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Vogelhuber, Scheelen - What people really want

The person is able to assess which belief and value
systems, as well as habits and convictions, are of
particular importance to him or her.

Recognize the innermost motives and

drivers

Profiling³ requires that you truly like people and are willing to
fully engage with the personality of the person you are talking
to. Once you have gained the trust of another person, you are
in a position to recognize their motives and drivers in
conversation and contact with them, i.e. to analyze what
moves them deep inside. The following applies: Human
actions and behaviors are determined by various underlying
motives for action, i.e. drivers, which are based on personal
values and goals. This means: If you know the values that
drive a person, you can analyze his action-guiding goals and
motivate him to act in a certain way. Let's take an example
from everyday management: If you know that the employee
Schmitz thinks strongly in terms of security, and that the value
of "security" plays a significant role for him, you cannot
motivate him to do something by promising him that a change
in his area of responsibility will open up "great and creative
opportunities for him to try out new things". On the contrary - you
are more likely to scare him off in this way. Instead, you should
emphasize that the change will contribute to the continued
existence of the company or department and will also secure
jobs in the long term. In this way, you are accommodating his
security thinking.

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