motivation

There are 7 wastes, but one type called the 8th type of waste has to do with underutilized people, or Mura and Muri

Four employees discuss learning and development opportunities at Procore.

Truth is a process, not just an end-state. The Righteous Mind was about the obstacles to that process — confirmation bias, motivated reasoning, tribalism, and the worship of sacred values. Gi…

One happiness researcher believes we’re all capable of becoming happier in our jobs. It just takes a little bit of deliberate practice.

If I was limited to only having one area to focus on as CEO, it would be people. The root cause of every challenge or issue in a company…

Here, summed up, are John Holt’s great insights about children’s learning.

Ikigai roughly means the “thing that you live for” or “the reason for which you get up in the morning.” But how do you find it?

People who have a higher sense of purpose in life are at lower risk of death and cardiovascular disease, reports a pooled data analysis.

In last week’s Truth for Teachers episode, I explained why ‘reward’ isn’t a bad word and argued my case for why they can be an integral part of your classroom practice. I talked about how a district administrator criticized me during a surprise walkthrough and why I think that teachers, of all people, know how detrimental it is … Continued

Career analyst Dan Pink examines the puzzle of motivation, starting with a fact that social scientists know but most managers don't: Traditional rewards aren't always as effective as we think. Listen for illuminating stories -- and maybe, a way forward.

Daniel Pink on the the two types of motivation (extrinsic and intrinsic) and how they play against each other depending on what type of reward is offered.

Most leadership development programs aren’t working. Only 24% of senior executives at firms that have them consider them to be a success. Companies must take a more scientific approach to turning their raw talent into leaders, say three authors from Egon Zehnder, which has been measuring executive potential for 30 years. Begin by identifying which of seven key leadership competencies (results orientation, strategic orientation, collaboration and influence, team leadership, developing organizational capabilities, change leadership, and market understanding) are critical to your top roles. Next, assess employees’ potential by looking at five predictors of strong competencies (motivation, curiosity, insight, engagement, and determination) and then map people’s potential to role requirements to see how far they can go. Last, to help them get there, provide the right coaching and development opportunities.

“I’m just going to sit there!” was how my 15-year-old niece explained her pending summer job as a receptionist in her father’s photo studio. While that line will generate a smile from understanding adults, it would produce a grimace if it were uttered by one of your employees. Yet so often many employees feel the […]

​To remain competitive in this contemporary landscape, companies may need to radically re-think how they operate and re-design human resource practices.

Weighing a big decision? Here’s what experts say about when to go with your gut or your rational brain—or some combination of both.