Beyond Your Box

What Motivates You?

If you’re in the business of developing people and growing human potential, consider for a moment these questions:

  • What motivates you to do this kind of work?
  • What really stimulates and inspires you about your job?
  • What aids and supports you in bringing out the best in others?
  • What would take your coaching and mentoring relationships to that next level?

Many people development professionals are inspired by helping individuals and teams expand their potential, enhance their performance, and reach goals beyond the barriers that had held them back before. As coaches, mentors, and managers we are stimulated and greatly encouraged by the positive shifts people make as a result of our coaching and mentoring conversations with them.

But most coaches, mentors, and managers eventually reach a point in their professional development where they look for something more – something to expand their own performance and effectiveness. When this happens we search for a training course, a book, new method, or an assessment tool that will open up new avenues of intervention for us.

They question is, with the plethora of resources available to us what should we choose? What kind of resource will simultaneously lead to sustained positive change in your clients/employees and shift you up a gear?

Profiling… What is beyond Measure?

In answering this question many people developers have trained themselves in the use of psychometric assessment and employee profiling tools that they hoped would reveal and change their clients’ or employees’ negative behavioural patterns while developing their strengths. Many people developers also hope to obtain from profiling systems a set of structured, bespoke guidelines for the development and coaching process.

  Find out how you can receive a Free E-Scale Feedback and Coaching Session

So how does it work?

Although revealing fascinating descriptions of the way different personalities prefer to process information, solve problems, make decisions and respond to stress, the question could be asked:

Have popular profiling systems proven to be sustainably useful and effective in the everyday challenges faced by coaches, managers, and their clients/employees?

Consider these questions:

  • Have you used profiling in your people development programme? (e.g. Personality Assessment)
  • How did the results affect the way your clients/employees respond to challenges in the workplace?
  • How long did this change last?
  • If you had to rate (on a scale of 1 – 10) how much overall benefit you gained from the profiling and feedback process, what would the score be?

If your rating in the last question above is on the low side, it is possible that the assessment tool you employed was based on a descriptive model of personality style. Ok, so what is a descriptive model of personality style and why might this have limited the assessment’s ability to effect real and sustainable change in your organization?

Descriptive models of personality

A descriptive model of personality (e.g. Myers Briggs – MBTI) does what it says, it describes the personality. A person’s dominant characteristics, preferences and behaviours are outlined according to various categories of functioning. So, typically you are told about your strengths and weaknesses, your learning style, your decision-making style, your typical team role and so on. Upon receiving such a descriptive profile of your personality you are likely to have a sense of positive identification with what is being described. These are the things you generally know about yourself and so you can quite quickly say “yes this is who I am.”  You may have not yet described your personality in such a well structured way, but the assessment is commonly experienced as a richly described confirmation of your conscious self-knowledge.

So far so good.

In a coaching and organizational context this kind of information can greatly enhance cooperation and tolerance levels between individuals with different personality styles who recognize and validate each other’s differing needs and personality preferences. Often misunderstandings can be reinterpreted in the framework of personality style, which can lead to greater levels of understanding and improved working relationships.

But, your experience may have revealed that this change is rarely sustained and sustainable. The initial “aha moment” often gives way to old patterns of behaviour, conflict, disengagement, and ineffectiveness that re-emerge in different forms.

This is because descriptive models of personality describe our personality boxes well, but fail to show coaches and their clients how to get out of them when they become confining. Descriptive models also don’t really tell us why and how we get ourselves boxed in unhelpful habits in the first place. These personality assessments confirm a lot for us, but leave us relatively unchanged.

To put it another way, we learn very little from descriptive models about the unconscious motivations that really shape our personalities.

Beyond our personality boxes – Motivational models of personality

Have you ever wondered how and why your clients or employees develop their preferences and patterns of thinking, feeling and response? And maybe more significantly, why do we all get stuck in negative and self-defeating cycles of interaction that serve neither us nor our co-workers? To answer these questions we need a motivational model of personality style like the Enneagram that tells us not only the “what” of our personalities, but also the “why” and the “how”.

With the E-Scale technology (based on the Enneagram system) you can finally help your clients or employees discover why they have developed their preferred behavioural and thinking patterns. Through the E-Scale profiling process you can bring into consciousness awareness the needs, fears and avoidances that drive your clients or employees into a self-defeating autopilot mode. This awareness allows you as a coach or mentor to guide them towards conscious and alternative choices that shift them out of their habitual ways of functioning.

In effect, the E-Scale process moves your clients beyond their limiting boxes rather than merely helping them describe their boxes’ good or bad contours.

Beyond The Developer Box

The truth is that people developers can also get stuck in limiting boxes. Many of us can feel stuck when our usual ways of working, as well as our own limiting personality patterns, don’t allow us to break through to new levels of effectiveness. You too may be a coach, a mentor or a manager who is looking for something more – something to expand your own performance and effectiveness. You may be tired of tools, approaches and systems that haven’t lead to sustainable changes.

Well this is your opportunity to find out what really motivates you and what gets you stuck. This is also the first step towards taking your coaching and mentoring relationships to that next level.

What is it?

A Free Offer for a full immersion into the E-Scale Profiling Experience.

Very soon, we’re going to give you the opportunity to participate in the powerful and fascinating E-Scale assessment and debriefing process – free of charge.

You can experience for yourself why the E-Scale, as an example of a motivational model of personality style, is the missing key to creating the deep, lasting change in you and those you work with.

If you are not already receiving updates from, fill out the form on the right so you can get your place at the front of the queue as soon as we’re ready to open up slots for this free E-Scale assessment and debrief process.

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