During my career I worked as a Recruitment Manager and also had various roles managing people.  One thing my  
experiences have taught me is:

“Skills and Competencies determine whether an individual CAN do something; but Motivation and Attitude  
influence whether the individual actually WANTS to do it”

Psychometric tools provide insights into people’s skills, preferences and characteristics.  I have worked with many and  
learnt that while most of these tools are useful they are rarely context specific; they don’t allow for the fact that people  
change depending on what they are experiencing at any particular time - just think about how differently we behave at  
home as opposed to work?

As my career progressed I studied the way the mind and brain work together.  I learnt that our unconscious filters not  
only shape the way we view the world and those around us, but also how we perceive things differently given any unique  
set of circumstances and as such dictate how we react to experiences.  Our core values and beliefs are a major  
component of these unconscious filters.  These values are invisible to the naked eye and as such can cause many  
problems when interacting with others; how often is a Manager left wondering what he or she has said to upset an  
employee?  What if an individual’s values are conflicting with the Company’s values?

The key here is that these values very much shape a person’s motivation and attitude.  So, as I have learnt, it is not  
enough to know whether an individual has the skills and competencies to be able to achieve something - how can we  
ascertain if the individual is motivated and has the attitude to want to achieve it? 
Profiling Tools
How can I Identify and map the secrets of high performing talent in a specific role?
How can I predict at an early stage whether a person will be suited toward a different role?
How can I ensure that I interview, select and appoint the right people, with the right attitude for key roles?
How do I make the recruitment process more efficient and thus save the organisation time and money?
How do I motivate my people to consistently perform the tasks in their current role?
How do I retain the right people for the right roles?
How can I ensure that my people are fully aligned with the organisational culture and values?
How do I reconcile conflict between individuals in teams?
How can I begin to address some of the issues of stress related illness?
My biggest learning throughout my many years in this complex field is “You can develop competencies and you can build  
upon expertise; you can even identify and change individual’s behaviours.  But the one thing you cannot do is teach  
attitude; this comes from within as a result of our core values”.

For more detailed information on iWAM and the related services I provide please click here.
Remember, ability alone is worthless without the desire to use that ability.

This is where the
“inventory for Work Attitude and Motivation” (iWAM)
test comes into its own.  iWAM is a performance tool that
measures attitude and motivational patterns driven by
values and beliefs.  It only measures work related
information and all parameters refer to critical
work behaviours and outcomes in a given role.
It also provides comprehensive data to work
with in maximising individual performance
and team cohesion.

Based on the
“Language and Behaviour” (LAB)
Profile technology, the iWAM test was
developed in 2001 by Cognitive Scientist
Patrick Merlevede.  LAB is a powerful
influencing and communication
methodology developed by Shelle
Rose Charvet which is based on
cognitive science.
It is used conversationally and identifies patterns of behaviour by decoding the language people use.  It provides very precise and context-specific information about peoples motivational drivers which enables the skilled listener to predict and as appropriate influence their behaviour.

The results of the iWAM test has endless practical uses and in many areas.  Imagine resolving some of the key Management and HR issues such as:
Neurological Levels - a model to explain the influences on human behaviour
To find out how iWAM and LAB can help you to improve performance, please Contact Us.
Alison is an excellent
coach who asks,
listens, and offers
helpful help, her
patience, professional
attitude and comforting
smile make her
coaching process an
effective and enjoyable
one.

If you are struggling to
grasp the meaning of
“there is no failure, only
feedback” look no
further than Alison
Furlotti.
Tarek Elgayar MSc IEng MIET
Senior Support Engineer
Siemens Healthcare