Case Studies

Thousands of individuals and businesses have benefited from applying Motivational Maps.  Here are just a few of the recent case studies that show some of the measurable performance improvements.

“Facilitation of the Motivation Matters Workshop was excellent, very effective and empowering for all participants.  Team members reported that they were well informed about team motivation, had a better understanding of diversity in the team, enjoyed the interaction and energy flow of the session, and were able to identify team strategies to meet operational and strategic goals in the coming year”. Rastislav Soltes, Chief, UNDP Audit Office.

United National Development Program - Download PDF

Background

The Audit Office of the United Nations Development Program (UNDP) is based in Istanbul with headquarters in New York.  This team of technical specialists occupies a small office supporting a number of UNDP country offices around the world with audit reports and continuous quality improvement processes.  The team regularly goes on mission to different country offices including those in conflict zones liaising and negotiating with these offices and providing advice on strategies to improve effectiveness and efficiency in compliance operations.

Approach

The Chief of the Audit Office attended UNDP’s Leadership and Development Program and received leadership coaching over a period of 6 months prior to his introduction to motivational mapping.  On exposure to the Mindscious Individual motivational mapping process during his coaching, he was keen to share this tool with his team of six staff members.  Each member of the UNDP Audit Team was invited to complete the Mindscious Motivational mapping questionnaire and was give an in-depth individual debriefing and coaching session.  During this debriefing session they learnt about their top motivators and bottom motivators and discussed personal strategies for boosting performance in the workplace.

One week after the individual motivational mapping of each team member, a Virtual Mindscious Team Mapping Workshop was conducted titled Motivation Matters.  The three hour virtual workshop conducted at a UNDP retreat combined highly interactive team activities and personal reflection on the motivational profile of the overall team, opportunities and challenges. The team linked the insights gained from motivational mapping to the development of a strategic plan for the next 12 months.

Business Goal

To create a trusting environment to explore individual and team motivation, behaviour and performance.  To further strengthen the team’s capacity to work together and engage productively with key stakeholders in country offices was a top priority. The Motivation Matters Workshop was designed to achieve a better understanding of how motivation impacts on individual and team performance and then identify approaches to continually increase effectiveness and efficiency of team work, increase productivity and improve stakeholder satisfaction.

Results

The UNDP Audit Office was assisted to focus on what motivated them individually and as a team to improve productivity and what they could do to contribute more effectively as a team.  They recognised that as a team they had tended to work independently on specific projects.  Each team member had his or her own broader network of stakeholders in the country offices.  One aim of the team was to identify strategies to build collaboration across the team and increase visibility in the organisation. The team found the workshop an opportunity to have empowering conversations with colleagues using the language of their different motivators to collaborate on their individual and team strengths in the strategic planning session.

By identifying the drivers of high performing teams, the team identified further strategies to support each other in the office and in the field, particularly in report writing, quality assurance and joint projects to improve visibility. Achieving a balance in the work load between report writing, quality assurance and going on mission, they could engage more productively with the broader networks in country offices.  They were able to identify booster strategies for each of their team’s top motivators and incorporate these into the Office’s strategic plan.

“Team members reported that they had learnt a lot about individual motivation in the debriefing sessions and appreciated the opportunity of the Motivation Matters Workshop to talk about their different motivational strengths and how they can be enhanced in a team environment”. Rastislav Soltes, Chief, UNDP Audit Office. 

Australian Trade Commission - Download PDF

"Motivational maps have proved to be quite accurate regarding personal profiles and have given my managers and I an excellent insight into what motivates our teams. We have used the motivational maps to place stretch targets into staff performance plans, for both development and incentive. Given the maps highlight different profiles (defenders, creators, searchers) we are now considering how best to use the maps to effect major change across the next 12-18 months and we are using them to identify characteristics we will look for when recruiting new staff.” Robert O'Meara Chief Finance Officer

Background

The Australian Trade Commission (Austrade) is the Australian Government’s agency best known for promoting trade, investment and international education, and strengthening Australia’s tourism industry. Austrade provides advice to the Australian Government on its trade, investment, international education and tourism policy agenda and delivers Australian consular, passport and other government services in specific overseas locations.

Business Goal

We needed to explore new effective solutions to engage and motivate our team members and most importantly have them better understand, accept and continue to the build strategies for increased productivity and innovation. Our challenge was to lift the focus and motivate how we engage and deliver exceptional targeted outcomes. We used the Mindscious Motivational Maps and preceding workshops as a catalyst for focussed discussions and targeted support for the team in how they could build the culture of the Branch and provide consistent quality feedback.

Approach

"We had a very ambitious project delivery agenda, derived from our strategic planning and needed to build a shared vision and promote positive and proactive performance across the team.I believed it would be helpful to better understand what was motivating individuals in their roles and teams.

We used Mindscious Motivational Maps because it is a proven tool that is totally about motivation and performance. It was very easy to use and our staff to understand. Most importantly it helped empower focussed conversations on performance and accountability across the Branch and also awareness of how individual differences impact productivity". Robert O'Meara Chief Finance Officer.

The Branch held a one day strategic planning workshop, after which individuals were invited to complete the online Mindscious Motivational Map questionnaire. Individuals received 1on1 confidential debriefing sessions to review their Mindscious Individual Motivational Map results and strategies to help maintain or boost their top motivators. Individuals explored what motivation meant to them and were supported to consider what insights came from understanding more about their lowest motivators also. The Organisation and Team Maps formed the catalyst for further discussion with managers about focus and performance in and across the Branch and their teams.

Results

What assisted the Branch was the speed of which the maps could be completed online and how it facilitated people talking and sharing what their maps were and then thinking about the impacts of motivation on their and others performance and productivity.  The biggest impact from the initial round of Mindscious Motivational Maps across the Finance Branch was that some people immediately started to think more and talk about their motivation preferences and shared their report results.

The majority of individuals accepted the accuracy of their individual Map report and a few people were initially somewhat resistant in accepting one of their top motivators as being theirs, until they further explored and understood more from the narrative that described their top Motivator and how this made sense to them and their context. Some individuals assumed certain beliefs about their results and in their debriefing session were provided with greater clarity and awareness.

“The team maps gave me new awareness and ideas to stimulate thinking for how our teams could better engage, break down silo thinking and deliver strong internal team project outcomes, adding value and support in away we had not considered previously.”

 

Department of Social Services Case Study - Download PDF

Background

The Department of Social Services (DSS) is Australia's pre-eminent social policy agency. Their mission is to improve the lifetime wellbeing of people and families in Australia. They are a people-based organisation that encourages flexible working conditions and opportunities for promotion and development in a career where you can make a difference to your community. The Agency helps to support families and children through programs and services and benefits and payments. Programes are offered to encourage women's safety, mental health, settlement and multicultural affairs, and aging and the aged care system.

Business Goal

To increase self awareness particularly how they see themsevles, how they are seen by others and how they had see themselves as a team. Using the Motivational Maps to build a common language and integrated this into a team building workshop that will assist the team improve their communication, motivation and performance.

Approach

The Change Management team completed individual Mindscious Motivational Maps prior to individual feedback sessions. The Team Map was presented to the Manager of the team and discussed in detail. The Manager was then going to use the Team Map to lead discussions and planning during the next twelve months.

Results

The team members learnt about themselves and their own motivational factors during the exercise. This became even more powerful when combining the results as a team to see how they were different. This enabled the team to understand each other in much more depth, seeing areas where they thought differently or had similar traits, as well as understanding what motivated each individual. The team are now able to take into account each individuals motivation when interacting for work on or on personal issues. This has resulted in more rounded solutions to problems as a group and better working relationships within the team along the way. The ability to use a common language and clearly outlined report about each person's motivators has meant that training and career development opportunities can actually be planned to ensure success. This ensures that the tight budget can be implemented with the highest amount of success for both the individual and the Agency. The maps can now provide a link to strategic planning with individual motivations so that the work plan can be achieved in a positive manner, but also be engaging and satisfying for the team members.

Department of Social Services Case Study - Download PDF

 

"The combination of individual debriefs, team debriefs and the branch planning session gave everyone an insight into themselves and their colleagues as well as a greater appreciation of the connections across the branch". Yvette Sims - Branch Manager Dec 2016

 

Background

The Department of Social Services exists to improve the lifetime wellbeing of migrants and refugees settling in Australia by responding to their specific needs, encouraging their independence and participation in the Australian community. The Multicultural and Communities Branch comprising around 40 staff, is responsible for development of multi-cultural policy, community cohesion, community programs, giving, volunteering and partnerships and multicultural community engagement.

Approach

The Branch included one on one Motivational Maps, with individual 30 minute debriefing session, followed by team 2 hour workshops and then a whole of branch strategy planning day.

Business Goal

Empower conversations and performance engagement strategies the Branch, aligning strategy and the development of highly focused and performing, connected teams, better leveraging diversity in motivation and skills.

Results

In summary our Branch planning session with the Motivational Map Practitioner provided an excellent starting point for the development of a meaningful Branch strategic plan. I would recommend this program to include teams from the public, private and not for profit sectors seeking to improve motivation and move away from a siloed approach to their work. Overall, the content in our Branch team mapping workshops was excellent. The content was highly relevant in emphasising different ideas through activities. The illustrations, story and handouts was excellent. In relation to our ability to use the concepts and the content in the team map debriefing workshops this was extremely well appreciated and very good.

Department of Environment and Energy - Download PDF

"Motivational mapping with Marie helped me focus my effort and energy in a targeted way and identify opportunities to develop my skills more in a 6 month period than I ever have before. This has made it possible to pursue and realise my short and medium goals." Jaime Grubb, Director in the Commonwealth Department of The Environment and Energy.

Background

Jaime is an experienced Executive Level officer in the Australian Public Service.  Due to an unprecedented lack of promotional opportunities in the past six years in the Australian Public Service, Jaime was seeking to discover other key drivers that would keep her satisfied in the workplace. Jaime was mapped in October 2015 and again in May 2016. Her role had changed from the first mapping activity to the second in 2016.

Approach

The Motivational Map was a career coaching tool used to assist Jaime identify what had changed in her level of engagement, motivation and performance between October 2015 and May 2016. Both of the Mindscious Motivational Maps were discussed to identify what were those drivers, decisions and behaviours that provided Jaime the greatest satisfaction in the workplace.

Goal

To increase self-awareness, renew motivation and set a clear career path that would align with those motivators that are important to Jaime. To reflect on what motivators had changed and why, and use this information to establish goals going forward. Reward strategies were to be identified and agreed by Jaime’s supervisor to empower a thriving supportive and happy environment.

Results

The May 2016 map identified a new top motivator “Director” for Jaime jumping from the least preference into the top three. At the time of the first map in 2015, Jaime was in a new role managing a team. This role had changed in the time period leading into the 2016 map where Jaime no longer managed a team. The discovery of how this motivator was important, generated a new career plan where opportunities to manage, leadership and management development and a goal to improve communication skills became a part of Jaime’s new strategic approach to securing a management position. A career coaching approach guided by the accuracy of the  Map has empowered Jaime with the awareness, knowledge and motivation to pursue those things that are important to her. Jaime’s confidence has grown and motivation increased as reward strategies are identified and applied.

 

Amcor Flexibles

Background

Amcor Flexibles, with 47 manufacturing sites worldwide, is the leading supplier to the global healthcare market. The company offers an unparalleled range of packaging materials designed for the pharmaceutical and medical industries. Its IT deparment is crucial and therefore new energies, attitudes and objectives are necessary to remain at the cutting edge.

Business goal

To re-equip three senior managers in the IT department to develop new confidence, renewed motivation and pro-activity, a range of change management techniques, delegation, presentation and personal effectiveness skills, including more effective time management.

All managers reported they were much happier with work and to come to work as a result of the process.

Approach

Motivational Maps was selected as the basis and starting point for a mentoring programme in which each manager was seen in six two-hour sessions over a ten week period. The objectives for each manager were clear, with the mentoring flexible enough to meet the personal and professional aspirations of the three. The Maps, done prior to the first sessions, enabled a fast start for the managers as issues were instantly identifiable from their profiles. This meant that powerful development and learning could happen at speed, with complete 'buy-in' from the managers.

Results

All three managers reported significant improvements in both their personal and professional lives. Specifically for work, five key areas were identified where performance had been enhanced: 

  • Proactivity (35% increase)
  • Confidence (36% increase)
  • Delegation (25% increase)
  • Time Management (15% gain in time)
  • Goals (the goal process enabled them to be 22% better on average)

All managers reported they were much happier with work and to come to work! The IT director agreed. Two managers reported that mentoring had helped them to resolve or tackle big personal issues, and this too increased satisfaction with work. Three recommendations were made  

  1. Half yearly reviews for three managers with mentor to be established
  2. Other staff within IT dept to be identified as suitable for mentoring
  3. Mentoring to be recommended to other departments within Amcor as a powerful tool to facilitate effective change and create the right skill and motivation mix

RT Brand Communications

RT Brand Communications has built a talented team of 20 who deliver strategic marketing and digital campaigns for ambitious brands. Established in 2000, they nurture relationships with Global and regional organisations such as Sony, Thomson Reuters and Tetra Pak through continued innnovation and their creative approach to integrated cross-channel activities.

 

Business goal

To become a top 30 UK agency it is essential to have a completely committed team. RT wanted to use the process to inspire lasting motivation across the whole agency. Enable the attraction and retention of ambitious individuals who are driven to positively effect the behavior of others by connecting brands with their audience. Using insight, creativity and clear strategic thinking. This results in increased market share, brand value and lifetime customer value.

Both the sessions and the maps gave a deeper view of the team and as a result structural changes were made with new senior appointments. It was a challenging period where getting the right levels of motivation and job satisfaction has had real tangible outcomes, with year on year sales growth of over 60% and a total shift in happiness and motivation. Ross Thornley, RT Brand Communictions

Approach

Using Motivational Maps as the basis and starting point for six half-day company wide team-training sessions run by James Sale over a 12-month period. The Maps, done prior to the first sessions, enabled a flying start for the managers as issues were instantly identifiable from their profiles, and this meant that powerful development and learning could happen at speed and with complete ‘buy-in’ from the managers. This was coupled with a range of support and development programs alongside the appointment of a non-exec director to steer the agency through a new growth phase.

Results

One unexpected and quite profound outcome was the identification of gaps within the senior management team. Some individuals had become stagnated, in order to achieve the step change desired by the founder this process helped to clearly highlight where improvements were needed.

Both the sessions and the maps gave a deeper view of the team and as a result structural changes were made with new senior appointments. It was a challenging period where getting the right levels of motivation and job satisfaction has had real tangible outcomes, with year on year sales growth of over 60% and a total shift in happiness and motivation.

Another side benefit has been in recruitment. We have grown the team significantly post the work together and the levels of recommendations for new people to come and work at RT from current staff has been astonishing.

After 14 years building RT I had reached a stage where a step change in the growth of the company was a now or never moment. In order to build a truly self-managing organisation big decisions were needed, some unexpected, some tough and others carefully planned. The sessions run by James and the map results gave me insights into how my team viewed the company and their roles. With the confidence and support, I am proud to say that we are now fast tracked to achieve growth from the impact on motivation, better internal communications and understanding of each other's strengths. The levels of commitment we are now benefiting from, across the whole team, give me such pride and fulfillment. I am confident that during the coming years we are going to achieve very big things indeed”. Ross Thornley, Founder and Managing Director.

Liverpool Victoria UK 

Background

With over 5,700 employees working in 17 offices across the UK, LV is the UK's largest friendly society and a leading financial mutual, with more than five million members and customers. Its Customer Service team – and its motivation and performance - is obviously crucial to its reputation and long-term profitability.

Business goal

To increase staff self-awareness, improve motivation and performance, and develop better team skills in the Customer Experience Management team. Specific desired outcomes were: 

  • improved communication and team work
  • more people helping and interacting with each other
  • increased motivation, understanding of motivation and how to self-motivate
  • superior performance individually and as a team
  • happier team

Motivational Maps produce real results. I would recommend trying a session if you are serious about making your team as successful as they can be!

 

Approach

Team members completed a Motivational Map prior to a feedback webinar. Before the webinar, findings were discussed in detail and fine-tuned with the director. Resource materials on Reward Strategies are supplied on a CD-ROM, including all Map results at individual and team level. 

 

The team, including the director, attended a webinar in which the principles of motivation and performance are outlined and their individual maps are, with their consent, commonly presented and discussed. Time was allocated for Q&A. The session was recorded and made available for unlimited future use by the team. Individuals were directed to create their own motivational action plans which were shared within the team, and supported by the director

 

Results 

The team members learnt a great deal about their own motivational factors during the exercise and this became much more powerful when combining the results as a team to see how they were different. This enabled the team to understand each other in much more depth, see areas where they thought differently or had similar traits, as well as understanding what motivated each individual. 

 

This translated into the workplace with a much more harmonious relationship as a team and a greater understanding of how to pitch ideas as a group. The team are now able to take into account each individuals motivation when looking to gain consensus as to an approval of a team decision, and also look at the challenges from a much broader perspective. This has resulted in more rounded solutions to problems as a group and better working relationships within the team along the way. 

As individuals the team members are much more aware of their own motivations and this has helped in setting their personal objectives in line with the team goals. Where they have similar motivations to others, they are able to work together on similar strategies, and where they have a different motivational map to a colleague, they can sense check their work to see if the solutions they are creating are rounded enough to consider all types of profiles. This really helps before launching new initiatives to a large group of staff, as a much greater span of motivations have been considered in the solutions.

Take the path to your better future with Mindscious Motivational Maps®.