the progress principle using small wins to ignite joy engagement and creativity at work

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THE PROGRESS PRINCIPLE USING SMALL WINS TO IGNITE JOY ENGAGEMENT AND CREATIVITY AT WORK

BY: TERESA AMABILE AND STEVEN KRAMER

Professor at the Harvard Business School

Received her Doctorate degree from Stanford University in 1977

Teresa has countless amounts of her work published

Kramer is the co-author of The Progress Principle

Kramer is best known for being an independent researcher and writer in Wayland

Similar to Dr. Amabile, Kramer also has several published works

TERESA AMABILE STEVEN KRAMER

About Authors

Work Performance

A study of 238 professionals from 26 project teams in 7 companies and 3 industries.Over 80% of participants were college educatedDaily diary entriesCollected 12,000 diary entries

Conti….,

Diary forms consisted of quite a few numerical questions asking participants to rate their own perceptions of the various aspects of the work environment

Open-ended question

Brief report of one event

Research Discoveries

•The results of the research led to the discovery of how inner work life is and how it functions as a complex system.

•Also, this research in turn served as a foundation for the conclusions about inner work life: what affects it and how inner work life affects performance.

Inner work life is the confluence of perceptions, emotions, and motivations that individuals experience as they react to end make sense of the events of their workday

Components of Inner Work Life

Perceptions

Emotions

Motivations

Inner Work Life System

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

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

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

IndividualPerformance

WorkdayEvents

Best “inner work life” days at work

Positive Perception

ElatedEmotions

StrongMotivation

Worst “inner work life” days at work

Negative Perception

DarkEmotions

WeekMotivation

Inner work life at “The Office”

The worst of Time “karpenter”

Famous 12 years old

Company in households

“Most admired”

New management

****Inner work life drops

****

Creativity & Innovation

Death

Karpenter acquired &

closed down

The Best of time “O’Reilley”

Chemicals firm

producing well-known

consumer and industrial products

Founded same era as karpenter

****Excellent

Inner work****

Creativity & Innovation

Remains robust

Company still at the top

The Real differentiator

Not ownership form

Not the incentive system

Not personalities

Not skill level

INNER WORK LIFE

Diary of a“Worst Day” at Karpenter

I don’t understand why R&D kills so many of my projects, yet I am supposedly measured on new product development! The VP of R&D killed my new hand-held mixer three times before it was approved a couple weeks ago, very conflicting goals, causing us to start, stop, re-start, etc.

[Sophie, product manager, equip team, karpenter corporation]

Diary of a “Best day” at O’ Reilly

presented 1.5 hours worth of technical data, market information, process capability and cost information in the project review, the review was very well received, much assistance was given, and we passed (allowed to go to the next stage)!!

[Dave, leader of vision team, O'Reilley corporation]

Creative Thought

work[ing] on the details of how the image will be produced, I really got into the problem and came up with an elegant method for dealing with overloaded tasks.

[Engineer diary, high tech firm]

The Inner Work Life Effect

Positive perceptions

Pleasant emotions

Intrinsic motivation

Creativity

Productivity

Commitment to the work

collegiality

The web’s most popular shoe store

Daily progress doing meaningful work

The Progress Principle

Comparisons relative to days without progress or setback events

Elements of inner work life

How days with progress events compare

How days with setback events compare

Emotions •More positive overall mood•More happiness•Less sadness•Less fear

•More negative overall mood•Less happiness•More frustration•More fear

Motivations •More intrinsically motivated(by the interest, enjoyment, challenge of, and involvement in the work itself)

•Less intrinsically motivated

perceptions •More positive challenge in the work•Team more mutually supportive•More time pressure

•less positive challenge in the work•Team less mutually supportive•Insufficient resources available for the work

What happens on Best Days

24%

What happens on worst Days

76%

The “Key Three” Drivers of Inner Work life

The Progress Principle The Catalyst factor The Nourishment factor

The Progress principle

The progress principle events signifying progress, including:

small wins

Breakthroughs

Forward movement

Goal completion

The Catalyst Factor(Support the work itself)

Events supporting the work, including:

setting clear goals

Allowing autonomy

Providing resources

Providing sufficient time

Helping with the work

Allowing ideas to flow

Sufficient time

The Nourishment Factor(Support people doing the work)

Events supporting the person, including:

Respect

Encouragement

Emotional support

Affiliation

Leaders Awareness

Rank- order these motivational influencesRank- order these motivational influences

RecognitionIncentivesClear goalsProgress in the workInterpersonal support

Big News

Managers’ Ranking:

Only 5% ranked progress #1

• # 1 = Recognition• # 2 = Clear goals• # 3 = Incentives • # 4 = Interpersonal support

The takeaway

Everyday support for people and

their progress

Grate inner work life

Superior long term

performance

Manage with a Human Touch

• Praise without real progress, give little positive impact on people's inner work life and may give off a sense of cynicism.

• Good progress without praise or criticism may produce anger or sadness in employee

• Best booster to inner work life:

• Management recognizing and praising people for the good progress and efforts to their work

Recommendations:

• Systematic awareness

• Stay tuned everyday

• Target support

• Check in – don’t check-up

• Events change the culture

• Tend to your own inner work life

References

THE PROGRESS PRINCIPLE – Teresa Amabile and Steven Kramer.

http://progress principle.com/books/single/the progress principle

http://en.wikipedia.org/wiki/tersaamabile

http://www.youtube.com/results?search_query=Teresa+Amabile+Progress+Principle

THANK YOU

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