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Multiple Patterns Agenda
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1. Clarification
2. More than one pattern . . .
3. People (vs. Thing)
4. “Insurance” (Protecting against mistakes)
5. Your experiences . . .
Clarification
• jobEQ “Combination Patterns”
In addition to the 48 iWAM patterns (metaprograms), jobEQ computes 8 combination patterns based on the Operating Factor groups.
• Institute “Multiple Patterns”
By “multiple patterns” we are referring to several iWAM patterns that may simultaneously contribute to an individual’s behavior.
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jobEQ Combination Patterns
Combination Patterns (BP1-BP8) provide the relative percent scores for the Operating Factors companion patterns:
BP1: Action Level: Initiation vs. Reflecting & Patience
BP2:Action Direction: Focus on Goals or on Problems
BP3: Evaluation Reference: Individual Motives vs. External
BP4: Task Attitude: Alternatives vs. Procedures
BP5: Task Orientation: Breadth vs. Depth
BP6: Communication Sort: Affective Neutral
BP7: Work Environment Type: Group vs. Individual
BP8: Work Assignment Type: Sole vs. Shared Responsibility
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iWAM Multiple Patterns
“It is virtually impossible to understand complex human behavior on the basis of one variable or pattern.”
Patrick Merlevede, jobEQ
Conclusion based on experience:
“We can often explain and understand why individuals behave a certain way in certain contexts based on the relative scores in their motivational and attitudinal patterns.”
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Multiple Patterns Data Sources
jobEQ iWAM Management Report – Section 2 (Groups)
“Social Behavior Patterns:”• Communication (Affective/Neutral)• Contact (Group/Individual)• Affiliation (Basic Motivation) • Assertive (Norms)• Indifference (Norms)• Tolerance (Norms)• Time (Interest Filter)
Institute Application Papershttp://www.iwaminstitute.com/iwam-multiple-patterns
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“People” vs. “Thing”
• Affective Communication: May display more non-verbal communication behaviors than Thing-oriented individuals.
• Group Orientation: Will tend to want more contact with others in the workplace than Thing-oriented individuals.
• Shared Responsibility: May want to spread responsibility around rather than keep it to him- or herself.
• Affiliation: Will tend to score higher on the scale that indicates a desire to belong and may reflect a tendency to care about what others think of or feel about them.
• People: Will be more likely to want to work with people as part of their role or job
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Notes on People vs. Thing
• First, given that about half, according to LAB Profile statistics, of the individuals will reflect either a People pattern or People/Thing combination, it may be a challenge to make some clear distinctions.
• Second, having a Thing orientation does not necessarily equate to not caring about people.
• Finally, having a Thing orientation in a people-related role is not necessarily a bad thing.
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“Insurance” Patterns
• Problem Solving
• Procedures
• Past
• Achievement
• Convincer Processeso Automatic (Low): Needs a lot of information to be
convincedo Consistency (High): Needs to be convinced over and
overo Period of Time (High): Needs time to consider
information to be convinced
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Notes on “Insurance”
• We tell every client that there are no right or wrong patterns—only patterns that work well or don’t work in certain roles and contexts or with certain individuals.
• There is a possibility that one who had a number of patterns which assured a motivational base for avoiding mistakes could also be fairly rigid and inflexible. We find that to be the case with people who have the following combination of patterns: High Internal/Low External; High Procedures; High Sameness; High Past; and High Consistency.
• If we were looking at leadership, we might find that such an individual lacked “agility.”
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Notes
The session ended with a discussion of a participant’s client as example. He described the situation and noted that there was a high Consistency pattern and we asked what other patterns might you consider in trying to understand the situation? Here’s the list that emerged (and the individual’s relative %):
o Internal / External (Low External – Saw it as criticism!)o Power (90%)o Affiliation (23%)o Achievement (56%)o Assertive (-12%)o Tolerance (17%)o Sole Responsibility (122%)
11A link to the GTM recording will be posted with this file on the web site.