The Utility of the Motto Self-Perception Tool™

This is a mindset measurement tool. It determines a person’s current self-perceptions on 50 elements relating to personal vision, self-confidence and self-esteem, critical life skills and emotional intelligence drivers.

Completion of the questionnaire not only creates self-awareness, but also identifies specific development areas that the individual is ready to address i.e., intrapersonal skills, conflict management, coping mechanisms, individual shortcomings and blind spots.

This self-assessment is ideal as a first step when embarking upon a personal transformation journey and contributes to meaningful life change experiences. On an individual development level, such as PDP (personal development plan) related conversations or performance related discussions, it creates self-awareness for the participant; as well as a potential emotionally safer environment for the individual as they address performance and development related concerns.

For the same reason, it is incredibly effective in mentorship conversations where both the mentor and the mentee complete the assessment and ‘open up’ to one another. Instantaneously they find themselves in a vulnerable, but emotionally safe space. This allows for meaningful and often critical conversations to take place.

Since the tool is obviously also used in a coaching relationship – to assess, identify focus or development areas, and re-assess; it is highly effective in driving change as part of a leadership development process. This can take place on both an individual and group level.

Finally, considering behaviour changes are taking place on individual, team, and leadership levels, it is to be expected that culture change and cultural alignment will result from this. When the specific identified values from an organisation’s culture are clear, these can be aligned with the individual’s own views. This can happen on both an individual, as well as a group conversational level.

Building an organisation in which all staff focus on not only their own development areas – becoming more and more self-aware of their part in building a healthy business, but also the business’ needs can be an ongoing challenge. Therefore, recruiting the individuals with the right mindset is critical. The tool has subsequently also successfully been used during recruitment processes, ensuring the right individuals form part of the organisation going forward.

To summarise: the results will give guidance in terms of the following:

• To what extent the individual’s personal goals are aligned with the businesses culture (i.e., creating a common language).
• To what extent the individual is intrinsically and extrinsically motivated to pursue their purpose.
• The feedback process creates self-awareness (one of the key factors of Emotional Intelligence, EQ). Once individuals are aware of the areas in which they can improve, they become aware of how to manage themselves and those around them. This promotes inter-personal and intra-personal communication (i.e., team cohesion).

In essence, the results identify where individuals are selling themselves short, or are perhaps in denial of capabilities. Ideally, the accompanying feedback process has to be designed in such a way that it is action orientated, and allows for reflection (possible re-assessment) after an agreed period.