Podcast appearances and mentions of Teresa Amabile

Sign up for our weekly newsletter here! Are we missing an essential ingredient for creativity in education—like sleep? In the Season 10 finale of the Fueling Creativity in Education Podcast, hosts Dr. Matthew Worwood and Dr. Cyndi Burnett hand over the mic to their resident scholar, Jimmy Wilson, for an in-depth reflection on the standout moments and innovative insights from an eclectic season. Jimmy draws connections between classroom creativity and essential factors we often overlook, like the power of sleep and the importance of understanding our own creative process. The discussion dives into research showing how just a few minutes of rest can double or even triple creative problem-solving, and why productive struggle—not just instant success—is critical for growth. The hosts and Jimmy also grapple with how students can find their purpose in an AI-driven world, and why fostering community and authentic connections in the classroom are more important than ever. With highlights from luminaries like Teresa Amabile, Leo Bird, and Robert Sternberg, this episode asks educators to reconsider not only the tools they give students, but also the passion and purpose fueling the next generation. Noteworthy Mentions The Role of Sleep: Research cited showed that brief periods of sleep or even twilight rest significantly improve creative problem-solving. Metacognition in the Classroom: Guests discussed the growing importance of helping students understand their own learning and thinking processes, especially amid the rise of AI. Feedback & Incremental Growth: Celebrating small wins and providing clear, iterative feedback is more motivating than focusing solely on the end product. Purpose and Passion: Transformational creativity comes from students connecting their work to a bigger purpose—benefiting themselves and their communities. Productive Struggle: Perseverance and learning from failure are reframed as keys to creative development. Authentic Audience: The impact of students seeing their work valued in the real world proves to be a major motivator. About Jimmy Wilson Jimmy Wilson is a doctoral candidate specializing in creativity and education at the University of Connecticut, currently completing a prestigious NSF fellowship in educational neuroscience. As the show's resident scholar, Jimmy brings a unique blend of fresh academic research and practical classroom insight. His work focuses on how biology, environment, and emerging technologies intersect to shape creativity at all levels of education. Passionate about connecting theory to practice, Jimmy is dedicated to helping educators foster greater creativity, resilience, and purpose in children and young adults alike.   Eager to bring more creativity into your school district? Check out our sponsor Curiosity2Create.org and join their Creativity Network for Educators at Curiosity2Connect! Check out our Podcast Website to dive deeper into Creativity in Education! For more information on Creativity in Education, check out: Matt's Website: Worwood Classroom Cyndi's Website: Creativity and Education  

Sign up for our weekly newsletter here!   Are today's students losing their passion and sense of purpose—and how can educators help reignite it? In this final debrief episode of Season 10, hosts Dr. Matthew Worwood and Dr. Cyndi Burnett reflect on their standout interviews with a trio of trailblazers in creativity: astrobio futurist Billy Almon, MIT Media Lab's Dr. Leo Burd, and the legendary Dr. Teresa Amabile. The conversation dives deep into the value of biomimicry—learning from nature to solve classroom challenges, the importance of finding purpose and passion in creative learning, and how small wins can fuel motivation for both teachers and students. Matt and Cyndi also explore whether influences like the pandemic and increased screen time are dampening young people's intrinsic motivation, and discuss how creativity can play a key role in happiness throughout all stages of life, including retirement. This lively, insightful wrap-up invites educators to ask themselves and their students thought-provoking questions about what inspires them, what matters most, and how to foster environments where creativity thrives. Noteworthy Mentions Biomimicry in Education: Drawing inspiration from nature—like the calculated strike of a scorpion—to foster creativity and problem-solving in classroom environments. Five Ps of Creative Learning: A model discussed by Dr. Leo Burd, focusing on Passion, Project, Play, Peers and the crucial addition of Purpose in creative learning settings. Purpose and Passion: A pressing concern about whether today's students are struggling to find their "why," potentially due to pandemic disruptions, over-accommodation, or screen time overload. Progress Principle: Dr. Teresa Amabile's research on the power of recognizing small wins to sustain motivation and creativity—a strategy for both teachers and learners. Creativity Across the Lifespan: The empowering idea that creativity isn't just for the classroom—it's vital for happiness and fulfillment into retirement and beyond. Conversation Starters: Encouragement for teachers to ask students what matters to them and what they're passionate about, to help spark deeper engagement. Episodes Discussed: Billy Almon is an astrobio futurist known for his work in biomimicry and innovative approaches to creativity. Dr. Leo Burd is a researcher at the MIT Media Lab, where he explores creative learning frameworks and the integration of purpose into educational experiences. Dr. Teresa Amabile is a renowned scholar in the fields of creativity, motivation, and organizational behavior, widely recognized for her work on the progress principle and for championing creativity at every stage of life. Eager to bring more creativity into your school district? Check out our sponsor Curiosity2Create.org and join their Creativity Network for Educators at Curiosity2Connect! Check out our Podcast Website to dive deeper into Creativity in Education! For more information on Creativity in Education, check out: Matt's Website: Worwood Classroom Cyndi's Website: Creativity and Education

Sign up for our weekly newsletter here! Listen to Part Two of the Double Expresso here! In this episode of the Fueling Creativity in Education Podcast, hosts Dr. Matthew Worwood and Dr. Cyndi Burnett engage in an enlightening conversation with Dr. Teresa Amabile, a world-renowned expert in creativity research. Teresa shares fascinating insights from her impressive 50-year career, discussing her journey and the many chapters of her groundbreaking work. The conversation begins into her early interests in childhood creativity, sparked during her time in kindergarten, and how these experiences led her to study motivation and its effects on creativity. Teresa emphasizes the importance of intrinsic motivation and reflects on how extrinsic factors can sometimes bolster creativity, sharing practical tips for teachers and administrators. The episode also highlights Teresa's reflections on creativity within educational environments, stressing that creativity is not solely an individual trait but is significantly influenced by context. The discussion touches on her book "Creativity in Context" and explores how school environments can either nurture or stifle creative potential. Teresa advocates for a flexible, personalized approach to education, where students are encouraged to explore and play without the constraints of rigid, standardized assessments. Throughout the episode, Matthew and Cyndi explore these themes with Teresa, drawing valuable connections between research and practical application in educational settings. Creativity in Context About Dr. Teresa Amabile: Dr. Teresa Amabile is a world-renowned expert in creativity research, with 50 years of groundbreaking work in the field. She is the Edsel Bryant Ford Professor, Emerita, at Harvard Business School and originally trained as a chemist before earning her Ph.D. in psychology from Stanford University. Her research has explored the intersection of creativity, motivation, and the work environment, shaping how we understand and foster innovation. Dr. Amabile is the author of several influential books, including Growing Up Creative, Creativity in Context, The Progress Principle, and most recently, Retiring: Creating a Life that Works for You, as well as over 100 research articles and scholarly chapters. Her work continues to inspire educators, leaders, and organizations to cultivate environments that nurture creativity and innovation. Eager to bring more creativity into your school district? Check out our sponsor Curiosity2Create.org and join their Creativity Network for Educators at Curiosity2Connect! Check out our Podcast Website to dive deeper into Creativity in Education! For more information on Creativity in Education, check out: Matt's Website: Worwood Classroom Cyndi's Website: Creativity and Education

Sign up for our weekly newsletter here! Listen to Part One of the Double Expresso here! In this exceptional double espresso of the Fueling Creativity in Education podcast, hosts Dr. Matthew Worwood and Dr. Cyndi Burnett are joined by Dr. Teresa Amabile for part two of a discussion on creativity in education. The three explore the application of Dr. Amabile's Progress Principle, a concept that emphasizes how small wins drive motivation and creativity, even in classroom environments. Dr. Amabile shares insights from her research involving R&D teams at corporations, revealing how a positive inner work life, driven by progress in meaningful work, fosters creativity and productivity. The discussion expands into the significance of learning from setbacks and mistakes, a practice essential for both children and adults, and how celebrating failures can lead to further progress and creativity in education. The episode also touches upon the intriguing topic of creativity in retirement, where Dr. Amabile shares findings from her recent research on life satisfaction of retirees, highlighting the importance of creative opportunities during the later years of one's career. Additionally, the episode addresses the potential impact of generative AI on creativity, sparking thoughts on its potential to support or hinder human creativity. Throughout the conversation, Dr. Amabile weaves personal stories and insights that add a warm, engaging touch to the academic discussion, offering listeners a fusion of inspiration and practical applications for fostering creativity in various stages of life and work. The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work Retiring: Creating a Life that Works for You About Dr. Teresa Amabile: Dr. Teresa Amabile is a world-renowned expert in creativity research, with 50 years of groundbreaking work in the field. She is the Edsel Bryant Ford Professor, Emerita, at Harvard Business School and originally trained as a chemist before earning her Ph.D. in psychology from Stanford University. Her research has explored the intersection of creativity, motivation, and the work environment, shaping how we understand and foster innovation. Dr. Amabile is the author of several influential books, including Growing Up Creative, Creativity in Context, The Progress Principle, and most recently, Retiring: Creating a Life that Works for You, as well as over 100 research articles and scholarly chapters. Her work continues to inspire educators, leaders, and organizations to cultivate environments that nurture creativity and innovation. Eager to bring more creativity into your school district? Check out our sponsor Curiosity2Create.org and join their Creativity Network for Educators at Curiosity2Connect! Check out our Podcast Website to dive deeper into Creativity in Education! For more information on Creativity in Education, check out: Matt's Website: Worwood Classroom Cyndi's Website: Creativity and Education

What if retirement isn't the end—but the beginning of your next purpose?In this eye-opening episode of the WIL Talk Podcast, host Vicki Bradley sits down with Teresa Amabile, Harvard researcher and expert on the psychology of retirement, to talk about the emotional side of leaving a career and how to do it with clarity, confidence, and joy.From identity loss to the fear of losing purpose, Teresa shares her “Four A's” framework—Alignment, Awareness, Agency, and Adaptability to help women rethink what retirement really means and design a life they love on the other side of work.Key Takeaways:Retirement is more than financial it's emotional and personal.Identity, structure, and purpose are often the biggest transitions.The Four A's can help create a fulfilling, empowered post-career life.Want to deepen your leadership journey?You'll find two FREE mini-courses designed to elevate your leadership skills and a powerful leadership quiz to help you understand how you show up in the world—personally and professionally. Explore now: www.wilempowered.com

What if retirement isn't the finish line, but a new beginning you haven't trained for?In this powerful episode, host Cathleen Toomey sits down with Harvard Business School professor emerita Dr. Teresa Amabile to explore the surprising truths behind retirement. Based on a decade of research and 200+ interviews, Dr. Amabile challenges the myth that money and health are all you need for a satisfying life post-career. Make sure not to miss this one—we reframe retirement as a phase requiring intention and reflection (and yes… a little work!)Dr. Teresa Amabile is the Edsel Bryant Ford Professor of Business Administration, Emerita, at Harvard Business School. With a Ph.D. in Psychology from Stanford and over 40 years of research into creativity, motivation, and inner work life, she brings a deep, evidence-based lens to one of life's biggest transitions: retirement. Her latest book, Retiring: Creating a Life That Works for You, is the result of a decade-long collaborative study with colleagues from MIT, Bentley, and Boston University.From redefining identity to rebuilding purpose, this conversation is filled with practical insights—and moving personal stories—that reframe retirement as a phase requiring intention and reflection (and yes… a little work!). 

Ask me a QHello Bright Minds, my guest today is 53 year old journalist Samantha Downes, who last year took up the post of senior news reporter at The Express after many years working freelance. She joined The Express in November after specialising in pensions and investment journalism as an investigative reporter for both trade and national publications including the Financial Times, City AM, and Pensions Expert. She's a mother of two teenage girls and writes about midlife, parenting and money issues for her own substack. She's written two books and has another underway and is also a financial commentator on TV and radio. We met a couple of months ago at the House of Lords at a breakfast hosted by another podcast guest, Baroness Helena Morrissey – episode 102 – to launch a report about the gender ISA gap.I think you'll love Samantha's honesty about returning to employment and her raw self-reflections about ambition. I really could have listened to her for much longer than we had time for and at the end of the episode I share my thoughts on why and how mothers careers come in and out of bloom – and it's not to do with the age of their children.ReferencesThe power of small wins – HBR article by Teresa Amabile & Steven Kramer. Visualisation podcast episode with Maya Raichoora.ADHD & Hormones - episode 207 of The ADHD Women's Wellbeing podcast with Kate Moryousef.Danna Greenberg paper - Identity and the Transition to Motherhood: Navigating Existing, Temporary, and Anticipatory Identities. MORE FOR YOU DM Jessica on instagram @comebackcommuk Get Caremail (free, every other Sunday at 7am) Read Mothers Work! How to Get a Grip on Guilt and Make a Smooth Return to Work by Jessica Chivers. Watch five coachees talk about working with us Connect us to your HR team - bring the Comeback Community™ employee experience to your workplace

In today's episode, I dive deep into the feeling of being overwhelmed and constantly busy, despite our best efforts to manage our time better. I share some personal reflections on how to take back control of our time and the importance of making small progress in our personal and professional lives. I explore the concept of The Progress Principle, backed by science, and how small wins can lead to greater momentum and motivation. It's a journey of intentionality — where it's not about doing more or being perfect, but about creating consistent, small steps toward progress that lead to greater satisfaction and fulfillment. Key Themes Discussed in this Episode: The Overwhelm Trap: Despite making efforts to reclaim our time, many of us feel overwhelmed with the constant demands of life. The question arises: How can we create more time for ourselves while feeling less burdened? The Power of Saying YES to Ourselves: Often, we focus on saying no to others to protect our time. But maybe it's time to say yes to ourselves — add intentional actions that help us feel more in control of our lives. The Science Behind Progress: Drawing from The Progress Principle by Teresa Amabile and Steven Kramer, I explore how small, incremental progress in meaningful tasks can positively impact our well-being, creativity, and motivation. Breaking the Cycle of Inaction: How can we avoid feeling stuck or paralyzed by the magnitude of our goals? Small wins matter, and a little forward motion can help us build momentum. Small Actions, Big Impact: I share simple, actionable steps like focusing on small goals, celebrating wins, and creating a sustainable approach to maintaining momentum. It's about making a little bit of progress each day — whether it's spending 10 minutes on a task, having a brief conversation with a friend, or carving out time for self-care. The key to overcoming overwhelm and reclaiming your time isn't necessarily about doing more or perfecting everything. It's about taking small, intentional actions that gradually build momentum and foster a sense of accomplishment. If we can apply The Progress Principle in our own lives, we'll feel more in control, less overwhelmed, and more motivated to move forward — one small step at a time. #tunein #advancingwomenpodcast For more about Dr. DeSimone and the Advancing Women Podcast: https://www.instagram.com/advancingwomenpodcast/ https://www.facebook.com/advancingwomenpodcast/ https://advancingwomenpodcast.com/

Teresa Amabile, Professor Emerita, at Harvard Business School, is one of the world's foremost scholars of creativity. She's received multiple lifetime achievement awards and is one of the all-time top management scholars by citation count. She's presented her work at companies and conferences all over the world, including Apple, IDEO, and the World Economic Forum. She is also the author of several books, including her most recent book, Retiring, which examines how people transition to retirement. Originally educated and employed as a chemist, Teresa received her Ph.D. in psychology from Stanford University. I hope you enjoy learning from Teresa Amabile today. In this episode we discuss the following: People have their best days at work, feel the most creative and productive, when they make progress on meaningful work. People transitioning into new life phases, for example, retirement, are at risk of not feeling productive, if their meaningful work comes to an end. After interviewing 120 people, Teresa found that those who successfully transition to new life phases do the following: they take action to align their identities with some sort of structure, they strive to be aware of what's working, and then they adapt accordingly.   Connect on Social Media: X: https://twitter.com/nate_meikle LinkedIn: https://www.linkedin.com/in/natemeikle/ Instagram: https://www.instagram.com/nate_meikle/ Youtube: https://www.youtube.com/@nate.meikle

Go to www.LearningLeader.com for full show notes The Learning Leader Show With Ryan Hawk Notes: Mo Bunnell is the author of Give to Grow, The Snowball System, and the founder of Bunnell Idea Group (BIG), who has trained tens of thousands of seller experts at over 400 clients all over the world. I wake up every morning looking to help my friends succeed, and some just happen to be clients.  — Proactively thinking of ways to add value to others is a great way to build a meaningful life. Our brains think literally. Relationships grow exponentially. Give consistently to grow relationships. Celebrate incremental progress. Mo writes in a journal the growth of himself, his business, and his customers. We all should be better at celebrating incremental progress. Teresa Amabile's research shows that this leads to a more enjoyable life. August 4, 1984, was a meaningful day for his family. (Dad's alcoholism. That was the day of his last drink) The difference between doing the work versus winning the work Example: You win the work by asking lots of questions. You do the work giving answers. Every successful career hinges on two things: Doing The Work and Winning The Work. Both delivering value on the current work and developing the relationships that create future opportunities are vital for long-term success. Whether you're in a new role or want new outcomes, the most powerful results come from prioritizing both Doing The Work and Winning The Work. Ask questions – Mo shares 50+ questions to ask. Ask self-disclosure questions. Those are questions that only that person can answer. Fall in love with the problem. Pronoia – The world is out to help you succeed. People can live in 1 of 3 ways. Drift - Stay busy. Answer emails.  Driven - Hyper emphasis on one thing at the detriment of others (triathlon guy) By Design - Write down where you want to be and make a plan to do it. On purpose. Delayed gratification: Weekly planning process Offer 3 proactive change agent ideas Mo is in 5 masterminds Shawn Blanc in Breckenridge. Net givers. MASHUP - His house. Help others. Ask for help. Elite Adventure athletes GivetoGrow.Info MASHUP! Mastermind of Awesome Super Human Unreal People

Imagine stepping into retirement with confidence and excitement, rather than uncertainty and anxiety. That's exactly what we aim to achieve in this episode featuring Teresa Amabile, the distinguished Edsel Bryant Ford Professor of Business Administration at Harvard Business School. Teresa shares her insights and groundbreaking research on the psychological and emotional dimensions of retiring, going beyond the traditional focus on health and wealth. Her new book, "Retiring: Creating a Life that Works for You," serves as a foundation for our conversation on how to craft a fulfilling life after the last day at work. We explore essential strategies to align one's personal identity and values with life's changing circumstances. Through personal stories and research anecdotes, Teresa shares the four major tasks of retiring well, including the critical decision of when to retire. Our conversation emphasizes the importance of self-reflection and courage in this transition, encouraging listeners to make changes that resonate with their evolving self. The episode is rich with practical advice on preparing emotionally, offering listeners a toolkit for navigating the intricate journey of retiring. We also delve into the often overlooked challenge of managing work identity during retirement. Teresa discusses how nurturing identities beyond one's career can ease this transition, using real-life examples of individuals who have successfully shifted their focus from professional life to personal passions. Listeners will learn how to balance work identity with personal interests and maintain crucial relationships, regardless of where they are in their career journey. Whether you're contemplating retirement or simply seeking a more balanced life, this episode offers valuable insights into embracing the next chapter with enthusiasm and purpose. What You'll Learn: • The emotional and identity shifts involved in the process of retiring. • Insightful stories of individuals who are discovering new passions and redefining their identities outside the office. • Practical strategies to nurture diverse interests and relationships for a rewarding post-work life. • Thought-provoking questions and exercises to help you align your life structure with your evolving self and values. Podcast Timestamps: (00:00) – Retiring Versus Retirement (17:57) – Managing Life Transitions (30:56) - Navigating our Identities (37:03) – Who Are We in Retirement? (44:43) - Exploring Life Outside of Work More of Teresa: Teresa M. Amabile is a professor at Harvard Business School, specializing in creativity, innovation, and workplace dynamics. She earned a doctorate in psychology from Stanford University and has published over 100 scholarly articles. Her book The Progress Principle, co-authored with Steven Kramer, explores how small wins can enhance creativity and engagement at work. Amabile has received numerous accolades, including the Lifetime Achievement Award in Organizational Behavior from the Academy of Management in 2018. LinkedIn: https://www.linkedin.com/in/teresa-amabile-8542727 Key Topics Discussed: Retiring, Managing Transitions, Self-Identity, Identity at Work, Life After Work, Meaningful Work, Navigating Emotional Challenges, Personal Passions, Creating Life Balance, Self-awareness, Living Our Values, Retirement Planning, Financial Security, Identity Circles, Career Journey, Personal Success More of Do Good to Lead Well: Website: https://craigdowden.com/ LinkedIn: https://www.linkedin.com/in/craigdowden/

Teresa M. Amabile is the Edsel Bryant Ford Professor of Business Administration, Emerita, at Harvard Business School. Her most recent book, Retiring: Creating a Life That Works for You, presents insights from a decade of research on the psychological, social, and life restructuring challenges of retiring. Her colleagues Lotte Bailyn, Marcy Crary, Douglas T. Hall, and Kathy E. Kram collaborated on that work. Before turning her research interests to the retirement transition, Teresa devoted over 40 years to researching creativity and innovation. She was instrumental in establishing the social psychology of creativity – the study of how the social environment can influence creative behavior, primarily by influencing motivation. Her research on creativity appears in her books, Creativity in Context and Growing Up Creative, as well as numerous articles for scholars and practitioners. Extending that research, she studied how everyday life inside organizations can influence people and their creativity, productivity, commitment, and collegiality, by affecting inner work life – the confluence of motivation, emotions, and perceptions. The findings of that research appear in her coauthored book (with Steven Kramer), The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work. Teresa's work has appeared in over 100 scholarly journal articles and a variety of other outlets, including Harvard Business Review, as well as several edited books. She has presented her work to audiences in a variety of settings, including Pixar, Genentech, TEDx Atlanta, Apple, Pfizer, and The World Economic Forum in Davos. She consults to companies and nonprofits and has served on a number of boards. She has received a variety of awards, including the Distinguished Scholar Award from the Society for Personality and Social Psychology, the Lifetime Achievement Award from the Academy of Management's Organizational Behavior Division, the Lifetime Achievement Award from the Israel Organizational Behavior Conference, an honorary doctorate from BI Norwegian Business School, and election to the 2024 Thinkers50 Hall of Fame. www.retiringbook.com

In this episode of Daily Creative, we explore a quote from Richard Rohr: "A mouse in a mansion does not need to take lessons in humility." This imagery of a mouse confidently navigating a grand space leads us into a profound discussion on humility, self-awareness, and authentic leadership.We reflect on the importance of striking a balance between confidence and humility, highlighting how true confidence stems from self-awareness rather than ego. By understanding our own worth and limitations, we can operate from a place of genuine humility, fostering trust, respect, and creativity within our teams and personal lives.Five Key Learnings:True Confidence vs. Ego: Confidence acknowledges fallibility and values others, while ego insists on infallibility and self-importance.Self-Awareness: Recognizing our worth and limitations helps us lead with humility and authenticity.Mentorship: The perspectives of trusted mentors can provide valuable insights into our strengths and areas for growth.Consistent Progress: Regularly setting and achieving attainable goals builds creative confidence, as noted by researcher Teresa Amabile.Vulnerability: Sharing struggles and uncertainties with trusted individuals can enhance our confidence and reduce the fear of imperfection.Subscribe to the newsletter at BraveFocusedBrilliant.com

Wharton's Stephanie Creary speaks to Teresa Amabile, emeritus professor of business administration at Harvard Business School, and Kathy Kram, emeritus professor of management and organizations at Boston University's Questrom School of Business, about how to prepare for retirement and other insights from their book Retiring: Creating a Life That Works for You.This episode is part of the Leading Diversity at Work series. Hosted on Acast. See acast.com/privacy for more information.

A lot changes when you retire. That can be daunting, but it also presents valuable opportunities. It gives you a window to recreate a new approach to life now that you'll have the time and freedom to pursue what you'd like to do. Teresa Amabile, co-author of the new book Retiring: Creating a Life That Works for You, joins us to discuss the key lessons from over 200 interviews with 120 people and their experiences in retiring. Teresa Amabile joins us from Massachusetts. _____________________ Bio Teresa Amabile is the Edsel Bryant Ford Professor of Business Administration, Emerita and a Director of Research at Harvard Business School. Originally educated as a chemist, Teresa received her doctorate in psychology from Stanford University. She studies how everyday life inside organizations can influence people and their performance. Teresa's research encompasses creativity, productivity, innovation, and inner work life - the confluence of emotions, perceptions, and motivation that people experience as they react to events at work. Teresa's work has earned several awards: the Lifetime Achievement Award from the Academy of Management's OB Division (2018); the Distinguished Scholar Award from the Society for Personality and Social Psychology (2017); the Lifetime Achievement Award from the Israel Organizational Behavior Conference (2018); the Center for Creative Leadership Best Paper Award (in Leadership Quarterly) (2005); and the Torrance Award from the National Association for Gifted Children (1998). In 2020, she was named one of the top 50 scholars, by citation count, in business/management (PLOS Biology). She has presented her theories, research results, and practical implications to various groups in business, government, and education, including Apple, IDEO, Procter & Gamble, Roche Pharma, Genentech, TEDx Atlanta, the Society for Human Resource Management, Pfizer, and the World Economic Forum. In addition to participating in various executive programs at Harvard Business School, she created the MBA course Managing for Creativity, and has taught several courses to first-year MBA students. Teresa was the host/instructor of Against All Odds: Inside Statistics, a 26-part instructional series originally produced for broadcast on PBS. She was a director of Seaman Corporation for 25 years, and has served on the boards of other organizations. Teresa's discoveries appear in her book, The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work. The book, based on research into nearly 12,000 daily diary entries from over 200 professionals inside organizations, illuminates how everyday events at work can impact employee engagement and creative productivity. Published in August 2011 by Harvard Business Review Press, the book is co-authored with Teresa's husband and collaborator, Steven Kramer, Ph.D. Her other books include Creativity in Context and Growing Up Creative. Teresa has published over 100 scholarly articles and chapters, in outlets including top journals in psychology (such as Journal of Personality and Social Psychology and American Psychologist) and in management (Administrative Science Quarterly, Academy of Management Journal). She is also the author of The Work Preference Inventory and KEYS to Creativity and Innovation. Teresa has used insights from her research in working with various groups in business, government, and education, including Procter & Gamble, Novartis International AG, Motorola, IDEO, and the Creative Education Foundation. ___________________ For More on Teresa Amabile Retiring: Creating a Life That Works for You  by Teresa M. Amabile , Lotte Bailyn, Marcy Crary , Douglas T. Hall  and Kathy E. Kram ___________________ Podcast Episodes You May Like Edit Your Life – Elisabeth Sharp McKetta The Balancing Act in Retirement – Stew Friedman Retirement Rookies – Stephen & Karen Kreider Yoder

Today, Linda and I dive into a game-changing strategy for staying motivated on your financial journey—celebrating small wins! If you've ever felt overwhelmed by the enormity of your financial goals or wondered how to keep the momentum going, this episode is for you. We'll unpack why these small victories are crucial and how they can transform your financial journey from a tedious marathon into an enjoyable adventure with God.  

Teresa Amabile - The Progress Principle The Progress Principle: How Small Wins Boost Motivation and Happiness at Work In the latest episode, Aidan McCullen welcomes Teresa Amabile, author of 'The Progress Principle,' to delve into her extensive research on motivation and emotions in the workplace.  Amabile's study of nearly 12,000 diary entries from workers in seven companies reveals that making even small progress in meaningful work is crucial for positive emotions and high motivation.  The conversation touches on key concepts like the role of clear goals, autonomy, sufficient resources, and the importance of supportive interpersonal events in fostering a productive work environment. The script also previews Amabile's upcoming book, 'Retiring: Creating a Life That Works for You,' which explores the challenges and experiences of transitioning into retirement. 00:00 Unlocking Motivation: The Power of Progress 01:34 Welcome Teresa Amabile: Exploring The Progress Principle 02:52 From Work Progress to Retirement: A New Research Journey 09:43 The Progress Principle: Small Wins, Big Impact 10:56 Managers, Take Note: The Surprising Truth About Motivation 17:27 Catalysts and Nourishers: The Keys to Sustained Progress 29:25 Real-World Impact: Stories from the Research 41:30 The Inner Work-Life Effect: A Deep Dive into Research Findings 50:50 A Call to Action for Leaders and Individuals 51:24 Closing Thoughts and Future Works Find Teresa here: The Progress Principle here: Tags: Aidan McCullen, Teresa Amabile, The Progress Principle, Inner Work Life, Creativity at Work, Employee Motivation, Small Wins, Positive Emotions, Innovation Management, Employee Engagement, Job Satisfaction, Workplace Psychology, Career Development, Retirement Planning, Work-Life Balance, Leadership Skills, Management Strategies, Team Building, Productivity, , Organizational Behavior

Have you ever wondered how traditional leaders can be motivated to support creativity in the workplace? What is the secret to fostering creativity and driving innovation? Today, on the podcast, we welcome Teresa Amabile to help us explore the crucial role that managers play in shaping the inner work lives of their employees through the lens of her book, The Progress Principle. Teresa Amabile is a distinguished scholar and researcher in organizational behavior. She is renowned for her groundbreaking work on creativity, motivation, and the work environment. Joining as a co-host is Diego Rodriguez, a board member at LendingTree, whose expertise extends to pioneering tough tech, fintech, and shaping the future of transportation. In our conversation, we unpack her interest in ‘garden variety' creativity, why reward incentives are not good motivation tools, and what kills creativity. Discover the difference between intrinsic and extrinsic motivators, typical progress inhibitors, and how failure can lead to innovative breakthroughs. We discuss the power of small wins, what extrinsic motivators are necessary, the role of AI in creativity, why the meaningfulness of work is essential for productivity, and much more. Join us as we uncover Teresa's progressive unifying theory of design thinking and how it applies to the culture of creativity for organizations. Tune in now!Key Points From This Episode:Her shift in focus from studying exceptional individuals to ordinary people's creativity.Learn about the impact of social environments on creativity.How companies, like IDEO and Hewlett Packard, foster a culture of creativity.Teresa unpacks The Progress Principle concept and how it applies to organizations.Discover the value of “intrinsic motivation” and the steps to creating it.Effective strategies leaders can leverage to overcome a company crisis. Hear how a major failure can lead to an innovative breakthrough.Potential of AI to gain deeper insights into motivation and creativity.Ways traditional leaders can be intrinsically motivated to drive creativity.Explore the concept of AI augmenting human intelligence and creativity.Our guests share advice and their final takeaways for listeners.Links Mentioned in Today's Episode:Teresa Amabile Teresa Amabile on LinkedInThe Progress PrincipleDiego Rodriguez on LinkedInLendingTreeIDEOHewlett Packard‘Creativity, Artificial Intelligence, and a World of Surprises'Retiring: Creating a Life That Works for YouJeremy UtleyJeremy Utley EmailJeremy Utley on XJeremy Utley on LinkedIn

What wins are you celebrating in 2023? Whether the past year was a breeze or the worst one yet, it's time to pour yourself a glass of bubbly (or Bubly) and announce aloud all the ways you shine. Let's jumpstart your year-end reflections. In this episode, I present three steps that will help you add a celebratory angle to your 2023 review and really remind you that you made progress this year, no matter what your 2024 to-do lists might look like.You'll leave equipped with some inspo to get you ready to ring in the new year, including:The importance of celebrating your wins during the harder timesHow to identify the pride-worthy traits that got you through the challengesHow to build up your year-end brag bookAnd a very real celebration of Level Up participants who flourished in 2023Related Links:Episode 127 How A Brag Book Can Help You Land Your Next Job or Promotion- https://www.bossedup.org/podcast/episode127Episode 217 How To Land a Job in a Different Industry - https://www.bossedup.org/podcast/episode217Episode 395 You Deserve Self-Care For Your Career - https://www.bossedup.org/podcast/episode395Episode 421 The Top Struggles of High Achievers - https://www.bossedup.org/podcast/episode421More about The Progress Principle by Steven Kramer and Teresa Amabile - https://hbr.org/2011/05/the-power-of-small-winsLevel Up: a Leadership Accelerator for Women on the Rise - https://www.bossedup.org/levelupHired: a Job Search Accelerator to Land Your Dream Job - https://www.bossedup.org/gethiredBossed Up job search resources - https://www.bossedup.org/free-resources/job-searchBossed Up Courage Community - https://www.facebook.com/groups/927776673968737/Bossed Up LinkedIn Group - https://www.linkedin.com/groups/7071888/ 

What makes you excited about your work? How can managers encourage creativity within their teams? In this episode, Dr. Teresa Amabile answers these questions and more. What You'll Learn: 1. What is inner work life and how does it affect your creativity and innovation? 2. How positive emotions lead to creativity. 3. What makes small wins so important to a healthy work life? 4. Setbacks have a negative effect 3 to 4 times stronger than the positive effects of progress. 5. How can you get a positive spiral moving? 6. The importance of meaning in our work. 7. How to include setbacks in your positive work environment. Who is Teresa? As Director of Research at Harvard Business School, Dr. Amabile has had the opportunity to interact with managers at all levels from a variety of industries. Most recently, Teresa collected over 12,000 diary entries from over 200 people working on 26 project teams. These diary entries gave Teresa insight into the inner work lives of the employees, allowing her to parse out what fosters creativity, progress, and ultimately a successful project. The results of this research can be found in her book: The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work. Mentions: The Progress Principle by Teresa Amabile: https://www.amazon.ca/Progress-Principle-Ignite-Engagement-Creativity/dp/1491514353  Amy Edmondson: https://amycedmondson.com/ The Checklist Manifesto by Atul Gawande https://www.amazon.ca/Checklist-Manifesto-How-Things-Right/dp/0312430000/ref=sr_1_1?hvadid=208307794507&hvdev=c&hvlocphy=9001326&hvnetw=g&hvqmt=e&hvrand=5539261850166569313&hvtargid=kwd-295612719286&hydadcr=2438_9638418&keywords=the+checklist+manifesto&qid=1698867545&sr=8-1  Follow Teresa: LinkedIn: https://www.linkedin.com/in/teresa-amabile-8542727/  More of Do Good to Lead Well: Website: https://craigdowden.com/ LinkedIn: https://www.linkedin.com/in/craigdowden/ --- Send in a voice message: https://podcasters.spotify.com/pod/show/craig-dowden/message

Mark Twain once said, “The secret to getting ahead is getting started.” Sometimes, taking those first few tiny little steps can be the hardest part of getting a new project off the ground. If you're embarking on a new artistic venture, how do you decide where to begin? If you're preparing to tackle something unfamiliar on the administrative side of your creative business, how do you figure out what's the most important thing to do first? Often, we find ourselves waiting to even begin a new thing until we know we can jump in with 1,000% commitment and total confidence, but that feeling of complete commitment and absolute confidence might never come, leaving you stuck and paralyzed instead. What do you do then? Today, we're going to look at how you can use small steps to move you past any feelings of stuckness or paralysis. Today, we're going to learn how to add together lots of small steps so you can create the change you're looking for. In this episode, you will learn: What small steps are and how you can use them to motivate yourself in your artistic work. What social science research around “small steps” can teach us about how to shape our daily work processes as creative entrepreneurs. How to “Video Game” your big, overwhelming tasks so that they are approachable. Why small steps have the power to enable and enhance your entire creative process. How (and why!) to celebrate every small win in your creative entrepreneurship journey. In this episode, I discuss the motivation research done by Harvard professor Teresa Amabile. You can learn more about her work here: Progress Principle Research Diary Study on the Harvard Dataverse The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work by Teresa Amabile and Steven Kramer "The Big Power of Small Wins" by Jude King I mention the book Four Thousand Weeks by Oliver Burkeman and refer to this edition of his newsletter. I also refer one previous episode of this podcast, 004: An Attitude of Gratitude. A full transcript of this episode can be found here. Full transcripts of every episode will always be available at the Starving Artist No More Blog. Thank you for listening. Please feel free to reach out to me at www.StarvingArtistNoMore.com, with any questions, comments, or feedback. I'd love to hear from you.

Progress is a powerful human motivator. But unfortunately, many teams mark progress only when projects are complete or big milestones are crossed. They don't often celebrate small wins that build up to those big completions. But recent research suggests that small wins celebrated regularly are a more potent way to keep teams engaged and motivated. In a landmark study from Teresa Amabile, participants were most energized and motivated not in the aftermath of a big celebration, but when they had little breakthroughs—when they found small wins to celebrate. In this episode, we'll outline four keys to celebrate small wins on teams more powerfully, so that small wins can have a BIG effect on your team's motivation. 0:00 Introduction 1:20 Celebrate Daily 2:40 Celebrate Progress 3:55 Celebrate Contributions 5:01 Celebrate Impact 5:52 Conclusion In the end, that's what most individuals and teams need to be motivated by their work. They need to know their work matters. And a daily ritual of celebrating small wins (and the contributions, progress, and impact of those wins) becomes a daily reminder of what matters. And that should motivate everyone on the team to do their best work ever. //DO YOUR BEST WORK EVER If you liked this video and you want to help your team do their best work ever, check out the free resources we've compiled at https://davidburkus.com/resources //ABOUT DAVID One of the world's leading business thinkers, David Burkus' forward-thinking ideas and bestselling books are helping leaders and teams do their best work ever. He is the best-selling author of four books about business and leadership. His books have won multiple awards and have been translated into dozens of languages. His insights on leadership and teamwork have been featured in the Wall Street Journal, Harvard Business Review, USAToday, Fast Company, the Financial Times, Bloomberg BusinessWeek, CNN, the BBC, NPR, and CBS This Morning. Since 2017, Burkus has been ranked as one of the world's top business thought leaders by Thinkers50. As a sought-after international speaker, his TED Talk has been viewed over 2 million times. He's worked with leaders from organizations across all industries including Google, Stryker, Fidelity, Viacom, and even the US Naval Academy. A former business school professor, Burkus holds a master's degree in organizational psychology from the University of Oklahoma, and a doctorate in strategic leadership from Regent University. //SPEAKING Like what you heard? Find more on David's speaking page (and find out about bringing him to your company or event) at https://davidburkus.com/keynote-speaker/ //CONNECT + LinkedIn: https://www.linkedin.com/in/davidburkus/ + Twitter: http://www.twitter.com/davidburkus + Facebook: http://www.FB.com/DrDavidBurkus + Instagram: https://www.instagram.com/DavidBurkus //MUSIC "Appreciate That" by David Cutter https://www.davidcuttermusic.com --- Send in a voice message: https://anchor.fm/david-burkus/message

Who's ready to be happier at work?!  If you are,  then join me as I discuss 6 areas that can help you take control of your own happiness at work...and in turn hopefully have much more good days:Take charge of your professional development & responsibility for knowing what is going on what workMake progress on the things that matter mostHave a great work life balance Recognize & praise people for their good work  Have an organized workspaceBe socially connectedShow notes:How to Be Happy at Work: The Power of Purpose, Hope, and Friendship, by Annie McKeeThe longest study on human happinessThe Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work, by Teresa Amabile and Steven KramerContact Darn Good Leadership: Email contact@darngoodleadership.com

In this episode of Real Relationships Real Revenue, I'm diving into the topic of business development habits and how you can create better habits for yourself with the MIT, or Most Important Things, process. I'm covering why you need to make it a priority, why you need to review your opportunities and relationships lists often, how to choose three actions to take each week for BD, and how to pre-plan your failure for more success.    Topics We Cover in This Episode:  Why business development is so important How to incorporate it into your business Why scarcity is a good thing in your business Taking a look at your opportunity list Knowing where you are in the step to step process Finding the next thing you can do to move forward incrementally  Continuously evaluating your First Among Equals list Deciding if you have a way that you can invest in them weekly Why it's important to keep your relationship list visible What BIG stands for How to use this method to move your business forward Writing down the things that get you stuck How to brainstorm ways to overcome those obstacles   The key here is consistency. By staying consistent with this method, reviewing your lists, and picking your three most important things every week and getting them done, you will create unstoppable momentum.   You'll soon find that this process is a game-changer. You'll always be moving your opportunities and relationships forward which will lead to more success in the long run. Try it out, you won't be disappointed with the results.    Resources Mentioned: Check out my conversation with James Clear Listen to my conversation with Brian Caffarelli Listen to my conversation with Bill Ruprecht Check out Teresa Amabile's TED Talk Listen to my conversation with Cyril Peupion

In this episode of Real Relationships Real Revenue, I'm diving into the topic of business development habits and how you can create better habits for yourself with the MIT, or Most Important Things, process. I'm covering why you need to make it a priority, why you need to review your opportunities and relationships lists often, how to choose three actions to take each week for BD, and how to pre-plan your failure for more success.    Topics We Cover in This Episode:  Why business development is so important How to incorporate it into your business Why scarcity is a good thing in your business Taking a look at your opportunity list Knowing where you are in the step to step process Finding the next thing you can do to move forward incrementally  Continuously evaluating your First Among Equals list Deciding if you have a way that you can invest in them weekly Why it's important to keep your relationship list visible What BIG stands for How to use this method to move your business forward Writing down the things that get you stuck How to brainstorm ways to overcome those obstacles   The key here is consistency. By staying consistent with this method, reviewing your lists, and picking your three most important things every week and getting them done, you will create unstoppable momentum.   You'll soon find that this process is a game-changer. You'll always be moving your opportunities and relationships forward which will lead to more success in the long run. Try it out, you won't be disappointed with the results.    Resources Mentioned: Check out my conversation with James Clear Listen to my conversation with Brian Caffarelli Listen to my conversation with Bill Ruprecht Check out Teresa Amabile's TED Talk Listen to my conversation with Cyril Peupion  

In this episode of Real Relationships Real Revenue, I'm diving into the topic of business development habits and how you can create better habits for yourself with the MIT, or Most Important Things, process. I'm covering why you need to make it a priority, why you need to review your opportunities and relationships lists often, how to choose three actions to take each week for BD, and how to pre-plan your failure for more success.    Topics We Cover in This Episode:  Why business development is so important How to incorporate it into your business Why scarcity is a good thing in your business Taking a look at your opportunity list Knowing where you are in the step to step process Finding the next thing you can do to move forward incrementally  Continuously evaluating your First Among Equals list Deciding if you have a way that you can invest in them weekly Why it's important to keep your relationship list visible What BIG stands for How to use this method to move your business forward Writing down the things that get you stuck How to brainstorm ways to overcome those obstacles   The key here is consistency. By staying consistent with this method, reviewing your lists, and picking your three most important things every week and getting them done, you will create unstoppable momentum.   You'll soon find that this process is a game-changer. You'll always be moving your opportunities and relationships forward which will lead to more success in the long run. Try it out, you won't be disappointed with the results.    Resources Mentioned: Check out my conversation with James Clear Listen to my conversation with Brian Caffarelli Listen to my conversation with Bill Ruprecht Check out Teresa Amabile's TED Talk Listen to my conversation with Cyril Peupion

Ever check your to-do list and see small tasks like “send email”, “send gift”, and “pay online bill”, and get EXTREMELY overwhelmed? “How can it be THIS hard?!” you think. Sending an email takes 5 mins! You can send an e-gift! And the online bill is just entering your credit card info. But somehow, you wait until the last minute, when the pressure is on, the timer is counting down, and the credit card company sends a “late payment” notice. You may be someone who needs accountability to get tasks done. Or a body double. This means you need someone in front of you or next to you to create some natural pressure to complete a task. This is especially helpful if you have ADHD or are neurodivergent. But how do you just find a person to work with you on a Tuesday at 2:30 in the afternoon? Enter: FocusMate. On this week's episode, Chelsea sits down with Taylor, the CEO and Founder of FocusMate, to discuss: Where did the idea of FocusMate come from? Getting stuck and how to get yourself unstuck with tangible steps The importance of having company, even without communication (aka accountability partner) The pros and cons of working with a buddy while getting your own business done and why is it important to set up structure The behavioral science and studies around accountability Starting from the ground up and building the muscles of what you want to do without an expert background Advice to listeners - "Learning is the most important thing. Do whatever you need to do to know better." “...I don't know if there's anything as powerful as that to help the nervous system to tell the body really that it is safe. And so, when you get on a Focusmate session, really the first thing that happens is somebody smiling at you and greeting you. And there's just such a warm culture…so that shifts the blood flow back into the brain and optimizes your body for focus and for creative tasks as opposed to survival tasks.” - Taylor Jacobson Try FocusMate here to 10X your productivity! CONNECT WITH TAYLOR: Website: https://www.focusmate.com LinkedIn: https://www.linkedin.com/in/taylorjacobson/ Twitter: https://twitter.com/taylorjacobson Instagram: https://www.instagram.com/taylorejacobson/ CONNECT WITH CHELSEA: Website: www.chelseariffe.com Instagram: https://www.instagram.com/chelseariffe/ 1:1 Coaching Open for 2 more spots until 2023 - apply right here **NEW** Leave a voice note to the pod! Drop a Q on podcasting, dating, travel, money - whatever's on your mind to get Chelsea non-expert (sometimes expert!) opinion on it. Resources mentioned: Teresa Amabile research on creativity Simon Sinek - Start With Why Jim Rohn - Rule of Five Mark Manson Lean Startup Methodology Transcript of Episode

In the last two episodes, we discussed the importance of taking a quick scan of your opportunity list and relationships, or first among equals list. In this episode of Real Relationships Real Revenue, I'm sharing step three of this method. In this step, you're going to pick three actions that you're going to take in the next week that are going to either move your relationships or your opportunities forward.    Topics We Cover in This Episode:  What BIG stands for How to use this method to move your business forward     The key here is consistency. By staying consistent with this method and picking your three most important things every week and getting them done, you will create unstoppable momentum. It's a game-changer. You'll always be moving your opportunities and relationships forward which will lead to more success.    To go deeper into this topic, check out Teresa Amabile's TED Talk. She has some really great tips and advice that I think you'll enjoy.      Resources Mentioned: Check out Teresa Amabile's TED Talk

In the last two episodes, we discussed the importance of taking a quick scan of your opportunity list and relationships, or first among equals list. In this episode of Real Relationships Real Revenue, I'm sharing step three of this method. In this step, you're going to pick three actions that you're going to take in the next week that are going to either move your relationships or your opportunities forward.    Topics We Cover in This Episode:  What BIG stands for How to use this method to move your business forward     The key here is consistency. By staying consistent with this method and picking your three most important things every week and getting them done, you will create unstoppable momentum. It's a game-changer. You'll always be moving your opportunities and relationships forward which will lead to more success.    To go deeper into this topic, check out Teresa Amabile's TED Talk. She has some really great tips and advice that I think you'll enjoy.    Resources Mentioned: Check out Teresa Amabile's TED Talk

In the last two episodes, we discussed the importance of taking a quick scan of your opportunity list and relationships, or first among equals list. In this episode of Real Relationships Real Revenue, I'm sharing step three of this method. In this step, you're going to pick three actions that you're going to take in the next week that are going to either move your relationships or your opportunities forward.    Topics We Cover in This Episode:  What BIG stands for How to use this method to move your business forward     The key here is consistency. By staying consistent with this method and picking your three most important things every week and getting them done, you will create unstoppable momentum. It's a game-changer. You'll always be moving your opportunities and relationships forward which will lead to more success.    To go deeper into this topic, check out Teresa Amabile's TED Talk. She has some really great tips and advice that I think you'll enjoy.      Resources Mentioned: Check out Teresa Amabile's TED Talk

Key Things Discussed The core mission at STRTGY, an Italian company that works internationally to mobilize teams around nimble, adaptable management structures and systems suited to today's fluid marketplace. What's required to effectively implement OKRs – including leadership buy-in and carefully defined and clearly communicated objectives. The things that founders have and their employees want – authority, agency and autonomy.  The power of real numbers and ongoing iterations to measure and optimize OKR roll outs. And finally… We get the scoop on Antonio's unique 12-week program for successful OKR adoption – from developing strategy to energizing teams to establishing a culture that embraces robust feedback to optimize procedures over time. Show Notes [00:02:32] Antonio explains STRTGY's core mission, which includes mobilizing teams and making older management structures more nimble and adaptable. [00:03:37] STRGY's ultimate goals revolve around three pillars – People, Processes, Products and Profits – designed to give companies a radically different model that is continuous, effective, structured, collaborative – and fun! [00:04:00] About how Antonio became the OKR expert he is today, including his boutique Italian innovation work untangling corporate structures whose systems were demotivating, ineffective, rigid with strategy profoundly disconnected from execution. [00:05:59] Antonio developed his unique approach to OKR adoption by combining his expertise as a workshop moderator with constantly evolving tools to improve the process. [00:06:36] Defining OKRs: Critical decisions about how to optimize resources (including teams) to win strategic challenges by iterating on an ongoing basis. [00:08:10] Why it's about more than just the numbers: Far more than end goals, which are fleeting, it's progress that keeps teams energized, bonded and committed. [00:10:12] About managing by numbers rather than expectations: Antonio too often sees managers issue ill-defined expectations, which leads to micromanagement and other counterproductive leadership behaviors. The alternative? Managing well-defined, transparent goals with real-time numbers and autonomous, proactive teams.  [00:12:08] Antonio focuses his clients on outcomes, not the path to getting there. [00:12:48] About “Make Progress with OKRs,” Antonio's new book influenced by recent research and analysis around productivity across industry sectors as well as problem-solving, autonomy and communication styles.  [00:14:30] The basic principles that support productivity, team work and non-judgmental, self-reinforcing reporting systems throughout a product's life cycle. [00:16:03] About what it is that founders have that everyone wants: Decision-making authority, autonomy and discernable rewards along the way. Do models that incorporate these elements remove roadblocks and inspire self-determination and accountability? [00:18:41] Antonio highlights processes and systems that support effective OKRs and shares his take on continuously updated SOPs, flexible structures, emotional alignment around goals and mechanisms for measuring for quality. [00:22:02] Jenny and Antonio reflect on misconceptions about autonomy versus procedure. Mindshare and structures = freedom up and down the enterprise.  [00:24:02] About Antonio's new book and its program for launching a successful OKR cycle in 90 days: Part I provides an overview of what OKRs are and why they're important. Part II is a 12-week program broken into three phases: 1. Working step-by-step to identify and align management around key objectives, culminating in a big, all-in meeting to share the methodology. 2. After securing buy-in, deploy bottom-up and sideways support from teams around key objectives and measures. 3. Deployment! The goals require discipline, good habits and prioritization of three important dynamics: A sense of progress, forward movement. Regular check-ins to slow activity, help identify roadblocks and avert constant hyper-reactivity. A culture in which feedback is ongoing and non-threatening to keep everyone positive and learning together. [00:30:23] Antonio recalls two of the transformational projects of which he is most proud, including the tools he and his team were able to deploy across cultures and sectors. [00:32:02] The Big Idea: What one thing would Antonio most like to advise as a thought leader in the OKR space? Invest the time and resources to ensure your strategy is crystal clear. Poorly written objectives disenfranchise contributors and generally result in poor execution. [00:36:50] Quick Fire Questions for Antonio: What is Antonio's Dream with a Deadline? To develop and evangelize the most pragmatic OKR program of any company in Europe. What does he most appreciate about his team? Their velocity with constant product development and the continuous improvement process they embrace. What's an example of a STRTGY execution that proved challenging? Starting from scratch with SEO optimization to differentiate from competitors; building a growth loop, community and human face in the midst of pandemic.  Any advice for those who have tried (and perhaps fallen short on) OKRs? Keep going! Nobody gets it right the first time. Ensure that there's commitment at the top levels and clarity among those executing at the lower levels. Communicate! When will Antonio's book be available? He's in the midst of a crowdfunding campaign and his first edition (in Italian) will be available on Amazon and elsewhere this fall. Relevant links: "Measure What Matters," by John Doerr. "The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work," by Teresa Amabile and Steven Kramer. Andy Grove's book introducing the idea of growth at the periphery: "Only the Paranoid Survive: Lessons from the CEO of Intel Corporation." “Make Progress con gli OKR” (Make Progress with OKRs) is now available. About Our Guest:Antonio support big clients, PMIs and start-ups as a Design Leader driving innovation through “Design Thinking” and “Human Centered Design” processes to solve complex problems with a data-driven and creative problem-solving approach. He works in many fields including branding, service design, UX, digital products, portals and e-commerce platforms.Follow Our Guest:Website | LinkedInFollow Dreams With Deadlines:Host | Company Website | Blog | Instagram | Twitter

Episode Guest: Dr. Teresa Amabile, Baker Foundation Professor at Harvard Business School, and a researcher, teacher, and authorEpisode Description: Even if you are healthy and financially secure, you may struggle with the first months or years of retirement because of identity loss. How can you explore important aspects of your identity before fully retiring to achieve a confident sense of self, post-retirement?In this episode, you'll discover:What creativity is, and what it isn'tHow thinking expansively about creativity, and injecting creativity into your work life and personal life, can enhance pre-retirement and post-retirement life satisfactionThe four developmental tasks of the retirement transition and the different ways people move through themHow aspects of your life structure can shift in surprising ways, post-retirement, and how you can better prepare for those shiftsAbout Dr. Teresa Amabile:Teresa Amabile has researched and written about creativity for over 40 years. Beginning with a series of papers in the 1970s and 1980s, she was instrumental in establishing the social psychology of creativity - the study of how the social environment can influence creative behavior, primarily by influencing the motivational state. Teresa's research has examined individual creativity and productivity, team creativity, and organizational innovation. This research program has yielded a comprehensive theory of creativity and innovation; methods for assessing creativity, motivation, and the work environment; and a set of prescriptions for maintaining and stimulating individual creativity and organizational innovation.  Her more recent research investigated how everyday life inside organizations can influence people and their performance by affecting inner work life, the confluence of motivation, emotion, and perceptions. She is currently studying retirement and post-employment life, including the impact of creative activities on attitudes toward aging and experiences in later life.Teresa's scholarly work has appeared in a variety of psychology, and organizational behavior journals, as well as her 2011 book (with Steven Kramer), The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work. She has presented her work to audiences in various settings, including Pixar, Genentech, TEDx Atlanta, Apple, and The World Economic Forum in Davos.  In 2018, Teresa received the Lifetime Achievement Award from the Organizational Behavior Division of the Academy of Management, the Lifetime Achievement Award at the Israel Organizational Behavior Conference, and the Distinguished Scholar Award from the Society for Personality and Social Psychology. In 2011 and 2013, she was named to the global Thinkers50 list.  Teresa holds a B.S. in Chemistry from Canisius College and a Ph.D. in psychology from Stanford University.Get in touch with Teresa:Teresa's website: http://progressprinciple.com/ Teresa's book: The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work https://amzn.to/3KI0KFw Listen to Teresa's TEDxAtlanta Talk: https://www.youtube.com/watch?v=XD6N8bsjOEE Grab our free guide, 10 Key Issues to Consider as You Explore Your Retirement Transition, at https://10keyretirementissues.com/ 

Dawson and I go deep on meditation and emotion regulation.  He discusses the attention network, empathy network, and the self-centeredness suppression network.  He is a PhD and an award-winning science writer with three best-selling books to his credit. The Genie in Your Genes was the first book to demonstrate that emotions drive gene expression. Mind to Matter, showed that the brain creates much of what we think of as objective reality. And Bliss Brain which we discuss in the interview.  And he has conducted dozens of clinical trials and founded the National Institute for Integrative Healthcare, www.niih.org, to promote groundbreaking new treatments. Its largest program, the Veterans Stress Project, has offered free treatment to over 20,000 veterans with PTSD over the last decade.Administrative: (See episode transcript below)Get Dawson Church's books hereGenie in Your Genes at www.yourgeniusgene.com.Mind to Matter here www.mindtomatter.com.Bliss Brain where www.blissbrain.com,Check out the Tools For A Good Life Summit here: Virtually and FOR FREE https://bit.ly/ToolsForAGoodLifeSummitStart podcasting!  These are the best mobile mic's for IOS and Android phones.  You can literally take them anywhere on the fly.Get the Shure MV88 mobile mic for IOS,  https://amzn.to/3z2NrIJGet the Shure MV88+ for  mobile mic for Android  https://amzn.to/3ly8SNjGet A Course In Miracles Here! https://amzn.to/3hoE7sAAccess my “Insiders Guide to Finding Peace” here: https://belove.media/peaceSee more resources at https://belove.media/resourcesEmail me: contact@belove.mediaFor social Media:      https://www.instagram.com/mrmischaz/https://www.facebook.com/MischaZvegintzovSubscribe and share to help spread the love for a better world!As an Amazon Associate I earn from qualifying purchases.Transcript:0:00:06.8 Mischa Zvegintzov: Welcome back everybody to the Tools For A Good Life Summit. And right now, I would like to introduce to you Dawson Church, PhD. I'm so excited to have you on board. We just had an amazing moment, a big breath of joy, and hope for this for everybody. But a... Quick, I'm gonna read your bio if that's okay.0:00:28.6 Dawson Church: Go for it. And I hope everyone is breathing with us.0:00:32.2 MZ: Yes. Yes.[laughter]0:00:36.3 MZ: So good. All right. Fantastic. Dawson Church, PhD is an award-winning science writer with three best-selling books to your credit. The Genie in Your Genes was the first book to demonstrate that emotions drive gene expression. You can find that book at www.yourgeniusgene.com. We've got, Mind to Matter, showed that the brain creates much of what we think of as objective reality. You can find that at www.mindtomatter.com, and we've got Bliss Brain, which you can find at www.blissbrain.com, which we'll be discussing in a minute. Very excited for that. Which demonstrates that peak mental states rapidly remodel the brain for happiness. You have conducted dozens of clinical trials and founded the National Institute for Integrative Healthcare, niih.org, to promote groundbreaking new treatments. Its largest program, the Veterans Stress Project, has offered free treatment to over 20,000 veterans with PTSD over the last decade. Thank you so much for that. And you share how to apply these health and performance breakthroughs through EFT Universe at eftuniverse.com. One of the largest alternative medicine sites on the web. Welcome, Dawson Church.0:02:09.8 DC: I'm having fun doing it all, Mischa.0:02:12.1 MZ: I'm having fun doing it all.[laughter]0:02:13.8 MZ: I love it. That is so... Yes, so good and so powerful. I just watch... I'm looking over here 'cause I have another screen but watching some of your content and just your joy and your enthusiasm and your passion for life. It is infectious. And I have a note here, "learned." We can learn this, learned happiness.0:02:38.7 DC: Learned happiness. Absolutely. And it's like, use it or lose it and the neural circuits that we use the most, the habits and behaviors through which we send signals through our brain, those things are what grow and circuits we don't use shrink. So absolutely, we can learn these things as we practice them. Our bodies, our brains are literally changing with every thought in our minds and consciousness.0:03:03.9 MZ: Yes. Which I think is so hopeful. If we are willing to just take a little bit of positive action, the results can be massive. Before we get to that, however, I wanted to discuss... I wrote down some notes. You were asked to speak before Congress a couple of times, correct?0:03:25.4 DC: Yes.0:03:26.1 MZ: And did you actually do... Go ahead, tell me.0:03:29.1 DC: Well, it was exciting because I've been to Washington DC several times. And when I began to get reports back from therapists working with veterans coming back from Iraq and Afghanistan, and they said, "We're working with these veterans spending just a few sessions, five, 10 sessions with them. And they're recovering from flashbacks, nightmares, PTSD." I was like... I was pretty skeptical because that's a big claim. And the American Psychiatric Association had just commissioned a survey which showed that basically PTSD just gets worse over time. Maybe you can manage it with drugs. That's the best you can do. So I heard these accounts, then we had to actually put some numbers to them and do some pilot research on the methods these therapists were using. And it was true that veterans really were recovering really quickly using these advanced psychotherapeutic methods. And so we eventually got that work in front of several Senators and Congress members.0:04:25.7 DC: We then were able to advocate for them in Congress. And then, I was invited to testify before the House Armed Services Committee and the Senate Veterans Affairs Committee. And those are powerful moments to sit there in this room full of Members of Congress and share about the potential of these methods and then really see if we can get these to veterans who are suffering. And that was a really profound experience. And what I found is that we have these tools now in our hands, in our toolboxes. And it's true that we really can shift most cases of PTSD. About nine out of 10 is what research shows us most cases of anxiety and depression. And after six, seven, eight sessions, these veterans just leave their therapy sessions, and they're free of flashbacks and nightmares, intrusive thoughts, all of the other things that would have otherwise have bothered them the rest of their lives. So, it's amazing to watch that happen.0:05:21.3 MZ: Yeah, that's incredible, I think. Well, two things, one, the palpable experience of the energy in front of when you're testifying, I guess testifying sounds aggressive, but when you're having an opportunity to speak to the... What did you call it? The joint say it again. The Joint Commissioner, what...0:05:45.8 DC: Yeah, the Veterans Affairs Committee and the Armed Services Committee.0:05:48.7 MZ: Yes. Yeah, yeah, yeah. So did you feel a palpable energy shift of awareness with these Senators and things? I'm looking for some visceral experience there.0:06:01.5 DC: You know, it's really interesting question, Mischa. And one of the things that I found interesting was that what made the most impact on the Members of Congress was the stories of veterans themselves. Like we had one Vietnam veteran, and he said he was due to have six sessions. After the first session, he emailed his therapist and said, "After that very first session with you, I got my first full night's sleep since Vietnam, 35 years earlier." And so, the members of Congress would hear from veterans.0:06:37.2 DC: Another veteran was a young veteran. He'd done four tours in Iraq. And he had this terrible PTSD, nightmares, and flashbacks. Because one of the first things he had to do when he got there... Almost immediately, he arrived in Iraq as a medic, one of his best friends was killed. And one of his jobs is he had to prepare the uniform of his dead friend to send back to the family in the US with all the other personal effects. And so this young man was so traumatized, remembering, having to clean the blood and body fluids off the uniform. And it also smelled really bad because it'd been sitting in the Iraqi sun for a few days. And he literally had to run outside the hut, take a deep breath of air, run back inside, do a little bit of cleaning, run back outside just to breathe. 'Cause, it smelled so bad in there. So here he was. His emotions were 10 out of 10 as he recalled that event. After we worked with him in just one session, he was at a zero. He had no more emotion around it. He had only positive feelings. He said, "You know that, I realize now that was an act of love. And I felt now the love that I was giving his family and him by that act of service."0:07:47.6 DC: And so it shifted in his mind. So when you've seen, as you mentioned, over 20,000 veterans have this experience and a randomized controlled trial shows that these effects are true for most people, it just affects you profoundly. And that's what we thought made the biggest impact on those Senators, and Congress Members was that when they heard stories by real people, it was even more impactful than the research numbers data.0:08:13.3 MZ: Thank you so much for sharing that. I mean, I love that. I... Obviously circumstance to get there, not so excited about. But the result and the service aspect of that too. So for yourself...0:08:26.8 DC: Yeah, we all have stuff leftover from our past Mischa, we all have stuff leftover from our past, like childhood, really experiences that will otherwise stay with us. And so when you see people shed these past burdens of trauma and then claim the lives they can live, it's just powerful.0:08:44.1 MZ: It's amazing. I was gonna ask. I imagined seeing that again and again, and to be a part of that and to be able to be a part of that and help grow that is just gotta be insanely gratifying.0:09:00.2 DC: They call it a job.[laughter]0:09:03.7 MZ: Oh my gosh.[chuckle]0:09:06.2 DC: It's not hard work. It's wonderful.0:09:08.4 MZ: Thank you.0:09:08.4 DC: It also really works for you because when you're helping people heal like that, we call it... There's a term for it. We call it "borrowing benefits." And you literally, as you work with other people, seeing them heal, it heals you as well.0:09:20.0 MZ: That's beautiful. And then I think, I am... As I was digging and looking, and I'm like the amount of hours that you have put into this. And I say that in a good way, just in a massive way. I wrote down, "How many hours do you think you've put into this?"0:09:41.6 DC: No, it's a bad way, Mischa. When I was 15 years old, when I was a teenager, I was so depressed, I was so anxious. I had all the symptoms of PTSD myself; flashbacks, intrusive thoughts, hyper-vigilance. And so, I just fled into a spiritual community when I was 15 to try and get over my own inner demons. And I then spent... What I write about in... There's a section of my book, Bliss Brain. It's called "From 50 Years to 50 Seconds." And it took me 50 years to figure out how the brain works, how the neurochemistry of all this works. How our genes are being affected epigenetically by these positive and negative experiences, how we can use these methods for healing.0:10:26.2 DC: And then what I've been doing for the last few years is hooking people up to EEGs. And so we literally read their brain information processing ability and how their brains are running information, especially when they think about trauma or think about bad events in their lives. And we found that now within four minutes or so, we can bring people from that intense emotionally triggered state back down to deep peace, inner calm. And we had one lady in our seven-day retreat. By the end of the seven days of practicing these methods, she was down to 47 seconds between sitting down, closing her eyes, entering that state. And in 47 seconds, under 50 seconds, she was having a full-blown mystical, elevated what we call the awakened mind, Bliss Brain experience. So we now have figured out, with the aid of neuroscience, how to train people into doing this, not 50 years like me, but 50 seconds. [chuckle] 50 seconds or less.[chuckle]0:11:30.8 MZ: You know what? Thank you for taking the pain, Dawson.[laughter]0:11:35.9 DC: Don't do what I do... Did. Go to an ashram and sit there for 10 years, trying to control your breathing and your thoughts. It won't work.[chuckle]0:11:43.6 MZ: It's so good. I don't wanna give away the ghost here, and we're gonna get to this in a second. But I took a couple of notes, some other notes, and one was, "Remodel your brain in as little as eight weeks," but... Or no buts, but... And then this other part, "It's important to turn those temporary states into long term enduring traits." Turn a state into a trait. And when I came across where you said that, I was like, "That is awesome." And so we can... Let me... Go ahead. You can say something to that if you want. But...0:12:26.0 DC: Yeah, that really is the goal here on meditation, of EFT acupressure tapping, of the various other techniques I advocate in my books. And what you wanna do is not have a temporary state of wellbeing. 'Cause it feels good to feel good, and it feels good to be happy. It feels good to be content and have inner peace. But it's a state, and it'll pass. And then you hear some bad news. You stub your leg on a piece of furniture. You have a financial reverse. And suddenly you lose your state. And so those states are nice, but they're just transient. What you wanna do is fire those neurons repeatedly over and over and over again. And then as your neural bundles get bigger and thicker, and research shows that in just one hour of repeat stimulation, that the number of synaptic connections in a neural bundle can double. So, you can double the number of connections in a neural bundle in an hour. So now you're turning the software of a state into the hardware of a trait. And then you are not just feeling happy, sometimes, you are a happy person. You aren't just feeling creative, sometimes, you are a creative person. So you've now got the trait of creativity, the trait of resilience, the trait of joy, and then no one could take that away from you because it's hard-wired into your brain.0:13:48.6 MZ: Love that. That's a vision of hope. That is so good. Thank you for that. Alright, let's get to the good, good stuff. I'm gonna pose a scenario to you and then ask you a question. Okay? Fantastic. So, given this scenario, think of life as a three-legged stool of relationships, finances, and health. And now think of someone who is or was successful and who has had two of those legs fall out from under them. This could be a combination of divorce, career upheaval, financial stress, kids acting out, or not going the direction that the parents want. It could be physical health challenges for themselves or a loved one. Maybe a death in the family and continued failed relationships. For me, it was divorce. My kids started to veer a little bit, I felt. Like career upheaval. And then both my parents died in rapid succession. It really shook some foundations that I had. And to top it off, my "pull myself up from my bootstraps" mentality, that "fix it or push my way through it," was no longer working. I needed some new tools. And by the grace of God, I was open to some new tools. So, this is my question to you. Thinking of your Bliss Brain work and your book, what are the exact next steps you would offer this person, so they know they are headed in the new right direction, that they will have positive momentum towards getting their life back on track.0:15:38.9 DC: This is gonna sound really counterintuitive and odd. [chuckle] But it starts with self-acceptance. And self-love and accepting yourself just the way you are. And if circumstances; the way they are. And research into healing shows that acceptance is where you have to start. Like... I'm trying to think of a good example to use here. There are a whole bunch of them, they are crowding together in my brain, to mention. But when you have multiple challenges like that, just breathing and remaining centered and accepting and loving yourself is the first thing. In your loss, in your confusion, in your difficulty, and it's hard to be in that state, and yet, if you're trying to get out of it, if you're trying to... Now, you said, "pushing my way through." That works up to a point until it doesn't. [chuckle] So the first thing is just love and compassion. Just self-love, self-compassion.0:16:38.0 DC: The phrase we use in EFT acupressure tapping is, "Even though I have this problem, I deeply and completely love and accept myself." And that's really reassuring to you when you hear that when we're working, say, with a man who is 200 pounds overweight. Now, the last thing he wants to accept is being 200 pounds overweight. And yet, if we can train him to love and accept himself in that state, that unlocks all of the tension in the psyche between the part of yourself that's the inner coach, inner critique, inner CEO saying, "You should lose weight, you should quit smoking, you shouldn't drink so much, you should eat healthy, you should take more vacations, you should just save more money, blah, blah, blah, bloody blah." It's just yelling at us all the time, and that top-dog coercive inner voice is just keeping the energy pattern of what we've got going on, stuck and in place. And the moment you relax and say, "You know, I just accept myself the way I am."0:17:40.5 DC: We did an MRI study, some colleagues made an MRI study of obese women. Women who are overweight. When they put them in the MRI and showed them images of chocolate cake, and strawberry pie, and vanilla ice cream, and all these things, their mid-brains, their limbic system, the emotional part of the brain, was totally lit up. In other words, they weren't seeing food as food or nutrients. They were seeing food as a highly emotional event. After those five or six sessions of these simple therapies, we put them back in the MRI. They were getting exposed to all those emotive images, and they had no response at all. In fact, the guy running the MRI, the neuroscientist, said to my colleague, "What have you done to these women that they just have no emotional response to food anymore?"0:18:31.2 DC: So again, now they don't have that huge emotional response, and they love and accept themselves the way they are. Then all of the energy that's trapped in that top dog-underdog kind of struggle, "You should fix yourself, you should improve, you should be better." And underdog saying, "Oh yes, I will, top dog, I will improve, I will quit smoking, blah, blah, blah." And then underdog runs out behind the shed when top dog's back is turned and smokes the cigarette. And so, all of the tension behind these weird psychological struggles is just removed when you love and accept yourself. So love and acceptance is the first step. So that's number one. Accepting where you are, and admitting it, and acknowledging it just as a fact, and then you look at what you can do to shift and then you practice it.0:19:20.6 MZ: Now I can't over-stress the value of practice. What I try and do in my own work, so I try to get people addicted. So I wanna get them addicted to their own dopamine, serotonin, anandamide, oxytocin, nitric oxide all these wonderful neuro chemicals that happen in your brain spontaneously when you meditate and when you do that, people have a habit of meditating, so if I can get people hooked one time on high serotonin, high dopamine then they'll stay hooked and they'll keep on meditating so I can't over-stress the importance of getting yourself addicted to the right stuff to meditation, and then day after day, you meditate, and within a month, our MRI research shows your brain patterns are already changing. Your brain, the way your brain processes information is already shifting, and then you start to turn those temporary states into traits. And that's the value of practice. It doesn't take long. In one MRI study, it took just 30 days of practice 20 minutes a day, and people's brains were processing information totally differently.0:20:33.1 MZ: That's amazing. Can I ask you, what I wanna ask you and I look at... And I was checking out your Bliss Brain book and such. You say you teach seven simple steps. Is this part of that? Is this literally part of what we're talking about right here?0:20:49.8 DC: Yeah. That technique is called Eco-meditation. E-C-O meditation and is just a seven-step process, we do the acupressure, we do mindful breathing, we do a little bit of self-hypnosis, we do heart coherence, and we do neuro-feedback all in a certain order, and there's seven of these things we practice... And when you do that, suddenly you just, your brain flips into ecstasy with its elevated emotional state, no 10,000 hours, no spiritual master, no special training, no spiritual belief required. You can be an atheist. [laughter] You can be Jewish, you can be episcopalian you can be anything and it's just gonna work, it's a mechanical neurological event you're triggering in your body and you feel great.0:21:35.5 MZ: Okay, fantastic, fantastic. I didn't mean... Alright, I was just curious. So we'll go back to the self-acceptance, what you can do to shift, so that would be like in this particular case, it sounds like meditation would be a specific tool you're talking about, but it could be many different things for somebody.0:21:56.3 DC: In my earlier book, Mind Matter, I list about 30 things you can do, there's grounding, there's time in nature, social support, but two I recommend though that are fundamental and easy, one Mischa is that style meditation that puts you in those elevated emotional states and doing it first thing in the morning. That's a number one, and that's I think should be universal, just the benefits. One of my doctor friends said, "If meditation were a drug, it would be medical malpractice to fail to prescribe it." [laughter] So it's just the foundation as a frame for a good life. So you wanna do it in the morning, doesn't have to be an hour or two hours, half an hour is plenty. And then if you use a guided meditation that'll guide you into that elevated state. And then the second thing I recommend as having everyone should have this in their Personal Growth Tool Kit is EFT acupressure tapping, that's just somebody tapping on a series of 13 acupressure points.0:23:03.4 DC: It regulates the body's energy, that's what helped those women get over their emotional attachment and projection to food. So you wanna get over your high cortisol, you wanna get over your stress and EFT within two minutes, it'll just crash your cortisol, crash your adrenalin, your level of all of these stress neurotransmitters and hormones will go way, way, way down. And then all kinds of beneficial things increase including immunity and cell repair, all kinds of good things go up when those molecules become available to your body for building healthy cells. So those are the two things I think that are great, then layer in time in nature and layer in a spiritual practice, layer in... There's a wonderful medieval term called lectio divina reading inspirational material, fill your mind with this stuff, don't fill your mind with all the crap in the mass media and whatever you do, don't turn on your phone and start looking at it first thing in the morning when you wake up because you're gonna get then stuck in the lateral level of everything going on in the world, which is not in your best interest, instead, orient yourself meditation to what I call in my books, non-local mind and non-local reality in meditation, and then you can deal with the world through the framing of being one with the universe.0:24:20.3 DC: But that's the order to do it in. Hook up to the universe, then deal with the outside world, don't open your eyes and look at your phone and get sucked into the outside world and then try and meditate because you've blown it at that point, and it's hard to get back to that good space.0:24:35.0 MZ: Too little too late.0:24:36.6 DC: Oh, yes.0:24:37.6 MZ: Yes. I love meditation myself. I have had a committed practice for a while, and so I think it's so, so powerful, and I think oftentimes the results are evident later, or I'll notice too, just getting that nice breathing going even with the monkey mind, it's almost like the monkey mind is irrelevant, but...0:25:03.6 DC: It is.0:25:03.7 MZ: Yeah. Just carrying that nice breath, that connection to the universe you're talking about through the day is... Before you look at the phone is so good. Thank you for that.0:25:15.5 DC: And you're right about the monkey mind being irrelevant because we can't still our minds, we can't quiet our minds, our brains were meant to be highly active and highly involved with everything around us, think about... I was just thinking about just the ancestors, and I was going down a path in the forest near me a couple of days ago, and there was a stick lying in the path, and I thought, "You know my ancestors 100,000 years ago, when they see us that long brown skinny thing lying on the path. It might be a snake." So the optimist says, "Oh no, it's a stick. It's fine." And 99 times out of a 100, 100,000 years ago, it was a stick and nothing bad happened. The pessimist is seeing every stick and saying, "It's a snake. It's gonna bite me."0:26:00.2 MZ: Yes.0:26:00.8 DC: And so the pessimist is... The one time it is a snake, the pessimist says, "You see? It was a snake. It didn't bite me because I was so paranoid and suspicious, and now I'm safe." The optimist, unfortunately, at one time in a 100 gets bitten and dies. So he gets weeded from the gene pool, and only the pessimist lives to perpetuate his genes to the next generation. Multiply this by 10,000 generations and you have you, Mischa and me Dawson. And we are capable of the monkey mind like you wouldn't believe. Always looking around for the baddest stuff in our environment. We've just been bred that way for tens and of thousands of generations. And now we sit there and close our eyes and try and be happy? [laughter] Isn't gonna happen. [laughter]0:26:45.7 MZ: Oh, my God. That's amazing. Okay, so then you said... What can we do to shift? You have, in your book, one of your books, which you referenced, you've got 30 great tools, but start with the some sort of meditation and some EFT style of tapping in and then layer in more as time goes by. And then practice, so practice, practice. Find some consistency, yes?0:27:18.9 DC: Build those neural bundles, turn those states to traits, and that's what consistency will do. So then when one or more of the legs of your stool is gone, you're still totally serene, have total inner peace, and you have something that outside tragedy can't take away. You've now built the neural wiring or resilience in your brain, and that's just who you are. So when the pandemic strikes, when the economic crash happens, when you get divorced, when your kids are acting out, you are this highly resilient person. The research that I cover in both Bliss Brain and Mind to Matter shows that not only are you that person during meditation. Research by a wonderful neuro-scientist called Teresa Amabile at Harvard shows you reach that state mentally for that 30 minutes or so in the morning... Meditation, flow states, they then perpetuate themselves for 48 hours of increased productivity, creativity and problem solving ability.0:28:22.9 DC: And in one US government study, they showed that people in those states have five times the ability to solve complex problems. So now, even if you have had two of the three supports, legs knocked off out from under your stool, you have five times the ability to solve complex problems. You are gonna can put your stool back together again far quicker than somebody who doesn't have those. And in fact, there is this whole field, I talk about in Bliss Brain called post-traumatic growth. Not only do you wind up okay, you wind up better. You've actually used disaster as a springboard for personal transformation, so that's the potential of that practice.0:29:05.0 MZ: Yeah, fantastic. I love that. So many cool thoughts just were going through my brain as you were talking about that. And now they've all escaped me, but they will come back to me in a second, I'm sure. So after practice, was there anything else or were you... I don't mean to cut you off with the sort of the steps.0:29:31.5 DC: Yeah. So self-love, practice, at least, meditation and learn tapping, 'cause tapping takes you all of two minutes to learn. Takes you all of 30 seconds to do, and then you quickly are gonna regulate your emotions. And I cover in Bliss Brain, there are four circuits to the brain that start to change. Now, this is the absolute miracle of neuroplasticity. 20 years ago, we had no idea the brain was remodeling itself that way, but I have case studies in Bliss Brain showing that if you practice in this way, the emotion regulation network in your brain, the little hub that governs emotional network, emotional regulation in your brain, grows by, get this, 10% a month. So in three months, that part of the brain can be 30% larger. So now you can regulate your irritation, your annoyance, your resentment, your negative emotion, and that opens the door to a much happier life. So that's why in Bliss Brain I say there are four networks to develop, but develop emotion regulation first.0:30:43.7 DC: The next network is the one that controls the self, and so we have these elaborate stories about who we are. "I was born at such and such a time. This is my biography. This is what my job is like, my life is like, my money is like." That's all the self, and unfortunately, that is the part of the brain that draws us into suffering. That's called the default mode network. Our brain defaults to that suffering network automatically when we aren't engaged in a task. And so we need to dial that part of the brain down. Tibetan monks, with 10,000 hours of meditation practice, they can dial down the default mode network. Literally, they close their eyes, and in a second they shut it down. You and I, maybe five minutes if we are able to practice. So you wanna shut down the self-absorbed chatter.0:31:32.6 MZ: On a good day. Yes...0:31:33.5 DC: About your life that we're all doing, the monkey mind, and the self-critical part of the brain, especially. So that's the next thing you wanna develop. You wanna develop compassion and feel compassion for other people. Not just be thinking about yourself but loving other people, loving everything the way it is, loving every... It will actually guide you to loving every atom in the universe. So we develop developed these networks, the empathy network, and then the attention network. We learn to... It's part of the brain, called the orbital prefrontal cortex. We develop that part of the brain, so it grows, becomes better at firing, and then we can pay attention to what's important and we can screen out irrelevant information. Our work productivity goes through the roof, we're far more productive at work, we're far better at solving problems. Our creativity at least doubles with these methods in a very short order. So the benefits to your regular life are immense.0:32:29.9 MZ: That's amazing. And one of the thoughts that I had, which I love, and you're just verifying with data, with research, is this idea that I don't have time. I don't have time, right? And if we take the time, it will make us that much more efficient, that much more productivity... Or more productive. And it sounds like that... And I would verify this for myself, but maybe you can validate it for me. Time taken for the meditation, the simple practices, the rewards far... The productivity rewards, happiness rewards, time rewards, efficiency rewards far outweigh the limited amount of time we need to put in to achieve those results.0:33:24.3 DC: Some people say, "I don't have time to meditate." My retort is, "You don't have time not to meditate." In one study done by a huge consulting firm called McKinsey, they found that executives who are already high performers and are entering these flow states via meditation, their productivity goes up five-fold. So you get done now in one day what used to take you five. Now, those are the peak performers. And we're now measuring this in ordinary people. We're measuring how much productivity goes up. But even if it goes up 20%, that's like an extra day a week you have available to you. And you won't be using that week to do email and that extra day of the week to work. You'll be using it to go play, be creative and have fun. So it changes your whole life game plan to have that huge increase in productivity.0:34:16.0 MZ: Perfect. Before... I wanna do one thing, if you would, for me really quick. You were talking about in the Bliss Brain book; there's the four neural networks that you're effecting change in, correct?0:34:26.6 DC: Yes.0:34:26.9 MZ: I think that's what you said. And so the first one was...0:34:29.8 DC: Emotion regulation.0:34:31.3 MZ: Say it again?0:34:32.8 DC: Emotion regulation.0:34:33.8 MZ: Emotion regulation. And so that would be, for example, the meditation, the stuff like that, right?0:34:39.0 DC: Yes.0:34:39.2 MZ: And then the second one was...0:34:43.4 DC: There's also the attention network.0:34:47.7 MZ: Intent... So, what would be a...0:34:47.8 DC: The empathy network and the...0:34:48.1 MZ: Oh, go ahead.0:34:48.5 DC: So yeah, the attention network, empathy network, and the self-centeredness suppression network. There's a part... Parts of the brain that take that self-absorbed mental chatter and switch off that project.0:35:02.0 MZ: Perfect. Okay. For the second one, could you give a simple tip or tool to help with that, to give someone a vision, so the... I can't read my own writing. [chuckle]0:35:17.5 DC: For the attention network, for example...0:35:21.2 MZ: Yes.0:35:21.5 DC: That's why a guided meditation is so useful.0:35:24.7 MZ: Okay.0:35:24.9 DC: There's dozens of guided meditations free on the web. Both at ecomeditation.com and also Insight Timer has them. A bunch of websites have my meditations for free. Blissbrain.com has them. Mind to Matter has unique ones for manifestation. And so these guided meditations give your attention network a voice, some music to focus on. That's good for you for maybe six months, maybe two or three years. At that point, you wanna graduate from that, and you'll be doing meditations yourself. You'll be able to focus your attention without the words. But for novices, it's really hard to do. You need something to focus on, like that voice and that music, so that's a second...0:36:06.0 MZ: I love it. Fantastic! And why not take advantage of those tools? Especially, since a ton of them are out there for free. Right?0:36:14.6 DC: Yep. Yep.0:36:14.6 MZ: Okay, so the empathy network, what... Tell me a tip, trick, tool for that. Is that more meditation, or is that... Is that basically... And what I'm hearing you say is that meditation is gonna fire all four of those. [chuckle]0:36:29.3 DC: Yes. It will. So empathy, like the guided meditations, we have you focus on a source of unconditional love. A person or being with whom you feel that some sort of connection. And when you do that, that activates a part of the brain called the insula, which has to do with pro-social emotions. So empathy, altruism, love, gratitude, all of those things are activated. And all of those are part of what the insula runs. And so, when you activate the insula, all of these pro-social emotions kick in, and then you can feel this immense compassion. Your heart rate slows down then, your heart rhythm becomes very regular. All kinds of good things happen in your body. So you deliberately activate the insula during the compassion part of EcoMeditation.0:37:19.1 MZ: Fantastic, thank you. And then the self-centeredness.0:37:24.7 DC: Yeah. And so in Chapter 1 and Chapter 7, beginning at the end of my book, Mind to Matter, I talk about local reality and non-local mind. And we all have to navigate local reality. I have to keep my car tuned up, and I have to keep my mortgage and rent paid, and I have to take care of my children, and I have a whole local reality I have to attend to. And then, what meditation allows you to do is step into non-local reality. And so when I sit there in the morning and meditate, I find myself being drawn up into this whole other world of just pure being. And then you're merging with non-local love, non-local information fields. And when you then end meditation and move back into your work world, you're drawing down all of the information into your local reality. That's what makes it so productive. Like, Albert Einstein said that that's the way all great scientific discoveries are made by people in altered states of consciousness where they're in tune with these global reality fields. And he'd been trying to figure out the theory of relativity for a long time. And then, one night, he fell asleep. He was really depressed and frustrated at the time. He just was... It was like beating his head against the wall. And he just saw the whole theory of relativity in a dream, in his vision. And then woke up in the morning and then spent four years working out of mathematics bit.[chuckle]0:38:52.9 MZ: That is amazing. Dawson, this has been amazing. Everybody who's watching and listening. If this interview with Dawson has been fantastic and you want to get even more content from Dawson, upgrade to the All-Access Pass for the bonus interview, which we're gonna be doing right after this. And I've got great questions there, and Dawson's obviously amazing so you won't wanna miss it. So be sure to upgrade to the All-Access Pass for that. And then any final thoughts to share that we did not get a chance to cover, Dawson?0:39:28.2 DC: Lots. [chuckle] We can't covered them all now. I would encourage you to just fill your life with everything that you can to support yourself. So it's meditation in the morning. Again, first thing in the morning, before you get involved in the outside local reality of your life, tapping to bring you back to that baseline during the day only takes a minute or two to tap, and then you feel better right away. And then nurture yourself with great friendships, people who support and love you. Nurture yourself with great media, just read books, read my books, read other people's books, there's so much information out there. Some free information out there, or even the cost of a book now 10, $20, it's amazing how much you can get. And then you start to fill your mind, inner reality with all of this. And when you filled your inner reality with such good inputs, the good outputs just appear all around you in friendships, in money insights, in well-being, in massive epigenetic shift in your cells.0:40:27.6 DC: So just doing all those things to truly love, nurture yourself and create a good life for yourself. You can create a good life for yourself. Research shows that you can be dramatically happier than you are today. In some of these MRI studies, we've seen these monks and they close their eyes, meditate, and their waves, the brainwaves of happiness go up 700% over baseline. So the bottom line is you can be like seven times as happy as you could even imagine. What neuroscience is doing meditation said to me, "Dawson. I thought it was a 10 out of 10 happiness before, but now I'm like a 15. I'm having like transcended happiness." And that is what anyone can learn to cultivate in their own brains.0:41:11.6 MZ: It's amazing, Dawson. This has been amazing, and anybody can go to blissbrain.com and download that ebook for free, I believe. Correct?0:41:23.9 DC: Yeah.0:41:24.8 MZ: Yeah. So absolutely everybody should go do that. No matter what, you've just reinforced as well in me that the choice is mine. Like more happiness is there for me if I choose to go grab it. And that's outside of the shiny object so thank you for that. And then there was another thought, but it's fleeting and gone, but thank you so much. I'm gonna hit stop here and then we'll come back in a minute for round two.[music]

Dr. David Rock shares strategies to help both employees and employers come out of the Great Resignation feeling more satisfied. — YOU'LL LEARN — 1) Why so many professionals are now quitting 2) The small shifts that drastically improve satisfaction and productivity 3) The telltale signs it's time to quit your job Subscribe or visit AwesomeAtYourJob.com/ep720 for clickable versions of the links below. — ABOUT DAVID — Dr. David Rock coined the term neuroleadership, and is the Co-founder and CEO of the NeuroLeadership Institute (NLI). The Institute is a 23-year-old cognitive science consultancy that has advised over 50% of the Fortune 100. With operations in 24 countries, the institute brings neuroscientists and leadership experts together to make organizations better for humans through science. Dr. Rock has authored four successful books including Your Brain at Work, a business best-seller, and has written for and been quoted in hundreds of articles about leadership, organizational effectiveness, and the brain which can be found in Harvard Business Review, The New York Times, The Wall Street Journal, Business Insider, CNBC, Forbes, Fortune, Inc., USA Today, BBC, The Boston Globe and more. Dr Rock is originally Australian, though based in the US since 2010. He holds a professional doctorate in the Neuroscience of Leadership from Middlesex University in the UK.• David's book: Your Brain at Work: Strategies for Overcoming Distraction, Regaining Focus, and Working Smarter All Day Long • David's website: DavidRock.net • David's organization: NeuroLeadership.com — RESOURCES MENTIONED IN THE SHOW — • Study: “Cubicle, Sweet Cubicle: The Best Ways to Make Office Spaces Not So Bad” by S. Alexander Haslam and Craig Knight • Book: The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work by Teresa Amabile and Steven Kramer • Book: Stumbling on Happiness by Daniel Gilbert • Book: A User's Guide to the Brain: Perception, Attention and the Four Theaters of the Brain by John Ratey — THANK YOU SPONSORS! — • Blinkist. Read or listen to summarized wisdom from thousands of nonfiction books! Free trial available at blinkist.com/awesome • University of California Irvine. Chart your course to career success at ce.uci.edu/learnnowSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Small wins make you more productive, creative, committed, collegial, and focused. When you track the progress you've made, no matter how small, you gain confidence that builds on the momentum. With an incremental approach, you take daily actions that move you in the right direction, instead of take big leaps that are more likely to steer you off course. In episode 39 of The Incrementalist, you will learn:1) Progress comes from positive inner work life, which includes your perceptions, emotions and motivation levels.2)  Favorable perceptions about your work and colleagues, positive emotions like joy and excitement, and higher intrinsic motivation lead to better performance.  3) The most critical factor in shaping your inner work life is your sense of making progress in meaningful things. This is known as the progress principle.  4) Defining specific targets and clear goals is a catalyst for progress.5) As you set high and expansive goals, you need to also have milestones and mini-goals along the way to track your progress and to course-correct. 6) Focusing on your gains and progress is more effective than measuring how you fall short in comparison to external reference points. 7) Making mistakes and encountering obstacles are part of the learning process. By breaking big projects into smaller chunks, you give yourself more opportunities to make errors with lower stakes and fewer consequences. Read the transcript. Resources cited: Teresa Amabile & Steven Kramer, The Progress Principle  Dyan Williams, The Incrementalist: A Simple Productivity System to Create Big Results in Small Steps Dyan Williams, The Incrementalist podcast,  Ep. 36, How to Learn and Master Any Skill (part 1)  Music by:Sebastian Brian Mehr: Album – Olemus; Song – La Nieve (hearnow.com) Check out the book: The Incrementalist, A Simple Productivity System to Create Big Results in Small StepsEmail: dyan@dyanwilliams.comVisit website: www.dyanwilliams.comSubscribe to productivity e-newsletter

The Progress Principle: Learn More at https://hbr.org/2011/05/the-power-of-small-wins Today we discuss the characterization of virtuous cycles at work and how to craft them using small wins for yourself and your employees. We all experience good and bad work days….and there are so many factors that play into each; the type of work, the challenge of the work, our home life, the relationships at work, road blocks we encounter, tools we find…..the list is endless. So how do we maximize the # of positive days we experience at work? This is the very question HBR researchers Teresa Amabile and Steven Kramer asked. And their results were quite eye opening. #1 thing we can do as employers and self managers to increase the # of positive work days is create progress at work in meaningful tasks. While following 238 over 26 projects…through 7 companies and 3 industries….researchers asked these people to do daily diary entries about their work day. They were seeking to find the source of the elusive positive work day…..what they got was 12,000 unique entries that they read and analyzed to come to this conclusion. What they found was that individuals experiencing progress were 5x as likely to have a positive work day than not! Interestingly, these same researchers found that individuals only experienced a positive work 6% of the time they encountered roadblocks or a lack of clarity in their tasks and perhaps even more troublingly these same individuals experienced an astounding 0% positive work environment when they encountered environments that were toxic, confounded with disrespect, discouragement for their tasks and a lack of emotional intelligence. This concept of progress, and the subsequent concepts the authors called catalysis and nourishers, is so powerful that it doesn't just extend to employees….it will impact you as a business or self manager as well! Think back to the last time your team made progress, landed that new client or created that new service. Did it empower you as a manager? Did you find new energy and passion? Lacking energy at work? Burning out? Then this episode on The Progress Principle is just what the doctor ordered!

One thing SuperLeaders do differently is celebrating wins - but not the kind of wins you think. Tune into this episode of The LeaderLab powered by LifeLabs Learning to find out what type of wins matter most.Want to dig a little deeper? Check out the research our guest referenced in the episode:Teresa Amabile and Small Wins: https://www.hbs.edu/faculty/Pages/item.aspx?num=40244Hedonic Treadmill: https://www.psychologytoday.com/us/basics/hedonic-treadmillJob Crafting: https://hbr.org/2020/03/what-job-crafting-looks-like

Clare and Steve explore endings. They reflect on the challenges coaches sometimes have with endings and how maybe that reflects the coach's own experience of endings in their life more broadly or reflects directly on their own needs as a coach. Our podcasters explore timings in sessions, knowing when to end and maybe when not to. They explore programmes of work and challenge the idea of long coaching relationships. They unpack experiences of not ending; of something that is left with the coach even after the client has long departed. Endings enable beginnings and are a crucial part of what we do as coaches, yet often endings are harder.The book for the Teresa Amabile reference is The Progress Principle https://www.amazon.co.uk/Progress-Principle-Ignite-Engagement-Creativity/dp/142219857X/ref=sr_1_1?dchild=1&keywords=teresa+amabile&qid=1613574546&sr=8-1

Most of us are hungry for feedback. Whether it's from bosses, teachers, family, or friends, we know it's the key to getting better. And the research supports this: frequent, effective feedback improves our motivation and our performance. Yet, when we become managers, we often forget this lesson, which means most of the people we manage don't get enough feedback. And it's not because we don't think it helps. It's often because we're afraid. We worry about hurting people's feelings, demotivating them, or creating conflict. That's why I wanted to read Therese Huston's latest book, Let's Talk: Make Effective Feedback Your Superpower. What I like about her approach is how she humanizes feedback. She asks us to think about our goals. Why are we sharing this feedback, with this particular person, at this time? Then she asks us to think about what's in it for them to receive our feedback. The result is a genuine conversation. It starts with us sharing why we care about their growth and development. It continues with us sharing the challenge or gap as we see it. Then it means listening to understand their point of view, so that we can work together on a solution. Approaching feedback this way can break down barriers. It can also help us overcome our hesitation. Ultimately, it can lead to stronger relationships and higher quality work.  Therese was the founding director of the Center for Faculty Development at Seattle University. She's written for The New York Times and Harvard Business Review. I spoke to Therese on the podcast about her previous book, How Women Decide. Episode Links Avraham N. Kluger Why Do So Many Managers Avoid Giving Praise by Jack Zenger and Joseph Folkman Nine Lies about Work by Marcus Buckingham and Ashley Goodall The Ideal Praise-to-Criticism Ratio by Jack Zenger and Joseph Folkman The Progress Principle by Teresa Amabile and Steven Kramer The 1, 2, 3 Newsletter 6 Things Employees Want to Hear from Their Bosses The Little Things that Make Employees Feel Appreciated by Kerry Roberts Gibson, Kate O'Leary, and Joseph R. Weintraub Research: Men Get More Actionable Feedback Than Women by Elena Doldor, Madeleine Wyatt, and Jo Silvester Why Most Performance Evaluations are Biased and How to Fix Them by Lori Nishiura Mackenzie, JoAnne Wehner, Shelley J. Correll Shelley Correll Katherine Hilton and Stanford Researcher Examines How People Perceive Interruptions in Conversation  Michael Bungay Stanier Crucial Conversations Our Team Learn more about host, Gayle Allen, and producer, Rob Mancabelli, here. How to Support Us If you'd like to support the show, please rate and review us on iTunes or wherever you subscribe, and tell a friend or family member about the show. Ways to Subscribe Click here and scroll down to see a sample of sites where you can subscribe.

¡Hola!, hemos iniciado este nuevo año 2021, ¡con mucho optimismo y energía! Sabemos que la profesora Teresa Amabile creó en los años 80 un modelo que ilustra cuáles son los factores que intervienen en la creatividad de un ser humano. Este modelo denominado: “Los 3 componentes de la Creatividad”, enuncia que dentro de cada individuo, la creatividad se ve afectada por: La experiencia o el conocimiento técnico, intelectual o procedimental que se tiene sobre un tópico u oficio; la motivación o lo que mueve a una persona a realizar algo sin esperar nada a cambio y las habilidades del pensamiento creativo, habilidades que determinan qué tan flexible e imaginativo es el abordaje que hacemos a los retos o desafíos de la vida. La intersección de esos 3 componentes determinan qué clase de creatividad alcanzaremos como individuos. Aunque es importante desarrollar la experiencia y la motivación, desarrollar las habilidades del pensamiento creativo es fundamental porque estamos llamados a dejar de hacer tantas asunciones, pensar fuera de los esquemas rígidos, ser más flexibles, críticos y curiosos. La correcta gestión de este componente o factor tendrá un impacto positivo en el desarrollo de nuestra creatividad. Este día damos inicio a una nueva serie denominada: “Desarrollando el Pensamiento Creativo”. El propósito de esta serie es ayudarle a despertar y desarrollar el pensamiento creativo por medio de una serie de consejos y enseñanzas que expertos en creatividad nos han venido exponiendo a través del tiempo. Centraremos esta serie en dos libros que consideramos brindan consejos bajo un enfoque muy práctico y ameno sobre cómo desarrollar el pensamiento creativo. El primero de ellos: “El arte del pensamiento creativo, cómo ser innovador y desarrollar grandes ideas” del británico John Adair. El segundo libro:”Creatividad e Innovación, factores clave para la gestión e internacionalización” del español Juan Pastor Bustamante. Esperamos que disfrute de este nuevo contenido preparado con mucho esmero y cariño para usted. ¡Muchas gracias por su interés en estos temas! Si este contenido ha sido de su utilidad, no dude en compartirlo entre sus conocidos y dejarnos sus comentarios.

Goals, intentions, targets or resolutions? No matter -- these mindset and action shifts will help make all of them more attainable! Also, we cover the relationship between sleep and diet, as we talk about how there are so many components of health and wellbeing.   LET’S TALK THE WALK! Wellness While Walking Facebook page Wellness While Walking on Instagram Wellness While Walking on Twitter Wellness While Walking website for show notes and other information wellnesswhilewalking@gmail.com     RESOURCES AND SOURCES (some links may be affiliate links) Mindset Shifts: Making our goals, intentions, targets  and resolutions more successful Progress Principle book, Teresa Amabile. Sleep and Diet Joint Associations Of Accelerometer-Measured Physical Activity And Sedentary Time With All-Cause Mortality: A Harmonised Meta-Analysis In More Than 44 000 Middle-Aged And Older Individuals, bmj.com Reciprocal Roles of Sleep and Diet in Cardiovascular Health: A Review of Recent Evidence and a Potential Mechanism, https://www.ncbi.nlm.nih.gov/ Effects of Diet on Sleep Quality, academic.oup.com Wellness While Walking -- Episode 9 Wellness While Walking -- Episode 44 How Foods May Affect Our Sleep, nyt.com Yes, Many of Us Are Stress-Eating and Gaining Weight in the Pandemic, nyt.com     DISCLAIMER Neither I nor most of my podcast guests are doctors or healthcare professionals of any kind, and nothing on this podcast or associated content should be considered medical advice. The information provided by Wellness While Walking Podcast and associated material, by Whole Life Workshop and by Bermuda Road Wellness LLC is for informational and entertainment purposes only. It is not intended to be a substitute for professional medical advice, diagnosis or treatment. Always seek the advice of your physician or other qualified health care provider with any questions you may have regarding a medical condition or treatment, and before undertaking a new health care regimen, including walking.     Thanks for listening to Wellness While Walking, a walking podcast.    

En el episodio anterior, conocimos cuáles son los factores que influyen en la creatividad individual de acuerdo a las investigaciones de Teresa Amabile. En este episodio, conoceremos si es posible influir sobre alguno de esos factores. Comprenderemos cómo desarrollar el pensamiento creativo en los equipos de personas a través del uso de técnicas y herramientas, logrando con ello que los resultados se multipliquen y se cuente con cierta estructura para afrontar problemas o desafíos complejos en las organizaciones. Se presentan los 3 requisitos que el trabajo creativo en equipo debe cumplir para garantizar que se obtengan los resultados adecuados. Estos requisitos los expone Franc Ponti en su libro: “La Empresa Creativa”. De igual forma, se explican cuáles son las condiciones que deben existir para lograr una sesión creativa de equipos de personas exitosa, incluyendo las consideraciones a tener en cuenta si las sesiones creativas se realizarán presencialmente. También, se hace referencia a qué artículos se pueden leer si se desean implementar sesiones creativas remotas y qué plataformas digitales existen para lograr ese fin. Finalmente, se enuncian cuáles son las principales técnicas de pensamiento creativo que se recomiendan para trabajos con equipos de personas, independientemente de cuál sea la modalidad (presencial o remota). Agradecemos su interés en este contenido y si el mismo le ha sido útil, déjenos sus comentarios y compártalo con sus conocidos.

En este episodio, conoceremos qué hace a la gente creativa, qué factores influyen. Para ello, recurrimos a los resultados de las investigaciones de la psicóloga y docente de la Escuela de Negocios de Harvard: Teresa Amabile, quien ha dedicado 45 años de su vida a la investigación de la creatividad en los seres humanos y las organizaciones. Se expone el modelo de: “Los tres (3) componentes de la creatividad”, modelo que Amabile creó en la década de los 80 y que ilustra cuáles son los factores que influyen en la creatividad de un individuo. De igual forma, se comparten los hallazgos preliminares del trabajo más reciente realizado por Amabile y que trata sobre la creatividad dentro y fuera de las distintas carreras laborales y aún en la jubilación. Aprovechamos a enunciar algunos pensamientos que Amabile tiene sobre la creatividad y los argumentos que ella expone en uno de sus más recientes libros:”The Progress Principle” (El Principio del Progreso) sobre las razones por las cuales la creatividad es tan importante para la satisfacción personal. Se concluye este episodio con unos consejos prácticos para ser más creativos que Teresa Amabile brindó en una entrevista concedida a la BBC en Madrid, España en mayo del 2019. Agradecemos su interés en este contenido y si el mismo le ha sido útil, déjenos sus comentarios y compártalo con sus conocidos.

Mo Bunnell breaks down the incredible insights shared by Dan Pink and talks about how to be truly successful in business development. You'll learn why big goals aren't motivating and what you need to do instead, the mindset you must have to consistently build valuable relationships, and why most people have the ability to be good at sales, they just don't realize it yet. B2B sales is essentially management consulting. Mo doesn't distinguish between sales calls and calls where he is working directly with a client. Both involve servant selling and coming from a place of providing value first. There isn't much of a difference because at all stages of a business relationship the focus is in figuring out their priorities, in their words, and how you can help. It's all about understanding what the next step should be and advancing the relationship in a way that's a win for everyone involved. The servant selling mindset is one of the reasons Mo's company has grown so much. When you take away the stress of being hired or not and just focus on being helpful using expertise, that's how we can be successful. No matter your profession or position, if you can shed the idea of only selling or fulfilling and instead embrace being helpful, that's when you will be your authentic self and will start advising people on what's right for them. Be targeted on how you spend your time and who you spend it with, be proactive and intentional, and be bold enough to ask for the next step if it makes sense for the person on the other side, while staying in the perspective of the servant seller. Most people are not extreme introverts or extroverts and often the ones who have a little bit of both personality types find success at selling. This means that most people have the potential to be great at management consulting and it doesn't require being a natural-born extrovert. Any complex skill is both learned and earned, and that includes business development. Anyone can learn the skill and there is always a new plateau to reach. Mo has had more advances in his business development expertise in the last few months of the Covid-19 pandemic than he's had in the last several years because it has forced him out of his comfort zone and to try new ways of approaching business. Business development can be learned, we all have it in us to get better at it, and no matter where you think you are on the introversion/extroversion spectrum you can use that to your advantage. The majority of us have everything we need to succeed, we just need to keep getting a little bit better every day. Dan Pink used to be oriented around setting Big Hairy Audacious Goals but now he's focused on small wins. The Progress Principle states that the people that are the most successful are the ones who focus on incremental progress. They also tend to be the happiest as well. Mo wasn't always good at celebrating his progress until he put systems in his life that allowed him to go back and see how far he has come. Celebrating your small wins leads to improved efficiency and a higher level of general satisfaction. Business development has one of the least amounts of quick feedback in all the areas and fields that Mo has studied. Most disciplines give you immediate feedback on your performance which motivates you to do more of the right things. The more you disconnect the action from the consequence, the more likely you are to not do the action anymore. That's why it's so important to create your own business development reward system to get that feedback. If you keep being intentional, keep being proactive, keep being helpful, then you've got a chance to grow your relationships and book of business. If you delay taking the next step until you close the feedback loop you will get distracted and lose your focus. Be HIP! (Helpful, Intentional, and Proactive) No more than a week should go by before you go back and look back on your progress. If you keep doing the things in your control, you will be successful.   Mentioned in this Episode: bdhabits.com The Progress Principle by Teresa Amabile

Mo Bunnell breaks down the incredible insights shared by Dan Pink and talks about how to be truly successful in business development. You’ll learn why big goals aren’t motivating and what you need to do instead, the mindset you must have to consistently build valuable relationships, and why most people have the ability to be good at sales, they just don’t realize it yet. B2B sales is essentially management consulting. Mo doesn’t distinguish between sales calls and calls where he is working directly with a client. Both involve servant selling and coming from a place of providing value first. There isn’t much of a difference because at all stages of a business relationship the focus is in figuring out their priorities, in their words, and how you can help. It’s all about understanding what the next step should be and advancing the relationship in a way that's a win for everyone involved. The servant selling mindset is one of the reasons Mo’s company has grown so much. When you take away the stress of being hired or not and just focus on being helpful using expertise, that’s how we can be successful. No matter your profession or position, if you can shed the idea of only selling or fulfilling and instead embrace being helpful, that’s when you will be your authentic self and will start advising people on what’s right for them. Be targeted on how you spend your time and who you spend it with, be proactive and intentional, and be bold enough to ask for the next step if it makes sense for the person on the other side, while staying in the perspective of the servant seller. Most people are not extreme introverts or extroverts and often the ones who have a little bit of both personality types find success at selling. This means that most people have the potential to be great at management consulting and it doesn’t require being a natural-born extrovert. Any complex skill is both learned and earned, and that includes business development. Anyone can learn the skill and there is always a new plateau to reach. Mo has had more advances in his business development expertise in the last few months of the Covid-19 pandemic than he’s had in the last several years because it has forced him out of his comfort zone and to try new ways of approaching business. Business development can be learned, we all have it in us to get better at it, and no matter where you think you are on the introversion/extroversion spectrum you can use that to your advantage. The majority of us have everything we need to succeed, we just need to keep getting a little bit better every day. Dan Pink used to be oriented around setting Big Hairy Audacious Goals but now he’s focused on small wins. The Progress Principle states that the people that are the most successful are the ones who focus on incremental progress. They also tend to be the happiest as well. Mo wasn’t always good at celebrating his progress until he put systems in his life that allowed him to go back and see how far he has come. Celebrating your small wins leads to improved efficiency and a higher level of general satisfaction. Business development has one of the least amounts of quick feedback in all the areas and fields that Mo has studied. Most disciplines give you immediate feedback on your performance which motivates you to do more of the right things. The more you disconnect the action from the consequence, the more likely you are to not do the action anymore. That’s why it’s so important to create your own business development reward system to get that feedback. If you keep being intentional, keep being proactive, keep being helpful, then you’ve got a chance to grow your relationships and book of business. If you delay taking the next step until you close the feedback loop you will get distracted and lose your focus. Be HIP! (Helpful, Intentional, and Proactive) No more than a week should go by before you go back and look back on your progress. If you keep doing the things in your control, you will be successful.   Mentioned in this Episode: bdhabits.com The Progress Principle by Teresa Amabile

Mo Bunnell breaks down the incredible insights shared by Dan Pink and talks about how to be truly successful in business development. You’ll learn why big goals aren’t motivating and what you need to do instead, the mindset you must have to consistently build valuable relationships, and why most people have the ability to be good at sales, they just don’t realize it yet. B2B sales is essentially management consulting. Mo doesn’t distinguish between sales calls and calls where he is working directly with a client. Both involve servant selling and coming from a place of providing value first. There isn’t much of a difference because at all stages of a business relationship the focus is in figuring out their priorities, in their words, and how you can help. It’s all about understanding what the next step should be and advancing the relationship in a way that's a win for everyone involved. The servant selling mindset is one of the reasons Mo’s company has grown so much. When you take away the stress of being hired or not and just focus on being helpful using expertise, that’s how we can be successful. No matter your profession or position, if you can shed the idea of only selling or fulfilling and instead embrace being helpful, that’s when you will be your authentic self and will start advising people on what’s right for them. Be targeted on how you spend your time and who you spend it with, be proactive and intentional, and be bold enough to ask for the next step if it makes sense for the person on the other side, while staying in the perspective of the servant seller. Most people are not extreme introverts or extroverts and often the ones who have a little bit of both personality types find success at selling. This means that most people have the potential to be great at management consulting and it doesn’t require being a natural-born extrovert. Any complex skill is both learned and earned, and that includes business development. Anyone can learn the skill and there is always a new plateau to reach. Mo has had more advances in his business development expertise in the last few months of the Covid-19 pandemic than he’s had in the last several years because it has forced him out of his comfort zone and to try new ways of approaching business. Business development can be learned, we all have it in us to get better at it, and no matter where you think you are on the introversion/extroversion spectrum you can use that to your advantage. The majority of us have everything we need to succeed, we just need to keep getting a little bit better every day. Dan Pink used to be oriented around setting Big Hairy Audacious Goals but now he’s focused on small wins. The Progress Principle states that the people that are the most successful are the ones who focus on incremental progress. They also tend to be the happiest as well. Mo wasn’t always good at celebrating his progress until he put systems in his life that allowed him to go back and see how far he has come. Celebrating your small wins leads to improved efficiency and a higher level of general satisfaction. Business development has one of the least amounts of quick feedback in all the areas and fields that Mo has studied. Most disciplines give you immediate feedback on your performance which motivates you to do more of the right things. The more you disconnect the action from the consequence, the more likely you are to not do the action anymore. That’s why it’s so important to create your own business development reward system to get that feedback. If you keep being intentional, keep being proactive, keep being helpful, then you’ve got a chance to grow your relationships and book of business. If you delay taking the next step until you close the feedback loop you will get distracted and lose your focus. Be HIP! (Helpful, Intentional, and Proactive) No more than a week should go by before you go back and look back on your progress. If you keep doing the things in your control, you will be successful.   Mentioned in this Episode: bdhabits.com The Progress Principle by Teresa Amabile

"What I found is that the workshop format is perfect for a creative team." -Alison Coward Today my guest is Alison Coward, founder of Bracket, a consulting agency that helps teams in the creative and digital industries to work better together. Alison helps organizations build highly collaborative cultures and high-performing teams. She is a strategist, workshop facilitator, coach, trainer, keynote speaker, and author of "A Pocket Guide to Effective Workshops."   She works across corporates, start-ups, agencies, and public institutions, and her client list includes Google, D&AD, Barclaycard, Wellcome, and Channel 4. With over 15 years of experience of working in, leading, and facilitating creative teams, Alison is passionate about finding the balance between team creativity, productivity, and collaboration.   While researching how creative industries could flourish, Alison came across the idea of collaboration, which she focuses on today. The first iteration of Bracket was a virtual agency that brought freelancers together into teams to deliver collaborative projects for clients.   "As a facilitator, you're not there to contribute content, and you're not there to tell people what to do, you're there to create a space where all of your ideas can come to the forefront," Alison told me. She further dives into the role of a facilitator, explaining that your role is objective–you need to stay focused on what you need to do to get people communicating. It’s also important to consider what is necessary for your team to get to know each other, and to be able to contribute ideas and feel at ease to speak up.   We also talk about how to make space for constructive conflict, why there is power in the introduction, and how your team can define who they are as an objective. Listen in to find out how to understand the context of what you're working in, how you can create the environment to do your best work as a team, and why shared empathy across a team is so important.     Show Highlights [00:57] How Alison became a leader in building high-performing teams. [02:45] Alison’s workshops: teaching others how to create teams that work together. [04:48] Matching skills to brief and character in a team. [06:54] Assembling successful teams from people who don’t know each other. [08:09] Alison’s go-to strategies for getting members of a team on the same page. [11:30] How your team can define who they are as an objective. [14:33] Using the empathy map to dig deeper with the people you work with on your team. [16:00] Emotional baggage tied up in teams and how you can bring that into work. [19:10] Turning off the negative and looking at the positive to see the beauty we want to pursue. [23:46] The value of having differing perspectives in a team environment. [26:52] Developing behaviors and making them habits. [30:19] To increase your chances of success you have to be intentional about what you’re doing in a team environment. [33:55] Managers are there to clear the path and make work easy. [36:39] Alison’s advice in how to gain facilitation in a meeting room. Links and Resources Meeting Solutions Online Lynda Baker on LinkedIn About the Guest Alison works across corporates, start-ups, agencies, and public institutions, and her client list includes Google, D&AD, Barclaycard, Wellcome, and Channel 4. With over 15 years of experience of working in, leading, and facilitating creative teams, Alison is passionate about finding the balance between team creativity, productivity, and collaboration. About Voltage Control Voltage Control is a facilitation agency that helps teams work better together with custom-designed meetings and workshops, both in-person and virtual. Our master facilitators offer trusted guidance and custom coaching to companies who want to transform ineffective meetings, reignite stalled projects, and cut through assumptions. Based in Austin, Voltage Control designs and leads public and private workshops that range from small meetings to large conference-style gatherings.  Share An Episode of Control The Room Apple Podcasts Spotify Android Stitcher Engage Control The Room Voltage Control on the Web Contact Voltage Control   Intro: Welcome to the Control the Room Podcast, a series devoted to the exploration of meeting culture and uncovering cures for the common meeting. Some meetings have tight control, and others are loose. To control the room means achieving outcomes while striking a balance between imposing and removing structure, asserting and distributing power, leaning in and leaning out, all in the service of having a truly magical meeting. Douglas: Today I’m with Alison Coward, founder of Bracket, where she helps organizations build highly collaborative cultures and highly performing teams. Welcome to the show, Alison. Alison: Thanks, Douglas. Douglas: So, Alison, tell us a little bit about your journey. How did you get started in this work? Alison: It is a bit of a journey, actually. So, I didn’t fall into workshop facilitation because I intended to. Actually, the angle that I came with it was because I was so passionate about collaboration. And I've actually done an M.A., which was related to my previous career in the creative industries, did lots of research about how the creative industries could flourish, and came across this idea of collaboration. And, actually, the first iteration of Bracket, when I set out 10 years ago, was a virtual agency that brought freelancers together into teams and to deliver collaborative projects for clients. And at the start of each of those projects, because each of these freelancers never worked together before, it made sense and it was really logical for me to get everyone together to meet each other, but, then, also to have, I guess, a brainstorming session where we talk about what we were going to do for the client and how we were going to work together. And because I wasn't a creative producer myself, I was the person that kind of convenes every one. I was the facilitator, but I didn't know I was doing that at the time. And actually, that's what people picked up on. They were asking me to facilitate their workshops. So rather than me bringing together teams, they were saying, “Can you come in and work with our teams to do what you're doing with those teams? because we need that as well.” It just kind of went from there, really. I kind of realized what workshop facilitation was, started to do more of that. And I wrote a book, A Pocket Guide to Effective Workshops. And then over the last couple of years, I've kind of brought it back full circle—I'd say, over the last kind of three to four years—brought it back full circle to the original core of the idea, which was around collaboration. So whereas the workshops that I ran previously were—they were innovation workshops, maybe brainstorming workshops, or strategy sessions; now a lot of the workshops I facilitate are very much about how teams can gel and form and create new ways of working together. Douglas: Yeah. I wrote the word forming down, as you mentioned, gel and form, form and gel and work together, that makes me even more curious because I've always found that model of forming, norming, storming to be kind of interesting, like this maturity curve that a team goes on. And so what did you find when you were assembling these kind of creative groups and facilitating them, as far as patterns and, I don’t know, maybe norms, that work that you could lean on in this forming stage or when you're starting to get them to gel? Alison: That's a really brilliant question because, first of all, what I found was the workshop format was actually perfect for a creative team, and I don't think I'd really made that connection before. The thing is, is when you're facilitating a workshop as a facilitator, you're not there to contribute content, and you're not there to tell people what to do. You’re there to create a space where all of the ideas can come to the forefront. And I think I instinctively knew that, but I hadn't realized it so clearly because I wasn't a creative producer. It was my job for everybody to come together and create the best platform for this team to do their best work as people that had never met before but people that were experts in everything that they did. So I think that was the first thing was that, as a facilitator, your role is very objective, and you've got a specific role, which is about process of what do you need to do to get these people communicating, getting to know each other, being able to contribute ideas and speak up, and also make the space for that constructive conflict that is so important in innovation as well. So I say that's one of the things, particularly in terms of the form, is such, some stuff that came before that in terms of kind of understanding the brief and then matching skills to the brief and then kind of having a little bit of a background knowledge about the characters and kind of matching it that way. But, really, the work started in the room, or just before the room, when I would sort of plan that workshop out and figure out, I need to get these people working in the best way possible. How can I make that happen? Douglas: Yeah, it's interesting. I think that you mentioned it's important to understand the brief, and I feel like that's where so many people focus. It’s like making sure we're aligning on what exactly needs to be done versus the best way for us to come together and work together, understand each other, and do our best work. Alison: 100 percent. I mean, that's the work that needs to be done before you even really start talking about the ideas, or maybe done in tandem. But you're right that the emphasis is on the content and not on the how. It's one of my favorite phrases, which is how you work together has more of an impact on the success of a team than what they're working on and even who's in the team. And I use lots of research to back that up. But it’s so important. And I think the emphasis for me was that, one, these people were specialists. I'd brought them into the room for a specific reason, and they were cross-disciplinary as well, multidisciplinary teams. Secondly, they'd never met before, and they were going to be working on a high-value client project together. So it's not that there wasn't room for mistakes, but we had to kind of get together and start working together very quickly. We didn't really have the luxury of years of getting to know each other. We had to kind of get together, know each other, and start working together all in the same day. So it was very much emphasis on the kind of the forming part. Douglas: Yeah, it's interesting. You mentioned this situation where we don't have years to get to know each other. We have to assemble and move pretty quickly. I would hazard a guess that we'll see more of that in the future as the different models emerge for finding work and doing work. To me, the future work is about more kind of open talent. Alison: Yeah. And temporary teams as well. I mean, I think the challenges that we're facing and the problems that we want to solve and how we want to innovate, we're going to need to bring different skillsets together. And that means that it's going to be teams that are made up of people that have never worked together before, because we're going to need to bring skills together in new ways. It's almost like different jigsaw puzzles or different recipes, if you like. The raw ingredients, but mixing them up in different ways, and you get a different result. So we're going to have to get much more used to working with people that we don't know and, therefore, understanding what it takes to get a team up and running more quickly, which, like you say, it's less to do with the content and more to do with the process of how. We need to get better at having those kinds of conversations. Douglas: Yeah. To me, the word trust comes to mind. How do we get to that point of trust quickly? And I'm curious of what your go-to strategies or what you found to work to kind of really kick start some of that. Alison: Yeah. Well, there's a few things. I mean, I always talk about the value of a check in at the start of a meeting and finding a question that everyone can respond to, which not only kind of creates a moment for people to kind of focus and say what we're going to—we’re in the room together, and we need to give our attention, but also an opportunity for people to get to know each other. The book The Checklist Manifesto by Atul Gawande, he did a lot of research in hospitals, and he found that the teams that were going into surgery, the doctors and nurses and anesthetists that introduced themselves at the beginning of the surgery before they started operating were more likely to have a successful surgery because the fact that they spoke up at the beginning and got to know each other, got to know each other’s names, meant they were more likely to speak up later on during the surgery if they saw something going wrong. There's a real power in that kind of pause at the beginning of a session. And I don’t mean those introductions where you go around the room. I mean, I think I find those kind of quite daunting, actually, when I’m in a room of people that I don't know and I'm under pressure to introduce myself in a really effective way. But finding an interesting question that you can talk around. I mean, I think the other thing as well, which goes back to social psychology, is that finding ways that people can find things in common with each other, whether it's two brothers or their parents grew up in the same town or their birthdays are in the same month, even things like that can start to help to build that connection which will then lead to trust. So as a facilitator, again, it's about finding those questions. And I don't really like to call them icebreakers all the time. And I know that there's value in icebreakers, but I feel that this is really part of the work. It's not just something that's breaking the ice. It's something that's really helping people to get together and to focus on the work. And there's so much out there. There’s so many questions that we can pick up on. People have created kits for questions that you can ask at the start of a meeting. So they can ware short on those kinds of questions, but I think the fact is we need to design something at the beginning to open up those kinds of conversations. Douglas: I think you're so spot on. You know, if we can tie it to our purpose and have it align, and there’s a broader intent or reason why we're doing that work, then icebreakers, whatever you want to call it, they have value. But if we’re just going to throw them in because, “Oh, we always do this,” then we're just kind of going through the motions. I really would love to talk a little bit about—I was thinking about those—I had written down the word team charter. And I was thinking, also, about Patrick Lencioni’s organizational health is so important versus operational excellence. And so I'm curious to just hear your thoughts on this notion of the team really kind of coming together and kind of defining who they are as an objective. Alison: Absolutely love it. Yeah. It’s one of the key principles that I have is that in order for a team to identify how they’re going to work, how everyone's going to do their best work, they have to sit down and really explore, first of all, who's on the team and what each individual is bringing to the team, as well as each of those individuals, how they work and how they do their best work. They also need to consider, therefore, what everybody looks like, what that looks like as a team, when you bring all of those people together, because that's going to be unique. Because if we're working in these temporary teams and each team is going to be made up of different types of people, which means each team is going to be different as well, then you need to think about what is it that you're actually working on—some projects are more fast paced than others. Some are more pressurized than others, that require more creativity and innovation than others—but really understands what it is that you need to do together. And then, also, understand the context that you're working within as well and whether that's going to influence the way that you work together. And then once you've got all of that, once you've kind of discussed that as a team and understood it, that's when you’re in the position to really start designing, okay, so this is a situation that we're in. How are we going to do our best work? How can we create the environment for us also individually, do our best work within the way that we can, acknowledging that we’re going to need to make some compromises, and, therefore, what does that mean as a team for us doing our best work as well? So I actually love the idea of a team charter and particularly the idea of getting to know everybody's working styles so that there's that shared empathy across the team as well. Douglas: Yeah. It reminds me of this technique where managers will write a manual on how to understand them, and give it to their employees or their direct reports. And I think that being able to do that as a team and get to a high-level understanding can be really powerful. There is a technique I always loved to use as a manager if I had two employees that were struggling. Most of the time, it came down to a lack of understanding about role and perspective and capability, skillset. Unless there was something pathological going on, I would just ask them to go to coffee and tell them, “You can't talk about work. I don't want you to talk about your tasks or what's going on. I just want you to take turns telling each other what the other person does. Describe the other person's role, in your words, and just listen to each other. And once you're done sharing back and forth, then discuss that.” It's, like, 99 times out of 100, they come back, and they're like, “Oh. You know, I had no idea.” Alison: Yeah. I love that. I love that. The other tool that I've used as well—and these are particularly across teams, actually, that have conflict, like maybe a marketing or a sales team, or I've done it with a research department in a university that had relationship with the academics they work with—I use the empathy map, which is, like, a really great way to kind of sit down, use the empathy map usually with your potential customers or clients if you’re service, but using the empathy map with people that you work with. Again, really trying to dig in deep and to really see things from their point of view. Again, you can kind of help to smooth some of those conflicts over. Douglas: Yeah, that's great. It reminded me of how awesome it is when organizations and consultants are using design-thinking tools to point them inward and start thinking employee experience versus customer experience. Alison: That was—you’re talking about all the stuff I love talking about and writing about. I mean, I literally just wrote a post about design thinking and using design thinking as a way to build resilient teams. And again, one of the main things that I talk about a lot is that we've got all of these innovation tools which help us to create amazing products and services and innovate in those areas. If we turn them inwards, into our team, then actually we can innovate the way that we work as well. Most teams, if you think about UX or products, they're used to using these tools. They’re kind of second nature to them. But often, they haven't thought about just flipping them internally and using them to really create new ways of working together, and they can be really powerful when used in that way. Douglas: Absolutely. One of my favorites—we were talking about starting meetings earlier—one of my favorites is starting with hopes and fears, because you talk about feeling strongly about something, this is your career. You spend more time with these people than you sometimes do with family because, frankly, there's eight hours of your waking day is at the office, or at home, logged into a virtual session. And so there’s going to be a lot of emotional baggage tied up in teams and things. And so just giving people space to express those things can be really powerful. Alison: 100 percent. And, you know, I think that's the key, right? We spend so much of our time at work. We often—I think people don't have the awareness or feel that they have the permission to make work better. And, you know, one of the thoughts is that if you make it work better—because we spend so much time at work and particularly in the area that we work in, a lot of our work is done with teams—if we spend the time making teamwork better, it will change the experience that we have of work. And because we spend so much time at work, it's kind of going to change the experience that we have over all of our lives because if we're spending so much time at work and if we don't like our jobs, then, actually, that has an impact on how we feel generally. If we love our work, we feel that we're able to go and express ourselves, and we have the opportunity to thrive, do our best work, have amazing conversations with our colleagues, which push us and challenge us and enable us to grow. And that's going to have a knock on effects in our lives outside of work as well. And that's one of the things that really gets me going. I actually did a bit of an interview earlier, and one of the questions was, what's your biggest delusion? And my delusion is, is that one day everybody goes to work or looks forward to going to work and has brilliant days every single day. I don't know. That's kind of like a utopia. But that is, you know, that's my biggest delusion. Douglas: You know, I think that's really beautiful. And I was just coaching someone recently on leadership, and they had, not that long ago, been promoted. They're a software developer, and they're kind of on the track to become V.P. of engineering at their startup. And the thing that I noticed, this trend, was they were from a background of just big company, corporate gigs, where the hobby or the pastime is to sit back and just complain about all the things that are wrong. All the things about work and all the things the boss did and someone else did and blah, blah, blah. And that stuff’s addictive. That mindset, that behavior, that pastime is super addictive. And I'm a big fan of positive deviance as a workshop technique, and it can be a way of life, too, if we just reflect on what's working rather than what's not working. But as, especially as engineers, it can be really difficult or really easy, I would say, just to fall into that trap. And I'm trained and lifelong engineer, a software developer, and we've spent our entire career building our abilities to figure out what could go wrong and to plan against it, and find the bugs and fix them. And we have to be able to turn that off and look at the positive sometime, because if we're always looking at what won't work, then we'll never see the beauty that we might be able to pursue. Alison: Mm, yeah. And I even like what you said about looking at finding the bugs and fixing it. You can even kind of put a positive spin on that. If we look at that as work, what's not working in work, and kind of think what we want to problem solve and the things that aren't working to make it better, that's the kind of really good way of looking at is, is also a positive spin. But I do agree that it feels quite addictive, and it almost feels like there's a kind of element of that's what work’s meant to be. We're not meant to enjoy it. We’re meant to moan about work. We’re meant to moan about our colleagues. But what if we weren’t? What if work was meant to be this place where you go to where you are fulfilled? It enables you to sort of, not in a, I guess, in a controlled way, but enables you to be a better human. It enables you to kind of search for what it is that you want to do and kind of grow and develop and explore and become a better communicator. So therefore, you can contribute in better ways to your family, to your community, to society. I'd love for companies to see themselves as having that role. Can you imagine if companies, alongside, see companies have to make a profit and they have to survive, otherwise they can’t employ people. But when they do kind of get to that stage, it's like, what if we saw ourselves as a place where people come to thrive, because we see the impact that that's going to have on society? Douglas: That's beautiful. I love it. I'm going to switch gears a little bit and come back—it's something I was thinking about when we were talking about the forming and just understanding each other and some of the things that are required to build trust. And it struck me—and this is something that we've been doing in some of our workshops. I've found great results with it, and I'm sure it's found your way into your work—where usually when people get along or there's disagreements or they're disgruntled by someone, it's because they have a weakness of their teammates. It's the behavior that their teammate or someone on the team’s exhibiting is hurtful or doesn't connect in some way, and it upset someone. And usually, I've found that those behaviors are the exact opposite manifestation of a strength. So, for instance, let's take one example, which is I'm an achiever, so I get a lot of stuff done. So then my expectations on others can be quite high, unless I check myself and say, “Not everyone is going to be functioning on this achiever level as me. And even when I keep taking them into account, it can potentially still come off as overwhelming to others. And it's one thing for me to carry that burden and do my best to take care of others, but if we talk about all of this as a team, now everyone else can understand that ‘Oh, I don't need to interpret this as an attack on me. That’s just Douglas being an achiever. And that's great for the team.’” Alison: Yeah, absolutely. Douglas: Yeah. Alison: Of course, I’ve a bit of a love-hate relationship with personality tests. Well, I’m kind of addicted to them because I love doing them for myself, but then I know that they have their limits in the past— Douglas: Yes. Alison: But I think that they’re a good entry point into self-awareness. And what happens—I remember when I did my first one, which, I think, was Myers Briggs years ago, and it was kind of mind-blowing for me because we need, sometimes, need these kind of assessments. How did they get that so right? But what it did for me was, as well as kind of creating that self-awareness, with Myers Briggs, for example, you've got those 15 other personality types. And you're like, “Oh, right. The reason that person and I clash all the time is that they were on the opposite end of the scale. So they just see things in a different perspective from me.” So that, actually, that's the most powerful outcome of the personality test, I think, second to the initial self-awareness is the awareness that other people see things and work in different ways. And the more that you can understand that, the more that you can benefit from collaboration, because in a collaborative team, you don't want people that all work in the same way. And that's the whole point of collaborating, that you get different perspectives. But the nature of having those different perspectives may cause conflict if people haven't taken the time to get to know each other and understand how people see things and, therefore, how valuable that is to have those different perspectives. It also comes back to the debate around diversity at the moment, which is the value not only from a moral standpoint, that people, the team should be diverse because we are globally diverse, but at the same time, the opportunities that come from inviting or including people into a conversation that have different perspectives and being able to hold those types of conversations. And we've seen that it's pretty challenging, but it’s something that we have to learn to do, not only because we want to make the world better, but also it just makes better workplaces. Douglas: So, when we talk about working together and how we're going to do that, we've spoken a lot about the soft skills and the understanding around coming together and understanding how we're going to work together. I think there's also some very, I would say, more hard skills that go into how we're going to work together. Even deciding, are we going to use Google Docs and do some real-time collaboration, or what tools are we going to use? When are we going to meet? When does it make sense to have certain types of meetings? And I think that that causes a lot of strain on teams when they don't have those conversations and they take it for granted or they let things evolve organically versus having some upfront conversations around, what's the best way for us to share these things, and what is our iteration cadence, etc.? Alison: Mm. So, here's the thing, right, is that this can be seen as a design process. You can create and design the way that you work together as a team. And, you know, all those kind of factors I mentioned before—the individuals on the team, the project that you're working on, the context that you’re working with it—what do you need to design to enable you to reach the outcomes that you set for yourself? And that might be looking specifically at how you meet, when you meet, what types of meetings you're going to have, what tools you're going to use, and how you're going—but not even just what tools you're going to use, but how you're going to use those tools. We're going to use Slack for this, and we’re going to use Google Docs for this. The other thing is what kinds of mechanisms and, perhaps, rituals can you put in place to foster that communication and the connection and trust—we’ve seen this a lot with remote teams. We've seen it a lot in remote teams in the fact that, you know, people aren't in the office as much, and they’ve really been missing that connection. And it's not that you can necessarily replicate those water-cooler moments in the office, but there is something that you can create to try to ensure that you're checking in with your colleagues, for example, or you are having those kind of social chats, and being really intentional about how you work together. And then thinking, “This is all a behavior-change piece.” So not only do we want to collaborate better, and, therefore, that means we need to have this meeting then and that meeting then, but actually really be specific about how and when you're going to start to develop these behaviors or make them habits. Douglas: Mm. I love this notion of developing behaviors and making them habits. Alison: Mm. Yeah. Yeah. I mean, this is it. You know, if we want to work differently, then we're going to be changing the way that we work, and, actually, we know that as humans, we find change quite difficult to do off of our own backs. However, when change is done to us, like we’ve seen in the recent situation, we’ve had to change quite quickly, when we're trying to be proactive about change, then we have to be a lot more, I guess, disciplined with ourselves about how it's going to take place. So it's not just the conversations with your team of saying, “We want to be a good collaborative team.” It’s saying, “Well, what does collaboration look like to us, and what do we mean by collaboration? And on a practical level, what actions do we take in order to make that happen? And then, when are we going to do those actions? And what does it look like? How do we know that it's working?” and making sure that you're having those kind of regular conversations as a team to review how you're working and what you need to improve or what you need. It's right on. Douglas: Yeah. Speaking of change, if you could change anything about most meetings, would it be? Alison: When I say most meetings, I'm talking about the team meetings that are kind of big parts of projects because the “getting to know you” meetings are slightly different than presentation meetings. But I would say that I would love teams to look at those kinds of meetings and approach them as if they were workshops. So that means taking each of those meetings and thinking, “Right, okay, what is the purpose? What is the outcome? What are the things that we need to discuss? And what are the best ways to discuss those different points? And then, how can we make it engaging, and how can we make sure that everybody gets the chance to have a say?” So I think that's one of the things that I would like to see change in meetings is that how can we make some of our meetings more workshop like? because that's what we need. If you want collaborative discussions, that's exactly what a workshop achieves. Douglas: Yeah. We're going to increase participation that way, for sure. Alison: Right. Douglas: I love that. It’s like, can we unleash everyone? because I think so many meetings provide too many opportunities for social loafing. Alison: Mm. And for people to dominate, as well, the conversation. And that's the special role of a facilitator is that they are there to keep an eye on these things and make sure that the conversation is inclusive, kind of draw out the things that aren't being said and the people that aren't speaking, and understand why they're not speaking. Douglas: Yeah. How have you noticed some of those dynamics change now that we're in the virtual space so much more often? Alison: Yeah, no less people being intentional about it, then it doesn’t change. I think that was one of the big mistakes that happened is that everyone got very excited by having these online, virtual meetings because we had Zoom, and we've got Slack and those kinds of things. But they didn’t—if meetings are terrible face to face anyway, then they're not automatically going to be amazing because they're virtual. You've still got to apply the same principles of planning those meetings and making them better. I think it's the same conversation that we have around collaboration. You know, just by putting great people in the room doesn't mean that they're automatically going to work well together. It can happen. But actually, if you want to increase the chances of success, then you've got to be intentional about it. And it's the same with our online meetings. So where people were feeling, perhaps, that they weren't able to contribute in online meetings, in fact, it's been accentuated. So where they weren't able to contribute in face-to-face meetings, it's been accentuated in online meetings. And all of the kind of cracks in cultures, in meeting cultures, in team cultures, have just been highlighted and enhanced even more in a situation where we have to work remotely. And I do believe that a lot of this stuff—I mean, I know I'm biased, but I think what I learned from facilitating workshops was really transformational for me. I said that I started off my career, but I was working with creatives. I was working with freelance creatives. These are people that worked for themselves. They were their own boss, and they were specialists. So I knew, as somebody who didn't have any knowledge about how they did their work and how they got their results, there was just no point in me telling them what to do. I didn't want to tell them what to do. That's the whole point. I got in there because I wanted to kind of draw on their expertise. Now we're finding ourselves in a situation where the workplace looks a little bit more like that. We are bringing together multidisciplinary teams. People are specialists in their own areas. And the way that we've managed in the past through, or the traditional idea of the manager, i.e. telling people what to do and making decisions, won't work in an environment where we want innovation. And what I learned from facilitating workshops was transformational because for me a workshop is the exact same feeling and environment that you need to lead a creative team through uncertainty is exactly what a facilitator does. So it’s almost like, how do leaders take on some of those principles of facilitation and apply them to how they work with their teams? because that's kind of what we need. We need to make that shift from the tell-and-sell manager to a manager or a leader that is more facilitative and creates the space for people to do their work and enables those conversations. Douglas: You know, I recently had Lynda Baker on the podcast, and she loves to share this definition of facilitation to be to make ease. Alison: Yeah. Douglas: And I'm pretty fascinated by this definition, and especially as it relates to what you were just talking about around, how can leaders improve their teams by adopting these skills and this way of working? And tying back to your point around, can we help teams and employees and workers enjoy their work more and not feel like they're dreading work? And if management is less about like—well, leadership is less about managing and having you under their thumb, and more about, how can I make this easy? that seems like it would bring about more delight. Alison: Absolutely. Do you know that that—I talk about this all the time. If anyone's heard me speak at events, then you know that I talk about this all the time, but it just made me think about Teresa Amabile’s book The Progress Principle, where she identified that the thing that knowledge workers want more than anything or the thing that ignites most joy in people's work is that they've made progress every single day and it, therefore, changes the way that we look at managers, that managers are there to clear the path to make that progress easy, which goes back to Lynda Baker's definition of facilitation. Douglas: Mm. It also reminds me of—I think Gallup did a study and came up with these twelve questions that were the critical questions that you could ask of employees to kind of rate their satisfaction. They kind of presented a little more negatively in the sense that, like, if they answer no to more than one or two of these questions, then they're probably likely to leave. I always found them to be really powerful questions, the pepperin and one-on-ones and stuff. But I've never used them in workshops, and I just jotted it down because I think it could be interesting to start kind of bringing those in and thinking about, could they be almost design principles? So instead of using them as a reactive measure, we actually use them as a standard to, like, well, how do we design situations that ensure we're all yeses on all these questions? Alison: Yes. Yeah. Douglas: One of them was, do you feel that you're doing your best work? Alison: Mm, yeah, yeah. If you're kind of looking at that from a design point of view, again, it comes back to that self-reflection. It’s like, how can you be sure that you're doing your best work, or what do you need to be able to do your best work? Douglas: Yeah. And are we making sure we're putting people on the right teams? Like, if we’re routinely reassembling and looking at projects, who should be on the projects could be highly informed by the fact of, well, where could Susan be doing her best work? and not necessarily what’s most convenient for me as a leader or for whatever reasons, we can kind of consider some of these things when we're allocating resources. Alison: And that's what makes me think that that's what work should be about, because you’re going to get not only engaged employees, but if you kind of bring someone in that is able to do their best work on whatever projects that they're doing, then that's going to benefit the company in the long run, obviously, because you've just got all these people that are just doing amazing work wherever you put them. Douglas: So, I want to wrap up with one question, which is, if you're thinking about a leader who’s just starting to hear some of these things, and they're curious about how facilitation could play a role in the future of their organization, or it could even be someone in the trenches that just wants to be a facilitator, what's your biggest advice as far as how to start to gain the benefits of facilitation and start to practice some of this stuff? Alison: I would say, don’t feel that you have to only practice facilitation in a workshop setting. There are skills in facilitation, which is, I guess, what I've been saying throughout our chat is that the skills of things like asking great questions and listening, I mean, they’re very aligned to coaching, actually. But actually, if you start with those two, that for a week, every conversation that you have with one of your team, just ask questions and listen and see how that changes and shifts the dynamic. That's a key skill that a facilitator will have to use in sessions anyway, asking questions and listening to those responses. And that's, again, what makes facilitation really powerful because people are being listened to. So I’d say try to extract some of those skills. Definitely look at how you command your meetings to be more facilitated as well. So some of the kind of classic ways of designing workshops and facilitation skills. But I would say, also, look at the opportunities outside of those workshop settings for using facilitation skills where you can apply them. Douglas: I love that. People can go to all the training they want. And I've talked to countless facilitators who have gotten lots of training and even multiple levels, and are still daunted when they're asked to plan a meeting with the CEO. They’re asking for advice of, what do I do? And I think you're right. Practice matters so much, and you don't have to wait for the meeting, the big event, the big workshop, to your point earlier. The best way to improve meetings is to make them feel more facilitated, make them feel more like workshops. So start practicing this stuff on everyday meetings, where the stakes are a little lower. And quite frankly, the stakes are higher than you might realize because doing that’s going to unleash so much value, as you previously mentioned. Alison: Absolutely. Yeah. Douglas: Excellent. Well, this has been such a pleasure, chatting with you today. How can the listeners—how can they find you? Alison: You can find me on LinkedIn, Alison Coward, on LinkedIn. You can also find me at my website, which is bracketcreative.co.uk. And my email address is alison@alison@bracketcreative.co.uk to get in contact with me. Douglas: Excellent. Well, it's been a pleasure, chatting with you, Alison. I really enjoyed the conversation. Alison: Likewise. Thank you so much. Outro: Thanks for joining me for another episode of Control the Room. Don't forget to subscribe to receive updates when new episodes are released. If you want more, head over to our blog, where I post weekly articles and resources about working better together. Voltagecontrol.com

Management isn’t about walking around and seeing if people are in their offices. It’s about creating conditions for people to do their best work. - Daniel Pink Man unterscheidet DREI QUELLEN DER MOTIVATION: BIOLOGISCHE MOTIVATION: Wir werden von unseren biologischen und lebensnotwendigen Bedürfnissen angetrieben. EXTRINSISCHE MOTIVATION: Wir streben nach Belohnungen und vermeiden Strafen. INTRINSISCH MOTIVATION: Wir haben den inneren Wunsch, zu erschaffen, zu lernen und die Welt zu verbessern. Das PROBLEM ist: Unternehmen vernachlässigen häufig die Motivation 3.0 - den inneren Antrieb. Wer die AUTONOMIE, den FLOW und den SINN fördert, der kann die Motivation seiner Mitarbeiter enorm steigern - so Daniel Pink’s Erkenntnisse. Mehr zur intrinsischen Motivation und wie du sie für dich und deine Mitarbeiter steigern kannst, erfährst du direkt in der Folge. Show Notes: >> Bücher aus der Episode: "Drive" von Daniel Pink, "Measure What Matters" von John Doerr, "The Progress Principle" von Teresa Amabile >> Buchempfehlungen: schmaddebeck.de/buecher >> Impulsvortrag für ambitionierte Ingenieure: schmaddebeck.de/vortrag

The biggest challenge that we're facing right now as creative pros is not necessarily economic or physical, it's psychological. I believe that those who come through this season not only having survived, but ready to thrive, will be those who are able to adopt a mindset that is realistic yet focused on possibilities and not limitations. Yes, current circumstances are hitting everyone in different ways and are much more challenging for some than others. And, I want us to focus today on a few beliefs that I find creeping into the mindset of many people I'm chatting with these days, and hopefully identify them and learn to counter them before they rob us of our focus, our goals, and our sense of curiosity and possibility.  I'm tired of not being tired. That sounds like a strange thing, no? But really, it's very normal and natural. As humans, we are wired for rhythm, which means that we thrive in cycles of tension and release. One of the dynamics that's been causing grief among many friends and peers that I've been chatting with is that all of our days seem to run together. Every day is very similar to the last. There is no rhythm, no tension and release, no ups and downs. As a result, I want to challenge all of us to consider a few “lies” that I've been believing – or allowing to limit my thought process and approach to this season – and see if perhaps they might be affecting you as well.  Everything is subtraction.  This is a phrase I used with a friend who asked how things were going. What I meant was that, unlike in normal times, in the midst of this pandemic there is little opportunity for adding anything new and good to life. Instead, it's mostly just subtraction. Good things are being taken away without the opportunity to add new things to the mix. This is a lie, but not obviously so. In fact, this is very much what it feels like. For example, in the core part of my business, which is traveling and working with clients and speaking to groups, I've only experienced the removal of opportunity, but not the possibility of new ones. In normal times, even when things were dry there was always the possibility of something good just around the corner. Now, it's just subtraction. However, if I step back and look more holistically at life, it's easy to see why this is a lie. So many wonderful things have been added to my life in the midst of this time that I didn't even realize I was missing. We've been having very long family dinners each day where we get to re-connect with our kids without the rush of “I need to get to my homework.” My wife and I have been taking long walks in the evening. We've been able to connect with friends via virtual happy hours in a way that we just didn't when everyone had so much going on.  So, when I say “everything is subtraction”, I really mean that only in a business sense. If I were to look at life as a whole, there have been many opportunities and gifts during this season. Yes, it's hard, and I hope it ends as quickly as possible, and it's certainly taking more of a toll on some than others, but it's important that we be able to step back and consider the entire set of our experiences, and not just the painful ones. Where have you seen some semblance of good in the midst of this time? Spend a bit of time reflecting on it, even writing a few paragraphs about it, and see if you can find something to be grateful for even in these difficult times. This is the new normal We hear this all the time in the media, so much so that I've largely stopped paying attention to what they're saying. There is no such thing as “the new normal”. Throughout history, humans have had to endure seasons of hardship and adaptation. Our great grandparents had to walk through a global depression, both world wars, multiple economic collapses, political revolutions, and much more. Each time, they didn't say “well, I guess this is the new normal… we'll be at war forever.” Yes, those events shaped them and changed their worldview, but it wasn't like they emerged into a completely new way of living. They adapted and moved on. They innovated.  We will do the same. There are many people who make a living from preying on your fears and planting seeds of mistrust and worry. Don't let them do it. Own your mind. Protect it. Don't allow others to warp and twist and distort your perspective. The only “new normal” is the one that we will make out of this. This is a season, and someday we will look back and say “Remember when we all had to social distance for a while? That was weird.”  Neither of these lies are helpful to you. They only serve to limit your ability to be present here and now, to leverage and take advantage of opportunities that are right in front of you, and to rob you of your very life.  James Stockdale was a Navy Admiral and the most high profile prisoner in what later became dubbed the “Hanoi Hilton” prisoner of war camp in Vietnam. He once stated that the POW captives who survived their experiences weren't the optimists. Most of the optimists died. And, it wasn't the pessimists. They died too. Instead, it was the realists. Those who survived were those who were able to be realistic about the difficulty of their present circumstances, but who also maintained hope for a better future.  It is possible to be both realistic and optimistic at the same time. It's a difficult time, and it may get even more difficult before it gets better. It's important during this time to maintain a clear head, to acknowledge the challenges, and also to maintain a sense of hope in the midst of it all.  Set small goals and hit them. In The Progress Principle, Teresa Amabile demonstrated the importance of small, consistent progress for maintaining momentum and engagement. Don't aim for big goals right now. Hit the goals you set. Engage in unnecessary creating. Make something just for yourself. I'm working on an album of new music, just for me and my family. Take time to connect with others. Find ways to help them and support them. Get outside of yourself.  Most of all, don't buy into the lies that will keep you trapped in a place of stasis and inflexibility. Stay curious, stay hopeful, stay realistic. This episode is sponsored by Literati. For a limited time, go to Literati.com/creative and get 25% off your first two orders. The intro music for the AC podcast is by Joshua Seurkamp. End remix is by DJ Z-Trip.

If you like this podcast, you will like our CREATOR HUB. It offers a range of services that aim to support you in developing, improving and growing to meet your future needs in the instructional design and eLearning industry. Visit it here: https://creatorhub.belvistastudios.com/ In this episode Kim speaks with Michel Westher. Michel is the CEO at Knowly. We chat about: The key ingredients for behaviour change How to motivate learners and managers to invest in learning How to encourage learners to practice their learnings in the real world Encouraging learners to visualise their desired outcome Keeping learners accountable Questions that managers can ask their team members to support their learning and development An example learning initiative for creating behaviour change The importance of a self-driven learner Identifying your project problem and how to solve it Current challenges for learning and development How to run learning initiatives in the virtual world Here are the resources mentioned: Michel's LinkedIn: https://www.linkedin.com/in/michelwesther/ Knowly website (company Michel is CEO of): https://www.knowly.com/ TedTalk on the Progress Principle by Teresa Amabile: https://www.youtube.com/watch?v=XD6N8bsjOEE We hope you enjoy and thanks for listening! :) We're on Instagram! Daily tips and insights into our studio: https://www.instagram.com/belvistastudios/ LinkedIn: https://www.linkedin.com/company/belvista-studios We are an award-winning eLearning company in Brisbane, Australia with global clients, which provides end-to-end eLearning solutions including instructional design, graphic design, animation and development. http://belvistastudios.com/ Follow our journey as we learn how to create the best eLearning.

La presión y el estrés pueden llegar a ser pan de cada día en la vida en el quehacer empresarial. Para poder avanzar tiene que haber fricción. No obstante, esta presión puede comprometer la creatividad y la productividad de la empresa si no es manejada adecuadamente.Artículo “Creativity under the gun”, por Teresa Amabile, Constance Noonan Hadley y Steven J. Kramer(https://hbr.org/2002/08/creativity-under-the-gun)Libro “Performing under pressure”, por Hendrie Weisinger y J. P. Pawliw-Fry(https://www.amazon.com/Performing-Under-Pressure-Science-Matters/dp/0804136726)

References:1. Source of information about the Gamcheon Cultural Village revitalisation project:Urban Sustainability Exchange case study - https://use.metropolis.org/case-studies/gamcheon-culture-village2. The MARS Model is developed by Dr Steven McShane and Dr Mary An Von Glinow states that there are four factors that directly influence employee behavior and the resulting performance. These for factors are motivation, ability, role perceptions (the individual's expected role obligations), and situational factors abbreviated as MARS Model. More details can be found in McShane, S., & Glinow, M. A. V. (2017). Organizational behavior. McGraw-Hill Education.3. Harvard Business Review article shows that signs of progress is a key source of motivation for individuals. Source of information: Teresa Amabile, T. & Kramer, S.J. (2011, May). The Power of Small Wins. Retrieved from https://hbr.org/2011/05/the-power-of-small-wins. 4. The quote "Change the way you look at things, and the things you look at change" in the introduction to the podcast is attributable Dr Wayne Dyer, an internationally renowned author and speaker in the fields of self-development and spiritual growth. Source of quote: Dyer, W. (2009), Success Secrets, Retrieved from https://www.drwaynedyer.com/blog/success-secrets/

Topics Discussed in this Episode:If you could eliminate one thing from your daily routine, what would it be?The importance of pink meetings in your day, with people who are either a nurturing or catalyzing influence.Avoiding green meetings with people who are inhibiting or toxic.The importance of building time for networking off campus into your calendar.Determining what makes for a good committee assignment.Choosing service work that helps you build your network outside of your home department.How and why to get started with accreditation work on your campus.Accreditation as peer review, telling your story to others at peer institutions.Accreditation provides opportunities for faculty to interact with folks on campus that they don't normally interact with.How to become part of a visiting accreditation team.Annual accreditation meetings as ideal regional networking opportunities.Resources Discussed in this Episode:Lisa Ijiri at Lesley UniversityThe Progress Principle by Teresa Amabile and Steven KramerMassachusett's ACE Women's NetworkNECHEStandard Four: The Academic ProgramsNECHE Annual MeetingMusic Credits: Magic by Six UmbrellasSound Engineer: Ernesto Valencia

Harvard professor Teresa Amabile, writing in the academic journal Work, Aging and Retirement, argues that retirement research is overwhelmingly quantitative, to the detriment of the field. She calls for more qualitative research into areas such as post-retirement identity. This podcast (5:02) proposes that financial advisors have a front-row view of these issues, could break ground in the area, or become valuable resources for academic researchers.

Original article found at https://theswaddle.com/bdsm-women-positive-effects-confidenceRecorded: 8/7/2019 / Published: 8/7/2019PatreonCan call in at 865-268-4005 to leave your question or visit the Krypt at https://kuldrinskrypt.com. On this episode of The Krypt, I am going to share an article that Patreon Executive Producer BabyLove2269 she found on theswaddle.com and written by Pallavi Prasad titled BDSM Culture Can Make Women More Assertive In Work, Relationships. After I read it, I’m going to give you my first impression of what was said. Yep, this is going to be totally different than anything I’ve done before in that its pretty much a raw and unedited episode. Stick around afterward for a special announcement. Rules to Love by:1: Safe, sane, consensual, and informed2: KNKI: Knowledge, No Intolerance, Kindness, Integrity3: “Submission is not about authority and it’s not about obedience; it is all about relationships of love and respect.” -Wm. Paul Young“BDSM Culture Can Make Women More Assertive In Work, Relationships” By Pallavi Prasad found at https://theswaddle.com/bdsm-women-positive-effects-confidence Published June 28, 2019“I don’t know how to explain it … but I have more clarity the morning after. It’s come to a point where my partner and I ensure we engage in a play scene before any big meetings I have. It really gives me the boost I need.”R.P. is a 32-year-old consultant living in Mumbai. When she joined a high-powered consulting firm seven years ago, she found herself struggling to keep up with the pace and make herself heard.“Around the same time, I got into a relationship with a man who was into BDSM [bondage and discipline; dominance and submission; sadism and masochism] and kink play. He introduced me to it and I instantly took a liking to it,” R.P. says. “Surprisingly, I found myself gravitating towards the role of the Dominant. Within the confines of a loving and safe space with a partner I trusted, I was able to assert myself in ways I couldn’t outside my bedroom. Slowly, I began to notice that especially on days after we had engaged in a play scene, I would feel more focussed, composed and clear-headed. It was almost as if the satisfied feeling I felt in bed, in that position of power, flowed over the next day. I feel like I know more about myself — my mind and my body.”According to recent research by Dr. Brad Sagarin, a professor of psychology at Northern Illinois University, kinks such as BDSM alter the blood flow pattern in the brain, creating altered states of consciousness. For those who assume the dominant position in BDSM, these mental states are called “flow” — the term popularized by positive psychologist Mihály Csíkszentmihályi. Flow is defined as an “optimal state of consciousness where we feel our best and perform our best.” It’s a state of hyperawareness, laser focus, and euphoria, which resonates with R.P.’s experience. “I just feel more brave, if that makes sense,” she says. Sagarin’s research confirms just that. The study found that people who regularly experience flow as an effect of dominant BDSM roles report improved concentration, clarity about goals, decision-making skills, and listening and intuitive skills. They also demonstrate lower levels of the stress hormone cortisol, less self-consciousness and less aversion to risk.The study also found those taking on submissive roles in BDSM play experience “transient hypofrontality,” a peaceful, dreamlike state, often compared to a runner’s high or described as being “in the zone.” Creativity and productivity peak in this state of decreased self-awareness.R.P. explains how her female friends from the BDSM community have discussed this before: “Sometimes when we share — and we’re all doms — our experiences with each other, we all agree that we are in a great mood throughout the next day and feel more energized and creative. It’s like a strange high, knowing what we did the previous night.”People who experience either of these altered mental states report higher levels of happiness, creativity, and productivity for up to three days after, according to research by Harvard University professor Teresa Amabile. They also report transferring the focus, confidence, concentration, and decision-making skills of BDSM into everyday life. It is no wonder, then, that people who engage in BDSM are less neurotic, more extraverted, more open to new experiences, more conscientious, less sensitive to rejection, and have higher subjective well-being outside the bedroom, according to a 2016 study on the psychological characteristics of BDSM practitioners.Additionally, partners who engage in sadomasochism are more connected and more intimate than those who do not engage in it, according to a 2009 study published in the journal Archives of Sexual Behavior. The honest expression of one’s fantasies and desires, and consensually, respectfully and safely executing that as a BDSM scene, requires a high level of communication and trust between partners — a feature regularly absent from non-kinky or “vanilla” sex, as the BDSM community calls it.“My boyfriend and I have definitely become much closer since we started exploring this space together. We don’t lie to each other in our relationship — white lies not included, and even those we mostly confess — because the trust between us is the same, inside and outside the bedroom,” says R.P. “There’s very little drama and if we ever fight, we usually resolve it by talking to each other. But it almost never reaches that point because every day, in a way, we tell each other about what it is that we want from the other person and what we don’t. It’s like learning how to negotiate with another person.”Women have traditionally been discouraged from developing such open and clear communication skills. In 2018, former dominatrix, Kasia Urbaniak started The Academy, a school to teach women the “foundations of power and influence” via month-long female empowerment sessions in New York. Speaking to The Guardian, she says: “It’s about the communications that women carry that either make them go speechless, or afraid of coming across as too bossy or too needy.” Urbaniak explains that by being in the dominant role of BDSM, women learn to project their strength and attention outward. It’s a skill they can then use to flip the power dynamic in the outside world, where women are forced to turn their attention inward, with self-doubt and over-analysis.A barrage of recent research hints at the effects of empowerment via BDSM: people with sexual kinks or fetishes, such as BDSM, group sex, or role-play, have better mental health, less psychological stress, higher self-worth, and more satisfying relationships.Not everyone is convinced of BDSM’s benefits, however. The feminist sex wars over BDSM’s potential for women’s empowerment rage on, with one side seeing BDSM as a way to explore and enable female sexuality, and the other side seeing it as yet another manifestation of the hyper-masculine, patriarchal order’s violent idea of sex. But, as black lesbian poet and feminist writer Audrey Lorde puts it in a personal essay, embracing the erotic fosters a deep and irreplaceable “self-connection and fearless underlining of [one’s] capacity for joy.” Released of social context, when examined in individual’s lives and homes, BDSM seems to allow, well, release. And that kind of release writes Lorde, “flows through and colors my life with a kind of energy that heightens and sensitizes and strengthens all my experience.”Show notes can be found at https://kuldrinskrypt.com/227  Thank you: Show Producers:Pro Producer($100/month): LilyxChaosx. Executive Producers ($25/month): Jeremiah, ArcaneD.G.R. & violetaurelia,  Feline_Rouge, babylove2269, and FaisilSr. Producers ($10/month): Matt, Roxiebear, xEmeraldxWolfx, JayKay, SortOutTheKinks, Delilah, SirMutualRespect, Master Gabriel, and Theod123Producers ($5/month): Kainsin, ThatPlace: Oklahoma City, olive_eyes, Seine (Zine), and AlexandriaJr. Producers ($1/month): K-2SO, BuffaloDom84, LxSoumis, Hayley, Morgan, knot_the_daddy, and RaefeIf you would like to become one of our show producers go to our website, https://kuldrinskrypt.com/support to get that information.BDSM Contracts for the donation of their beautiful 25 page soft and hardbound M/s and D/s contracts.. http://bdsmcontracts.org coupon code: kuldrin20 for a 20% discount on all purchases.https://www.daycollars.com is a place for personalized handmade collars, leashes, cuffs and belts.http://whippingstripes.com my personal maker of leather and paracord impact toys. https://tporridtimber.comNext Time on the Krypt:??? In the meantime go to https://kuldrinskrypt.com for show notes, how to subscribe information, and the link to Fetlife group so you can take part in the conversation and be eligible for giveaways. While you’re there click on support us to become a Patreon supporter.Contact info:Email: Sir@kuldrinskrypt.comFetlife Group: https://fetlife.com/groups/159275Fb: Kuldrin Fire https://www.facebook.com/kuldrin.fireTwitter: @MasterKuldrin https://twitter.com/MasterKuldrinInstagram: masterkuldrin https://www.instagram.com/masterkuldrin/Patreon: kuldrinskrypt https://www.patreon.com/KuldrinsKryptPaypal: MasterKuldrin http://paypal.me/masterkuldrinhttp://kuldrinskrypt.com/contactresourceLimits and Interest Survey: https://kuldrinskrypt.com/survey 

Original article found at https://theswaddle.com/bdsm-women-positive-effects-confidenceRecorded: 8/7/2019 / Published: 8/7/2019PatreonCan call in at 865-268-4005 to leave your question or visit the Krypt at https://kuldrinskrypt.com. On this episode of The Krypt, I am going to share an article that Patreon Executive Producer BabyLove2269 she found on theswaddle.com and written by Pallavi Prasad titled BDSM Culture Can Make Women More Assertive In Work, Relationships. After I read it, I’m going to give you my first impression of what was said. Yep, this is going to be totally different than anything I’ve done before in that its pretty much a raw and unedited episode. Stick around afterward for a special announcement. Rules to Love by:1: Safe, sane, consensual, and informed2: KNKI: Knowledge, No Intolerance, Kindness, Integrity3: “Submission is not about authority and it’s not about obedience; it is all about relationships of love and respect.” -Wm. Paul Young“BDSM Culture Can Make Women More Assertive In Work, Relationships” By Pallavi Prasad found at https://theswaddle.com/bdsm-women-positive-effects-confidence Published June 28, 2019“I don’t know how to explain it … but I have more clarity the morning after. It’s come to a point where my partner and I ensure we engage in a play scene before any big meetings I have. It really gives me the boost I need.”R.P. is a 32-year-old consultant living in Mumbai. When she joined a high-powered consulting firm seven years ago, she found herself struggling to keep up with the pace and make herself heard.“Around the same time, I got into a relationship with a man who was into BDSM [bondage and discipline; dominance and submission; sadism and masochism] and kink play. He introduced me to it and I instantly took a liking to it,” R.P. says. “Surprisingly, I found myself gravitating towards the role of the Dominant. Within the confines of a loving and safe space with a partner I trusted, I was able to assert myself in ways I couldn’t outside my bedroom. Slowly, I began to notice that especially on days after we had engaged in a play scene, I would feel more focussed, composed and clear-headed. It was almost as if the satisfied feeling I felt in bed, in that position of power, flowed over the next day. I feel like I know more about myself — my mind and my body.”According to recent research by Dr. Brad Sagarin, a professor of psychology at Northern Illinois University, kinks such as BDSM alter the blood flow pattern in the brain, creating altered states of consciousness. For those who assume the dominant position in BDSM, these mental states are called “flow” — the term popularized by positive psychologist Mihály Csíkszentmihályi. Flow is defined as an “optimal state of consciousness where we feel our best and perform our best.” It’s a state of hyperawareness, laser focus, and euphoria, which resonates with R.P.’s experience. “I just feel more brave, if that makes sense,” she says. Sagarin’s research confirms just that. The study found that people who regularly experience flow as an effect of dominant BDSM roles report improved concentration, clarity about goals, decision-making skills, and listening and intuitive skills. They also demonstrate lower levels of the stress hormone cortisol, less self-consciousness and less aversion to risk.The study also found those taking on submissive roles in BDSM play experience “transient hypofrontality,” a peaceful, dreamlike state, often compared to a runner’s high or described as being “in the zone.” Creativity and productivity peak in this state of decreased self-awareness.R.P. explains how her female friends from the BDSM community have discussed this before: “Sometimes when we share — and we’re all doms — our experiences with each other, we all agree that we are in a great mood throughout the next day and feel more energized and creative. It’s like a strange high, knowing what we did the previous night.”People who experience either of these altered mental states report higher levels of happiness, creativity, and productivity for up to three days after, according to research by Harvard University professor Teresa Amabile. They also report transferring the focus, confidence, concentration, and decision-making skills of BDSM into everyday life. It is no wonder, then, that people who engage in BDSM are less neurotic, more extraverted, more open to new experiences, more conscientious, less sensitive to rejection, and have higher subjective well-being outside the bedroom, according to a 2016 study on the psychological characteristics of BDSM practitioners.Additionally, partners who engage in sadomasochism are more connected and more intimate than those who do not engage in it, according to a 2009 study published in the journal Archives of Sexual Behavior. The honest expression of one’s fantasies and desires, and consensually, respectfully and safely executing that as a BDSM scene, requires a high level of communication and trust between partners — a feature regularly absent from non-kinky or “vanilla” sex, as the BDSM community calls it.“My boyfriend and I have definitely become much closer since we started exploring this space together. We don’t lie to each other in our relationship — white lies not included, and even those we mostly confess — because the trust between us is the same, inside and outside the bedroom,” says R.P. “There’s very little drama and if we ever fight, we usually resolve it by talking to each other. But it almost never reaches that point because every day, in a way, we tell each other about what it is that we want from the other person and what we don’t. It’s like learning how to negotiate with another person.”Women have traditionally been discouraged from developing such open and clear communication skills. In 2018, former dominatrix, Kasia Urbaniak started The Academy, a school to teach women the “foundations of power and influence” via month-long female empowerment sessions in New York. Speaking to The Guardian, she says: “It’s about the communications that women carry that either make them go speechless, or afraid of coming across as too bossy or too needy.” Urbaniak explains that by being in the dominant role of BDSM, women learn to project their strength and attention outward. It’s a skill they can then use to flip the power dynamic in the outside world, where women are forced to turn their attention inward, with self-doubt and over-analysis.A barrage of recent research hints at the effects of empowerment via BDSM: people with sexual kinks or fetishes, such as BDSM, group sex, or role-play, have better mental health, less psychological stress, higher self-worth, and more satisfying relationships.Not everyone is convinced of BDSM’s benefits, however. The feminist sex wars over BDSM’s potential for women’s empowerment rage on, with one side seeing BDSM as a way to explore and enable female sexuality, and the other side seeing it as yet another manifestation of the hyper-masculine, patriarchal order’s violent idea of sex. But, as black lesbian poet and feminist writer Audrey Lorde puts it in a personal essay, embracing the erotic fosters a deep and irreplaceable “self-connection and fearless underlining of [one’s] capacity for joy.” Released of social context, when examined in individual’s lives and homes, BDSM seems to allow, well, release. And that kind of release writes Lorde, “flows through and colors my life with a kind of energy that heightens and sensitizes and strengthens all my experience.”Show notes can be found at https://kuldrinskrypt.com/227  Thank you: Show Producers:Pro Producer($100/month): LilyxChaosx. Executive Producers ($25/month): Jeremiah, ArcaneD.G.R. & violetaurelia,  Feline_Rouge, babylove2269, and FaisilSr. Producers ($10/month): Matt, Roxiebear, xEmeraldxWolfx, JayKay, SortOutTheKinks, Delilah, SirMutualRespect, Master Gabriel, and Theod123Producers ($5/month): Kainsin, ThatPlace: Oklahoma City, olive_eyes, Seine (Zine), and AlexandriaJr. Producers ($1/month): K-2SO, BuffaloDom84, LxSoumis, Hayley, Morgan, knot_the_daddy, and RaefeIf you would like to become one of our show producers go to our website, https://kuldrinskrypt.com/support to get that information.BDSM Contracts for the donation of their beautiful 25 page soft and hardbound M/s and D/s contracts.. http://bdsmcontracts.org coupon code: kuldrin20 for a 20% discount on all purchases.https://www.daycollars.com is a place for personalized handmade collars, leashes, cuffs and belts.http://whippingstripes.com my personal maker of leather and paracord impact toys. https://tporridtimber.comNext Time on the Krypt:??? In the meantime go to https://kuldrinskrypt.com for show notes, how to subscribe information, and the link to Fetlife group so you can take part in the conversation and be eligible for giveaways. While you’re there click on support us to become a Patreon supporter.Contact info:Email: Sir@kuldrinskrypt.comFetlife Group: https://fetlife.com/groups/159275Fb: Kuldrin Fire https://www.facebook.com/kuldrin.fireTwitter: @MasterKuldrin https://twitter.com/MasterKuldrinInstagram: masterkuldrin https://www.instagram.com/masterkuldrin/Patreon: kuldrinskrypt https://www.patreon.com/KuldrinsKryptPaypal: MasterKuldrin http://paypal.me/masterkuldrinhttp://kuldrinskrypt.com/contactresourceLimits and Interest Survey: https://kuldrinskrypt.com/survey 

Melissa Perri on Deliver It, Jenny Tarwater, Laura Powers, Linda Podder, and Cheryl Hammond on Agile Uprising, Michael Sippey on Product Love, Ryan Jacoby on Scrum Master Toolbox, and Phil Abernathy on Engineering Culture by InfoQ. I’d love for you to email me with any comments about the show or any suggestions for podcasts I might want to feature. Email podcast@thekguy.com. This episode covers the five podcast episodes I found most interesting and wanted to share links to during the two week period starting April 29, 2019. These podcast episodes may have been released much earlier, but this was the fortnight when I started sharing links to them to my social network followers. MELISSA PERRI ON DELIVER IT CAST The Deliver It Cast podcast featured Melissa Perri with host Cory Bryan. They discussed Melissa’s book Escaping The Build Trap and what motivated her to spend three years writing it. Melissa says she wrote it because she found herself answering the same questions about product management over and over again. They talked about what the build trap is (project-oriented, no product managers, spinning up teams for CEOs that prioritize work, never talking to customers, and getting rewarded for shipping features) and how demoralizing it can be. They talked about Stephen Bungay’s The Art Of Action and his notion of the knowledge gap, the alignment gap, and the effects gap, and Melissa told a story of how she applied these concepts for a client by introducing ways to address these gaps by learning how to communicate strategic intent. Melissa says she always hears from her clients that their CEOs and leaders care about points and velocity but she says that this is only because they have don’t know how else to measure success. When you give them goals that they can relate to, they no longer need to latch onto points and velocity. I particularly liked what Melissa said about getting leaders to work together as a team by getting rid of individual goals. iTunes link: https://podcasts.apple.com/ca/podcast/ep85-escaping-the-build-trap-with-melissa-perri/id966084649?i=1000434062102 Website link: http://deliveritcast.com/ep85-escaping-the-build-trap-with-melissa-perri JENNY TARWATER, LAURA POWERS, LINDA PODDER, AND CHERYL HAMMOND ON AGILE UPRISING The Agile Uprising podcast featured Jenny Tarwater, Laura Powers, Linda Podder, and Cheryl Hammond with host Chris Murman. They talked about the Women In Agile community and events and what they have learned so far. Cheryl said that they have learned that there is interest among all genders to learn about Women In Agile and get involved in the pre-conferences. Laura learned that it was giving her an opportunity to pay it forward to the next generation. Linda described being a recipient of what Laura has been paying forward and Jenny talked about meeting people through these events who helped her both professionally and personally. She also described how the huge number of attendees of the main conference that Women In Agile is attached to makes her feel lost and how the pre-conference helps her ease into the conference community. They talked about the Launching New Voices program and how it provides a stage and mentoring on how to give a talk to create a more diverse body of speakers. Linda was a protégé in the 2017 program and she described how it taught her not only how to present her topic but also taught her the psychology behind it so that she could help her audience internalize her message. Laura described being a mentor in the program and I loved what she said about authenticity. iTunes link: https://podcasts.apple.com/ca/podcast/women-in-agile-2019/id1163230424?i=1000434352507 Website link: http://agileuprising.libsyn.com/women-in-agile-2019 MICHAEL SIPPEY ON PRODUCT LOVE The Product Love podcast featured Michael Sippey with host Eric Boduch. Michael Sippey became VP of product at Medium after spending some time running product for LiveJournal at SixApart and at Twitter. He was also one of the first bloggers. They talked about how many of these early blogging technologies developed into today’s modern social media platforms and how Michael wishes he could have thought more about the downsides of the technologies and planned for them. This led to a discussion of scenario planning and the the natural tendency towards optimism that product people have. They talked about the history of Twitter and some of the reasoning behind the restrictions Twitter introduced in their API in 2012 and some of the improvements Medium is making now to prevent amplification of low quality content. Then they got into a discussion of hypotheses and hypothesis testing as being fundamental to product management. Michael encourages his product managers to have hypotheses that are bold enough that the users are going to notice and that will drive enough change that it is worth the development time to pursue it. iTunes link: https://podcasts.apple.com/ca/podcast/michael-sippey-joins-product-love-to-talk-about-hypotheses/id1343610309?i=1000434598454 Website link: https://soundcloud.com/productcraft/michael-sippey-joins-product-love-to-talk-about-hypotheses RYAN JACOBY ON SCRUM MASTER TOOLBOX The Scrum Master Toolbox podcast featured Ryan Jacoby with host Vasco Duarte. Vasco started by by asking Ryan about his book, Making Progress - The 7 Responsibilities of an Innovation Leader. Ryan described the seven responsibilities as: 1) define progress, 2) set an innovation agenda, 3) create and support teams that build, 4) cultivate the ingredients of successful innovation (customer insights, well-defined problem statements, strategic questions, and ways of communicating evidence of what works and what doesn’t), 5) give great feedback, 6) inspire progress, and 7) reward progress. Vasco asked about how Scrum Masters can contribute to innovation. Ryan suggests picking some of the techniques they discussed, applying them to your team, and then sharing them widely. He then referenced Teresa Amabile’s work on finding out what makes people happy and work. He says that by helping your team make progress, you will be improving morale and people’s job satisfaction. iTunes link: https://podcasts.apple.com/ca/podcast/bonus-ryan-jacoby-on-7-responsibilities-innovation/id963592988?i=1000434879127 Website link: http://scrummastertoolbox.libsyn.com/bonus-ryan-jacoby-on-the-7-responsibilities-of-an-innovation-leader PHIL ABERNATHY ON ENGINEERING CULTURE BY INFOQ The Engineering Culture by InfoQ podcast featured Phil Abernathy with host Shane Hastie. Phil talked about how happier employees make for happier customers. For producing happier employees, he starts with purpose, autonomy, and mastery as popularized by Dan Pink and he adds fairness. He distinguishes between fairness and equality. He says employees don’t expect equality — there are different levels of capability, maturity, experience, and salary but this is not seen as unfair. They then talked about org structures, going back to Conway’s law and how it relates to complexity. Phil talked about the KPI-driven organizations today that take anything that is not working and put a vice president in charge of it. This leads to things like having a head of “digital.” He asks, “What’s the difference between the IT department and this new digital department?” Nobody can explain it. He says that this obfuscation of accountability and responsibility is at the heart of complex structures and that instead we should copy the great companies. They all have small, simple, loosely-coupled teams delivering a service to a direct customer group, internal or external. Phil says people confuse empowerment and self-direction with no management and no direction. He says there needs to be a hierarchy, but it should be flat, with spans of control over ten. He has a metric he calls the bureaucracy mass index, which is the ratio of enablers such as managers to total employees. A healthy BMI is typically around 10% and in some companies he sees BMIs as high as 45%. He says healthier BMIs lead to happier customers and happier companies. Regarding the structure of the work itself, Phil says too many companies he works with are overloaded. The reason for the lack of prioritization is a lack of strategic clarity: there’s a digital strategy, an innovation strategy, IT transformation strategy and no one can figure out the real strategy. A simple strategy that can be explained in three to five bullet points does not exist. He then got into a description of OKRs and how they are developed collaboratively. The companies who get these right, he says, don’t have a prioritization problem. Last, he adds leadership style because structuring the organization and structuring the work is not enough. A good leadership style, he says, is based on an agreed set of values like trust, respect, transparency, courage, and experimentation. Every organization says they have these values but they don’t all practice them. He says it comes down to holding people accountable. He references Patrick Lencioni’s work on having trust at the foundation and he connected this to accountability and results. He says that the courage of senior leadership to call people out for breaking the values is the deciding factor. He then related this all to Carol Dweck’s book Mindset. This interview is only twenty minutes long, but Phil doesn’t waste a single word. iTunes link: https://podcasts.apple.com/ca/podcast/phil-abernathy-on-employee-happiness-bureaucracy-mass/id1161431874?i=1000435046419 Website link: https://soundcloud.com/infoq-engineering-culture/phil-abernathy-on-employee-happiness-and-the-bureaucracy-mass-index FEEDBACK Ask questions, make comments, and let your voice be heard by emailing podcast@thekguy.com. Twitter: https://twitter.com/thekguy LinkedIn: https://www.linkedin.com/in/keithmmcdonald/ Facebook: https://www.facebook.com/thekguypage Instagram: https://www.instagram.com/the_k_guy/ YouTube: https://www.youtube.com/channel/UCysPayr8nXwJJ8-hqnzMFjw Website:

British painter Jenny Saville, the most expensive living female artist in the world, discusses her new self-portrait, painted in response to Rembrandt's masterpiece Self-Portrait with Two Circles. Cellist Laura van der Heijden, who won the BBC Young Musician competition when she was 15, plays live and discusses her debut album of Russian music called 1948, which last night won the BBC Music Magazine's Newcomer of the Year Award. Plus the art of working to a deadline, with authors Robert McCrum and Sophie Heawood and Teresa Amabile from Harvard Business School. Presenter Stig Abell Producer Jack Soper

Subscribe to the podcast and notes: https://qurantalk.podbean.com/ Quran translation on iOS: https://apple.co/2C1YGXj Additional Resources: http://www.masjidtucson.org Contact: qurantalk (at) gmail (dot) com   Evolution vs. De-evolution Sign of intelligence is that new information is created E. coli Long-term Experiment on Evolution - Started 24 February 1988.[2] 66,000 in November 2016.[3] No new molecular machines No newly designed cell structures No new protein-coding sections of DNA Evolution vs De-Evolution Example of how to make a car go faster - throw out the seats http://myxo.css.msu.edu/ecoli/ Because it is easier to destroy than to build Ask you what are some decisions in your life you can make to make your life worse? Easy  Run out in front of traffic Poke your eyes out Burn all your savings Hit your head with a hammer Hold your breath underwater until you pass out If I ask you what can be done to make the future WORSE You can probably come up with a whole bunch of ideas Ask you what decisions you can make to make your life BETTER? Little harder - At best you will come up with ideas of what to remove not what to add Easier to break down rather than to build  Because it is easier to destroy than to build If I ask you what can you do to make the future better More difficult Easier to point out the downside and all the reasons something can fail rather than how it can succeed But more ideas does not mean that the ideas are any better - but makes us feel smart Typically an inherent bias that we equate things that we can imagine as more likely than things we can’t …e.g.e shark attacks Pessimism isn't just more common than optimism, it also sounds smarter. Pessimist are intellectually captivating, and people pay more attention to them rather than optimist who are often viewed as an oblivious sucker. If you say the world has been getting better you may get away with being called naïve and insensitive. Harvard professor Teresa Amabile shows that those publishing negative book reviews are seen as smarter and more competent than those giving positive reviews of the same book. "Only pessimism sounds profound. Optimism sounds superficial," she wrote. Why? Here are a few other reasons I've observed for why pessimism gets so much attention. [4:147] What will GOD gain from punishing you, if you became appreciative and believed? GOD is Appreciative, Omniscient. Complaining makes us feel like we are smart There is a form of an iQ/creativity test where the objective is to see how many ideas you can come up in a given amount of time: What can you do with a brick? Come up with different ways that someone can go from place to another? The more answers one comes up with the smarter they feel This is good for creativity, but there are somethings that the quantity of answers is not what is important but the quality 1. Optimism appears oblivious to risks, so by default pessimism looks more intelligent.  2. Pessimism requires action, whereas optimism means staying the course. Pessimism is "SELL, GET OUT, RUN," which grabs your attention because it's an action you need to take right now. You don't want to read the article later or skim over the details, because you might get hurt. Optimism is mostly, "Don't worry, stay the course, we'll be alright," which is easy to ignore since it doesn't require doing anything.  3. Optimism sounds like a sales pitch, while pessimism sounds like someone trying to help you. And that's often the truth. But in general, most of the time, optimism is the correct default setting, and pessimism can be as big a sales pitch as anything – especially if it's around emotional topics like money and politics.  4. Pessimists extrapolate present trends without accounting for how reliably markets adapt. That's important, because pessimistic views often start with a foundation of rational analysis, so the warning appears as reasonable as it is scary. Thomas Malthus 1800 Prophets were the ultimate optimist - that after we die we can be redeemed in God’s kingdom How we respond to God’s promise determines if we believe in God’s promise or not… [3:174] They have deserved GOD's blessings and grace. No harm ever touches them, for they have attained GOD's approval. GOD possesses infinite grace. [33:11] That is when the believers were truly tested; they were severely shaken up. [33:12] The hypocrites and those with doubts in their hearts said, "What GOD and His messenger promised us was no more than an illusion!" [33:13] A group of them said, "O people of Yathrib, you cannot attain victory; go back." Others made up excuses to the prophet: "Our homes are vulnerable," when they were not vulnerable. They just wanted to flee. Psalm 91 1  Whoever dwells in the shelter of the Most High    will rest in the shadow of the Almighty.[a] 2  I will say of the Lord, “He is my refuge and my fortress,    my God, in whom I trust.” 3  Surely he will save you    from the fowler’s snare    and from the deadly pestilence. 4  He will cover you with his feathers,    and under his wings you will find refuge;    his faithfulness will be your shield and rampart. 5  You will not fear the terror of night,    nor the arrow that flies by day, 6  nor the pestilence that stalks in the darkness,    nor the plague that destroys at midday. 7  A thousand may fall at your side,    ten thousand at your right hand,    but it will not come near you. 8  You will only observe with your eyes    and see the punishment of the wicked. 9  If you say, “The Lord is my refuge,”    and you make the Most High your dwelling, 10  no harm will overtake you,    no disaster will come near your tent. 11  For he will command his angels concerning you    to guard you in all your ways; 12  they will lift you up in their hands,    so that you will not strike your foot against a stone. 13  You will tread on the lion and the cobra;    you will trample the great lion and the serpent. 14  “Because he[b] loves me,” says the Lord, “I will rescue him;    I will protect him, for he acknowledges my name. 15  He will call on me, and I will answer him;    I will be with him in trouble,    I will deliver him and honor him. 16  With long life I will satisfy him    and show him my salvation.”   [33:22] When the true believers saw the parties (ready to attack), they said, "This is what GOD and His messenger have promised us, and GOD and His messenger are truthful." This (dangerous situation) only strengthened their faith and augmented their submission. [2:249] When Saul took command of the troops, he said, "GOD is putting you to the test by means of a stream. Anyone who drinks from it does not belong with me—only those who do not taste it belong with me—unless it is just a single sip." They drank from it, except a few of them. When he crossed it with those who believed, they said, "Now we lack the strength to face Goliath and his troops." Those who were conscious of meeting GOD said, "Many a small army defeated a large army by GOD's leave. GOD is with those who steadfastly persevere.” [14:7] Your Lord has decreed: "The more you thank Me, the more I give you." But if you turn unappreciative, then My retribution is severe. [10:57] O people, enlightenment has come to you herein from your Lord, and healing for anything that troubles your hearts, and guidance, and mercy for the believers. [10:58] Say, "With GOD's grace and with His mercy they shall rejoice." This is far better than any wealth they can accumulate.

In this episode, Rob discusses The Progress Principle, coined by Teresa Amabile and Steven Kramer, and gives advice on how to apply it to your financial life. From tracking your net worth to using the debt snowball to rid yourself of debt, Rob gives you the tools you need to progress in your financial life.

Micro Goals are the key to achieving your goals. [sc name="pod_ad"]For your design business to succeed, you must set goals for yourself, and for those goals to be reached you need to break them down into micro goals.  I've talked on a previous podcast episode about setting S.M.A.R.T. goals for your design business, goals that are Specific, Measurable, Achievable, Relevant and Time-Related. But even S.M.A.R.T. goals fail sometimes. That's where micro goals come in. You need goals to measure your personal and professional success. Without them, it's much harder to know when you’ve reached a milestone or level of success. There’s a certain satisfaction in accomplishing goals. It has even been scientifically proven that accomplishing goals releases dopamine, a bodily chemical associated with happiness. Unfortunately, plenty of goals go unaccomplished. Mostly due to a lack of urgency. This happens when a person concentrates too much on reaching an end goal and not on the steps required to get there. Micro goals are the day to day steps needed to achieve those loftier end goals.  For example, a person wanting to lose 100 pounds may feel like it's a daunting task. However, it will seem much easier to accomplish if they set micro goals to lose two pounds per week throughout a year. Micro Goals give you a path. The path to reaching a future goal isn't always clear. Micro goals act as stepping stones that help you along the way by showing what needs to be done tomorrow, today, or even right now. Since they are easier to concentrate on, there’s less chance you’ll lose focus on your micro goals. If your goal is to start your design business within three months, what will you do between now and then? Perhaps some of your micro goals will look like these. Choose a name for your business Complete and file business registration papers Acquire a domain name Set up email accounts for your new business Design a logo for your business Build a website Have business cards printed Open a business bank account Choose and set up an invoicing system These micro goals act as reminders of the steps you need to take each day until you open your design business. Micro Goals give you a reminding push. Because micro goals are small and easy to accomplish, they encourage you to start doing things now that may otherwise get pushed off. They act as reminders that these things need to get done to make progress towards your end goal. Micro goals are also reminders of the progress you are making as you complete each one. Without micro goals, you may fall victim to procrastinating. You may feel that a goal that is still months away isn’t a priority and you may delay working on it for another day, week or month. Micro goals keep you on track and help build momentum.  Do you want to hear something funny? That momentum you gain by completing micro goals makes you feel good about each accomplishment and pushes you to do even more. That's the dopamine effect. Your body releases dopamine whenever you experience a pleasurable sensation, such as completing a micro goal. This effect is associated with your body's reward system motivating you to crave it even more. And that means a greater motivation to tackle the next micro goal to feel good again. According to Psychology Today, “everything from making your bed to doing all the dishes will give you the ‘ding-ding-ding’ feeling of having completed a task. Neurobiologically the satisfaction of completing a task creates internal rocket fuel that energises you to keep working towards your larger goal.” And according to Teresa Amabile and Steven J. Kramer of the Harvard Business Review "The more frequently you experience that sense of progress, the more likely you are to be creatively productive in the long run,” It doesn’t matter how much is left to reach your end goal. Making these little strides can make a huge difference in how you feel and perform today. Isn’t the human body a fantastic thing? Micro Goals help with time management Most of us have more than one long term goal. Sometimes those multiple goals compete for our attention, and it’s hard for us to prioritise them. With our limited time available each day, on which goals should you concentrate? Because Micro goals have small time frames associated with them, they allow you to cut through that confusion by letting you work towards multiple end goals at once. Spend an hour or two on one, a few minutes on another, and an afternoon on yet another goal. By the end of the day, you will have made progress on multiple end goals, and you’ll feel good about yourself. How Micro Goals Work To get started with micro goals you need to ask the question "What individual steps, once accomplished will bring me closer to my end goal?" Write out those steps and start working on and checking them off. You’ll quickly learn to appreciate all these minor accomplishments, and you’ll feel good about the progress you make towards your end goals. Examples of micro goals If your goal is to double your design business revenue, here are some micro goals you could try: Call clients you haven’t talked to in a while and inquire if there’s anything you can do for them Send out an email to your clients asking for referrals. Read one chapter per day of a business or marketing book that could help with business growth. Review and update your pricing strategy.  These are just a few examples of micro goals you could use to double your revenue. Get started today What goals do you have for your future? Break them down into the smallest possible actionable units and get working on them. Pick a micro goal, finish it, and move on to the next one. Repeat this over and over, and before you know it, you will be reaching the goals you’ve set for yourself and your business. And don’t forget to enjoy the dopamine hit along the way. Do you consciously set micro goals for yourself? Let me know by leaving a comment for this episode. Questions of the Week Submit your question to be featured in a future episode of the podcast by visiting the feedback page. This week’s question comes from Vincent I am just starting to get my business going and already have some good traction with some local churches that have asked for quotes. I am encountering a decent amount of questions about these services like ChurchCo (thechurchco.com) that will create a custom (on demand) website for you and are charging $20-40 per month for the service. I would assume that you have come across some of these. Do you have any advice on how to show the value proposition of going with a true web designer vs. a service like this? To find out what I told Vincent you’ll have to listen to the podcast. Resource of the week remove.bg Remove.bg is a free service to remove the background of any photo. It works 100% automatically: You don't have to manually select the background/foreground layers to separate them - just select your image and instantly download the resulting image with the background removed! Currently, the resulting image is limited to 500px by 500px but they say they are working on increasing the size. Listen to the podcast on the go. Listen on Apple Podcasts Listen on Spotify Listen on Android Listen on Stitcher Listen on iHeartRadio Contact me I would love to hear from you. You can send me questions and feedback using my feedback form. Follow me on Twitter, Facebook and Instagram I want to help you. Running a graphic design or web design business all by yourself isn't easy. If there are any struggles you face running your design business, please reach out to me. I'll do my best to help you by addressing your issues in a future blog post or podcast episode here at Resourceful Designer. You can reach me at feedback@resourcefuldesigner.com

Teresa Amabile, professor at Harvard Business School, is approaching her own retirement by researching how ending your work career affects your sense of self. She says important psychological shifts take place leading up to, and during, retirement. That holds especially true for workers who identify strongly with their job and organization. Amabile and her fellow researchers have identified two main processes that retirees go through: life restructuring and identity bridging.

Contact the show podcast@eatsleepworkrepeat.fmThis week's episode features the iconic Teresa Amabile - she's a professor at Harvard Business School. Originally educated and employed as a chemist, Teresa received her Ph.D. in psychology from Stanford University.If you're interested in her work this YouTube clip is a great start point.Before the chat with Professor Amabile we talk through the news in work culture this week. Here's the explosive article on Netflix:WSJ on NetflixWSJ on Google's walkoutsYou can pre-order The Joy of Work at Amazon. See acast.com/privacy for privacy and opt-out information.

In this Episode I speak to Bruce Daisley, the Head of Twitter in Europe, Middle East and Africa about work place happiness and culture. Work Place Happiness and culture is super interesting to me and I've spent a lot of time trying to understand the space. The most exciting resource to learn about this in my view is a podcast called Eat Sleep Work Repeat. Its run by the Head of Twitter in Europe, Bruce Daisley. Bruce has worked for years at epic culture companies, Google, YouTube and Twitter which has given him great experience in this space. Bruce has also been fortunate enough to interview people behind cultures at companies like Innocent Smoothies, Netflix, Twitter as well as authors like Dan Pink and nurosicentists, doctors etc. I think his experience and these interviews have given Bruce an unmatched practical view of what works in this space and so I'm delighted to be kicking off this podcast with this video. Thanks so much for taking the time. I thought it a really good place to start would be to get a little bit of your background, and what your current role is, and how you came to be in your current role. Yeah, so let's start from today, so I work at Twitter now; I’ve worked at Twitter for the last six years. I run Europe Middle East and Africa for Twitter. Prior to that, I worked for Google, so I worked really helping to build the YouTube business from scratch cross the UK and so I’ve probably spent the last 10 years in those two tech firms. Before that, I worked in various different jobs, largely in digital but across traditional publishers and traditional radio companies, so I guess from where I am today, I've spent quite a while in digital but the last 10 years specifically, just in pure-play digital. BizcommunityAwesome. One of the things which I picked up over the last year is your amazing podcast – I’m not just saying that, it really is quite something. I'm in the process of building a business, and one of the things which is so clear to me as how getting your culture right has so much impact. So, for those who don't know, Eat, Sleep Work Repeat is definitely worth checking out. Do you want to tell me how you came to start that podcast and what your combination of interests is? So obviously, you have a bit of a radio background, and working and such ‘amazing culture’ businesses, but I'd love to hear your journey to start. The interesting thing for me, the way I got into it, was that I was always complimented, whether it was by my teammate YouTube or by the team here at Twitter. People always come to me and say ‘Wow, there’s such a good buzz to these teams, such good energy’. And so, that led me to make the mistake of thinking that I was an expert. I think it's fair to say, and I say this quite often, but I don't think there's any easy jobs anymore, so I don't think there are any jobs where people go to work and they think ‘Wow, that was that was a breeze,’ and then they go home at the end of the day with no stresses or anxieties. But about a year-and-a-half ago, I found myself in this situation where I was thinking, ‘People around me don't seem to be as happy as they used to be,’ and I actually challenged myself and thought, ‘You’ve told yourself you're good at culture, but you don't know what you're doing!’ So I found myself looking for a book on it and searching Amazon for a book on work culture, and I couldn't find anything that seemed suitable. So it was a big logistical jump, but from there, I decided to do a podcast on it and I think specifically, I’ll give you an example: I spent the last week thinking a lot about the research about creativity, and the interesting thing is that if you look into the research on creativity, there’s a lot of evidence for what situations provoke creativity. There’s some wonderful work by a lot of very prominent female researchers, like Alice Isen, Teresa Amabile, and Barbara Fredrickson.

For some people, facilitation is a means to an end: Getting things done, more in less time. Taking the time to think and talk can seem like a luxury when your team just wants to just "get going". Facilitation, then, becomes like any tool like a drill, or a knife...you don't actually want the tool, you want a hole in the wall or a carrot sliced. When you're done with the tool, you go on to the next thing! But for other people, this space between posing a challenge, thinking, talking and doing, is worth deepening. Facilitation then becomes more than a thing you do to get to the next thing...It becomes a way of being and approaching the world.  Facilitation becomes a core value, a principle. The problem with facilitation as a means to an end is that facilitating well is a design problem in and of itself, which requires thoughtful work and practice. Focusing on the ends instead of the means, in this case, can cause people to give light consideration to facilitating masterfully. But when the conversation really matters, someone really should design the conversation. It's really delightful to talk to someone like Alison for whom, like me, facilitation *is* the work...deepening it for ourselves and others is why we do what we do: Not just helping teams as a facilitator, but helping others to develop as facilitators. Alison is the founder of Bracket, a consultancy based in the UK. She helps teams at companies of all stripes to work better together. She's also written a lovely book  “A Pocket Guide to Effective Workshops”. Alison is also, like me, a workshop geek. Facilitation is a design skill, and like any design process, each facilitator is going to bring their own assumptions, good and bad, into the process. So it's critical to be self-aware: Why do you make the design choices that you make? Alison is a thoughtful practitioner who helps other facilitators become the same way. Design is about intention. A facilitator needs to be able to visualize each and every step through the workshop process... What size paper will people be using when and why? What color and thickness of pen? The sheer number of design choices involved in the process means that facilitators *can* fall into a rut. Finding fresh perspectives and approaches is crucial...which is what this podcast is all about! I hope you enjoy this episode! We talk about: The importance of making time for silence and reflection in reducing power dynamics and "groupthink" Finding your own unique "stance" as a facilitator The struggle to find purposeful energizers How crucial it is to get people in the room deeply connected with each other's expertise Knowing your workshop's narrative arc   Further Reading: Richard Florida "The rise of the creative class" https://www.amazon.com/Rise-Creative-Class-Revisited-Anniversary-Revised/dp/0465029930 How to Kill Creativity by Teresa Amabile https://hbr.org/1998/09/how-to-kill-creativity   Gamestorming (of course) http://gamestorming.com/   Collective Genius by Linda Hill https://hbr.org/product/collective-genius-the-art-and-practice-of-leading-innovation/13296E-KND-ENG https://www.ted.com/talks/linda_hill_how_to_manage_for_collective_creativity   the Progress principle by Terese Amabile https://hbr.org/2011/05/the-power-of-small-wins http://www.progressprinciple.com/   Twitter: @alisoncoward Linkedin: www.linkedin.com/in/alisoncoward Website: www.bracketcreative.co.uk Alison Coward is the founder of Bracket, a consultancy helping teams in the creative and technology sector to work better together, with clients ranging from Fortune 500 companies to startups. She is a strategist, trainer and workshop facilitator and the author of “A Pocket Guide to Effective Workshops”. With over 15 years' experience working in, leading and facilitating creative teams, Alison is passionate about finding the perfect balance between creativity, productivity, and collaboration.

Steven Van Cohen’s entrepreneurial journey started in 2011 when he turned a $3,000 investment into a $3 million global consulting company. He recently launched his second company, 21Mil, an online platform built to develop millennial professionals. 21Mil is the first ever micro-learning platform built to help young professionals succeed in the workplace.   Quotes To Remember: “Sometimes, we lose sight of taking a step back and really learning from the older people in the organization and filling in the blanks when and where we can.” “Learn from others.” “If you know what you are talking about and you have something to back it up, then people are definitely going to give you the time and day.” “Millennials do a good job of leveraging the technology and resources that they have access to in order to get things done.” “Our generation is the most education generation in the history.” “It’s inevitable that organizations need to start changing the way they do business.” “The biggest opportunity that led to this success is timing.” “In order to be successful, you need to align your skills and your passions.”   What You’ll Learn: Why age is just a number and not a limitation when you are in a business What are the advantages of being a millenial and how to harness those strengths How non-millenials get better at working with millennials How to achieve success as a millennial entrepreneur   Key Links From The Show: Steven’s Site Steven’s LinkedIn Steven’s Email   Recommended Books: The Progress Principle by Teresa Amabile and Steven Kramer Built to Change by Christopher G. Worley and Edward E. Lawler III The Power of Habit by Charles Duhigg Originals: How Non-Conformists Move the World by Adam Grant Switch: How to Change Things When Change Is Hard by Chip Heath and Dan Heath Support Breakthrough Success On Patreon Please consider supporting Breakthrough Success on Patreon. I publish five episodes per week which I carefully prepare for, and I choose to not run ads in my podcast to enhance the listener experience. I offer my patrons various perks, and even a donation as small as $1/mo would make a big difference for growing and maintaining Breakthrough Success. You can support Breakthrough Success by going here.

Kolla in vår vanekurs på Monkeymindset.se/Vanor I det här avsnittet går vi igenom: – Varför du behöver ta hand om ditt "fundament" för att må och prestera på topp. – Hur du kan använda "fokuseringsfrågan" för att komma fram till ditt stora mål. – Hur du kan skydda din tid och göra plats för det som är viktigt. – Hur du kan "designa" din omgivning så att den stöttar dina vanor. – Varför du behöver mäta dina framsteg varje dag. Ladda ner arbetsboken till det här avsnittet på Monkeymindset.se Vidare läsning Eat Move Sleep: How Small Choices Lead to Big Changes av Tom Rath The ONE Thing: The Surprisingly Simple Truth Behind Extraordinary Results av Gary Keller och Jay Papasan On the Shortness of Life av Seneca Finding Flow: The Psychology of Engagement with Everyday Life av Mihaly Csikszentmihalyi The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work av Teresa Amabile

Kolla in vår vanekurs på Monkeymindset.se/Vanor I det här avsnittet går vi igenom: – Varför du behöver ta hand om ditt "fundament" för att må och prestera på topp. – Hur du kan använda "fokuseringsfrågan" för att komma fram till ditt stora mål. – Hur du kan skydda din tid och göra plats för det som är viktigt. – Hur du kan "designa" din omgivning så att den stöttar dina vanor. – Varför du behöver mäta dina framsteg varje dag. Ladda ner arbetsboken till det här avsnittet på Monkeymindset.se Vidare läsning Eat Move Sleep: How Small Choices Lead to Big Changes av Tom Rath The ONE Thing: The Surprisingly Simple Truth Behind Extraordinary Results av Gary Keller och Jay Papasan On the Shortness of Life av Seneca Finding Flow: The Psychology of Engagement with Everyday Life av Mihaly Csikszentmihalyi The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work av Teresa Amabile

Kolla in vår vanekurs på Monkeymindset.se/Vanor I det här avsnittet går vi igenom: – Varför du behöver ta hand om ditt "fundament" för att må och prestera på topp. – Hur du kan använda "fokuseringsfrågan" för att komma fram till ditt stora mål. – Hur du kan skydda din tid och göra plats för det som är viktigt. – Hur du kan "designa" din omgivning så att den stöttar dina vanor. – Varför du behöver mäta dina framsteg varje dag. Ladda ner arbetsboken till det här avsnittet på Monkeymindset.se Vidare läsning Eat Move Sleep: How Small Choices Lead to Big Changes av Tom Rath The ONE Thing: The Surprisingly Simple Truth Behind Extraordinary Results av Gary Keller och Jay Papasan On the Shortness of Life av Seneca Finding Flow: The Psychology of Engagement with Everyday Life av Mihaly Csikszentmihalyi The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work av Teresa Amabile

Kolla in vår vanekurs på www.monkeymindset.se/Vanor I det här avsnittet pratar vi om: – Vad "vinnareffekten" är och hur du kan använda den för att ge dig själv ett biologiskt övertag på dina framtida mål. – Vad "framgångsprincipen" är och varför den är kritisk att känna till om du vill skapa bestående motivation. – Hur du kan nå dina mål genom att planera in och "knocka" dagliga "tomatburkar". Ladda ner vår vanekalender genom att bli medlem på www.monkeymindset.se Vidare läsning The Winner Effect: The Science of Success and How to Use It av Ian Robertson The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work av Teresa Amabile

Kolla in vår vanekurs på www.monkeymindset.se/Vanor I det här avsnittet pratar vi om: – Vad "vinnareffekten" är och hur du kan använda den för att ge dig själv ett biologiskt övertag på dina framtida mål. – Vad "framgångsprincipen" är och varför den är kritisk att känna till om du vill skapa bestående motivation. – Hur du kan nå dina mål genom att planera in och "knocka" dagliga "tomatburkar". Ladda ner vår vanekalender genom att bli medlem på www.monkeymindset.se Vidare läsning The Winner Effect: The Science of Success and How to Use It av Ian Robertson The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work av Teresa Amabile

Kolla in vår vanekurs på www.monkeymindset.se/Vanor I det här avsnittet pratar vi om: – Vad "vinnareffekten" är och hur du kan använda den för att ge dig själv ett biologiskt övertag på dina framtida mål. – Vad "framgångsprincipen" är och varför den är kritisk att känna till om du vill skapa bestående motivation. – Hur du kan nå dina mål genom att planera in och "knocka" dagliga "tomatburkar". Ladda ner vår vanekalender genom att bli medlem på www.monkeymindset.se Vidare läsning The Winner Effect: The Science of Success and How to Use It av Ian Robertson The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work av Teresa Amabile

Harvard Business School professor Teresa Amabile discusses how managers can create the ideal conditions for employee creativity and success based on her research in three industries, seven companies, and 26 creative project teams.

Teresa Amabile is the Director of Research at Harvard Business School. It’s pretty much impossible to read a book on business, creativity, or happiness at work and not run into her research. She wrote this book with her husband, leading developmental psychologist Steven Kramer. In it, we learn the secret of joy, engagement and creativity at work. Hint: Small wins! On (important distinction) meaningful stuff. Big Ideas we explore include the power of our “inner work life,” the 3 key influences to optimizing it (progress, catalysts, nourishers) and how to get on the progress loop and stay on it!

Teresa Amabile is the Director of Research at Harvard Business School. It’s pretty much impossible to read a book on business, creativity, or happiness at work and not run into her research. She wrote this book with her husband, leading developmental psychologist Steven Kramer. In it, we learn the secret of joy, engagement and creativity at work. Hint: Small wins! On (important distinction) meaningful stuff. Big Ideas we explore include the power of our “inner work life,” the 3 key influences to optimizing it (progress, catalysts, nourishers) and how to get on the progress loop and stay on it!

Ishita Gupta is a leadership and business strategist who was the head of media of the Domino Project for two years, and is a sought-after speaker. She joins Charlie today to talk about rebuilding her life and business. After a confluence of major life transitions, Ishita went home to refortify herself with her parents, only to realize her parents were in a health and business crisis that she needed to attend to. Key Takeaways: [4:20] - Ishita shares some of what she’s been challenged by in the last two years. She has been working as a business coach and publishing her online magazine for a while, but in 2015 she became very burnt out with her work - she was working a lot and feeling stressed and very tired. In addition to work stress, she was in an unhealthy relationship as well. [7:30] - This point became a big wake up call for Ishita to get away and slow down a bit. She moved back to Detroit with her parents, and realized her mom was having major health issues, which began to affect her mother’s business as well. At this point, she had to give up her own healing to focus on caring for and helping her parents. [11:55] - The last two years have given Ishita some of the biggest lessons of her life, and taught her to challenge some of the things she previously believed. These lessons include surrender, acceptance but not approval, and being okay with uncertainty. [12:53] - For the first full year, Ishita felt embarrassed by talking about her situation. This translated to the communication in her business and online presence; however, she did have her core support group to talk with, and she learned that everyone just needs someone to listen sometimes. [16:04] - In 2016, she had to stop her business for a period of time so she could take care of herself. Being real with her clients, and their understanding, was an important part of her healing process. [17:45] - Charlie shares his experience with a period of grief, and not really being able to share too much with other people. It could be helpful to just let other people know that something is going on, even if you don’t want to go into the details. [18:57] - Business stacks on life, not the other way around, and sometimes the business of life is the business. If you need someone to talk to, be careful of the people who are well-meaning fixers, when you may just need a well-meaning listener. [21:27] - One of the big lessons from Ishita’s story is that even when there were times she couldn’t perform, she still survived. If you’re at a point where your business pays the bills but you’re unable to make ends meet, let yourself off the hook for a period of time. It doesn’t always feel good, but you’ll be able to make it through. [24:21] - For the compartmentalizers, while it’s good that you can put stuff away to get through work or family issues, be aware that those things are stil there. But it is okay to give yourself permission to be going through a hard time. [27:00] - One of the challenges of entrepreneurship is when it becomes a self-aspirational label. This becomes a situation when your business is not working, and you can’t make a change as an entrepreneur. You’re not a failure if you have to get a 9-5 job for a period of time. Charlie shares four key points for people in a rut: know where you are, where you’re going, have a road map between those two places, and know what to do when your plans doesn’t match reality. Part of the challenge is accepting where you are right now, and being adaptable to change. Ishita shares some of her struggle with this, and how she was able to turn the situation around into one where she had the freedom to be herself. Moving forward, she will have all the lessons she’s learned in the last two years to add to her plan. [31:06] - Many people feel the most trapped in the areas where they have stuck their energies or minds. You have to give yourself permission to let go and focus on what other stuff needs to be done. [33:50] - Life can be good and hard at the same time. You have to learn how to hold on to the great moments in the middle of grief. Finding the people you can talk to about it, and being okay with what is, are the first steps in being okay with the shifts it could cause in your life. [36:15] - Ishita talks about struggling with finding a balance between oversharing to the point of too much information, and under-sharing where you don’t allow yourself to connect with your readers or listeners. For her personally, if she doesn’t share in some capacity, she won’t be able to show up for her clients in an authentic way. As you work through this for yourself, you’ll find what level of sharing is comfortable for you. For Charlie, the important thing is knowing how sharing can prevent you from or enable you to move forward. [40:07] - In your business or personal brand, what attracts people to you is your Achilles’ heel. If you cover up too much of your vulnerability, people might find it difficult to relate to you. The ownership of these vulnerabilities is important in sharing it with others and also claiming and taming it for yourself. [45:20] - Sometimes, it can be very helpful to escape from the reality of your hard situation and if you can, give that time to someone else. For Ishita, if she can still help someone and deliver results, she finds that it really helps her. The idea that you have to be in your perfect state to do your best work is a point worth challenging, and will be different for everyone. [48:11] - For people who may have more trouble compartmentalizing, it can help to identify the bad stuff, but then also look for the good stuff that fuels you and that you can use to anchor you throughout the day. Balancing the less favorable stuff with the nourishing parts of your life can help you navigate through the hard times. Breaking things down can help you focus on the things that are going to help you grow, and identify those that perhaps are not worth investing in anymore. [54:45] - Sometimes, it’s about making the situation suck 1% less rather than making it 1% better. Making progress on the good things as well as making progress on the bad things can provide us with additional motivation to keep moving forward. [58:10] - When you surrender in some way, that’s where solutions can start to come from. [59:00] - Ishita’s invitation for listeners: Recognize that your best work does not always have to come from perfect times. Some of Ishita’s best work has come from her messier moments. Make your mess your message - take ownership of your life, your lessons, and the way you want to share them with the world. Mentioned in This Episode: Productive Flourishing Ishita Gupta The Domino Project The Progress Principle, by Teresa Amabile and Steven Kramer

Dan Pink (www.danpink.com) sits down with me to unpack the art and science of motivation.  @DanielPink has written several best selling books, including Drive: The Surprising Truth About What Motivates Us.  In this conversation we discuss how leaders and educators can bring the best out of their people.   Transcript of the conversation  Here  Some 1% Ideas from Dan worth sharing:  "In fact, Teresa Amabile at Harvard Business School has some really great research showing that the single biggest day to day motivator on the job is making progress in meaningful work." "One of the challenges in making progress whether no matter where we work how we work, is getting feedback on how we're doing." "There are a lot of people moving around frantically engaging a lot of activity who actually aren't doing anything." "What Edward Deci says is that motivation isn't something that somebody does to another person, it's something that people do for themselves." "Human beings have only two responses to control. They comply or they defy."  "But if I'm a coach and I set up mechanisms and an environment and a context and as you say Joe, information that allows someone to see their performance in a different context and get information on how they're doing and use that to motivate themselves, then that's the best kind of coaching that there is." "Research shows pretty clearly that "if then" rewards are reasonably effective for a simple short term work but they're not very effective at all for more complex long-term work." "Every week have two fewer conversations about how and two more why."

There are plenty of different resources available for sales management and sales performance, but few that offer transparency, accountability, recognition for meeting goals, motivation for your team, and development opportunities quite like Ambition. Today we’re joined by Jeremy Boudinet, the Director of Marketing at Ambition and a key player in the AAISP. Jeremy describes how Ambition can be used by your sales team at every point in the pipeline, from connecting with prospect all the way to closing the sale. Sales Managers take note, this is one episode you won’t want to miss!   Episode Highlights: Introducing Jeremy Boudient and Ambition Using Ambition: Marketing and Inbound Development Reps Ambition and Account Executives Sales management tools and working with the client The long-lasting positive results from using Ambition   Resources: Don’t miss my new webinar with Jeremy, The Sales Development Accelerator The Progress Principle by Teresa Amabile and Steven Kramer Check out Ambition and the Ambition blog for more about this product Contact Jeremy by emailing him at jeremy.boudinet@ambition.com or by connecting with him on LinkedIn   Quotes/Tweets: “Benchmarks keep you from being in the eleventh hour, 59th minute, questioning ‘Where am I relative to where I should be?’’ - Mary Lou Tyler “You want your account managers calling your clients and not emailing them” - Jeremy

In this episode we look at the single biggest factor that impacts your performance at work, the 7 major catalysts for creating progress in your life, we dig deep into the data to look closely at the correlations between mental states and actual performance in terms of creativity, technical skill, productivity and much more with Dr. Teresa Amabile. Dr. Amabile is a Professor and Director of Research at Harvard Business School. She received her Ph.D. in psychology from Stanford. Her research investigates how life inside organizations can influence people and their performance. She has published over 100 articles in top scholarly journal and is the co-author of The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work, as well as Creativity in Context and Growing up Creative.  We discuss:  How offering a reward can undermine people’s intrinsic motivation to do something  We dig deep into the nearly 12,000 daily diary entries from over 200 professionals inside organizations that formed the foundation of Teresa’s research  We look closely at the correlations between mental states and actual performance in terms of creativity, technical skill, productivity and more   How positive and negative work environments arise within organizations   Your “inner work life” and why its so important (and you may not even be aware of it)  How external motivators can accidentally wipe out your true motive for working and achieving your goals  Why “Making Progress on Meaningful Work” is the single biggest factor impacting performance  An important and powerful tool that managers can use to help people do better in their work and have better experiences every day  The "intrinsic motivation principle of creativity” and why it matters to you!   The largest disconnect between what managers think motivates their employees and what the research actually shows that motivates them  The 7 catalysts to creating progress in your life  The importance of having clear goals (what you’re doing and why it matters)  Why creating a culture where people learn from problems, failures, and mistakes is vital to success  The importance of control and autonomy in your work Learn more about your ad choices. Visit megaphone.fm/adchoices

Jacqueline Farrington: Executive Coach On this week’s show, Jacqueline Farrington teaches us how to lead through times of uncertainty and change. Jacqueline works with senior and board-level leaders. She specializes in helping executives create high-impact personal brands and communication strategies, with particular focus on cross-generational and cross-cultural communications. Key Points 70% of all major organizational changes fail 20% of employees will support your change from the start Book: First Break all the Rules* by Marcus Buckingham Quotes People often have the perception that organizational change is about change management and not change leadership. The distinction is that while they both deliver change, change management is about the processes that we use. Change leadership is about the vision, creating a sense of urgency, and speaking to the hearts and minds of your employees. —Jaqueline Ferrington Generally, when an organization introduces change, 20% of employees will support the change. But the rest, 80%, are either fence-sitters or active resisters, and often leaders forget about that. —Jaqueline Ferrington Often, leaders look at their change champions, and think, “Ah, I don’t really have to pay attention to these people because they really believe in it, they’re driving it.” But if those people begin to feel ignored or that they aren’t being used to support the change, they can become highly disengaged. —Jaqueline Ferrington Leaders often approach change from their perspective, not from their followers’ perspective. —Jaqueline Ferrington Recommendations Book: Your Brain at Work* by David Rock Book: The Progress Principle* by Teresa Amabile and Steven Kramer Book: Overcoming Immunity to Change* by Robert Kegan Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Jacqueline Farrington: Executive Coach On this week’s show, Jacqueline Farrington teaches us how to lead through times of uncertainty and change. Jacqueline works with senior and board-level leaders. She specializes in helping executives create high-impact personal brands and communication strategies, with particular focus on cross-generational and cross-cultural communications. Key Points 70% of all major organizational changes fail 20% of employees will support your change from the start Book: First Break all the Rules* by Marcus Buckingham Quotes People often have the perception that organizational change is about change management and not change leadership. The distinction is that while they both deliver change, change management is about the processes that we use. Change leadership is about the vision, creating a sense of urgency, and speaking to the hearts and minds of your employees. —Jaqueline Ferrington Generally, when an organization introduces change, 20% of employees will support the change. But the rest, 80%, are either fence-sitters or active resisters, and often leaders forget about that. —Jaqueline Ferrington Often, leaders look at their change champions, and think, “Ah, I don’t really have to pay attention to these people because they really believe in it, they’re driving it.” But if those people begin to feel ignored or that they aren’t being used to support the change, they can become highly disengaged. —Jaqueline Ferrington Leaders often approach change from their perspective, not from their followers’ perspective. —Jaqueline Ferrington Recommendations Book: Your Brain at Work* by David Rock Book: The Progress Principle* by Teresa Amabile and Steven Kramer Book: Overcoming Immunity to Change* by Robert Kegan Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

On this week's episode of The Innovation Engine podcast, we focus on the progress principle. Among the topics we discuss are: The groundbreaking study that led to a number of insights about motivation in the workplace The concept of "inner work life" and why it's important to get right in any company Why progress checklists and daily journals can be powerful tools for anyone looking to build high-performing teams. Dr. Teresa Amabile, co-author of The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work, joins us this week to discuss those topics and more. Dr. Amabile is the Edsel Bryant Professor of Business Administration in the Entrepreneurial Management Unit at Harvard Business School. She is also a Director of Research at the school, where she teaches courses on creativity, leadership, and ethics. Dr. Amabile has spoken to a range of groups around the world about her research, including giving a TedX talk on the Progress Principle in 2011. Dr. Amabile was also the host and instructor of Against All Odds: Inside Statistics, a twenty-six-part instructional series originally broadcast on PBS. 
Show Notes Follow Dr. Teresa Amabile on Twitter: http://twitter.com/teresamabile Visit the official website for The Progress Principle to buy the book and explore related resources: http://www.ProgressPrinciple.com  

Teresa Amabile is the Edsel Bryant Ford Professor of Business Administration and a Director of Research at Harvard Business School. Originally educated as a chemist, Teresa received her doctorate in psychology from Stanford University. She studies how everyday life inside organizations can influence people and their performance. Teresa’s research encompasses creativity, productivity, innovation, and inner work life – the confluence of emotions, perceptions, and motivation that people experience as they react to events at work. In this interview, we discuss her latest research project, chronicled in her new book The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work. The book, based on research into nearly 12,000 daily diary entries from over 200 professionals inside organizations, illuminates how everyday events at work can impact employee engagement and creative productivity

Is employee engagement as strong as it could be in your organization?   Is everyone highly motivated to do a great job every day? In this episode of Call Talk, Teresa Amabile describes a decade of research into the hearts and minds of people at work. Her results, and their implications for what managers and supervisors do every day, may surprise you. As mentioned in the show, click on the Progress Principal, for more info and how to apply it. Personal Work Diary Tool - for individuals Daily Progress Checklist -for Managers (coming soon!) Teresa Amabile is the Edsel Bryant Ford Professor of Business Administration at Harvard Business School, as well as a Director of Research. Her research investigates how life inside organizations can influence people and their performance. She is the coauthor of The Progress Principle, Creativity in Context, and Growing Up Creative, as well as over 150 scholarly papers, chapters, case studies, and presentations. She has presented her theories, research results, and practical implications to various groups in business, government, and education, including Google, Pixar, Intel, TEDx Atlanta, Procter & Gamble, Novartis International AG, and Motorola. Teresa holds a Ph.D. in psychology from Stanford University.

Every leader needs to engage others in order to maximize the potential of the other person and their commitment to the organization. This week, we're beginning a series on how to engage the people that you lead. My apologies for not airing a show last week, but it was for a very good reason. Bonni and I welcomed our son into the world on February 2nd. Luke David Stachowiak is his name and both him and his mom are doing wonderfully well, now that we are home. I've attached a photo for those who'd like to see his adorable little face. We are very blessed indeed. This week's show begins with a quote from Teresa Amabile, author of The Progress Principle. In a recent commentary on Marketplace, she states, "The single most important thing that can keep workers deeply, happily engaged on the job is moving forward on work they care about -- even if the progress is an incremental "small win." Drive by Daniel Pink is an excellent read on how to engage others. In this book, says there are three things that Pink suggests we focus on the engage others: Autonomy, Mastery, and Purpose. Autonomy - Do I have the ability to have control over my life and career? Poor leaders say - "This is the way this has to be done." [My way is best.] Effective leaders say - "What's the best way for you to reach this objective?" [My way is best for me.] Mastery - Can I become better at something that's important? Aerospace workers constantly demonstrate their commitment to master something important. WordPress is probably the most popular website platform today and is built by people who get paid little or nothing. It's not about just the money. Purpose - Does what I am doing matter? I give an example of the custodian at our church - he has purpose in what he does and shows it daily. Do you as leader talk about why what you are doing each day matters? Why do you do it? What's the reason you or your organization do what you do? If you don't, you should! Community Feedback CoachingforLeaders.com/feedback We're thinking of changing the name of this show to Lead with Coaching instead of Coaching Skills for Leaders. Why? 1) The web domain for the show title is owned by someone else. 2) The name is a bit too specific and long term we intend that the show will be broader in scope. Do you like the new name? Do you hate the new name? Have another suggestion? Send feedback to us! Community Feedback CoachingforLeaders.com/feedback

Every leader needs to engage others in order to maximize the potential of the other person and their commitment to the organization. This week, we're beginning a series on how to engage the people that you lead. My apologies for not airing a show last week, but it was for a very good reason. Bonni and I welcomed our son into the world on February 2nd. Luke David Stachowiak is his name and both him and his mom are doing wonderfully well, now that we are home. I've attached a photo for those who'd like to see his adorable little face. We are very blessed indeed. This week's show begins with a quote from Teresa Amabile, author of The Progress Principle. In a recent commentary on Marketplace, she states, "The single most important thing that can keep workers deeply, happily engaged on the job is moving forward on work they care about -- even if the progress is an incremental "small win." Drive by Daniel Pink is an excellent read on how to engage others. In this book, says there are three things that Pink suggests we focus on the engage others: Autonomy, Mastery, and Purpose. Autonomy - Do I have the ability to have control over my life and career? Poor leaders say - "This is the way this has to be done." [My way is best.] Effective leaders say - "What's the best way for you to reach this objective?" [My way is best for me.] Mastery - Can I become better at something that's important? Aerospace workers constantly demonstrate their commitment to master something important. WordPress is probably the most popular website platform today and is built by people who get paid little or nothing. It's not about just the money. Purpose - Does what I am doing matter? I give an example of the custodian at our church - he has purpose in what he does and shows it daily. Do you as leader talk about why what you are doing each day matters? Why do you do it? What's the reason you or your organization do what you do? If you don't, you should! Community Feedback CoachingforLeaders.com/feedback We're thinking of changing the name of this show to Lead with Coaching instead of Coaching Skills for Leaders. Why? 1) The web domain for the show title is owned by someone else. 2) The name is a bit too specific and long term we intend that the show will be broader in scope. Do you like the new name? Do you hate the new name? Have another suggestion? Send feedback to us! Community Feedback CoachingforLeaders.com/feedback

Host Phalana Tiller talks with author George Anders about his new book, The Rare Find: Spotting Exceptional Talent Before Everyone Else. Tiller also interviews Teresa Amabile, Harvard Business School professor and co-author of The Progress Principle: Using Small Wins to Ignite Joy, Engagement and Creativity at Work. The conversations explore how to find great talent for your team and how to grow that talent into something even more exceptional. And Bloomberg Businessweek online columnist Rick Wartzman delivers a piece on designing the right employee-training programs.

Total Duration 37:45 Download episode 67 The Gift That Keeps on Giving This is a season when giving gifts takes center stage for most of us. Many of us have the gift of some time off before a new year begins. And when that new year gets into full swing, what is one of the biggest gifts you can give those you lead? I'll give you a hint: it doesn't require shiny wrapping or a pretty bow. One of the best gifts to those we lead is the gift of Respect. Encouragement. Clear goals. Autonomy. The resources they need. Creating environments where people love to work is a gift that keeps on giving. And my gift to you this Christmas is an interview with the co-author of one of the most respected business books of 2011. The book is entitled The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work, and the author is Steven Kramer. I actually gave a copy of The Progress Principle as a Christmas gift to a close friend, and I recommend you get yourself a copy as well. Learn more about the book at their website http://www.progressprinciple.com. You may also enjoy reading the article that Steve mentions in the interview regarding managers as heroes. You can find that on HBR's website at http://blogs.hbr.org/hbsfaculty/2011/07/in-a-comment-on-our.html. Well, thank you for joining me for this episode of The People and Projects Podcast! Make sure to check out our upcoming New Year's episode with author and goal expert Heidi Grant Halvorson. For all my listeners who are celebrating Christmas and Hannakuh, have a very relaxing and joy-filled holiday! P.S. Here's a video of co-author Teresa Amabile talking about The Progress Principle at TEDx. {youtube}XD6N8bsjOEE{/youtube}

Managers are far more powerful than they realize, at affecting the performance of the people who work for and with them. New research by Toms guests, Teresa Amabile and Steven Kramer, lay out three specific types of things we can do to boost performan...Read more ›

Managers are far more powerful than they realize, at affecting the performance of the people who work for and with them. New research by Toms guests, Teresa Amabile and Steven Kramer, lay out three specific types of things we can do to boost performan...Read more ›

How does creating meaningful work impact an organization’s ability to succeed?  That’s the basis of my conversation with Dr. Teresa Amabile and Dr. Steven Kramer. Teresa is the Edsel Bryant Ford Professor of Business Administration and a Director of Research at Harvard Business School. Steven is a developmental psychologist whose ... Click to continue reading