The progress principle using small wins to ignite joy engagement and creativity at work
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The progress principle using small wins to ignite joy engagement and creativity at work
- 2. THE PROGRESS PRINCIPLE USING SMALL WINS TO IGNITE JOY ENGAGEMENT AND CREATIVITY AT WORK BY: TERESA AMABILE AND STEVEN KRAMER
- 3. About Authors TERESA AMABILE STEVEN KRAMER Professor at the Harvard Business School Kramer is the co-author of The Progress Principle Received her Doctorate degree from Stanford University in 1977 Kramer is best known for being an independent researcher and writer in Wayland Teresa has countless amounts of her work published Similar to Dr. Amabile, Kramer also has several published works
- 4. Work Performance A study of 238 professionals from 26 project teams in 7 companies and 3 industries. Over 80% of participants were college educated Daily diary entries Collected 12,000 diary entries
- 5. Conti…., Diary forms consisted of quite a few numerical questions asking participants to rate their own perceptions of the various aspects of the work environment Open-ended question Brief report of one event
- 6. Research Discoveries •The results of the research led to the discovery of how inner work life is and how it functions as a complex system. •Also, this research in turn served as a foundation for the conclusions about inner work life: what affects it and how inner work life affects performance.
- 7. Inner work life is the confluence of perceptions, emotions, and motivations that individuals experience as they react to end make sense of the events of their workday
- 8. Components of Inner Work Life Perceptions Emotions Motivations
- 9. Inner Work Life System Perceptions/thoughts (Sense making about workday events) •The organization •Managers, self, team •The work Emotions/feelings (Reactions to workday events) •Positive emotions •Negative emotions •Overall mood Workday Events Individual Performance Motivation/drive (Desire to do the work) •What to do •How to do it •When to do it •Whether to do it
- 10. Best “inner work life” days at work Positive Perception Strong Motivation Elated Emotions
- 11. Worst “inner work life” days at work Negative Perception Week Motivation Dark Emotions
- 12. Inner work life at “The Office”
- 13. The worst of Time “karpenter” Famous 12 years old Company in households “Most admired” New management **** Inner work life drops **** Creativity & Innovation Death Karpenter acquired & closed down
- 14. The Best of time “O’Reilley” Chemicals firm producing well-known consumer and industrial products Founded same era as karpenter **** Excellent Inner work **** Creativity & Innovation Remains robust Company still at the top
- 15. The Real differentiator Not ownership form Not the incentive system Not personalities Not skill level INNER WORK LIFE
- 16. Diary of a “Worst Day” at Karpenter I don’t understand why R&D kills so many of my projects, yet I am supposedly measured on new product development! The VP of R&D killed my new hand-held mixer three times before it was approved a couple weeks ago, very conflicting goals, causing us to start, stop, re-start, etc. [Sophie, product manager, equip team, karpenter corporation]
- 17. Diary of a “Best day” at O’ Reilly presented 1.5 hours worth of technical data, market information, process capability and cost information in the project review, the review was very well received, much assistance was given, and we passed (allowed to go to the next stage)!! [Dave, leader of vision team, O'Reilley corporation]
- 18. Creative Thought work[ing] on the details of how the image will be produced, I really got into the problem and came up with an elegant method for dealing with overloaded tasks. [Engineer diary, high tech firm]
- 19. The Inner Work Life Effect Positive perceptions Pleasant emotions Intrinsic motivation Creativity Productivity Commitment to the work collegiality
- 20. The web’s most popular shoe store
- 21. Daily progress doing meaningful work
- 23. Comparisons relative to days without progress or setback events Elements of inner work life How days with progress events compare How days with setback events compare Emotions •More positive overall mood •More happiness •Less sadness •Less fear •More negative overall mood •Less happiness •More frustration •More fear Motivations •More intrinsically motivated(by the interest, enjoyment, challenge of, and involvement in the work itself) •Less intrinsically motivated perceptions •More positive challenge in the work •Team more mutually supportive •More time pressure •less positive challenge in the work •Team less mutually supportive •Insufficient resources available for the work
- 24. What happens on Best Days 24%
- 25. What happens on worst Days 76%
- 26. The “Key Three” Drivers of Inner Work life The Progress Principle The Catalyst factor The Nourishment factor
- 27. The Progress principle The progress principle events signifying progress, including: small wins Breakthroughs Forward movement Goal completion
- 28. The Catalyst Factor (Support the work itself) Events supporting the work, including: setting clear goals Allowing autonomy Providing resources Providing sufficient time Helping with the work Allowing ideas to flow Sufficient time
- 29. The Nourishment Factor (Support people doing the work) Events supporting the person, including: Respect Encouragement Emotional support Affiliation
- 30. Leaders Awareness Rank- order these motivational influences Rank- order these motivational influences Recognition Incentives Clear goals Progress in the work Interpersonal support
- 31. Big News Managers’ Ranking: • # 1 = Recognition • # 2 = Clear goals • # 3 = Incentives • # 4 = Interpersonal support Only 5% ranked progress #1
- 32. The takeaway Everyday support for people and their progress Grate inner work life Superior long term performance
- 33. Manage with a Human Touch • Praise without real progress, give little positive impact on people's inner work life and may give off a sense of cynicism. • Good progress without praise or criticism may produce anger or sadness in employee • Best booster to inner work life: • Management recognizing and praising people for the good progress and efforts to their work
- 34. Recommendations: • Systematic awareness • Stay tuned everyday • Target support • Check in – don’t check-up • Events change the culture • Tend to your own inner work life
- 35. References THE PROGRESS PRINCIPLE – Teresa Amabile and Steven Kramer. http://progress principle.com/books/single/the progress principle http://en.wikipedia.org/wiki/tersaamabile http://www.youtube.com/results?search_query=Teresa+Amabile+Progr
- 36. THANK YOU
- 37. Your Questions