What is a Model of Excellence?

Motivational and Attitudinal Patterns  (MAPs)
 

Motivational and Attitudinal Patterns (MAPs), discovered in the last half of the 20th Century, filter and translate our experience and connect that experience to our motivational systems. The patterns are a major upstream factor that impacts how we behave in a given situation.

MAPs and Performance

Research indicates that MAPs are among the top two or three factors that determine how well one performs in a given role. Often, for example, knowing an individual's MAPs and how they compare to those who have an excellent track record in a role increases the power of prediction by 50% or more!

The result is a quantitative model that provides both a comparison of the individual to the model and a way to verify results as well as test for compensating competencies when the individual is "outside the range." 

Why is a model special?

Models of Excellence often accounts for over 40% of variation in performance and in two cases accounts for over 70% of the variation in performance ratings!

This makes a Model of Excellence as powerful as any screening tool (based on research) and more powerful than other tests.

How can you use a Model of Excellence?

A Model of Excellence can provide you with crucial information to improve recruitment, selection, training, coaching, management, and communication practices. See "Applications." 

How do we build a Model?

The Model of Excellence is created by comparing the Motivational and Attitudinal Patterns (MAPs) of top-performers to lower performers and identifying the differentiating factors that have the greatest impact on performance.

  1. We measure 48 MAPs using the iWAM Assessment, an online questionnaire, then analyze and identify the factors that differentiate top performers from low performers.
  2. After we do a review with the client, we create an electronic Model using the patterns and ranges of scores for each of the differentiating MAPs. We then assign weights (mulitpliers) to the patterns based on the power of differentiation.
  3. We process the group against the model to general "model scores." These scores are broken into ranges for high, moderate, and low performers. Once the Model is coded into the system, it automatically scores and ranks individuals, and shows pattern-by-pattern how the individual compares to the Model of Excellence.
  4. To validate and establish the power of the Model, we calculate correlation between model scores and performance ratings that served as the basis for identifying high-performers versus others.              

Next: Why use a Model?

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