Lead Trainer:
Recommended:
Accredited by:
Conversational Decoding
How many times have you found yourself in the “You said…” – “But I meant…”. scenario? In a business relationship this can be catastrophic, as Gerald Ratner once discovered…
How much more successful would your business be if you actually knew the inner workings of your customer’s mind, their unconscious buying strategies and how to effectively maintain a long term, profitable relationship with them?
Conversational Decoding delivers a simple to use tool kit which delivers results from day one. It enables you and your team to ‘decode’ the dynamics of your organisation. To understand why accounts people come to work with a very different set of language patterns in place than, say, sales people.
More importantly, Conversational Decoding allows you and your team to understand the patterns of speech that reveal what your customers really want from your organisation. Conversational Decoding is the quickest and most effective route to developing a ‘consultative selling’ strategy.
The iWam – Improving HR
Success at work is the product of having the right knowledge and the right attitude. You can teach someone the right knowledge, but you can’t teach attitude. The successful strategy is to hire for attitude and train for competence.
You know how important it is to have the right employees. If a colleague is not performing well, the consequences for the sales figures and the team unity might be dramatic. Be sure that you have the right type of person before it’s too late. But how can you really know for sure? How can you objectively and accurately measure a person’s attitude or motivations? Trying to collect this kind of complex information during an interview requires costly recruiters, and is very time-consuming.
The solution is iWAM. iWAM is an objective test that accurately measures how people process and use information through metaprograms. Conversational Decoding gives you the skills to understand these metaprograms and how best to package your communication for the individual to gain the best results. This test combines recent developments in cognitive science with years of proven research to bring you an easy, affordable way to match the right organizations with the right employees.
iWAM provides you with:
Low Cost: iWAM is available at a fraction of the cost of other evaluation models. This is made possible by the online nature of the test, and our commitment to customer satisfaction.
Efficiency: Sometimes the moment a candidate walks into the door you get this feeling that the interview might be a waste of time both for you and the candidate. Since iWAM is available on the Internet, it saves you time by testing people even before inviting them for an interview.
Reliability: Accurate research is our priority. iWAM has been designed to eliminate test falsification, and several universities have worked with us on the validation of the tool.
Clarity: The easy-to-use management report explains the data in a way the HR manager will understand. Each section clearly explains how the 48 measured parameters apply to the individual, and how this will affect the person’s performance and motivations on the job.
Speed: Why waste time with unnecessary interviews? With jobEQ, you get access to a protected online HR environment, where you can invite candidates, print an individual’s report immediately after the test was taken, and follow up the candidates by e-mail.
Flexibility: The iWAM management report can also be used as a management and teambuilding tool. The report indicates how persons will react as manager, in an administrative function or in a customer-oriented function. It even indicates what kind of language will motivate the person.
“What I love about the iWAM is that it makes it easy to know how to motivate or coach an employee.”
- Marilyn Powell, EQ at Work
The Science Behind iWAM
iWAM objectively and accurately measures 16 categories of metaprograms, and explains how they relate to employee behavior.
1. Action Level – Is the person proactive or reactive? How quickly does the person start taking action? How much patience does this person have?
2. Action Direction – How well can this person maintain focus on the goals?
3. Evaluation Reference – Do they decide for themselves or do they need others to give advice or even make a decision?
4. Communication Sort – How are this person’s nonverbal communications organized? Do they communicate non-verbally or not?
5. Work Environment Type – Does this person want to work around other people or not? Do they want social contact or not?
6. Work Assignment Type – Does this person want sole responsibility for the work results or do they want to share that responsibility?
7. Relationship Sorting – Does this person want to move from one thing to another quickly or do they prefer stability?
8. Interest Filters – What does this person pay attention to in the environment? What does this person have to be working with to feel successful?
9. Task Attitude – Does this person follow procedures or do they generate alternatives?
10. Task Orientation – Does this person tend to look at the details or the big picture?
11. McClelland’s Motivational Types – How is the person motivated by power, affiliation, and achievement?
12. Work Approach – What is the internal process this person uses in relation to use, concept, and structure?
13. Temporal Processing – When working on a task, are they remembering the past, are they thinking about the present, or are they planning the future?
14. Norming (Rule Structure) – How does this person deal with the unwritten rules or the social contract in the work place? Do they feel the need to tell others how they should act?
15. Input Representation – How is this person convinced about something or someone new? How do they gather the data to be convinced?
16. Interpretation Process – What do they do with that data to be convinced?
