progress principle

The Progress Principle

Bret L. Simmons, Ph.D.www.bretlsimmons.com

Presentation for Leadership Douglas County

November 15, 2011

Evidence-BasedManagement

Person +

Environment (system) =

Behavior

Behavior at Work

Person

PersonalityAttitudesValues

PerceptionsEmotionsMotivation

System

PoliciesProceduresEquipment

HiringTrainingStaffingRewards

Performance EvaluationSupervisionDaily Events

Behavior

HelpingCivility

TardinessAbsenteeism

TurnoverParticipationPreparationPerformance

Inner Work Life Effect:

“People do better work when they are happy, have positive views of the organization and its people, and are motivated primarily by the work itself.” (p, 47)

WorkdayEvents

Perceptions/thoughts(Sensemaking aboutworkday events)• The organization• Managers, self, team• The work• Sense of

accomplishment

Emotions/feelings(Reactions to workday events)• Positive emotions• Negative emotions• Overall mood

Motivation/drive(Desire to do the work)• What do to• How to do it• When to do it• Whether to do it

IndividualPerformance

Inner Work Life System

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 Principle

Bret L. Simmons, Ph.D.www.bretlsimmons.com

simmonsb@unr.edu(775) 336-9576