Have you noticed that some working days fly by and other don’t? How can you be on fire sometimes and at other times totally drained by the working day? The iWAM questionnaire can help you find the answer so you can find your flow.
Whenever I am working with a client looking to improve performance or change direction, I always explore with them what it is that they are actually doing with their working day and how this fits with them and the job brief. So often, frustrations with the day job come from not actually doing the day job or doing it in ways which don’t fit with how we like to work or our motivations. I now have a great tool, iWAM, which really helps hone in on this so that you can very quickly identify how you work best. Armed with this insight, you can work with more energy and give your best….your flow. You may not have to change roles, just do what you are currently doing differently. Read on if you want to learn more about this exciting and unusual tool.
What is iWAM?
The iWAM Management Report identifies your motivational and attitudinal preferences in the work context. There is no right or wrong answer, no strengths or weaknesses and no labels or colours. We are all capable of operating in different ways but we will have a preference. The more our work aligns our preferences, the less energy it takes from us and the more energy we have to give. Our preferences can work with us and against us depending on context – the culture of the organisation we work for, our role, the team and management structure etc.
Here’s an example. My iWAM report shows that I love action, big change and fast pace and I love these things more than most people. The extract from the report shows that my score for initiation (the green line) is way outside the norm for the UK working population (the red block). This rings true for me. As a project manager I was much happier to work on the scoping, initiation, and mobilisation stages and far less motivated by programmes with very long durations and few milestones. I really didn’t enjoy tracking the progress of others if I couldn’t get involved in the doing and influencing the rate of progress. I don’t like to tick things over so having created processes I am far less interested in operating them. I had to learn this by experience. It is also worth noting that if I wasn’t bringing my colleagues along with me, it could have been because I wasn’t recognising that my preference to get things moving wasn’t shared by them and they were moving at a different pace.
These results are still relevant to me in the very different context as the owner of a coaching business because my preference for change is much stronger than is typical for the UK population. I clearly call myself the Change Agent for reason! This means that what seems like a small change and no big deal for me, could be massive for a client. I must respect that and pace the work accordingly. As a business owner, systems are vital and a fact of life so I need to create a system and stick with it. That’s really hard for me to do as I am great at dreaming up alternatives and questioning how I can best do things. It doesn’t mean I can’t do it but I have to tap into my values to find the motivation to that. For example, I really want to serve my clients in the best way possible and systems help me do that. These are snippets from a detailed report which covers how you like to work with others, whether or not you are deadline driven, strategic or operational and much more. The results are discussed in a coaching conversation so we can make sure that they are relevant to you and get most insight from it.
So what can you use the results for?
This is by no means a complete list but it can help you to:
- reshape or job craft your current role to remove or reduce those elements which are most draining to you so you have more energy to expend on those aspects where you add most value.
- compare your work and management preferences to the culture of the place. It could be right job, wrong company. If this is so then your job hunting efforts can be targeted accordingly.
- assess where your preferences support or conflict with your manager and team and identify how to adapt to get better results.
- ask better questions of new job opportunities to make sure they really are a fit for you.
- build the right team around you so you are able to work to your preferences from the get-go and not get bogged down in the stuff which is essential but doesn’t suit you.
- assess your habits and working style. For example, you may love to be around people and work collaboratively but will have struggled in the Lockdown Zoom world. You will have other preferences that can help you stay energised.
These are just some examples. If you are interested, book a free chemistry call and find out more about the iWAM questionnaire and how it can help you.