Cets 2015 ls fisher dopamine rush
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Cets 2015 ls fisher dopamine rush
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Cets 2015 ls fisher dopamine rush
- 1. A Critical Part of Your Virtual Team Planning
- 2. When you work with a team…
- 3. Out of site out of mind
- 4. Who’s the driver? What makes people commit?
- 5. Dopamine Dopamine Drives the internal reward system Synaptic Cleft Axon Terminal Axon Terminal
- 9. Please, please, PLEASE complete your assigned task
- 11. Expose yourself1
- 12. Build momentum with easy tasks2
- 13. Make work and tasks more public3
- 17. Escape the tedium of the day-to-day7
- 19. Find out WIIFM (what’s in it for me)?9
- 20. Starts work on the task Cues emotion Anticipates reward
Editor's Notes
- Hi Everyone. I admit that I am constantly seeking tricks to get my teams to follow through on their assignments and today I will be talking about the dopamine rush and how you might use brain chemistry in your team planning.
- In the best of circumstances, when we are working with a team, the room is alive with energy and positive rewards. It’s easy to stay focused and motivated and persevere. But how do we capture this kind of energy and commitment when we are left with a blank screen and our team is remote?
- When our teams are virtual, we lose accountability, motivation, focus, follow through. We don’t need new teams, but we do need a new strategy.
- What do we know about motivation and the brain that can help us with our teams? Can we manipulate systems and conditions to get individuals to commit to our projects? I propose that we can.
- So it turns out that Dopamine is the key driver of behavior. In the anticipation of a reward, dopamine RUSHES into neural pathways reaching critical areas of the brain that stimulate action.
- Dopamine travels into areas of the limbic systems which control emotions. Emotions like fear, pleasure, euphoria, anticipation, excitement compel us to act.
- Dopamine also flows to areas that control executive function: inhibition, planning, motivation, focus. The prefrontal cortex seeks rewards and can work with or override emotional drivers. It is the interaction of these two systems that we are interested in.
- Say for example. Your cell phone chimes. You feel curiosity, perhaps even excited. You anticipate the reward of a message. Enter the dopamine rush. Your brain sends the message to pick up your phone.
- So in our case instead of picking up a phone, the action we seek is for them to work on our assignments. To please work on our assignments. So hypothetically, if we work with the internal reward systems, our teams may be more successful at completing tasks.
- Combine the right emotion and reward you will get the desired action. So in my team planning, I have reconsidered tasks to include emotion and reward to help drive their urge to do the action. And I have 9 strategies I will share with you today.
- First, I need to show my work—even in its raw state. By sharing weekly or biweekly emails or video updates, I keep my project in their mind and they can see incremental progress toward the final goal.
- I also need to plan quick wins on their side. Short, simple assignments can be done right away. Because the assignments can be completed quickly, they are less likely to procrastinate, but also see progress build quickly.
- I have learned that making work and tasks more public, improves follow through. Sharing files and a dashboard shows individual progress. I am not into public shaming, but a sharing progress with the right people can drive people to act.
- Stress can be a powerful motivator. I increase the stress by shortening deadlines or increasing the stakes. But be careful, a little stress will motivate, a lot of stress will cause them to flee or avoid your task.
- Appreciation is not the same as recognition. Appreciation taps into emotional and reward systems when the appreciation is calibrated to the individual. I share personal messages of gratitude, cards, individual coaching, or even small gifts.
- As designers, we do transformative work. We take their day to day tasks and frame and polish them, casting a new allure around what they do. Our work with them can remind them of their awesomeness.
- I try to make my project feel like the escape from the dull parts of their other work by giving them challenging, but fun tasks to do. Instead of clicking over to the internet when they feel bored, they click over to sneak in a little work on my project.
- With a long-term project we can lose sight of the end goal. It is important to keep the Why at the forefront. Help them to recall who they are helping and who they let down if they don’t follow through.
- We are all motivated toward our own self-interest. Find out what they want to gain from working on this project—a new skill, a diversion, recognition or publicity. I try to work these personal gains into their assignments.
- With these 9 strategies in play you can cue positive emotions among your team members, have them anticipate the rewards and drive them to start working on the task. And once the loop begins, the rewards of your project just keep on coming. Thank you.