Background

Dr. Michael Fuhrmann und Algar Rother have been working successfully with some of the most important personality typologies on the market for many years. The differences between people can be explained with the help of typologies, which are very helpful for management and team development. Many years ago, we developed the situational management approach in our leadership training further into personality-orientated or “type-orientated” management. In this way, mangers not only learn to adapt their leadership style according to the situation but in particular to the personality of their staff.

One of the most stable and therefore most important personality variables is people’s motivation. Our motivations largely influence our thinking and actions and, therefore, our decisions. The role of emotions, motivations and values in guiding relationships has become increasingly more important over the course of the latest neuropsychological findings. Interestingly, up until now, no typologies have been drawn up based on motivations and values. By contrast, there is a growing interest amongst large companies to develop in a value-based direction. Modern companies recognise nowadays that employees only commit to an employer in the long term if the latter values, and is equally loyal towards, its staff.

A few years ago, Vodafone Germany set itself the objective of developing into a value-orientated organisation. The introduction of value-based management was seen as a prerequisite for this. In the context of this strategy development process, Dr. Michael Fuhrmann und Algar Rother were commissioned to devise and execute a leadership programme accordingly. Motivation and value-orientated management are core elements in this programme. For this reason, Dr. Michael Fuhrmann und Algar Rother developed the first motivation and value-based typology, the W.E.R.T. model, along with their team. In the last three years, the scientific development work for the W.E.R.T. model has been driven forward and completed as part of this and other client projects.

With the help of the W.E.R.T. profile, Vodafone managers, along with other well-known groups in the meantime, have recognised which motivations and values guide their own behaviour and which influence that of their staff. In their management behaviour they therefore learn how to accommodate the motivations and requirements of their staff in a more targeted way, therefore significantly increasing the emotional connection between management and staff as well as across the entire team.

This development work, closely agreed with our clients, is aimed at the practical benefits for management and staff in the company. The following criteria are therefore particularly important to us:

The W.E.R.T. model:

• portrays the motivations and values which are most important to people;
• is innovative and new;
• generates selective and clear categories of distinguishable types;
• can be learned very quickly and is easy to apply;
• has a very high acceptance level among users (strong identification with the result);
• is useful for the user straight away.

In the meantime, we have been using the W.E.R.T. model throughout the work which we do for many of our clients. The applications have also been extended. Along with management/leadership there has also been positive practical experience in coaching, change management, team development and sales. The high acceptance level of this new approach (fast, simple, innovative and widely applicable) is motivating us to look at further ongoing development of the instrument, all associated practical tools and all value-based management.

Dr. Michael Fuhrmann und Algar Rother

 

The four W.E.R.T. types

The W.E.R.T. model differentiates four W.E.R.T. types with basic underlying characteristic values and motivations. The four types are:

		The (Alpha) Wolf The (Alpha) Wolf sees him/herself as an “organiser” and “driver”. He/she is goal-focused, results-orientated and assertive. The “pack” is deployed to maintain and extend the “territory”; only the strongest are truly welcome. Otherwise, he/she is self-sufficient.
		The Explorer The Explorer views him/herself as the “conqueror of new worlds” and “trendsetter”. He/she likes to be surrounded by a loyal team, which can support his/her impulse towards the new and appreciate and support his/her enthusiasm and wealth of ideas.
		The Realisation Agent The Realisation Agent views him/herself “as solid as a rock” and secures results. He/she does not, therefore, shy away from detail. He/she creates a functioning environment and “perfect systems”. Quality and security are particularly important to him/her.
		The Teamplayer The Teamplayer sees him/herself as a partner and social link for his/her colleagues. He/she is happy to be surrounded by colleagues, who also value stable relationships and common objectives and share a desire for fairness and harmony. He/she is willing to subordinate his/her own interests for the benefit of the interest overall.

The two core W.E.R.T. axes

From the results of the questionnaire, the W.E.R.T. type can be explained on the basis of the two core axes

• Power scale
• Relationship scale

The poles of the axis (bipolar) are:

The results of the core axes overlaid in the axes of coordinates show the tendency towards one of the W.E.R.T. types.

The tendency towards the W.E.R.T. type is marked with the red figure (= interface of the results from the core axes).

Each person essentially incorporates all types, but to a varying extent.

 

 

 

The W.E.R.T model

The W.E.R.T. model, developed by Dr. Michael Fuhrmann and Algar Rother, is an occupation-orientated personality profile. It makes it possible to understand typical basic patterns of human behaviour (reducing complexity). The W.E.R.T. model helps to clarify differences between people with regard to their values and motivations. It encourages comprehension in communication and cooperation between people with different motivating preferences. In a working context, the model highlights the motivations of different behavioural types. Furthermore, it covers various basic attitudes to work.

The model differentiates between four W.E.R.T. types, based on their characteristic basic values and motivations:

• (Alpha) Wolf
• Explorer
• Realisation Agent
• Teamplayer

From the results of the questionnaire, the W.E.R.T. type can be explained on the basis of the two W.E.R.T core axes:

• Power scale
• Relationship scale

What are the benefits of the W.E.R.T. profile?

• Recognising and reflecting on one’s own motivation and value structure
• Understanding others
• Extending the scope for thinking and acting

 

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