Progress Principle

The Progress Principle Bret L. Simmons, Ph.D. www.bretlsimmons.com Presentation for Leadership Douglas County November 15, 2011

Evidence-Based Management

Person +Environment (system) = Behavior

Behavior at Work Person System BehaviorPersonality Policies Helping Attitudes Procedures Civility Values Equipment TardinessPerceptions Hiring Absenteeism Emotions Training Turnover Motivation Staffing Participation Rewards Preparation Performance Performance Evaluation Supervision Daily Events

Inner Work Life Effect:“People do better work when they are happy, havepositive views of the organization and its people, andare motivated primarily by the work itself.” (p, 47)

Inner Work Life System Perceptions/thoughts Emotions/feelings (Sensemaking about (Reactions to workday events) workday events) • The organization • Positive emotions • Managers, self, team • Negative emotions • The work • Overall mood • Sense ofWorkday accomplishment IndividualEvents Performance Motivation/drive (Desire to do the work) • What do to • How to do it • When to do it • Whether to do it Amiable, T & Kramer, S. (2011). The Progress Principle

Key Points• Even seemingly mundane events – such as small wins and minor setbacks – can exert potent influence on inner work life• Negative events are more powerful than positive events, all else being equal

Daily progress doing meaningful work

Catalysts/Inhibitors:Events supporting the work

Nourishment/Toxins: Events supporting the person

Team Leaders /Immediate Supervisors

Whatever your level in the organization … you bear some responsibility for the inner work lives of the people around you (p. 181)

Focus on daily progress in meaningful work

How do we change how people behave at work?

Your Questions

The Progress PrincipleBret L. Simmons, Ph.D.www.bretlsimmons.com simmonsb@unr.edu (775) 336-9576

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Progress Principle

by Bret Simmons on Nov 15, 2011

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Progress Principle — Presentation Transcript