Making Change Happen: Motivation and Mindset

GOALS:

In this interactive, hands-on clinic, discover the principles of what really motivates people – and keeps them motivated. It’s time to move away from what we think makes people want to do better, work harder, and to apply what decades of research tells us actually makes that happen. Learn what cutting edge companies are doing to get their employees engaged while improving performance and job satisfaction. Participants will walk away with specific strategies that can be applied immediately in their work environments.

  • Discover the three key principles that motivate people
  • Identify and apply simple strategies to promote autonomy, mastery and purpose in the work environment
  • Understand the difference between growth and fixed mindset and identify specific ways a growth mindset improves motivation, employee satisfaction, and productivity
  • Identify and apply simple strategies to engage and engender a growth mindset in yourself and others

RATIONALE:

  • “You’ve got to talk about change every second of the day” - Jack Welch, the most widely respected and studied CEO, quoted in Fortune Magazine ( Kotter & Cohen, 2002, p. 14)
  • The greatest challenge to change is not strategy or systems or culture – it’s changing people’s behavior (Kotter & Cohen, 2002, p 2)
  • The problem with change is not the “idea” part, is the “doing” part.  (Reale, 2005, preface)
  • People are rarely motivated by analysis but rather by emotion.  (Kotter & Cohen, 2002)
  • Ongoing systematic change and reinvention are critical to organizational survival (Reale, 2005, p. 2)
  • Habits take much longer to form than researchers previously thought - an average of nine and a half weeks and potentially as long as several months (Scientific American Mind, Jan-Feb 2011, p.7, citing a study published in the October European Journal of Social Psychology)
  • A Gallup Research study found that more than 50% of employees are not engaged at work while 20% are actively disengaged  (Pink, 2009, p. 111)
  • Disengagement costs about $300 billion a year in lost productivity (Pink, 209, p. 11)
  • People who are intrinsically motivated outperform over time people who are externally motivated (Pink, 2009, p. 78-81)
  • Sustained motivation occurs when people experience
    • Autonomy
    • Mastery
    • Purpose (Pink, 2009)
  • Autonomous motivation promotes
    • Greater conceptual understanding
    • Higher productivity
    • Less burnout (Pink, 2009, p. 90-91)
  • People with a growth mindset value what they’re doing no matter what the outcome is (Dweck, 2006, p. 48)
  • Managers with a growth mindset are more productive than those with a fixed mindset (Dweck, 2006, p. 111-112))
  • What we believe shapes what we achieve – applying a growth mindset  - focuses on learning and the belief that basic qualities are things you can cultivate through effort  (Dweck, 2006, p. 6; Pink, 2009; Coyle, 2009)
  • People with growth mindset love what they do even when they are faced with challenges (Dweck, 2006, p. 57)

METHODS:

This interactive workshop will include lecture, discussion, and group activities. Strategies will be modeled throughout and participants will engage in activities designed to develop leadership skills specific to motivation and mindset.