Podcasts about neel doshi

Neel Doshi reveals how to build and sustain high performing cultures through total motivation. — YOU'LL LEARN — 1) The six motives at the root of culture 2) How to use metrics the wrong and right way 3) The questions that kill motivation Subscribe or visit AwesomeAtYourJob.com/ep1013 for clickable versions of the links below. — ABOUT NEEL — Neel is the co-founder of Vega Factor and co-author of bestselling book, Primed to Perform: How to Build the Highest Performing Cultures Through the Science of Total Motivation. Previously, Neel was a Partner at McKinsey & Company, CTO and founding member of an award-winning tech startup, and employee of several mega-institutions. He studied engineering at MIT and received his MBA from Wharton. In his spare time, he's an avid yet mediocre woodworker and photographer.• Book: Primed to Perform: How to Build the Highest Performing Cultures Through the Science of Total Motivation• Website: Factor.ai— RESOURCES MENTIONED IN THE SHOW — • Study: “Poverty impedes cognitive function” by Anandi Mani, Sendhil Mullainathan, Eldar Shafir, and Jiaying Zhao• Book: Pattern Breakers: Why Some Start-Ups Change the Future by Mike Maples and Peter Ziebelman— THANK YOU, SPONSORS! —• Lingoda. Visit try.lingoda.com/Awesome and save up to 20% off your sign up fee! Plus, get an extra $25 off with the code AWESOME • LinkedIn Jobs. Post your job for free at LinkedIn.com/beawesome• Jenni Kayne. Use the code AWESOME15 to get 15% off your order!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

On the latest episode of Alloutcoach, I spoke to Neel Doshi whose research on human motivation and performance at work has truly inspired me over the years. Watch this video podcast to understand why I consider him one of the brightest minds in organizational change research who has created forward-thinking solutions that can transform your business. Neel Doshi is Co-founder and CEO of Vega Factor and Factor.AI, NY Times and Wall Street Journal best-selling author of "Primed to Perform", multiple award-winning founder of various tech startups, MIT graduate in engineering and Wharton Business School MBA. 0:00 Intro 0:08 Episode Highlight 1:52 Neel Doshi Introduction 3:30 Why Neel decided to study human performance at work His journey from first job as software engineer at major bank and personal frustration from lack fulfillment and mediocre attempt at starting a company to researching the root causes and drivers of human motivation at work for the next 15 years 7:56 Various types of industries Neel Doshi has researched 8:58 Distinguishing and Ranking Tactical vs. Adaptive Types of Performance at work Tactical Performance refers to alignment to roles, objectives, and goals while adaptive performance refers to innovation, problem-solving, and improvisation. 13:23 Measuring Motivation to produce both Tactical and Adaptive Performance at Factor.AI Research indicates 6 motivational factors along a spectrum of stimulating or inhibiting performance: 1) play 2) purpose 3) potential (3 positive factors that stimulate adaptive performance), followed by 4) emotional pressure, 5) economic pressure, and 6) inertia (3 negative / inhibiting factors) in descending order 21:42 Tesla Model 3 Mass Market Case Study Real-world example confirming that relying completely on Tactical Performance alone through technology is insufficient and detrimental, and Adaptive Performance via human capacity to think critically is central to driving growth in business. Elon Musk's 2009 Tweet: "Excessive automation at Tesla was a mistake. To be precise, my mistake. Humans are underrated". 24:50 How do you measure performance through profitability vs social impact? Majority of the motivation of performance is local to the employee not global to the company. This is why social impact is not a driver of motivation or performance. 29:20 How to both perform and collaborate today when the pace of competition is rising so rapidly. Companies do not have to turn increasing external competition and global pressures into coersion and blame. They can make competition fun. Competition can make work more purposeful because an employee can feel like he/she matters more in the presence of an adversary. Companies turn competition into pressure rather than play and purpose. Play and purpose, our highest performance motivators are not bound by a limit and do not represent a zero-sum game unlike emotional or economic pressure, for example. So if companies are using emotional or economic pressure or indirect motives to drive performance they are fracturing collaboration by design. Collaboration suffers, and so does problem-solving and adaptive performance. When I do not have companies I work with that have internal competition, I create competitions. 35:13 What are some examples of new ways of working to drive higher motivation at work? Hierarchies and distinct roles are important to communicate diverse vantage points and perspectives. Metrics make work more fun because they provide a scoreboard to a game and can drive stronger performance as long as they are not weaponized by leaders. Similarly, performance reviews should be used not to blame and shame people but should involve teams to evaluate team performance together rather than use individual reviews to measure teams. 45:10 How Neel is currently stretching himself and lifting others Engineering stronger performance has become a science and there are specific solutions we have now built that are available for you.

Como líderes siempre buscamos motivar a nuestros equipos a través de reconocimientos monetarias y no monetarios, pero ¿Cómo logro que los miembros del equipo estén motivados permanentemente y no solo por un momento? ¿Cómo logro individualizar la motivación para cada colaborador de una forma efectiva? Y ¿porqué los motivadores monetarios duran impactan solo en el corto plazo? En este episodio de la serie “los 5 aprendizajes de los 5 mejores libros” usamos como referencia los siguientes libros en el tema “motivación del talento”: ·         "Drive: La sorprendente verdad sobre qué nos motiva" por Daniel H. Pink ·         "Reconocimiento: El poder de la recompensa intangible" por Kevin Kruse ·         "Preparados para actuar: cómo construir las culturas de mayor rendimiento" por Neel Doshi y Lindsay McGregor ·         "1001 formas de premiar a los empleados" por Bob Nelson ·         "Mindset: La actitud del éxito" por Carol S. Dweck

A lo largo de mis años de experiencia trabajando en el ámbito de la cultura organizacional, he observado y documentado cómo una cultura organizacional, basada en valores sólidos y prácticas coherentes, es fundamental para el éxito y sostenibilidad de cualquier empresa. Esta cultura no solo actúa como el ADN que guía las acciones y decisiones de los colaboradores a todos los niveles, sino que también se traduce directamente en mejoras en la productividad, satisfacción del cliente, innovación y, finalmente en los resultados financieros. En este episodio de la serie “los 5 aprendizajes de los 5 mejores libros” usamos como referencia los siguientes libros en el tema “cultura organizacional”: ·         "Cultura Corporativa" de Edgar H. Schein. ·         "Cultura Organizacional y Liderazgo" de Edgar H. Schein. ·         "El Poder de la Cultura Organizacional" de Bryan Walker y Sarah A. Soule. ·         "El código cultural" de Daniel Coyle. ·         "Preparado para actuar" de Neel Doshi y Lindsay McGregor.

As professionals, we can sometimes be put in situations where we experience a physical and/or emotional response when there is conflict between job demands and the amount of control we have over meeting these demands.This phenomenon, which Neel Doshi describes as “emotional pressure,” can be harmful to adaptive performance. Where does this phenomenon show up, and how can we recognize the signs to avoid succumbing to it?   Listen to this snippet, and if you enjoyed it, scroll back to episode Episode 24, “How Top Performers Self-Motivate with Neel Doshi,” to hear the full conversation.  

Today, we're delighted to be joined by Neel Doshi. Neel is a co-author of worldwide best selling book Primed to Perform, and also co-founder of Vega Factor, building high performing cultures through the science of total motivation. If you want people to be engaged in their work, you have to make their work engaging. Neel chats to Roger about what motivation means, how motivation drives performance and how organisations can manage motivation.  Enjoy the episode!   Read Primed to Perform

Stephen Shedletzky (AKA "Shed") wakes up every day to engage with people in meaningful ways, connect with depth, and live and inspire a more fulfilled world. He supports humble leaders. Those who know they are both part of problems they experience and a part of the solutions they create. Those who intend to put their people and purpose. Shed is a speaker, thought leader, executive coach, and advisor. In this episode he shares his insights on how to create a "speak-up" culture and how it can transform organizations. Book Recommendations: Permission to Screw Up by Kristen Hadeed Primed to Perform by Neel Doshi and Lindsay McGregor Additional Resources: Learn more about the PeopleForward Network: www.peopleforwardnetwork.com

On this People Over Perks podcast episode, we have David Hanrahan. David is the CHRO at Eventbrite, a ticketing and event technology platform that helps businesses organize and sell tickets to events online. In this episode, we cover topics including the company's cultural evolution, their approach to compensation and performance, what it means to be a great CHRO, and more.Notes Primed to Perform by Neel Doshi and Lindsay McGregor Lars Schmidt on Twitter: interviews, open-source guides & more

People often assume that money is the sole motivator for a career in sales.  While it may be the carrot for some sales professionals, high performers have deeper incentives.  In this episode, Dan and Neel Doshi, NY Times best-selling author of Primed to Perform, discuss the powerful motivation of play, potential, and purpose to maximize top performance and minimize stress.

It’s no secret that motivation is the precursor to high performance, so why do organizations still struggle to motivate their employees? According to Neel Doshi, Co-founder of Vega Factor and co-author of the New York Times bestseller Primed to Perform, it's because many have yet to unlock TOMO, or “total motivation” in their people.  On this episode, Neel joins the People Ops Podcast to talk about six fundamental motivators of human behavior, how to optimize the right ones to create TOMO, and why motivation is critical to adaptability in a post-pandemic future.   On this episode, you’ll hear: [01:29-04:01]  What inspired Neel to master the science that governs motivation and performance [04:19-08:54] How remote work is impacting motivation and leadership [10:45-13:30] The three direct motivators organizations should maximize [13:31-15:12] The three indirect motivators that organizations should minimize [17:01-19:09] Why people who are driven by indirect motivators are less adaptable, and why that’s a problem [23:33-26:07] How small business and startup leaders can create motivating environments [35:35-37:49] Why it’s crucial to get motivation right to thrive in a future of hyper-competition and change

Today we sit down Gary Ware, a corporate facilitator and keynote speaker who uses the power of play to transform lives! He has been recommended by previous guests and for good reason, so sit down, listen up, and enjoy.Gary acknowledges that finding diverse talent requires extra effort. Companies that struggle to find diverse candidates need to peel back the layers on their recruitment efforts to find the problem. Are they looking for talent in schools that promote diversity? Perhaps your company needs to support efforts in the local community to help young people of color get exposure to the tech industry. Gary supports the push to remove CS degree requirements from software engineering roles because many of the necessary skills for the trade can be self taught or learned through mentorship. An apprenticeship is a great way to identify people who have the hunger and drive to learn. This model works because it teaches the apprentice the technical skills needed to get the job done and it also allows them to learn the grit and adaptive skills that cannot be taught in a classroom. In regards to retaining talent, Gary recommends that a company set metrics on their culture by referencing Primed To Perform a book by Lindsay McGregor and Neel Doshi. Additionally, he believes that the workplace should be one where employees feel like they want to be at work, their needs are heard, and their leadership cares about them.Gary Ware, the Founder of Breakthrough Play is a sought-after Corporate Facilitator and Keynote Speaker with nearly a decade of experience as performer in improv theatre. He assists teams with unlocking creativity, confidence, and sparks collaboration with experiential methods proven to drive peak performance. Gary became obsessed on learning how to use play as a transformational tool and as a result, happily transitioned from marketing to pursue facilitation full time.Gary Ware: www.linkedin.com/in/garywareBreak Through Play: www.breakthroughplay.comTwitter Account: www.twitter.com/garywareInstagram Account: www.instagram.com/garywareFacebook Page: www.facebook.com/breakthroughplayMore episodes of the SnackWalls Podcast: http://podcast.snackwalls.comSnackWalls is powered by San Diego Code School: https://sdcs.ioPlease share like and subscribe for more reach

On the Profitable Joyful Consulting podcast, I teach you how to increase your profits and enjoy your business more. In this episode, you'll learn how to use play - yes, PLAY - to become more creative, achieve your goals, and experience more joy in your business.  Of all the consulting niches I've come across, Strategic Play Consultant Gary Ware's is my favorite! He joins me to share his experience helping clients with team building and problem-solving through “purposeful play” — something that's missing from most of our adult lives.  You might be thinking…”I don't have time for play.” Well, Gary says you're looking at play through the wrong lens. Play and creativity are muscles. They're skills that we can develop.  In addition to fun creative ideas for improving your work and home life, you'll hear Gary bringing in the science to support making these changes.  Key areas covered in this episode: Gary shares the breakthrough experience his client had when he played a game with their sales team. What Purposeful play us and why it matters (including an amazing fact about the benefits of play for the brain). How games reveal people's true nature and what you can learn about yourself and others through them. Play might not be exactly what you think it is. You can use play in your business — and we talk about how.  3 intrinsic and 3 external motivators, and how tapping into the intrinsic motivators helps you achieve your goals. Gary works with some impressive Blue-Chip companies. He shares how he got a foot in the door (and how he's pivoted and adapted this year with COVID-19). Catch this episode: 

On this episode, Raj Sharma talks with Neel Doshi, co-founder of Vega Factor and author of Primed to Perform, a book that “explains the counterintuitive science behind legendary cultures” based on research into how total motivation leads to higher performance and improved culture within organizations.

It turns out why we work determines how well we work. This is the conclusion Lindsay McGregor and Neel Doshi made after their research of Top 100 Forbes Company Executives, 20000 workers at about 50 different companies in order to explore how company culture shapes employee performance. In this short episode, I review a convenient tool validated based on McGregor and Doshi's research published in the Harvard Business Review called the "ToMo" Total Motivation Score, which you can use to monitor and measure the job fulfillment and engagement of your employees which can positively impact company culture and significantly enhance employee growth and performance. --- Support this podcast: https://anchor.fm/alloutcoach/support

In this uncertain time, it’s increasingly difficult to motivate ourselves, let alone our teams. In this episode, Deciding Factors brings you Neel Doshi, author of the New York Times Bestseller, "Primed to Perform: How to Build the Highest Performing Cultures Through the Science of Total Motivation." Neel breaks down the decisions we need to make around motivation, inspiration, and the difference between task-based management and problem solving.

This week on the Finding Impact Podcast, we are talking about the challenges of maintaining culture as your social business scales, and tactics for how to adapt and scale your culture, with Paul Breloff of Shortlist. Paul's company, Shortlist, helps companies build and develop their teams through a new approach to hiring. Particularly, we'll be talking about Paul's experience as he grew Shortlist's team across two continents and to nearly 100 people and lessons he's learned from the entrepreneurs at companies Shortlist works with. On this podcast you will learn: The definition to the word Shwashbuckle. 0:58. Why why he got into “talent;” his background is mostly in non-talent social enterprise and impact investing after advertising and corporate law. For about 14-15 years now, very focused on financial inclusion and initially was part of a team who set up a community development bank in the US which led to Accion Venture Lab. https://www.accion.org/how-we-work/invest/accion-venture-lab The theme underlying all of this has always been looking at for-profit business models which can expand access to opportunities in different ways. 2:30. Saw a talent gap in companies and how culture could enable or disable teams in doing things.  Realized that investors comfort zone was talking about fundraising and strategy. The messy reality of building teams and getting the right people on those teams are something that doesn't get talked about as much, but they often make or break whether these companies work. So Shortlist emerged from those experiences. 6:12. Shortlist created a platform (now close to 1 million people) that connects skilled professionals to great careers in India and Kenya, using tech tools that automates the collection of data points beyond their CV. 8:08. How Paul came to define Shortlist's culture. 10:10. Culture should come from the co-founders. A key part of defining the culture was setting strong core values, which are: own it, act with intention, find the adventure, be a whole person, and one team. Core values can adapt! Shortlist added “one team” after realizing the importance of this after a merger with another company and now they make it a major priority. 18:56. Challenges he faced maintaining culture across multiple continents and what process or activities he put in place to help develop it. Tried to create consistency, and enough opportunities for exchange so people could get to know each other. But distributed teams is probably the future. 21:15. Things that have worked: 1) Creating global informal places to spark chatter and sharing of personality. E.g. Their global WhatsApp group is quite active, silly, not very professional, but lets people throw emoji's back and forth. 2) Creating face-to-face opportunities for real time connection, ie. making sure the team travels between India and Kenya. 3) Investing in technology that allows you to stay connected remotely. 4) Monthly remote town halls which get the whole office together to say hello to new employees, goodbye to employees moving on, promotions, etc. 24:30. Any pushback from Board members or investors about having too much fun? No. “A startup's most important product is the team, and making sure it works well. I think our stakeholders believe that and want us to invest in that.” 30:45. Resources that Paul would recommend to others: The Culture Code by Daniel Coyle, Setting the Table by Danny Meyer, Delivering Happiness: A Path to Profits, Passion, and Purpose by Tony Hsieh (Zappos CEO), Primed to Perform by Neel Doshi and Lindsay McGregor. 32:10. Resources from this episode: Shortlist company website https://www.shortlist.net/ The Meta-Culture of Building Great Teams https://medium.com/@paul_53628/the-meta-culture-of-building-great-teams-b08b8daf5023 One Team: A Fifth Shortlist Value Enters the World https://medium.com/@paul_53628/one-team-a-fifth-shortlist-value-enters-the-world-87d6fa7b828b The Power of Swashbuckle: How Shortlist Decided What's Important https://medium.com/@paul_53628/the-power-of-swashbuckle-how-shortlist-decided-whats-important-5ca817efcf51 Connect with Paul: LinkedIn https://www.linkedin.com/in/paul-breloff-5638b67/ Twitter https://twitter.com/paulbreloff?lang=en

Motivation bleeds into everything we do, and it helps us choose where to focus in our busy lives. We have motivations for why we’re in relationships, listen to certain podcasts, and even how we work. Where we derive our motivation is connected to how we expend our energy long-term. Intrinsic motivation is the sustainable way to drive employee performance. It’s all about incentive and deriving pleasure from the activity itself (e.g., a genuine interest in a project or strategic initiative) rather than because of any external benefits that might be obtained. In other words, doing an act that is intrinsically motivated means you are doing it to achieve a deeper, more personal reward than money or any other external validation can offer.  External motivators can only go so far to drive someone’s performance in life and in business. Personal fulfillment doesn’t come from a paycheck or the end-goal five years down the road; true motivation comes from waking up day-to-day excited to use our unique strengths and capabilities. In this episode of the Best-Self Management Podcast, co-founders David Hassell and Shane Metcalf examine what lies behind intrinsic motivation in the workplace and why it’s a far more powerful way to encourage performance. We also discuss: Why external motivators fall short of intrinsic ones The formula for keeping your team intrinsically motivated What happens when we don’t take time to build relationships  Crafting a purpose that goes beyond profitability Honing potential and mastery to tune into your zone of genius So, how do you connect your company’s vision to the work that your people do? Share with us in the comments!   Quotes “Most people don’t reach their full potential because they don’t know what their full potential is.” [5:34] “Paired up against each other, a team that’s intrinsically motivated is going to out-perform a team that is externally motivated every day of the week.” [6:19] “Everybody's unique genius and perspective are different. The things that I’m incompetent at or don’t give me energy can actually be someone else’s zone of genius and things they do exceptionally well.” [21:00] “If you’re not tuned into whether your employees are having an experience where they can continue to grow, you’re at risk of losing people.” [29:12]   Links Primed to Perform by Neel Doshi and Lindsay McGregor Drive by Dan Pink Simon Sinek TED Talk   Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

   Paul Olteanu se prezintă profesional ca un professional coach și senior trainer, dar sentimentul nostru după discuția pe care am avut-o e că e un om a cărui minte caută neîncetat răspunsuri despre cum funcționează creierul uman. Ce ne face să ticăim? Cum ajunge cineva care a fost pasionat de IT în perioada în care pasiunea pe IT era ceva neobișnuit să se ocupe de performanță organizațională, neuroștiință și public speaking? Întrebările astea, și multe altele, i le-am pus lui Paul croșetând pe marginea unei cărți care ne pasionează pe toți trei - The culture code de Daniel Coyle. A ieșit o discuție care nu va avea cum să nu vă prindă, vă promitem. Alte cărți recomandate în timpul discuției de Paul? Iată: - Primed to perform de Neel Doshi și Lindsay McGregor - Drive: The Surprising Truth About What Really Motivates Us de Daniel Pink - Sapiens și Homo Deus de Yuval Noah Harari  

“Business leaders believe a strong organizational culture is critical to success, yet … most executives manage it according to their intuition,” asserts Lindsay McGregor and Neel Doshi in the Harvard Business Review. In most cases, organizational outcomes are clearly defined and measured, while organizational culture is left up to “good intentions.” This lack of intentional focus on the design and creation of culture often leaves a disconnect between the stated values of the organization and the actions of its employees, resulting in increased turnover and decreased performance. In this episode, Dr. Sheryl White will discuss with special guest Tony Moore, Culture Architect, Speaker and Author of Culture in 4D a blueprint for a culture of engagement, ownership and bottom-line performance.

Movement Mortgage CEO Casey Crawford and best-selling author Neel Doshi discuss how to build high-performing corporate cultures.

Today’s guest is Lindsay McGregor, McKinsey alum and co-author of the book Primed to Perform. She and her co-author and former McKinsey Partner Neel Doshi created the concept of Total Motivation – or ToMo for short. Lindsay and Neel founded a consulting firm, Vega Factor, that works with clients to help implement the ToMo principles they describe in their book. In this episode, Lindsay talks about her path to understanding what drives motivation, and the impact that it has had on her own life. Lindsay views each day as an opportunity to play, and helps organizations see how that same mindset can drive productivity and profitability.   Total Motivation is a measure of the degree to which individuals feel a sense of play, purpose and potential minus the degree to which they feel inertia and emotional and economic pressures.   Lindsay talks about how we all can use Total Motivation techniques to manage our personal productivity and aspirations, shifting our focus from numerical, outcome-based goals to performance-oriented ones, including learning new skills to help us get where we want to go. Lindsay sand her co-author Neel Doshi are on a mission to introduce ToMo to the world, and hope that by 2050 everybody on Earth works in a high ToMo organization.   To learn more about Total Motivation and Lindsay, visit the website: www.PrimedtoPerform.com. It has a short survey you can take to gauge your own ToMo, and a contact form that you can fill out to learn more about their company and their mission. To receive the weekly Unleashed email, that includes a transcript of each episode, book recommendations, and consulting tips, sign up at: https://www.umbrex.com/unleashed-podcast/

On this episode, we speak with Dr. Neel Doshi, DO, a psychiatrist with Kaiser Permanente Orange County, about the importance of mental health.

In this episode I sit down with the amazing Chris Allen and we begin a multi part series discussing the importance of TOMO in the work place based on the teachings of Neel Doshi and Lindsay McGregor from Vega Factor.. This will be an ongoing series with Chris so strap in and get your TOMO on!!

“Business leaders believe a strong organizational culture is critical to success, yet … most executives manage it according to their intuition,” asserts Lindsay McGregor and Neel Doshi in the Harvard Business Review. In most cases, organizational outcomes are clearly defined and measured, while organizational culture is left up to “good intentions.” This lack of intentional focus on the design and creation of culture often leaves a disconnect between the stated values of the organization and the actions of its employees, resulting in increased turnover and decreased performance. In this episode, Dr. Sheryl White will discuss with special guest Tony Moore, Culture Architect, Speaker and Author of Culture in 4D a blueprint for a culture of engagement, ownership and bottom-line performance.

Richard Ryan is a professor at the Institute for Positive Psychology in Education at the Australian Catholic University. He is also a research professor of Psychology at the University of Rochester in New York. Rich is a clinical psychologist and co-developer of self-determination theory, one of the leading theories of human motivation. With over 300 papers and books in the areas of human motivation and personality and psychological well-being, he is among the most cited and influential researchers in psychology and social sciences. In this conversation, Rich discusses how we can motivate ourselves and others at work and what we can do practically to cultivate autonomy, competence and relatedness.  He also explains the motivational pull of games and shares how elements within games can be used to improve wellbeing. Connect with Rich Ryan: Rich's Website You’ll Learn: [01:53] - Many organizations still struggle with motivating individuals to do their best work. Rich shares his findings in what actually works. [02:41] - Rich explains why many organizations struggle with implementing strategies based on his findings. [03:54] - Rich shares some of the factors his research finds are important for leaders to be able to enable in team members. [05:10] - Rich explains why there are fundamental needs for flourishing. [06:39] - Rich describes how neuropsychology is adding to his understanding of what motivates us. [08:03] - Rich shares some outcomes leaders can expect if they make these changes. [09:47] - Rich talks about how to teach leaders to be more autonomy supportive of their employees. [10:53] - Rich shares that he has been inspired by the rise of the executive coaching culture. [12:00] - Rich talks about the balance of incentives without undermining motivation. [14:01] - Rich wrote a book on the motivational pull of games and he discusses the elements of games that can be utilized in workplaces. He also explains why gamification can be bad for organizations. [18:04] - Rich talks about new health programs that use incentives to encourage behavior changes. [20:19] - Rich talks about the importance of change in the process. [21:26] - The Lightning Round with Rich Ryan Your Resources: Self-Determination Theory: Basic Psychological Needs in Motivation, Development, and Wellness - Richard Ryan and Edward Deci Drive: The Surprising Truth About What Motivates Us - Daniel Pink Glued to Games: How Video Games Draw Us In and Hold Us Spellbound - Scott Rigby and Richard Ryan 7 Minute Workout Primed to Perform: How to Build the Highest Performing Cultures Through the Science of Total Motivation - Neel Doshi and Lindsay McGregor Thanks for listening! Thanks so much for joining me again this week.  If you enjoyed this episode, please share it using the social media buttons you see at the bottom of this post.  Please leave an honest review for the Making Positive Psychology Work Podcast on iTunes. Ratings and reviews are extremely helpful and greatly appreciated. They do matter in the rankings of the show, and I read each and every one of them.  And don’t forget to subscribe to the show on iTunes to get automatic updates. It’s free! You can also listen to all the episodes of Making Positive Psychology Work streamed directly to your smartphone or iPad through stitcher. No need for downloading or syncing. Special thanks to Rich for joining me this week. Until next time, take care!

Neuroscience, which deals with the function of the nervous system and the brain, has certainly become the next big thing in human resources and employee productivity. But don’t worry, if you quite didn’t pay attention in your high school science and chemistry classes, you can still use neuroscience to maximize engagement among your employees. Basically, neuroscience gives leaders information about various aspects of the workplace and their impacts on the brain. From there, management can use that data to motivate employees and show them that they’re appreciated. Neuroscience is making waves in the work world, and illustrating how a new look at incentives and enthusiasm can help businesses reach goals. Culture drives performance. If leaders can use neuroscience to determine ‘the why’ behind hard work, they can guarantee hard work from their teams. In this podcast featuring Lindsay McGregor and Neel Doshi, learn how to identify mistakes and avoid distractions that hinder performance, and how leaders can create an ideal work culture that incorporates business goals gets employees on board to strive for success. To learn more about the 2017 Employee Engagement Conference please visit: http://www.hci.org/ee-conference/2017

Lindsay McGregor is the co-founder and CEO at Vega Factor, a company that helps organizations build high-performing, adaptive cultures. She is also the co-author of a New York Times Best Seller, Primed to Perform: How to Build the Highest Performing Cultures Through the Science of Total Motivation. Lindsay received her B.A. from Princeton University and an MBA from Harvard, and has worked with Fortune 500 companies, nonprofits, and universities. She started her career working in strategy and found that one question often popped up.. "Do we have the culture to pull off the strategy?" Many companies would chose small, incremental improvements in their culture. She found that it was difficult to convince companies that big culture changes could really impact their performance and bottom line. Lindsay teamed up with Neel Doshi to research what is a great culture. They tested dozens of theories through research around the world, from 50 major companies and 20,000 people. They found that one truly predicted performance and that is total motivation. Total motivation, or ToMo, is the simple theory that why people work determines how well they work. There are six reasons why people work - three lead to higher performance and three lead to lower performance. They range from play, which is working because you love the work itself, to inertia, which is showing up today simply because you showed up yesterday. Many factors influence an employee's ToMo score like performance reviews, pay, and design.   Organizations can measure employees' individual ToMo scores and then use them to measure the organization's ToMo score as a whole. Not many companies have a high ToMo score... most are pretty low. A common misconception that can fuel this is that leaders have to be tough dictators to get high performance. However, happy employees and high performing organizations are not competing things. Investing in one leads to the other. Organizations should create a balance of play, purpose, and potential to combat low performance and increase their bottom line!   Things you will learn in this episode: Total motivation, or ToMo The six reasons why people work The two types of performance Cobra effect How annual performance reviews affect ToMo Blame bias Fluid vs. frozen organizations Links From The Episode:   Primed To Preform On Amazon    (Music by Ronald Jenkees)  

Are you successfully maximizing employee performance? The key is in the data, says author Lindsay McGregor. When shared, it can help motivate workers and improve workplace performance. Lindsay discusses findings from her and Neel Doshi’s new book, “Primed to Perform.”

Moe talks with Lindsay McGregor and Neel Doshi about how to build the highest performing cultures through the science of total motivation.

Neel Doshi and Lindsay McGregor are the co-Founders of Vega Factor, a consulting firm that measures the strength of an organization's culture and quantifies the return on investment of building a great culture. Neel and Lindsay's new book is Primed to Perform: How to Build the Highest Performing Cultures Through the Science of Total Motivation. They also happen to be married. To each-other. Learn more at PrimedToPerform.com

On this week's episode of the podcast, we take a look at how to build high-performing teams and cultures through the science of "total motivation." Among the topics we discuss include how to spot the worst motivation for getting your job done, why culture might not want to eat strategy for breakfast anymore, and how to help employees long for the sea in their own ways. Neel Doshi and Lindsay McGregor join us on this episode of the podcast to discuss all that and more. Neel and Lindsay are co-founders of Vega Factor, a company focused on unlocking human potential to build the most adaptive organizations. Prior to founding Vega, Neel was a Partner at McKinsey & Company, as well as CTO and a founding member of Genesant Technologies. Lindsay is a former consultant at McKinsey & Company, where she led strategic and operational projects for Fortune 500 companies in the financial services, media, nonprofit, and education sectors.  Show Notes Visit the Primed to Perform website to take a ToMo survey to see how your company fares Follow Neel Doshi on Twitter Follow Lindsay McGregor on Twitter Follow the official Vega Factor on Twitter