Appreciating Systems

Appreciating Systems for Genuine Efficiency
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The 30 elements of customer value via @harvardbiz @alexis8nicolas: what about employee assessment?

Here’s an excellent (as usual) article from Harvard Business Value: https://hbr.org/2016/09/the-elements-of-value. It reveals results from a study about customers not being interested just by Quality, Delays and Costs (as simplified in #Lean), but also by much more different criteria (30 in total):

The question raised by Alexis Nicolas is: Why about using these 30 elements to evaluate the perception of a collaborator about his job and the company he works for during periodic assessments?

The hierarchy is reproduced below, but to make a long story short, we could synthesize the levels with the following reading grid:

  • at the functional level: this corresponds to the traditional employee assessment where his/her contribution is evaluated. Only with much more details;
  • at the emotional level we could assess how the employee feels in his/her job and what are the factors inciting to contributing more than the job description;
  • at a life changing level we can start to identify how the job or the organization is helping the employee grow and whether (or not) it gives reasons for him or her to fight for doing the job;
  • and at the social impact level we can assess whether the employee feels the job as a way to contribute to something bigger than his life, toward the world: that’s what’s is the more motivating for someone and which has the power to turn a job into a life mission.

Thanks Alexis for the mind-blowing question!

R1609C_ALMQUIST_VALUEPYRAMID

Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being #engagement #motivation

I just found this article on the topic. Looks great, will read it later.

The original web site redirects now to Self-Determination Theory which is a concept that has been integrated into Motivational Interviewing which I used in my paper regarding coaching executives into Lean Management without raising resistance.

Reblog: Increase Your Team’s Motivation Five-Fold – Scott Keller – Harvard Business Review

Well, this is exactly what Appreciative Inquiry or Solution Focus is about. I’m really glad some kind of research has been done to put a number on it. Five times more commitment for a self-designed change vision, when compared to a top-down one.

5IVE

Remember this number!

Conversely, it also means that the current way people see their situation is FIVE times more appealing to them than the change you might propose. Meaning that if you want to impose your ideas, you’ll have FIVE time more work to do to turn them over.

The article states that some company that made “people write their own lottery tickets” took twice the time to do so.

That mean that by investing TWO you get FIVE (a 2,5 investment). Not a bad deal when you know that you are the one that need to invest FIVE otherwise! So, the deal is:

  • Give FIVE or
  • Give TWO and get FIVE.

See original article here: Increase Your Team’s Motivation Five-Fold – Scott Keller – Harvard Business Review.

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