 Engagement
Survey
IWAM
Survey - LAB Profiling
- Consulting - FAQ’s
- Qualifications
I’ll
bet the biggest challenges you contend with in operating
business are with employees; specifically with employee
recruiting, retention and most importantly motivation!
What have you tried in the past to resolve this?
Has it worked effectively for you? And... what will you
try next?
Let
me offer you a solution, (but only you’ll be able
to decide for yourself!)...
The next generation assessment survey psychometric
tool - the LAB profile! An on-line assessment survey...
which is the most comprehensive and business specific
in the industry. The Language And Behavior
Profiling survey is so unlike all the other surveys out
there because it is specific to behavior and not personality!
All the other surveys measure personality, which is NOT
context dependent to work! This is where the LAB Profile
sets itself apart and is far superior because it assesses
BEHAVIOR! And it is behavior what needs to be measured
within the work environment, not personality! Because
how employees BEHAVE at work will be different than how
they behave at home, vacation, party, etc. Behavioral
assessment is the key factor!
Consider this... the LAB Profile predicts behavior based
on an individuals use of certain types of language patterns
(which reflect their particular thinking styles and indicates
their motivation and attitude). With this specific information
you can then predict job performance, assign tasks more
efficiently, and influence employee behavior.
The LAB Profile can be administered either face-to-face
as in a consultation, or as an on-line survey - (iWAM)
of gathering this vital information about how an individual
is motivated. It's a set of simple questions designed
to help you utilize an individual, group or teams talents
more effectively. While all the others (MyersBriggs, DISC,
McQuaig) maybe good, the LAB profile and the iWAM are
Great! Decide for yourself... ask
us about FREE demo!
IWAM
- the Inventory of Work Attitude and Motivation
iWAM
description...
The
iWAM, which is our on-line version of the LAB
Profile, is a unique assessment tool that enables a company
to uncover the key drivers of the members of their organization
by recognizing and evaluating language structure. The
iWAM is not a personality profile. It assess the preference
an individual has for the specific verbal language patterns
they prefer to communicate with. It is a system that provides
a window into the intrinsic motivations and attitudes
of people AT WORK. Once their preference is identified,
the profile can then PREDICT the thinking, language, and
the behavior patterns of the individual. Information derived
from the iWAM can then be used to develop individuals
through specific consulting, coaching, and/or workshops.
"Hire
for Attitude, Train for Competence, Coach to Evolve, Manage
to Retain!"
Results
in the work environment are the product of having the
right competencies and having the right attitude. The
iWAM, simplistically, enables the organization to understand
what drives and motivates its people. Click
Here for an overview of the 16 cognitive patterns
iWAM tests for.
iWAM
benefits you...
The
iWAM is the most extensive instrument of it's kind in
terms of global application and the assessment of an individuals
drivers and metaprograms. Allowing your team to complete
our online survey will give you:
iWAM
features...
The
iWAM profiling survey is used to identify the motivations
and behaviors being used by your people, which enables
you to understand what makes up superior performance.
The iWAM can also locate team roadblocks within your organization
and where to place focus in order to replicate the culture
of high performance individuals and team behaviors.
iWAM Brief Description White Paper
Efficiency - it happens from
time to time that the moment a candidate walks into the
door you get this feeling that the interview might be
a waste of time both for you and the candidate, because
clearly person's attitude doesn't fit with your company
culture. Given that iWAM is available over the internet,
with a matching pricing structure, it becomes feasible
to test people before even inviting them for an interview.
Reliability - the iWAM test
questions all relate to the work environment. iWAM has
been built to prevent easy test-falsification. We have
additional training programs where you can learn how to
check the answers during an interview. Several
universities have been working with us on the validation
of the tool.
Flexibility - the test can be taken in your office,
over the internet, and if needed, on paper.
Effectiveness - the statistical results (section
4 of management report) plus the objectivity of the survey
allow for easy comparison between all your candidates
who have finished the test.
Comprehensibility - the management report (about
12 pages) consists of 4 sections. The 1st section describes
the behavioral and motivational patterns of the person,
where we group the 48 measured parameters in the 16 categories.
For each category a definition is provided as well as
a description of that person's patterns. This is crucial
to performance improvement projects as it forms the basis
of understanding different thinking styles and their impact
on success.
Speed & ease of use - you get access to a
protected HR environment in the jobEQ website, in which
it is possible to invite your people, print individual
reports immediately after the test has been taken, and
follow-up with each candidate by email. All on an easy-to-use
interface panel.
The
iWAM assessment report groups the 48 measured parameters
in 16 categories. For each category a definition is provided
as well as a description of that person's pattern AT WORK.
Using the iWAM enables you to understand your entire populations'
thinking styles. Having the online iWAM results for all
employees' means your managers can instantly understand
what motivates each of their team and in this way empower
them.
iWAM
process...
The iWAM consists of 40 questions and completed through
an online questionnaire that takes a maximum of 20 minutes,
after completion the information is then held in a central
database, where you can access the data at any time
you need it through your individual username and password.
The fundamental process of the iWAM is:
Selecting the individuals/population to be tested
Coordinating sending of iWAM questionnaires for all the
candidates
Ensuring team members have completed the iWAM questionnaire
Data, interpretation and reporting to understand cultural
diagnosis
(Consulting, coaching or debriefing workshop - optional,
but recommended)
Continued use of data for performance coaching, recruitment,
and leadership development
Ongoing support from our iWAM help center and consultants
Define the Behavioral Job Demands - The IWAM job
survey analyzes the behavioral requirements for any position.
It enables you and your associates to reach consensus quickly
on the real demands on the job. Additionally, it provides
a list of targeted, job specific interviewing and reference-checking
questions to elicit relevant examples from a candidate's
past experience.
Assess the Candidate - The IWAM job survey assesses
the behaviors candidates will bring to the job. Employees
rarely fail because they lack the experience or skills to
do the job. They fail because they lack key behavioral requirements,
such as a high sense of urgency or the desire to win.
Retain & Motivate - The IWAM job survey also
provide valuable insights into what motivates people. A
common mistake most of us make is that we manage employees
as WE would like to be managed as opposed to how they would
like to be managed. Additional System reports let you know
an employee's 'hot buttons' - and how s/he will fit into
your team.
If you’ve done some homework, you’ll decide
for yourself this is the right tool for the right job...
YOURS!
The IWAM provides solutions to IMPROVE the quality of hire
to retain, develop and motivate your very best!
Cultural
Analysis using iWAM...
In today's ever changing career market we are aware that
people are staying in roles for shorter and shorter periods
of time and are continually looking for alternate places
to work that provide more of what they value as individuals.
Leading companies are realizing this trend and are placing
greater and greater importance on the ability to identify
the most effective organizational culture that best serves
their organizational outcomes. The IWAM supports this
process through the use of a newly introduced diagnostic
tool which runs a statistical Cultural Analysis
across your organization.
Through this process we're able to build a 'model' culture
that enables you to attract highly skilled applicants
driven by the attributes identified for the model culture.
Over time your organization becomes the employer of
choice because this is where all employees embody
the company's cultural values.
To remain current with such short supply of labor, it
is essential your business knows:
What defines your specific organizational culture
Specific culture analysis you need to produce their business
outcomes
The difference between the existing and the desired culture
What’s required by your company to effect these
critical changes in the desired culture.
How to implement this new knowledge to attract the staff
you need to solidify this culture
Management is presented with a map of the company's culture
and the differences between the two. The choice in selection
of these critical values is determined by the organization
in assessing what work is needed in alignment with the
company's identified strategic direction.
For
example after analyzing your culture you may find that
all your staff prefer to be involved in the decision making
process but currently it is the state manager who signs
off on all 'day to day' decisions. Further analysis done
on high performance cultures may uncover that the staff
performing at high levels within an organization, will
often have the autonomy to make their own decisions. Accordingly,
as a manager, you now have the opportunity to choose between
increasing their involvement in decision making or maintaining
the `status quo' both in decision making, and possibly
around sub standard results.
Further, after analyzing your culture, you may also find
most staff prefer to set their own hours but you've been
upholding a strict 9-5 regime. Further analysis done on
high performance cultures may uncover that they also like
to work hours that best suit their personal needs while
still effectively producing at high performance levels.
Similarly you now have an option to consider flexible
rotating working hours for these staff whilst ensuring
the office also remains staffed over core business hours.
So what does this mean to your organization?' Well the
results show clearly that it is those organizations who
are using this 'cultural analysis' process who are demonstrating
empowerment within their teams, leading directly to verifiable
performance increases in output.
Knowing that your particular team is driven by measurable
parameters like empowerment, inclusion in decision making,
compliance and problem solving will assist you in this
goal of performance improvement within developing a new
organizational culture.
For
more information on iWAM - Click Here
 ________________________________________________________________________________
LAB
Profiling
There
is not a tool out there quite like the LAB Profile.
No other psycho-metric tool will give you, your business
or your clients practical insights into human behavior
like the "Language And Behavioral Survey."
The
LAB Profile predicts behavior based on one's use of
certain types of language patterns (which reflect the
thinking styles of a person and indicates their motivation
and attitude). With this information you can predict
job performance, you can assign tasks efficiently, and
you can influence behavior. The LAB Profile is a systematic
way of gathering this information about a person and
it is a set of clear-cut procedures to help you utilize
that person's talents more effectively.
Benefits
of the LAB Profile...
The LAB Profile is an advanced communication tool which
provides unique insights into the below-conscious motivational
patterns we have in the context of work. It identifies
what is required for an individual to be motivated in
that given context. When this information is made available
it becomes possible to make informed changes that can
produce remarkable results. As well as giving powerful
insights to the person being profiled it enables you
to Understand, Predict and Influence others with integrity.
Many
organizations are already using this tool in a number
of ways:
Shorten the sales cycle and increase customer satisfaction
Design powerful marketing and advertising campaigns
Hire the right people who are motivated and suited to
performing in their specific roles
Lowering attrition rates and thus reducing the cost
of recruitment
Minimize the pain of implementing organizational change
Understand the personality clashes that occur in meetings
Understanding to reach successful outcomes quickly and
effectively
Identify why some people seem so difficult to deal with
- and how to overcome that
Dramatically improve results in negotiation and litigation
Simplify career counseling and professional coaching
Create high-performance teams by managing people’s
strengths
There
are 14 traits in the LAB Profile; six Motivation traits
and eight Working traits. The Motivation traits show
how people trigger their motivation
and behavior in the given context of work. The Working
traits identify what sustains their motivation.
There is nothing good or bad about a particular trait
– it is a matter of understanding which is the
most appropriate in the particular context of work for
that individual.
LAB Profile applications...
Marketing
Research: Since these patterns vary by Context,
several methodologies have been developed to empirically
determine the different below-conscious motivations
customers have for competing products and services.
This is used to create whole mass communication strategies.
Coaching:
The LAB Profile uses what's called Conversational
Coaching, whereby the coach elicits conversationally
the LAB Profile patterns of the present and desired
state and casually overlaps the Influencing Language
to enable the client to experience the outcome and
develop his or her own solutions.
Training for Behavior Change: Using the LAB
Profile you can choose activities which will create
the desired behavior changes for any target group,
first by decoding the Motivation Patterns for the
group and then understanding which LAB Profile patterns
are addressed by any given activity.
People Management: Train managers to identify
the LAB Profile Patterns and thereby the strengths
of their team members, so they can adjust tasks to
suit what staff members naturally do best at work.
Recruitment:
You can profile a position and the corporate culture
to create an advertisement that will be irresistible
to those who fit, and turn off those who do not fit.
You can screen the selected short-listed candidates
to find the best match. (Note: LAB Profile does not
measure skills, knowledge or attitude; just whether
the person has Motivation Traits and Internal processing
to fit the tasks and environment.)
Skills Training: the LAB Profile will enable
people to develop finely-tuned abilities in the following
areas: Influencing & Persuading, Negotiating,
Leadership, Conflict Resolution, Sales and Customer
Service.
Consulting and Problem-Solving: An easy to
use LAB Profile methodology to diagnose and develop
solutions to any communication problem. This is a
favorite amongst business leaders and consultants.
Implementing Organizational Change: Diagnose
the present and desired organizational cultures in
LAB Profile terms and determine the appropriate change
methodology for maximum sustainable results.
Team
Building: When you do a team LAB Profile, you'll
determine the team's strengths and weaknesses with
regards to their mandate. You'll identify communication
patterns within the team and between this team and
others, as well as determine the patterns of the next
person to add to the team.
Teaching and Learning: Teachers and students
can easily identify LAB Profile Patterns which facilitate
or cause difficulties in learning for individuals
and groups. Minor adjustments can then be made to
the teaching/learning methodology to correct challenges.
Modeling: The LAB Profile patterns can be used
to decode any strategy or any skill, simply by identifying
the behaviors (internal and external) used. This is
an essential part of the modeling any particular behavior
or skill another manager or employee exhibits, which
can be duplicated.
Origins
and history...
The LAB Profile is based on cognitive science. It originated
from research "meta programs" done by a group
of people who founded NLP as a legitimate cognitive
therapy out of Santa Cruz around 1974. This group was
Richard Bandler, John Grinder, Leslie Cameron, Robert
Dilts, Ross Steward and Rodger Bailey.
In 1982, Ross M. Steward and Rodger C. Bailey started
to commercialize the meta program model under the name
IPU Profile through their company Biodata Inc. According
to an article of that period published in the Dallas
Magazine in December 1983, Ross Steward was "vice
president for product development at BioData and the
PhD behind the test". One of their first customers
was Southwest Airlines, which started to use the LAB
Profile technology in October 1982 for all its recruiting,
from V.P.'s to baggage handlers. Herb Kelleher, Southwest
Airlines' CEO till 2001, was featured on the early advertising
for the product.
In 1986, Ross and Rodger went separate ways, and Rodger
started using the name "LAB Profile", short
for Language and Behavior Profile. The meta program
model started appearing in several books, such as "Time
Line Therapy and the Basics of Personality"
(Tad James & Wyatt Woodsmall, 1987) and in the bestseller
"Unlimited Power: The New Science of Personal
Achievement" by Anthony Robbins (1986), essentially
bringing meta programs in the public domain.
Rodger Bailey was actively promoting the product until
1992. The commercial development of the LAB profile
was taken over by Shelle Rose Charvet, having been solely
authorized by Rodger Bailey to do so. Shelle founded
the company "Success Strategies (based in Canada)
and wrote "Words that Change Minds" (1995),
which is based on Rodger's original work. It is considered
to be the "official" LAB Profile book and
is the only book Rodger actually "authorized".
Currently, over 100 Certified LAB Profile Trainer/Consultants
trained by Shelle Rose Charvet are authorized to do
training and consulting worldwide using the LAB Profile.
John James Santangelo being one of those few trainers.
Academic
background of the LAB Profile...
In the late 1950s Noam Chomsky completed his Ph.D. thesis
on Transformational Grammar. In it he explained that
there are three processes by which people make sense
of the world; Deletions, Distortions and Generalizations.
These processes help us to create reality as we perceive
it – because that’s all reality ever is
– our perception.
Our perceptions are limited by the amount of information
we can hold in our awareness at one moment in time.
The American psychologist George Miller wrote a paper
in 1956 which stated that we can only handle “seven,
plus or minus two” bits of information at any
one time and that we delete all the rest. It's interesting
to note what different people delete or retain –
this is one of the factors that make us all so unique.
For example: Someone walks over to you right now and
gives you a kiss on the lips. This leads to a very interesting
and complex series of processes that mainly occur beyond
your conscious awareness:
1. You have the experience of being kissed.
2. You have a number of sensations as you feel the contact
of their lips upon yours, you may hear the sound or
their breathing, smell their perfume or aftershave,
see them or some other image in your mind's eye if you
have closed your eyes, hormones will be released and
you will generate an emotional response.
3. You make meaning from those sensations.
4. You automatically find words to describe/understand
the pictures, sounds, feelings, taste and smells.
5. Finally you make meaning from those words.. You Speak!
By the time you have created a meaning for the words
you choose, you have exercised a number of generalizations,
distortions and deletions. You will have generalized
what a kiss means, comparing it with other kisses you
have had, and the appropriateness of kissing in this
particular context. You will have deleted many of the
sensations you experienced because you will be aligning
them to the meaning you have given the kiss. You will
also have distorted what you experienced to align with
the meaning. This could be anything from the pleasurable
feelings of being loved or aroused, or feelings of anger
and disgust at your personal space being invaded.
Should you want to describe the experience to another
person you would use only the words that you chose based
on what you filtered in or out of the actual experience.
It is estimated that you would only be giving about
2-7% of the details. Your listeners will then have to
make up the rest based on their own filters and experience.
Or if they are a skilled communicator they may be able
to question some of your deletions, distortions and
generalizations.
The way we filter information by generalizing, distorting
and deleting gives us our map of the world, our way
of choosing to experience life. The only way we can
experience someone’s map of their world is by
listening to the words they use to describe
their experience. There is a wealth of
information for the discerning listener in the form
of the words people use. HOW someone says something
is just as important to understanding them as WHAT they
say. The language we use describes our reality!
Contact
us about iWAM workshops - Click Here
________________________________________________________________________________
Consulting
/ Training / Coaching
What's
the use having all this pertinent information if you cannot
diagnose and utilize it for your managers and your team?
Understanding the attitudinal and motivational drivers
used by your teams is the pivotal point to success or
failure of the organization. This opportunity to provide
them with the necessary tools and skills to operate at
high levels is the key that opens the door to productivity
and peak performance.
"Hire
for Attitude, Train for Competence, Coach to Evolve, Manage
to Retain!"
The
next step in the process will be to consult or train your
team how to read, interpret and utilize the information
you just provided for them to become more effective! This
will raise the bar on their individual or team's performance
based on how well they understand and use their own personal
information.
The
workshop process...
Areas
covered in workshops include:
Insights into personal motivation, energy, and performance
Team member's iWAM patterns may be used to increase job
satisfaction and performance
Exercises in strategies to enhance individuals' ways of
thinking
Exploring particular strengths of each team member and
their contribution to the culture
Workshops
are designed to change team culture and cohesion and enable
teams to understand the strengths of their fellow team
members. These workshops enable them to find out how to
negotiate a way to talk to and learn from each other based
on understanding individual motivators. This then enables
them to build on the culture and performance through better
understanding their internal and external clients.
When
workshops are run they include a mixture of behaviors
from your top performers and a series of cases studies
to the team in the iWAM workshop. The iWAM workshop are
presented in such a way that it enables them to become
a more effective high performing team, transform the culture
and attitude, increase trust between team members and
enhance communication.
Contact
us about iWAM workshops - Click Here
________________________________________________________________________________
FAQ’s
-
What is a LAB Profile behavioral assessment survey?
An employee assessment is a survey you use to assess whether
an employee is a good fit for a specific job. When doing
an assessment, you typically first create a behavioral
profile of the specific job, and then do behavioral profiles
of the prospects to find the one who would potentially
the best fit. (Please understand we are discussing here
behavior, NOT personality, as all the others
measures.)
What
is the best use of the LAB Profile?
The LAB and iWAM survey is used to define the ideal behaviors
that would fit for a specific job. You use the job survey
by matching job candidates against the job survey profile.
You use it when hiring new employees or when promoting
an existing employee to a new position, or when assessing
performance.
What
is the real difference between the LAB Profile and all
the other surveys?
Simple as it sounds. Personality does not change
within given contexts. Your personality at home will be
no different than at work. Assessing 'work' behavior is
the key because you are diagnosing answers based upon
how they 'behave' or 'perform' at work, not within another
context. Standard
Group Comparison
How
would I start using the LAB Profile?
The first step is to survey key employees and the culture
that identify a behavioral profile for the job. The next
step is to have each of your prospects take a behavioral
profile survey, so you can then match the personality
of the applicants to the job required.
What
results will the LAB Profile uncover?
Our iWAM survey generates a series of reports that detail
your personal profile. The reports includes a graph that
identifies your temperament/behavior pattern; an interpretation
report that explores the potential assets you would bring
to a job, along with possible areas for development/concern,
and with an indication of how you are adjusting to your
existing situation. Also a leadership profile that discusses
likely behavior in a leadership position; a selling style
report; behaviorally-based questions to use during an
interview; and five reports to be used by a direct manager
with management/coaching tips.
Do
behavioral assessments really work?
They absolutely do work. If you're using behavioral survey
validated by more than 100,000 samples, like the one we
use, they should be 85 to 90 percent accurate. Remember
that the iWAM is CONTEXT dependent - WORK! Unlike all
the others, and should be part of an complete process
in which the profile is matched to specific job, and the
profile is supported by a series of reports that help
interpret how that specific person will fit within your
business.
When
should I use a LAB Profile assessment?
There are three primary uses for employee assessments:
when hiring new employees, when promoting an existing
employee, or when helping employees to improve their performance.
What is an "employee engagement" survey?
It's a survey which directly assesses how your employees
think and feel the organization is performing, and what
can be done within their specific environment, such as
a team or group, to make it function better.
Engagement surveys tell you whether your employees are
actively engaged by their jobs, meaning that they have
an emotional connection to doing their job well. They
also tell you specific steps that can be taken to improve
their jobs, and the productivity of your organization
as it related to their workgroup.
What
happens after we've had our results evaluated?
The surveys are either evaluated by the managers responsible
for the employees being surveyed or by us directly. After
the evaluations we like to present a 3hr workshop to the
organization to train the managers in the influencing
language and help debrief your staff/employees how their
surveys can be interpreted.
Contact
us about LAB Profile workshops - Click Here
_____________________________________________________________________________________
Qualifications
John's experience
is unrivaled in his business. The depth and breath of
his knowledge goes much further than administering the
finest behavioral survey in the industry. Having acquired
the qualification of Certified Consultant and Trainer
of the LAB Profile, he is also Certified in the iWAM -
the premier on-line assessment survey. Besides being one
of the best consultants in the business, he's one of the
finest presenters and trainers in the industry. As an
NLP Certified Master Trainer and Clinical Hypnotherapist,
it also gives him the ability to teach and train at the
unconscious level... where all learning truly takes place.
When you decide to utilize a 'behavioral' assessment survey,
make sure you have the best behavioral
survey in the business and a trainer that has experience
far beyond just selling surveys. John is that individual!
Call us today and learn how you could be increasing your
employee motivation!
Warm
Regards,
John James Santangelo
Telephone/Fax (818) 879-2000
5699 Kanan Road, Suite 188
Agoura Hills, CA 91301 USA
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