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Some examples of what
people do with MindSonar

Great Examples
In each of the following MindSonar projects, a MindSonar professional helps an organisation understand how key people think and make good use of that information. 

Helping the Dutch Equestrian Team 
Win in the Olympics

In 2012 the Dutch equestrian sportspeople won 20% of all the Dutch Olympic medals in London. Three times silver and one bronze medal.

MindSonar professionals worked with them on ‘being the best team possible’. As a brilliant rider, you are training every day to be in complete harmony with your horse. You have your private staff with an excellent trainer, groom, vet, farrier and so on. When you’re selected for the National team, especially for the Olympic Games, circumstances change drastically. Now you are a member of the Dutch Dressage Team. You have to deal with the other team members for about ten days. Your own staff is not at hand. In the Olympic village you share a room with another rider from your team. How do you deal with this? How do you stay focused? What kind of a team will make you feel your best? What do you need from the other team members and what are you willing and or able to give?

Using MindSonar helped the athletes gain insight in their criteria and the thinking styles that were dominant or lacking. Not only for the riders, but also for the team captain, the manager and the vet. It turned out there were some major thinking style differences, that had been an stressfactor in the team. Explaining these to the team, and showing them graphically, helpt resolve these difference and using them as assets rather than obstacles. 

The MindSonar professionals running the project were Lot Wielders and Jennet Burghard (Netherlands) They were asked to do this again in 2014 (World championship for Eventing), 2016 (Rio for Eventing) and 2018 (World championship in Tryon USA). Look them up in the Registry.

Helping Label Apeel Find
and Select the Right People

Label Apeel is a boutique label printing company. They were unhappy with their assessment tools and had recently lost an important employee. They were looking for a more granular and flexible tool.

A MindSonar Professional, using meta program concepts and motivational drives, asked the director about what was important to him in an employee. Between them, they built a benchmark profile of exactly what he needed from a person in that position. 

From there, they started looking at a number of different positions within the organisation and built profiles based on the current experts who were in those roles. They profiled the operations director, sales managers and account managers. This has allowed the company to recruit to specific roles as well as training people in those roles, so the company has a clear line of succession moving forward.

In refining the recruitment process, they developed a workflow to enable timely advertising, recruitment and profiling in this fast-paced, competitive market.

The bonus of using MindSonar, compared to other psychometrics assessments, in recruitment is that it can give the employer and line managers a communication template. This enables the line manager to understand and communicate with the employee using the employees activating language and thus build a strong relationship.

The MindSonar professional running this project was Ian Clarke (UK). Look him up in the Registry

Helping Child Care Workers
become Good Auditors

In the Netherlands, a specific set of quality criteria is used to evaluate day care centres. These criteria are audited once a year by independent institutions. To improve quality, it is also important for the day care centres themselves to do audits internally with their own employees. Quite often this does not happen enough. So what exactly does it take to be a good internal child care auditor? 

A MindSonar Professional investigated two things: first of all what the Meta Programs of a good auditor are. And secondly, how this profile relates to that of a good child care worker. They already suspected these would be two quite different profiles.

They asked several organisations to tell them who their best Internal auditors were. They profiled these auditors, constructing an benchmark profile. Good auditors were found to score high on the Meta Programs 'Visual' and 'Information'. They wanted to see what information had been stored about processes. Good child care workers typically had high scores on the Meta Programs 'Kinesthetic' and 'People'.

So child care workers basically needed to shift their thinking style to be good auditors. The MindSonar Professional built a training program around these two Meta Programs. They achieved good results with child care workers who were starting auditing work.

The MindSonar professionals running the project was Johan de Haas (Netherlands). Look him up in the Registry.

Helping an Automobile Organisation
find and train Good Sales People

Selling automobiles in the top segment of the market usually involves several hours of personal contact between a sales person and a customer. In this segment, personal relationships are an even more important sales factor than in many other sales situations .

All Dutch salespeople of one a top automobile brand were profiled with MindSonar. A benchmark profile was developed using statistics. Their meta programs and criteria were related to the number of cars they sold per year. The benchmark profile— where different Meta Programs were given different weights — correlated highly with the number of cars sold. 

From then on, all candidates for sales positions were profiled with MindSonar. How similar their profile was to the desired profile partly determined whether or not they were hired. Also, in the current sales force, salespeople who diverted from the desired profile were offered a training course, tailored especially to develop their underdeveloped Meta Programs.

Subsequently, benchmark profiles were developed for location managers, and service managers too, to be used in hiring and training.

The MindSonar professional running the project was Johan Hoevers (Netherlands). Jaap Hollander did the benchmarks for the location and service managers. Look them up in the Registry.

Helping a Debt Collection Agency get Results in a Socially Responsible way

Flanderijn is a major debt collection agency in the Netherlands. In recent years debt collection has changed. Creditors used to only be interested in getting their money as quickly as possible. Today most creditors feel a social responsibility too. So there has been a change from “When do I get paid?” to “What’s happening with my customer?”

Debt collection is done most successfully by phone. At Flanderijn, on a daily basis, almost 400 employees have telephone contact with the customers of their clients. It is not an easy job. Most people and companies pay their bills. If they don’t, there is some kind of problem. So most of the time the employees work under stress and sometimes they face aggression. That’s why debt collectors are trained frequently. 

Mindsonar is used to get an alignment with the wishes of the client. Every two years Flanderijn management selects their best debt collectors. The ones that not only have a good collection results, but also have a high score on customer satisfaction and debtor satisfaction. These experts are modeled and the Mindsonar results are used to sharpen the content of the trainings.

For example in recent years we have noticed a shift in meta programs from highly internally referenced, very proactive, and procedural to more externally referenced, more reactive and more options oriented. In general criteria changed have from 'results' to 'contact'.

The MindSonar professional running this project was Kees Over de Vest (Netherlands). Look him up in the Registry.

Developing Leadership 
in the Dutch Military

For many years, when an officer in the Dutch military was being prepared for a high ranking position, they started a leadership development training, working on their communication, strategic skill, and leadership competencies.

At the beginning of the training a MindSonar profile was made and the candidate defined their own strengths and weaknesses as a high ranking officer. Their MindSonar profile was related to the competencies they wanted to develop (they chose five from a list of twelve competencies defined by the military). 

The Meta Programs and criteria in their MindSonar profile were seen as a 'lever' to better enable them to develop these competencies. An officer might, for instance, want to develop a thinking style that had stronger 'towards,' 'general,' 'people', and “structure” Meta Programs, combined with more 'yellow' criteria (personal development and systems overview). During the year the officer had several conversations with the MindSonar professional. At the end of the course, another measurement was done to determine if the target competencies had indeed been developed.

The MindSonar professional running this project was Marjan Kos (Netherlands). Look her up in the Registry.

Helping a Mining Company
solve an Internal Conflict

A mining company had serious communication problems in their community relations team. This problem persisted, even after several group trainings and coaching sessions. The majority of the team members had great difficulty with one person. This person had even been nicknamed "Don Pesimo" ("Mister Horrible") because every time they proposed a solution, he would disagree and point out everything that could go wrong with that proposal.

MindSonar was filled out by all team members and a workshop was organised explaining Meta Programs and Graves Drives. At the end of the workshop the team scores were discussed. The team and the leader of the company, who was also present, could clearly see that their predominant Meta Program was 'matching' (focusing at what is good and correct), except for "Don Pésimo", who scored very high on mismatching (focusing at what is not good and incorrect).

Simply explaining to them that their teammate was not a negative person, but rather using a different thinking style, was very helpful. He was relabelled as an internal consultant, being the one person with the ability to show them the dangers and pitfalls they could not see.

Today this person sits at the head of the board of directors when they meet. He has an important role in evaluating both team decisions and team processes.  

The MindSonar professional running this project was Mónica Castañeda (Peru). Look her up in the Registry.

Helping a Bank develop an 
Entrepreneurial Attitude

A large Belgian insurance bank defined a new corporate strategy in which it was important for their insurance brokers to develop a more entrepreneurial attitude.

A central factor in this development was the relationship between the insurance brokers and the local insurance agents in the community. The company defined a list of key competencies for their brokers related to dealing with these agents.

All brokers were profiled with MindSonar. Surprisingly, after a statistical analysis, it turned out that there was no significant relationship between thinking style, criteria, and key competencies on the one hand and sales volume on the other hand. Further analysis revealed that this had to do with the targets that were being set. Because targets were set at a relatively low level, their MindSonar profile did not make a lot of difference. It did not matter much how brokers thought or what they found important. The volume of sales was determined mostly by demand from the local insurance agents and the efforts of the brokers seemed to have little to do with it.

This finding led the company to change the system of setting targets. After targets were adjusted, thinking style did make a difference. A training program was developed in which brokers were trained in those competencies that their MindSonar profile showed them to be lacking in.

For this project the company won a prestigious training award.

The MindSonar professional running the project was Chris Minne (Belgium). Look him up in the Registry.

Helping a Professional find their Dream Job

Sometimes talented professionals don’t fit in a given corporate culture. A common response is to doubt oneself and try to fit in. Fortunately, this professional did a MindSonar profile.

During the intake he told the MindSonar professional that he had had previous jobs that ‘fitted like a glove’. He felt happy, appreciated and was able to contribute. His last two jobs, however, had not been a great success. He felt his managers didn’t trust him and he was making a lot of mistakes. Overlooking his previous job experiences, he noticed the ‘missing ingredient’: the feeling that there was a safety net while learning.   

In his MindSonar profile he focused on a previous job when he had a 100% 'safety net experience'. He discovered that ‘autonomy’ and ‘positive feedback’ were very important criteria for him to feel proud of his professional abilities. MindSonar helped him to understand the unique combination of meta programmes that supported his “100% safety net experience”. A combination, that immediately explained why he didn’t fit in with the present corporate culture: this was not their dominant way of thinking. 

He rewrote his resume, reconsidered his job outlook and found  an authentic way of presenting himself during job interviews (focusing on his uniqueness). He was successful: he found his dream job within a few weeks!

The MindSonar professional running this project was Jascha Kamstra (Netherlands). Look her up in the Registry.    

Helping Pedagogy Interns 
adapt to their Host Organisation

Before pedagogy students of a certain Dutch university start their internship, for instance in an educational institution, they were profiled with MindSonar. 

Their supervisor, having intimate knowledge of the culture of each the institutions where the students do their internships, was able to express that culture in terms of Meta Programs and Motivational Drives.

The supervisor, comparing the profile of the student with that of the culture of the institution, could then predict the kinds of obstacles that a particular student was likely to encounter in that particular institution. Let’s say the institution’s culture was reactive, specific, and information-oriented and the student had a proactive, global, and activity-oriented profile. The supervisor could then predict that some people in the institution might experience the student as rash, uncontrollable and vague.

The supervisor would discuss this with the student and also help them think about how they could best respond, should this problem occur. This had advantages for both for students and the institutions. If the predicted problems occurred, the student was prepared to respond adequately. This reduced escalation of conflict and often prevented the eventual drop-out of the student from that internship.