivational Maps pay for themselves quickly:
Coaches/Trainers: By adding a new service, you can attract new clients or upsell to existing ones. For instance, you might charge a client a few hundred pounds for a coaching package that includes a Motivational Map assessment and debrief. With your first few clients post-accreditation, you’ve likely earned back more than the annual license fee. Moreover, the differentiation and client success you achieve can lead to referrals and repeat business, further increasing your revenue. Think of the accreditation cost as investing in a credential that will raise your professional profile (much like getting a respected certification) and give you a unique selling point.
HR/Organisations: For companies, the ROI can be measured in improved metrics – lower turnover, higher productivity, better morale. Even a modest reduction in employee turnover can save thousands in recruitment and training costs. If Motivational Maps help you retain just one valuable employee who might have left due to feeling unmotivated, the avoided cost and disruption is huge. Likewise, a bump in team performance or sales due to higher motivation goes straight to the bottom line. When presenting the case to upper management, you can cite that engaged employees can drive significantly better results (as noted, engaged businesses are 21% more profitable on average) – linking that back to what a Motivational Maps program can do in your context. For roughly £130 a year plus the cost of individual maps, you’re getting a turnkey system to continuously monitor and boost the motivation of your workforce. That is a small price compared to, say, hiring external consultants for engagement (which often costs tens of thousands), or the lost productivity of disengaged staff which can silently cost even more.
In addition to direct financial ROI, consider the less tangible benefits: being an accredited practitioner positions you (the coach or HR professional) as a forward-thinking leader in your field. It demonstrates your commitment to professional development and the well-being of those you work with. Coaches often report that accreditation gave them confidence to tackle more complex client challenges. HR professionals say it increased their credibility within the business when they could bring data and a clear plan to discussions about culture and engagement.
Next Steps
If you’re excited about the possibilities (and we hope you are!), here’s what comes next: typically, you would sign up for an upcoming Motivational Maps Accreditation training by contacting the Motivated Performance team. Our landing pages for coaches/trainers and HR Professionals have more details. You will need to schedule a call with us to discuss your goals and ensure the program is a good fit (we’re quite confident it is!). Once you’re registered, we’ll send your prep materials and schedule your personal Motivational Map assessment to begin the accreditation journey.
Many practitioners also like to identify a pilot opportunity for using Maps as they go into the training. For example, if you’re a coach, think about which current client (or prospective client) you’d like to trial a Motivational Map with. If you’re in HR, perhaps plan a small pilot with your immediate team or a friendly department. Having this in mind can make the training even more concrete – you can bring it up during the workshop and get advice on your specific scenario. By the time you finish accreditation, you’ll be raring to apply your new skills, and having that first project lined up means you can hit the ground running.
In summary, the costs of accreditation and licensing are modest and transparent, with plenty of support and value built-in. The next steps are straightforward – reach out, get registered, and prepare to join a motivated community of practitioners. The sooner you get accredited, the sooner you can start witnessing the motivation boost in those you work with (and yourself!).
FAQs
We know you might have a few additional questions. Here are answers to some common queries prospective practitioners ask:
Q: How does Motivational Maps® really differ from other assessments like MBTI, DISC, or StrengthsFinder?
A: The key difference is what is being measured. Personality assessments (MBTI, DISC) profile behaviors or preferences that are relatively stable – they tell you about communication style, thinking style, etc. Motivational Maps zeroes in on what motivates an individual – their current drivers and needs in the workplace. It’s less about who you are and more about what you want or what will light your fire. Another distinction is that motivation is fluid; it can change with life circumstances or organisational culture, so Motivational Maps provides a current snapshot that can evolve, whereas personality is generally static. Additionally, many traditional assessments don’t provide direct strategies for action – Motivational Maps always link results to practical tips to increase motivation. One way to look at it is that Motivational Maps can complement those other tools: for example, if you know an employee’s personality type and their motivators, you have a well-rounded picture (their natural style and their inner drives). But if you had to address engagement/performance issues, the motivational profile is often the more actionable piece.
Q: What kind of support will I receive after accreditation?
A: Post-accreditation support is a strong focus for us. After the training, you get 12 months of support as part of your annual license (and it continues as long as you renew each year). This includes access to the Motivation Academy online portal 24/7 – packed with resources like presentation slide decks, workshop guides, one-page explainer sheets, marketing materials, and more. We host regular professional development and Q&A sessions exclusively for practitioners, where you can learn advanced tips or discuss challenges. If you ever feel stuck, you can reach out via email or phone to the Motivated Performance team – for instance, if you’re unsure how to position the Maps in a proposal, or need advice interpreting a tricky Map profile, we’re here to help. You’ll also be connected to a community of peers – practitioners often network and support each other through our online community. In short, you are not alone. Our goal is to ensure every practitioner feels confident and continues to build mastery over time. (And if after some months you feel you need a refresher, we can arrange that too – sometimes alumni sit in on a training day again to reinforce their skills.)
Q: How long does it take to get accredited?
A: The process is relatively quick. Once you enroll, you can typically complete the accreditation within a few weeks. The pre-work (your own Map and e-learning) might take a few hours of your time spread over days of your choosing. The live training is often just one full day (sometimes split into two half-days virtual sessions). After that, you’ll usually be certified immediately after completing your Confirmation of Learning, which can take place as soon as you are ready. So, from start to finish, it’s often feasible within 2–3 weeks, depending on scheduling and your pace with the pre-work. We schedule training workshops frequently, and we offer options to fit your calendar. If you have an urgent need (say you want to use a Map for an upcoming project), let us know – we might be able to fast-track you or slot you into an earlier session. Conversely, if you want to space it out a bit for convenience, that’s okay too. The learning journey is flexible, but concise – we know you want to start applying your new skills as soon as possible!
Q: Are Motivational Maps applicable to any industry or type of organisation?
A: Yes, absolutely. The beauty of Motivational Maps is that it focuses on universal human motivators, so the tool is industry-agnostic. We have practitioners using Maps in corporate settings (from finance to retail to tech companies), in public sector bodies (government departments, healthcare services, education), and in non-profits/charities. The core motivators apply whether the person is a teacher, an engineer, a sales rep, or a CEO – everyone has motivators, just in different orders of priority. We’ve seen Motivational Maps used with front-line staff as well as senior executives. It’s also been applied in team-building retreats, leadership development programs, career coaching, graduate training, and even with students to help guide career choices. There’s no limit to where understanding motivation can be beneficial. If your role involves people – developing them, managing them, or coaching them – then Motivational Maps can be a fit. During the accreditation, if you have a niche (say you work in a school or a very specialised industry), our trainers will discuss with you how to adapt or speak the language of that context. But fundamentally, since the output is personalised to the individual, it works in any context because it tells that person’s story. Our growing list of case studies includes everything from small family businesses to global firms, demonstrating the versatility of the tool.
Q: Will I be able to use Motivational Maps commercially? (e.g., in my coaching business or as an HR consultant)
A: Yes. Once you’re accredited and licensed, you are authorised to use Motivational Maps with clients and within organisations, and to charge for your services as you see fit. You’ll be a Licensed Motivational Maps Practitioner, which means you can publicly advertise this offering. Many coaches add the Motivational Maps logo or “Accredited Practitioner” to their marketing materials to boost credibility. You can incorporate the Maps into paid workshops, coaching packages, or consulting projects. The only requirements are to maintain your annual license and follow the ethical guidelines (e.g., properly debriefing results, not altering the questionnaires, etc., all of which you’ll learn in training). The accreditation is a prerequisite precisely because it ensures quality control – after training, you will be fully equipped and permitted to deliver the Motivational Maps process professionally. And remember, you’ll have the backing of our team if you need help on the business side of things too, like crafting proposals or explaining the tool to potential clients. We want you to succeed and spread the benefits of Motivational Maps far and wide!
Q: What if I have a whole HR team or a group of coaches who all want to get accredited?
A: We offer group accreditation options. If you have multiple colleagues (for example, an entire HR department, or you run a coaching firm with several coaches), we can arrange a private training session just for your group, often at a discounted group rate. Group training can be wonderful because you can immediately work together on implementing Maps in your organisation, and you share the same learning experience. Just reach out to us to discuss the size of your group and we’ll tailor a solution. Similarly, we can do in-house corporate accreditations for companies that want an internal capability – this might be ideal if you plan to roll out Motivational Maps company-wide and want several HR business partners trained to handle it internally. Our flexibility extends to international groups as well (we’ve trained practitioners across Europe, Asia, and the Americas), so remote training via video conference is definitely available for global teams.
Have a question not covered above? Feel free to contact us – we’re happy to provide more information. We believe in being transparent and supportive from the get-go, so that you have a clear picture of the journey and the value you’ll gain.
Conclusion
In conclusion, Motivational Maps® Accreditation is more than just a certification – it’s an opportunity to elevate your professional impact by leveraging the science of motivation. In today’s world, where engagement and fulfillment are as important as paychecks, having the skills to uncover what truly motivates people is invaluable. By becoming an accredited practitioner, you’ll be equipped to create positive change: coaches will guide clients to breakthroughs aligned with their core drives; HR leaders will craft workplaces where employees feel understood and energised. The result? Higher performance, happier teams, and success stories that speak for themselves.
Let’s recap some of the key benefits: you’ll gain a proven tool grounded in psychology and data, learn how to use it effectively through a supportive training process, and join a global network of motivation experts with ongoing development at your fingertips. You’ll be able to address that critical question in organisations – “how do we motivate our people?” – with confidence and clarity, using a methodology that has delivered results from the UK to Australia and everywhere in between. As Susannah Brade-Waring puts it, we’re “helping people achieve more by understanding and nurturing what truly motivates them.” This accreditation enables you to be that catalyst for motivation and performance in your sphere of influence.
Now, the next step is yours to take. If you’re ready to become a catalyst for motivated, high-performing teams and individuals, we invite you to take action today.
Coaches and Trainers – learn more and enroll here to add Motivational Maps to your professional toolkit.
HR Professionals and Team Leaders – click here for information tailored to organisational applications and to secure your spot in an upcoming accreditation program.
Don’t let the potential in your people remain untapped. By investing in Motivational Maps® Accreditation, you’re investing in a future where every individual is understood and inspired, and every team is firing on all cylinders. Join the community of forward-thinking professionals who are revolutionising how we approach motivation at work. We look forward to welcoming you and supporting you on this exciting journey to unlock the power of motivation – in others, and indeed, in yourself. Here’s to fostering a world of work where Mondays are met with enthusiasm, teams thrive, and success is fueled from within!
Ready to get started? Visit the links above or contact our team to find the best upcoming program for you. Let’s map the motivation and make a difference together. Your future motivated self (and team) will thank you!
