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Talent and Performance Development
Making sense of performance and talent development systems to create & sustain high performance in organizations. For the BEST of the BEST curated news in performance, change, agile learning, innovation, motivation, social media and careers, SUBSCRIBE to Reveln.com/Tools/
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Scooped by Deb Nystrom, REVELN
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What is your Clock for Change? Coaching with the iWam, Work Attitude & Motivation

What is your Clock for Change?  Coaching with the iWam, Work Attitude & Motivation | Talent and Performance Development | Scoop.it

This excerpt features the assessment tool, the iWAM, which reveals ‘change’ patterns as motivational patterns and shows us what our ‘Clock’ for change looks like.  iWam = the Inventory for Work Attitude & Motivation

The iWAM “Clock” answers the question ..."After how many years one needs a significant change to be motivated again?"

Learning about a top-performer’s need for change allows us to plan for the time when burnout would set in so that we can prevent it and retain our top talent.


The information from the Clock also helps us make better career decisions and work-life planning.


From the iWam website:


The iWam is based on a model of cognitive thinking styles (48 parameters are measured and explained). The iWAM Management Report identifies a person's motivational and attitude preferences in the job context and predicts how this person will behave in various job types, such as administrative, customer contact or managerial tasks.

The 
iWAM Attitude Sorter predicts key motivational preferences and development areas. The questionnaire can be administered over the Internet or as a pen-and-paper test. The iWAM is currently available in more than 15 languages. Test administration takes 25 to 45 minutes.


Source: http://www.theiwam.com/the-clock


Photo by deux-chi, Flickr


Related tools & posts by Deb:

    

  • Stay in touch with Best of the Best news, taken from Deb's  NINE multi-gold award winning curation streams from @Deb Nystrom, REVELN delivered once a month via email, available for free here, via REVELN Tools.


Deb Nystrom, REVELN's insight:

The iWam is a moderate to advanced assessment instrument that is useful for looking at work attitudes and motivation.  Samples of iWam reports are here


~ Deb

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How To Deal With A Bullying Boss

How To Deal With A Bullying Boss | Talent and Performance Development | Scoop.it
Are you a victim of workplace bullying? Here's what to do.


Excerpts:

Namie says confronting the boss is “rarely effective and ill-advised.” In early 2012, WBI asked 1,598 individuals who were personally familiar with workplace bullying what strategies they adopted to get their bullying to stop, and whether those actions were effective. Here’s what they said (excerpted):


  • About 38% of bullied employees essentially did nothing. In other words, he or she let time pass, hoping matters would improve on their own. Effectiveness of doing nothing: 3.25%

____________________

“Employers are responsible for all work conditions and the assignment of workers to supervisors..."

____________________
   
  • About 70% of employees directly confronted the perpetrator. Effectiveness of confronting: 3.57%
    
  • About 34% of bullied workers tried to find an attorney to file a lawsuit.    Effectiveness of finding an attorney: 11.2%
   

“Employers are responsible for all work conditions and the assignment of workers to supervisors,” Namie says. “So, employers can stop workplace bullying if they wanted to. 


No laws yet compel action or policies, so all employer actions would be voluntary.” About 68% of executives think workplace bullying is a serious problem—but few organizations (5.5%) are doing anything about it.

 

Related posts by Deb:


     

     

 

Deb Nystrom, REVELN's insight:

This article has great references and on-target strategies on a persistent problem in organizations.  Attention, prevention and intervention are key categories to making a dent in boss bullying.  


Note that, only 5.5% are doing anything about bullying, though almost 70% think it is a problem.  ~  Deb

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Time Off, Development & Training is Less Important ~ It's about Whole Life at Work

Time Off, Development & Training is Less Important  ~ It's about Whole Life at Work | Talent and Performance Development | Scoop.it

"A study shows that work-life balance might not have much to do with employee engagement."

     

U.S. employees, despite their relatively poor work-life balance, are more emotionally invested and focused on creating value. Does that mean U.S. employees don't value work-life balance? Hardly.

According to a recent Glassdoor survey,

      

  • 72 percent of American employers feel that vacation, sick time, and holidays are extremely important to their job happiness, 
   
  • behind only health care (76 percent), which admittedly, is mostly a U.S. issue.
    
  • Only 27 percent of workers felt that development and training was an important workplace issue.


...What does this all mean? Probably that time off isn't truly as valuable to our happiness as we think it is, and ...meaningful work is more valuable.


______________________

time off isn't truly as valuable to our happiness as we think it is....meaningful work is more valuable.
 ______________________


Look for ways to say yes, give feedback, and encourage employees to contribute in meaningful ways. Don't manage by rules alone. Do these things, and you'll find you have an engaged workforce that does much better than most of those in the U.S.



Deb Nystrom, REVELN's insight:

Meaningful work also means happiness at work.  In trying times, work is a lifeline to many.   That is why joblessness creates tremendous turmoil.  

Also Scooped to The Art and Science of Motivation.  ~  Deb

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Deb Nystrom, REVELN's curator insight, November 18, 2013 12:31 PM

Meaningful work translates to happiness in other definitions. That is why this is listed on a Motivation curation stream.  


Do you agree that meaningful work is #1 and that development and training is of lower value?   ~  Deb

Deb Nystrom, REVELN's curator insight, December 11, 2013 3:55 PM

Are you investing in the right benefits for what really matters to your employees?  Meaningful work = happiness by other definitions. 


If meaningful work is #1 and development and training is of lower value, what are the implications for the talent in your organization?


From The Science and Art of Motivation news.  ~  Deb

Sharrock's curator insight, May 1, 3:14 PM

This kind of information has implications for knowledge work environments, including school classrooms. Staying engaged and motivated are two issues important in classrooms as well as in the training of staff.