Remote Profiling Process

[Link]
Rahul K Shukla
E: [Link]@[Link]
 Some important facts

• According to Michael Watkins, author of First 90 Days, 64

per cent of new executives hired from outside will not
succeed in their new jobs.

• When dealing with people, remember we are not dealing

with creatures of logic; we are dealing with creatures of
emotion, creatures bristling with prejudices and motivated
by pride and vanity. (Carnegie, 1936)
 Three Levels of Thought

Highest- Explicitly
Level 1 Order Reflective.
Consistently Fair
Thinking

Higher- Selectively
Reflective.
Level 2 Order Inconsistently
Thinking Fair

Unreflective.
Lower- Frequently relies
on gut intuition.
Level 2 Order Largely Self
Thinking serving/Self-
deceived
What influences and affects our behaviour?

There are six elements that affect an individuals attitude,

characteristic behaviors and motivation which ultimately
affect our decision-making skills.
 What does this profiling reveal?

• Why do I feel, think and behave the way I do? It identifies

key elements influencing my decision-making and the likely
consequences of me taking on certain roles or behaving in specific
situations.
• What evidence do I need to look for to assess my role in a
decision-making process? It enables me to assess my needs
and organization’s expectations.
• How do I know my drives, preferences and approach and align
them with the requirements of a decision-making process?
 1. Culture

• In ‘Outliers’ (2008) Malcolm Gladwell provides a life and

death example of why culture matters and is the starting
point for understanding people.
• Cultural study is important because it can give an access
to the extensive source of guidance on intercultural
management.
• “Culture is to society what memory is to individuals. In other
words, culture includes traditions that tell ‘what has worked’ in
the past. It also encompasses the way people have learned to look
at their environment and themselves, and their unstated
assumptions about the way the world is and the way people
should act.” -- By Harry C Triandis
(Note, this is not a final definition.)
 Why cultural study is important?

• Because, culture is learnt.

• Cultures are pervasive, which can be explained by the

fundamental human desires and needs they address,
providing their members with:
• tried and tested solutions, obviating the need to reinvent the wheel
and draw conclusions based on limited knowledge;
• a sense of security, well-being and control over the environment; a
framework through which to interpret and make sense of the
world;
• patterns of behavior which enable them to live together
harmoniously and productively.
 Contd.

• Clide Kluckhohn (1954) talks about explicit “[C]ulture” and

implicit “[c]ulture”, the former being what people talk about
and can specify more readily (written procedures, artifacts, role
models and rituals), and the latter more related to feelings, what
is taken for granted and what exists on the fringes of awareness.
• Enculturation—Conrad Phillip Kottak (2011) says enculturation
‘teaches an individual the accepted norms and values of the culture or
society where the individual lives’.
• Socialization: Socialization takes place in the wider, distal
environment, generally through more deliberate, targeted
interventions by schools and other institutions. The underlying
values tend to be consistent with those promoted in the proximal
environment.
Both emerge from a country or community’s unique experience of
ecological factors, history, language, wars and religions and are sustained
through the efforts of its group members.
 High and Low-context Communication
(E. T. Hall)
• In high-context communication most of the information is
either in the physical context or is internalized in the
person. Only a little information is in the coded, explicit,
transmitted part of the message.
• A low-context communication is just the opposite; the
mass information is vested in the explicit code.
High and Low-context Communication

• Low-context societies
– Message is explicit and the speaker tries to say precisely what is
meant
– Direct style: focus on speaker's statements
– Silence may make people uncomfortable
– Facial expressions and body language may be easy to interpret
– Business meetings are often focused on objectives.
High and Low-context Communication

• High-context societies
– Business meetings with new contacts focus on relationships first.
Business comes later.
– Indirect style: speaker does not spell out his message
• Avoid saying "no"
• Avoid embarrassing people
• Control facial expressions and body language
 Time

• Monochronic Time
• Polychronic Time

In monochronic cultures, time is perceived as being

tangible. Something that can be spent, lost, saved and
wasted. It focuses on one thing at a time. Time is linear,
having past, present and future. In polychromic culture,
time is circular.
 Value Dimension (Geert Hofstede)

• Power distance – the extent to which the less powerful members of

institutions and organizations within a country accept that power is
distributed unequally.
• Individualism – the degree of interdependence a society maintains
among its members.
• Masculinity/femininity – fundamentally describes what motivates
people, wanting to be the best (masculine) or liking what you do
(feminine).
• Uncertainty avoidance – the extent to which the members of a culture
feel threatened by ambiguous or unknown situations and have created
beliefs and institutions that try to avoid these.
• Pragmatism – the degree to which people relate to the past when
dealing with the present and future and accept that much that happens
around us cannot be explained.
• Indulgence – the extent to which people try to control their desires and
impulses.
Power Distance
Individualism
Masculinity
Uncertainty Avoidance
Indulgence
 How to assess somebody’s culture?

• Enculturation – What do we know about the cultural

identity of their parents and other influential figures?
Where did they spend their childhood? Who do they
choose to socialize with? Are they bilingual?
• Socialization – Do we know where they were educated
and have worked? Were particular ‘national systems’,
political, religious or other, particularly constraining or
influential?
• Life experiences – Have they travelled extensively or been
exposed to other cultures through work or study, family
relations or interest? Are there any indicators that they
have rejected their culture of birth or the society in which
they are operating/have been acculturated?
 Contd.

• Cultural context – Will the setting and members of the

group accentuate adherence to particular cultural norms?
Is it an environment with which they are familiar or where
they are likely to feel at ease?
• Other factors/individual measures – What else do we
know about the subject e.g. their personality traits,
intelligence and character and how these are likely to affect
their level of adherence to cultural norms in this situation?
 2. Biographical Information

• It is a supplementary biographical material about an

individual’s early childhood and adolescence – about their family
life, relationships and experiences.

• Culture focused very much on enculturation and

socialization, the two main processes by which individuals
adopt the values, beliefs and behaviors espoused by those
close to them and present in the wider society in which
they live. Biographical research enables us to fill in the
details. For instance, Growing up in rural poverty is different
from growing up in a wealthy suburban area and these
differences are usually reflected in adult behaviors.
 Brook-Gunn and Duncan (1997) on Child’s
Development
Five mechanism by which child development is affected:
• health and nutrition
• the home environment
• parental interaction with the child
• the parents’ mental health
• and neighborhood conditions
 Along with
• Any misfortune
• Birth order
• Class/caste
• Travel information
• Work-experience
• The first job
• The experience of other people with the subject
• Short term assignment
• Any Illness
• Relationship status
• Physical appearance
• Gender and sex differences
• Sexual Orientation

• Note: The first recorded use of biographical data to assess individuals was in 1894
when managers of the Washington Life Insurance Company of Atlanta Georgia
were required to answer a list of standardized questions. However, this data lacks
objectivity, reliability and validity.
 Other biographical questions can be…

• How often does the subject tell jokes? What type of jokes are
shared?
• What opinion do they have of their old neighbors?
• About how many new friends have they made in the past year?
• Before they were 18 how many times did their family move from
one house to another?
• And as an adult from one city, town or country to another?
• While in school, how often did their father, mother or guardian
seem to take an interest in how they were doing in class?
• While in school how many times a week did they go out?

Note: There is no definitive list of biographical items that tend to

reveal issues or personality traits
 Both cultural and biographical information
help know the biases
Anchoring Bias: Over-reliant on the first piece of information
Availability Bias: Overestimate the importance of information available
Blind-spot Bias: Failing to recognize your own cognitive biases
Choice-supportive Bias: When you choose something, you feel positive
about it
Confirmation Bias: That confirms our preconceptions
Information Bias: Seek more information for nothing
Ostrich Effect: Ignore dangerous or negative information
Recency Bias: Tendency to weight the latest information
A Zero-Risk Bias: We love certainty
Decoy Effect
Gambler’s Bias
Hot-hand Fallacy
Status Quo Bias
 My Intelligence

• Intelligence is a very general mental capability that, among other

things, involves the ability to reason, plan, solve problems, think
abstractly, comprehend complex ideas, learn quickly and learn
from experience. It is not merely book learning, a narrow
academic skill, or descriptive of test-taking smarts. Rather, it
reflects a broader and deeper capability for comprehending our
surroundings –“catching on”, “making sense” of things, or
“figuring out” what to do.’
 Multiple Intelligences
(Howard Gardner, 1983)
 If you agree with the most of them, you are
linguistically intelligent
• Books are very important to me
• I can hear words in my head before I read, speak, or write them down
• I jot down every new word I come across in my personal diary
• I get more out of listening to the radio or a spoken-word cassette that I do from
television or films.
• I show an aptitude for word games like Scrabble, Anagrams, or Password
• I enjoy entertaining myself or others with tongue twisters, nonsense rhymes or
puns.
• Other people sometimes have to stop and ask me to explain the meaning of words I
use in my writing and speaking.
• English, social studies, and history were easier for me in school than math and
science.
• When I drive down a freeway, I pay more attention to the words written on
billboards than to the scenery.

Note: Give 1 to every point you agree with

If you agree with the most of them, you have
Logical-Mathematical Intelligence
• I can easily compute numbers in my head.
• Math and/or science were among my favorite subjects in school
• I enjoy playing games or solving brainteasers that require logical
thinking
• I like to set up little “what if” experiments (for example, “What
if I double the amount of water I give my rosebush each week?”
• My mind searches for patterns, regularities or logical sequences
in things.
• I’m interested in new developments in science.
• I believe that almost everything has a rational explanation.
• I sometimes think in clear, abstract, wordless, imageless
concepts.
• I like finding logical flaws in things that people say and do at
home and at work.
If you agree with the most of them, you have
Spatial Intelligence – Picture Smart
• I often see clear visual images when I close my eyes
• I’m sensitive to color
• I frequently use a camera or camcorder to record what I see
around me.
• I enjoy doing jigsaw puzzles, mazes and other visual puzzles.
• I have vivid dreams at night.
• I can generally find my way around unfamiliar territory.
• I like to draw or doodle
• Geometry was easier for me than algebra in school.
• I can comfortably imagine how something might appear if it
were looked down upon from directly above in a bird’s eye
view.
If you agree with the most of them, you have
Bodily-Kinesthetic Intelligence – Body
Smart
• I engage in at least one sport or physical activity on a regular basis.
• I find it difficult to sit still for long periods of time.
• I like working with my hands at concrete activities such as sewing,
weaving, carving, carpentry or model-building
• My best ideas often come to me when I’m out for a long walk or jog, or
when I’m engaged in some other kind of physical activity.
• I often like to spend my free time outdoors.
• I frequently use hand gestures or other forms of body language when
conversing with someone.
• I need to touch things in order to learn more about them.
• I enjoy daredevil amusement rides or similar thrilling physical
experiences.
• I would describe myself as well coordinated.
If you agree with the most of them, you have
Musical Intelligence- Music Smart
• I have a pleasant singing voice
• I can tell when a musical note is off-key.
• I frequently listen to music on radio, iPod or CD.
• My life would be poorer if there were no music in it.
• I sometimes catch myself walking down the street with an ad
jingle or other tune running through my head.
• I can easily keep time to a piece of music with a simple
percussion instrument.
• I know the tunes to many different songs or musical pieces.
• If I hear a musical selection once or twice, I am usually able to
sing it back fairly accurately.
• I often make tapping sounds or sing little melodies while
working, studying, or learning something new.
If you agree with the most of them, you have
Interpersonal Intelligence – People Smart
• I’m the sort of person that people come to for advice and counsel at
work or in my neighborhood.
• I prefer group sports such as soccer or basketball to solo sports such
as swimming and jogging.
• When I have a problem, I’m more likely to seek out another person
for help than attempt to work it out on my own.
• I have at least three close friends.
• I favor social pastimes such as Monopoly or bridge over individual
recreations such as video games and solitaire.
• I enjoy the challenge of teaching another person, or groups of
people, what I know how to do.
• I consider myself a leader (or others have called me that).
• I feel comfortable in the midst of a crowd.
• I like to get involved in social activities connected with my work,
church, or community.
If you agree with the most of them, you have
Intrapersonal Intelligence – Self Smart
• I regularly spend time alone meditating, reflecting or thinking about
important life questions.
• I have attended counseling sessions or personal growth seminars to
learn more about myself.
• I have opinions that set me apart from the crowd.
• I have a special hobby or interest that I keep pretty much to myself.
• I have some important goals for my life that I think about on a
regular basis.
• I have a realistic view of my strengths and weaknesses (borne out by
feedback from other sources).
• I would prefer to spend a weekend alone in a cabin in the woods
rather than at a fancy resort with lots of people around.
• I consider myself to be strong willed or independent minded.
• I am self-employed or have at least thought seriously about starting
my own business.
If you agree with the most of them, you have
Naturalist Intelligence – Nature Smart
• I have a garden and love to putter around in it.
• I enjoy spending time going backpacking, hiking, or just walking in
nature and enjoying its riches.
• I am involved in a volunteer ecological organization (e.g. Greenpeace,
WWF) to help save nature from further destruction.
• I love to have animals around the house (more than just a cat or dog).
• I have a hobby that involves nature in some way (e.g. bird watching,
butterfly collecting).
• I have taken adult education courses relating to nature (e.g. botany,
zoology, ecology).
• I love to visit zoos, natural history museums, or other places where the
natural world is studied.
• I enjoy watching nature shows on television (e.g. the Discovery
Channel, National Geographic, Nova).
• For vacations, I prefer to go off to a natural location (park, campground,
hiking trail) than to a hotel/resort or city/cultural location.
EI
 Emotional Intelligence & Critical Thinking

• Emotional intelligence is the ability to perceive accurately,

appraise and express emotions.

• The ability to access and generate feelings when they

facilitate thought.

• The ability to understand and regulate emotions to promote

emotional and intellectual growth.

• Emotions like empathy, love, happiness and even guilt can

have positive effect on out reasoning by influencing us to
make better decisions.
 Contd.

• Emotion alerts us to problems and to other people’s

perspective.

• It motivates us to take action and resolve problems.

• To be complete and well-adjusted person is to acknowledge

our feelings and to use those emotions in conjunction with
reason to make better informed decisions.
Mayer-Salovey Model of Emotional
Intelligence
 4. Personality

• Hall and Lindzey (1957) term personality ‘the essence of a

human being’. It is what makes you unique and once
formed, usually by late adolescence, it remains fairly
constant throughout adult life.
The two-dimensional description of
personality
 No matter the context, an assessment of
general intelligence is also useful.

• Speed—how a subject sizes a situation? Is s/he slow in

picking patterns?
• Accuracy– can a subject see subtle and nuanced issues?
Does he overplay, downsize or ignore important issues?
• Learning– does a subject get involved in cognitive
challenging and competitive activities?
• Change/risk- does a subject like a new things—idea,
technology or unknown?
• Expression– is s/he clear in articulation or uses a more
restricted vocabulary?
• Wit– if a subject can be witty in challenging circumstances?
• Thinking style—convergent or divergent?
 What Forces Me to Know My Personality

• You often feel like others don’t get the point and it makes you
impatient and frustrated.
• You’re surprised when others are sensitive to your comments or jokes
and you think they’re overreacting.
• You think being liked at work is overrated.
• You weigh in early with your assertions and defend them with rigor.
• You hold others to the same high expectations you hold for yourself.
• You find others are to blame for most of the issues on your team.
• You find it annoying when others expect you to know how they feel.
 Understanding Your Personality DNA

• Developing broader emotional appeal hinges, in part, on

personality self-awareness.

• Each of our personality styles has predictable strengths and

challenges.

• Each individual possesses quirks of personality that can

become relational liabilities.
 Awareness Is Needed in Three Specific
Areas
1. Who we are

2. Whom are we surrounded with (Those who get affected)

3. The adjustments we need to make in our communication

to build better connections
 I agree with the most of them

• I do not want to make people angry

• I feel guilty when people get hurt
• I do not like to go against consensus
• I do not argue with people who are loud
• I go ahead with my decision only when my peers agree to
it
 The Togetherness Personality

• They have feeling-oriented mode of relating

• They are always striving to keep consensus, harmony and

teamwork

• When conflict arises they play a role of peace-maker

• Kind and caring

• Keep everyone involved

 Challenges

• People-pleasing tendencies
• Procrastination
• Aversion to candor and straightforwardness
• Oversensitivity
• Fear of rocking the boat
• Propensity for following the crowd
• Lack of assertiveness
• Need for constant affirmation
 Self-Improvement

• Stop apologizing for opinions/ideas

• Take events in stride
• Focus on handling criticism with more emotional
detachment
• Make feelings clear
• Ask for clear directions
 I agree with the most of them

• I am impatient with incompetent people

• I like to take lead roles
• I try to do things on my own than to delegate them to
others
• When I am under pressure, I do my best
• When I work in a team, I want my bit to be better than
others
• I hate those who steal time from their work
 The Enterpriser Personality

• Competitive in nature and they like to win

• They want to get as much done as they can in a given time

• They are good at juggling and multitasking

• They are risk takers and agents for change

• They thrive under pressure

• They are practical, resourceful and industrious

 Challenges

• Bluntness/Insensitivity
• Impatience
• Autocratic manner/Condescending
• Lack of affirmative input
• Propensity for giving ultimatums
• Overly confrontational
• Misguided competitiveness
• Poor listening skills
• Compulsion for quick completion
• Frustrated with risk-averse personalities
• Sarcasm
 Areas of Improvement

• Show more patience with people/processes

• Articulate more encouragement and support
• Make sure others see ideas before moving
• Listen
• Get help for detailed work
• Get others involved
• Treat people with respect
 I agree with the most of them

• I do not like opinionated people

• I like to question the beliefs of people
• I do not like people who are not well read
• When people lie, I easily catch them by my tricky
questions
• I never claim without evidence
• I like the things to be done in a standard way
• I do fact check if somebody throws unknown facts on me
 The Analyzer Personality

• Analyzers are accuracy-oriented—they want to get things

right
• They are sticklers for proof, data, and evaluation.
• They are quality-conscious and have very high standards.
• They have a hard time understanding people who don’t do
their best to do things right
• Analyzers ask good questions, plan things out carefully, and
are conscientious about following procedures.
• They are generally industrious and tenacious and try to stay
logical in their approach.
 Challenges

• Resistant to change/Slow to change view

• Pessimistic views
• Defensive
• Self-justifying
• Propensity for criticizing and judging
• Tension and loss of composure under pressure
• Intellectual arrogance
• Values processes over people
• Impersonal approach/appearance
 Self Improvement

• Open up to new ideas and ways of doing things

• Accept people for who they are
• Display more warmth and affection
• Restrain judgment
• Work on stress management
• Streamline communications
 I agree with the most of them

• I believe that anything can be achieved

• I get over excited about things quickly
• I like to be surrounded with people
• I like to encourage people when they are down
• I want to help people even when I am constrained
• I do not like people who get critical with me
• I do not get in conflict with people
 The Motivator Personality

• Motivators are energy oriented

• They like to take a playful and random approach to life and
projects
• Motivators enjoy conversing, mixing with people, persuading
others, and inspiring others toward their goals
• They tend to see the possibilities more than the obstacles in
every situation.
• They are quickly repelled by criticism, skepticism, and cynicism.
• They are naturally charismatic, articulate, and charming in
their approach
 Challenges

• Easily bored
• Impulsiveness
• Lack of follow-through
• Empty promises and shallow commitments
• Disorganization
• Flattery
• Aversion to confronting conflict
• Inappropriate speech/Obnoxious behavior
• Dominating conversations
• Overzealous appetite for attention and recognition
• Persuasive manipulation to achieve objectives
• Lack of discipline and self-restraint
• Taking credit for the work of others
 Self-Improvement

• Plan and see projects to the end

• Be careful in making commitments
• Get organizational support
• Listen and restrain commentary
• Don’t take credit where it is not due
 So the Standard Personality Styles are…

• The Togetherness Personality

• The Enterpriser Personality

• The Analyzer Personality

• The Motivator Personality

#: There can be overlapping of personalities

Combine it with…
 Personality Orientation

• Carl Gustav Jung gave the theory of psychological types.

• It helps to understand the basic personality differences.

• By becoming aware of these types , we can better

understand others’ behavior and motivation
 Please Comment

• Is s/he friendly and easy to know?

• Does s/he thinks aloud?
• Does s/he expresses emotions openly?
• Does s/he act and reflect later?
• Does s/he need outside motivation?

• Is s/he less self revealing?

• Does s/he seem secretive?
• Does s/he open-up only when you are alone with them?
• Does s/he withdraw to quiet spaces away from external
activities?
Red is extrovert

& Blue is Introvert

 Please Comment

• Is s/hedrawn to ideas, patterns, theories, fantasies, hypotheticals, and/ or

possibilities?
• Does s/he get readily bored by the day-to-day, concrete activities of life?
• Does s/he look beneath the surface in order to understand how things (or
people) work, as well as how things are connected and interrelated.
• Does s/he often enjoy discussing abstract matters like theology, philosophy,
political theory, psychology, etc.?

• Is s/he generally more practical and “down-to-earth?

• Is s/he more at home discussing and partaking in everyday affairs?
• Is s/he more task oriented, doing what they need to do without over-
analyzing things?
Red is intuitive

Blue is Sensing
 Please Comment

• Is s/he doing what her/his need to do without over-

analyzing things?
• Are they less immediately concerned with the needs of
others, focusing more on pursuing their own interests
and objectives?

• Is s/he more in touch with his/her feelings and emotions?

• Is s/he generally more caring and compassionate with
respect to other people?
Red is Thinkers

Blue is Feelers
 Please Comment

• Is s/he orderly and well planned?

• Does s/he prefer a decided settled path and tends to be
neat and orderly?

• Is s/he living life in an open, fluid, and spontaneous

fashion?
• Does s/he see possibilities in everything and is always
ready for the unexpected?
• Is s/he open to sudden changes and is comfortable with
letting things happen to chance?
• Does s/he adapt well to the changing environment?
Red is judgers

Blue is perceivers
The Big Five (Robert McCrae & Paul Costa)
 Desirable personality traits are…

• Emotional Stability
• Conscientious
• Openness
• Extraversion
• Agreeableness
• Integrity
• Emotional intelligence
You Should Know Your MO
You Should Know Your MO
You Should Know Your MO
You Should Know Your MO
 Next Task

• Combining M.O.S With Triggers

• When you are capable of quickly determining what

triggers cause what type of emotional reaction in you, you
will be on your way to greater emotional intelligence.

• So you’re interpreting not only what triggers hijack you,

but also how you react when you’re hijacked.
 5. The Dark Side Trait

• We all have a profile of Dark Side traits that may, or may

not, cause us and those around us problems.

• Dark Side behaviors may remain hidden and only emerge

under stress. When you become vulnerable and your
behavior can have a catastrophic impact on your decision
making.
How to uncover your dark side?
 Check for…

• Do I get excited about things too quickly?

• Am I insecure of the people around me?
• Do I run away from responsibilities?
• Do people feel I have a hidden agenda?
• Am I impulsive?
• Am I communicable? Can my colleagues, friends or close ones
give me a critical feedback?
• Do I keep myself at the center of everything?
• Do I want to have a say in everything which happens around
me?
• Am I always at a giving end?
• Do I keep task over responsibility?
• Is there a sense of relief when I leave places?
 Dark-side Characteristics (Hogan & Hogan)

• Excitable: Moody and hard to please; intense but short-

lived enthusiasm for people, projects or things
• Paranoid: Cynical, distrustful and doubting others’ true
intentions
• Avoidant: Reluctant to take risks for fear of being rejected
or negative evaluation
• Schizoid: Aloof, detached and uncommunicative; lacking
interest in or awareness of the feelings of others
• Passively aggressive: Independent; ignoring people’s
requests and becoming irritated or argumentative if they
persist
 Contd.

• Narcissistic: Arrogant and haughty behaviors or attitudes,

grandiose sense of self-importance and entitlement
• Antisocial: Disregard for the truth; impulsivity and failure
to plan ahead; failure to conform
• Histrionic: Excessive emotionality and attention seeking,
self-dramatizing, theatrical and exaggerated emotional
expression
• Obsessive-Compulsive: Preoccupation with orderliness;
rules, perfectionism and control; over conscientious and
inflexible
The Dangerous Dark Triad

• Narcissism is characterized by grandiosity, pride, egotism,

and a lack of empathy.

• Machiavellianism is characterized by manipulation and

exploitation of others, a cynical disregard for morality, and
a focus on self-interest and deception.

• Psychopathy is characterized by continuing antisocial

behavior, impulsivity, selfishness, callousness, and
remorselessness.
Discover your dark side
6. Motivation/Drive
 What is motivation?

• Motivation is defined as “the extent to which persistent

effort is directed toward a goal”. The different aspects of
motivation are:

1. Effort - must be defined in relation to its appropriateness

to the objectives being pursued.
2. Persistence - relates to the willingness of the individual to
stay with a task until it is complete
3. Direction - measured in terms of how persistent effort is
applied in relation to the goals being pursued
4. Goals - individual goals and organizational goals (must
be compatible)
 Types of motivation?

Extrinsic Motivation
• Factors in the external environment such as pay,
supervision, benefits, and job perks

Intrinsic Motivation
• Relationship between the worker and the task
 Make the motivation flowchart

• What moments produced feelings of “flow”? Where were you?

Who were you with? What were you working on?
• Are certain times more friendly than others? How can you
restructure your day based on the findings?
• How might you increase the number of optimal experiences and
reduce the moments when you felt disengaged and distracted?
• If you are having doubts about your job and career, what does
this exercise tell you about your true source of intrinsic
motivation?
 Conduct an autonomy audit

How much autonomy do people I want?

• Over the task
• Over the time
• Over the team members
• Over the technology
 Nine Motivators

• Achievement
• Recognition and vanity
• Power and influence
• Pleasure and hedonism
• Beliefs and creeds
• Acceptance and inclusiveness
• Thrill and excitement
• Materialism and possessions
• Safety and security
Create a multi-rater feedback

Ask others about your behavior

Discover one

Thank you!