motivators team report

Motivators Team Report

Samuel SampleVP of SamplesTTI08.19.2021

Copyright © 2006-2021. Target Training International, Ltd.

Table of Contents

Introduction 3Team Motivators Overview 4Motivators Defined 5Utilitarian Team Characteristics 6Utilitarian Primary Motivators 7Aesthetic Team Characteristics 8Aesthetic Primary Motivators 9Individualistic Team Characteristics 10Individualistic Primary Motivators 11Social Team Characteristics 12Theoretical Team Characteristics 13Traditional Team Characteristics 14Motivator Definitions 15Team Member Overview 16Motivational Goal 17Ideal Environment 18Motivators Group Wheel 19The Bell Curve Defined 21Motivators Comparison 22

Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample

IntroductionContents of the Report

Overview - A summary examining the composition ofyour team's Motivators segmentation.

Team composition - Defines the makeup of yourorganization by Motivator segment and shares thegraphs of individuals on your team.

Motivators segment analysis - Examines theindividuals within each segment, segmentcharacteristics, ways to communicate, stressors andenergizers.

Group wheel plots - Identifies the primary position ofeach team member.

Motivator characteristics hierarchy - Comparesindividual scores to others on the team, teamaverages, and population means.

Team Member List

Sue AndersonAmanda DoeFrank JonesJohn SmithJoe Williams

3 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample

Team Motivators OverviewObserving Motivators

Have you ever noticed some people:

Seek to expand their understanding and knowledge in allendeavorsTend to utilize and apply their resources to maximize returnSeek to fully experience their surroundingsTend to serve, help and eliminate the suffering of othersindiscriminatelySeek to be recognized and control their own destinyTend to live within defined systems and traditionalapproaches

Theoretical

Utilit arian

IndividualisticAesthetic

Soci

al

Traditional

0%

60%

20%20%

0%

0%


Motivators DefinedTheoretical - Rewards those who value knowledge for knowledge's sake,continuing education and intellectual growth.

Utilitarian/Economic - Rewards those who value practical accomplishments,results and rewards for their investments of time, resources and energy.

Aesthetic - Rewards those who value balance in their lives, creativeself-expression, beauty and nature.

Social - Rewards those who value opportunities to be of service to others andcontribute to the progress and well being of society.

Individualistic/Political - Rewards those who value personal recognition, freedomand control over their own destiny and others.

Traditional/Regulatory - Rewards those who value traditions inherent in socialstructure, rules, regulations and principles.


Utilitarian Team CharacteristicsThe following information will give team members a clear understanding and appreciation of team members with Utilitarian as their number onedriving force.

Strengths and Weaknesses

Potential StrengthsConfigure resources to maximize outputFocus on the return on investmentMaximize efficiency and productivitySensitive to wasting time, resources, or opportunitiesFocus on achieving measurable and practical results

Potential WeaknessesMay be perceived as a workaholicMay view material possessions and money as a scorecardTend to view people and resources as tools to achieve anoutcomeMay only be willing to give if there is an opportunity for areturn

Energizers

Obtain practical resultsFocus on efficiencyCompensate based on performance

Stressors

Be redundantWaste timeIgnore the return on investment

12%of the Population

3/560% of the Team

Words That Work

ProfitableMaximizeBenefit

Words That Don't Work

ReworkEndlessCasual


Utilitarian Primary MotivatorsUtilitarian Team

Sue AndersonJohn SmithJoe Williams

10 10

20 20

30 30

40 40

50 50

60 60

70 70

80 80

90 90

100 100

50 100 52 3 77 18THE. UTI. AES. SOC. IND. TRA.

S. A

nd

erso

n

10 10

20 20

30 30

40 40

50 50

60 60

70 70

80 80

90 90

100 100


J. S

mit

h

10 10

20 20

30 30

40 40

50 50

60 60

70 70

80 80

90 90

100 100


J. W

illia

ms


Aesthetic Team CharacteristicsThe following information will give team members a clear understanding and appreciation of team members with Aesthetic as their number onedriving force.


Potential StrengthsFocus on the emotions and balance in the environmentSee the importance of the experienceSee value in and enjoy the experience of their surroundingsValue the journey as much as the destinationSeek to create harmony and balance in their surroundings andrelationships

Potential WeaknessesAn imbalance or distraction in one area may affect other or allaspects of lifePursuit of experiences supersedes practical concernsConcern for appearance may slow progress, function andtangible outcomesSubjective feeling can conflict with objective reality

Energizers

Seek balance in lifeAppreciate beauty and harmonyExpress imagination

Stressors

Encounter chaosHave lackluster surroundingsOveremphasize function

9%of the Population

1/520% of the Team

Words That Work

SubjectiveExpressionBalance


DullCompartmentalizeFunction


Aesthetic Primary MotivatorsAesthetic Team

Frank Jones

10 10

20 20

30 30

40 40

50 50

60 60

70 70

80 80

90 90

100 100


F. J

ones


Individualistic Team CharacteristicsThe following information will give team members a clear understanding and appreciation of team members with Individualistic as their numberone driving force.


Potential StrengthsStrive to advance their positionStrive to set themselves apartCreate winning strategies and outcomesSeek to control their own destinyValue status and public recognition

Potential WeaknessesTend to have a me versus we attitudeMay not consider people in seeking personal advancementMay over emphasize the need to control or direct people andprojectsCan be driven by the desire to achieve status and recognition

Energizers

Lead a groupCreate and control destinyObtain status symbols

Stressors

Work behind the scenesHave a small workspaceDelay personal advancement


1/520% of the Team

Words That Work

AwardWinLead


ShareSupportiveCooperative


Individualistic Primary MotivatorsIndividualistic Team

Amanda Doe

10 10

20 20

30 30

40 40

50 50

60 60

70 70

80 80

90 90

100 100


A. D

oe


Social Team CharacteristicsThe following information may be characteristics that are missing or could benefit the current team.


Potential StrengthsTake notice of and responds to people in needSeek to help and support othersBelieve that all people should have the opportunity to be thebest they can beVolunteer and give generously of themselvesAct to alleviate suffering of others

Potential WeaknessesAct to alleviate suffering of others even at their own detrimentMay support others at the expense of their own workMay prioritize others' needs over their own needsBase personal decisions on the impact to others not self

Energizers

Realize the potential in othersParticipate in charitable eventsEliminate conflict

Stressors

Act inconsideratelyPut self firstObserve favoritism


0/50% of the Team

Words That Work

VolunteerCompassionComfort


PurposefulIntentionalSelective


Theoretical Team CharacteristicsThe following information may be characteristics that are missing or could benefit the current team.


Potential StrengthsSeek to make the unknown knownEager to learn and discoverResearch much more thoroughly compared to othersFocus on information and factsContinually seek new knowledge and information

Potential WeaknessesCan be perceived as lacking common senseMay pursue knowledge at the expense of practical mattersMay make decisions without subjective or emotionalconsiderationsCan value discovery over other priorities

Energizers

Objectively analyze ideasDevote time to learnIncrease knowledge

Stressors

Approach ideas subjectivelyMake educated guessesRush through learning


0/50% of the Team

Words That Work

LearnResearchIdentify


GuessApplyIntuitive


Traditional Team CharacteristicsThe following information may be characteristics that are missing or could benefit the current team.


Potential StrengthsSeek to establish standards by which they operateValue a traditional and proven approachPlace a high value on working within defined and structuredsystemsTend to have a "code" by which to liveMay protect and potentially promote principles and beliefs

Potential WeaknessesTend to resist change to established proceduresMay place personal ideology before that of the organizationCan be closed-minded and judgmental toward otherviewpointsCan over-promote their philosophy to others

Energizers

Advance their causeFit within a structureSeek consistency

Stressors

Ignore established protocolsRedesign existing systemsDisregard tradition


0/50% of the Team

Words That Work

OrderConstantIdeology


New methodsProgressivePossibilities


Motivator DefinitionsThe following matrix illustrates the six motivators into segments. Each segment contains a definition and the percentage of team members in therespective segment.

Traditional (0%)

Rewards those who value traditions inherent in social structure,rules, regulations and principles.

Social (0%)

Rewards those who value opportunities to be of service to othersand contribute to the progress and well being of society.

Aesthetic (20%)

Rewards those who value balance in their lives, creativeself-expression, beauty and nature.

Theoretical (0%)

Rewards those who value knowledge for knowledge's sake,continuing education and intellectual growth.

Utilitarian (60%)

Rewards those who value practical accomplishments, results andrewards for their investments of time, resources and energy.

Individualistic (20%)

Rewards those who value personal recognition, freedom andcontrol over their own destiny and others.


Team Member OverviewThe following matrix illustrates the 6 motivators into segments. Each segment contains team members and the percentage of team members inthe respective segment.

Traditional (0%)

Social (0%)

Aesthetic (20%)Frank Jones

Theoretical (0%)

Utilitarian (60%)Sue AndersonJohn SmithJoe Williams

Individualistic (20%)Amanda Doe


Motivational Goal

Theoretical

Utilitarian


Soci

alTraditio

nal

* 0.0%**40.0%

* 60.0%**20.0%

* 20.0%**20.0%

* 20.0%**0.0%

* 0.0%**0.0%

* 0.0%**20.0%

* - Primary Motivator ** - Secondary Motivator

Discovery of truth and knowledge.

Utility and w

hat is useful.

To assert self and have a person

al

cause victorious. Self-Actualization.

wor

ld.

To e

limin

ate

hate

and

con

flict

in th

e

value of life.

To se

arch f

or and find the highest

17Samuel Sample


Ideal Environment

Theoretical

Utilitarian


Soci

alTraditio

nal

* 0.0%**40.0%

* 60.0%**20.0%

* 20.0%**20.0%

* 20.0%**0.0%

* 0.0%**0.0%

* 0.0%**20.0%

* - Primary Motivator ** - Secondary Motivator

Continuing Education

Knowledge

Analysis and Clarification

Return of Investm

entU

tility and PracticalityEffic i ency

Opportunity to Lead Othe

rsAdvancement

Decision Making AuthorityPersonal Growth and Development

Form

Beauty and Harmony

Balanced Life

Hel

p O

ther

sH

arm

onio

us E

nviro

nmen

tO

ppor

tuni

ty to

Ser

veMission

A Worthy Cause

System of Beliefs

18Samuel Sample


Motivators Group Wheel

Theoretical

Utilit arian


Soci

al

Traditional

1

1

2

2

3

3

4

4

5

5

Outside ring = #1 attitude Inside ring = #2 attitude

Copyright © 2007 Target Training International, Ltd.

19Samuel Sample


Group Wheel Legend1: Sue Anderson2: Amanda Doe3: Frank Jones4: John Smith5: Joe Williams

20Samuel Sample


The Bell Curve DefinedUnderstanding how to read a bell curve and standard deviation will enable you to clearly analyze the composition of your team.

For example, if the assessment scores of 100 people are collectedand used in a normal probability distribution, 68 people,representing 68% of the 100 assessment scores, should fall withinone standard deviation of the mean. Thirty four percent will be onestandard deviation above the mean and 34% will be one standarddeviation below the mean. The remaining 32% of people will betwo or more standard deviations away from the mean. Sixteenpercent will be two or more standard deviations above the meanand 16% will be two or more standard deviations below the mean.

The bell curve, known as a normal distribution, is the mostcommon type of distribution for a population. The highestpoint on the curve, represents the highest population ofpeople, or the mean of the group. The standard deviation is anumber used to show how data is spread out from the mean,representing a percentage of the total data collected.

16% 34% 34% 16%

Two or more standard deviations below the mean

One standard deviation below the mean

One standard deviation above the mean

Two or more standard deviations above the mean


Motivators Comparison

Motivators

Utilitarian

Individualistic

Theoretical

Traditional

Aesthetic

Social

Team A

vg.

78

62

55

47

43

15

S. Anders

on

100

77

50

18

52

3A. D

oe

68

82

55

57

37

2

F. Jo

nes

48

42

52

58

73

27

J. Sm

ith

87

55

58

50

28

23

J. Willi

ams

87

55

58

50

28

23

Mean

52

55

60

45

45

43

Two or more standard deviations below the mean

One standard deviation below the mean

One standard deviation above the mean

Two or more standard deviations above the mean


motivators team report

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