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