What are Metaprograms?
The metaprogram model traces back to the research of C. G. Jung ("Psychological Types" - 1921). Later in the USA, C. G. Jung's work was adopted by Isabelle Myers-Briggs and implemented into a psychological personality test, the Myers-Briggs Type Indicator (MBTI).
The MBTI was a popular tool in HR departments for many years, with more than one million profiles evaluated to date according to current license holders. Richard and Leslie Cameron-Bandler developed the most important metaprogram questions for coaching and direct conversation use in the 1980s.
Definition: Metaprograms are the most unconscious filters of our perception. They organize the way we think and motivate ourselves. Identifying a person's "metaprograms" makes it possible to determine what type of information motivates them.
With metaprogram questions, it's not so much about what the conversation partner answers, but how they answer. The following preliminary information is important for understanding:
- Each metaprogram forms a continuum in every person
- Predictions are only valid in the context asked
- Metaprograms are state and stress dependent
- There are no good or bad metaprograms
- There is no "success personality" per se
Metaprograms in HR Work
In HR work, the metaprogram model is integrated and applied in many companies:
Job Profile Design
First, the relevant patterns of the vacant position are defined
Personnel Marketing
Tailored advertisements effectively reach the target group
Selection Process
Top candidates are identified in interviews
Personnel Development
Employees are systematically developed further
The Four Most Important Metaprograms
Core Question: Does a person motivate themselves by moving toward goals or by solving problems and challenges?
- • Want to achieve something
- • Good with project plans
- • Goal-oriented
- • Future focus
- • Solve problems
- • Master challenges
- • Good with obstacles
- • Present focus
Interview Technique: "What is important to you in your work?" → "Why is this important to you?"
Core Question: How does someone make decisions? Is the reference frame internal or external?
- • Judge themselves
- • Need little praise
- • Quick decisions
- • Own standards
- • Feedback important
- • Need praise
- • Open to feedback
- • External validation
Interview Technique: "How do you know you've done good work?"
Core Question: What type of tasks motivate the person long-term?
- • Develop systems
- • Explore new paths
- • Building work
- • "Why" attitude
- • Proven methods
- • Daily business
- • Implementation
- • "How" attitude
Interview Technique: "Why did you choose your current employer?"
Core Question: Does a person take initiative or wait for it?
- • Action-oriented personality
- • Take initiative
- • Act spontaneously
- • Prefer phone calls
- • Analyze thoroughly
- • Observe first
- • Act thoughtfully
- • Prefer email
Interview Technique: "Describe your typical working style."
Practical Application
Metaprogram questions help you to:
- Recognize tendencies, strengths, and potential
- Understand work styles and team dynamics
- Create a success-promoting environment
- Identify and defuse conflict areas
- Understand and promote motivation
Typical Position Combinations
- Sales: Proactive, Procedures, External, Toward
- Executive: Balanced Proactive/Reflective, rather Internal, rather Toward
- Quality Control: Away-From, Procedures, Internal, Reflective
- Consultant Personality: Proactive, Toward, Options, External
Personality Development
In practice, it can be observed that a person's personality develops further with new tasks. A first leadership role strengthens the internal component in the reference filter. Success in newly started sales activities leads to a more proactive action filter.
However, such personality development takes place step by step over years, but can be accelerated through mental coaching, for example.
Experience Metaprograms in Practice
The interview technique of metaprogram questions is part of our seminar "The Graves Model in Recruiting".