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Primed to Perform: How to Build the Highest Performing Cultures Through the Science of Total Motivation, by Neel Doshi Lindsay McGregor
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Review
“Getting organizational culture right is as difficult as it is critical. Doshi and McGregor provide numerous real-world recommendations for how to do this. They bring to bear years of hands-on experience that will prove invaluable to leaders in all sectors-corporate, non-profit, and public.” (-Joel Klein, CEO Amplify, former Chancellor NYC public schools.)“A truly revolutionary book, Primed to Perform shares the very important link between a company’s culture and their performance. Eye opening and addicting, this book is on the path of kick starting the culture movement!” (-Tom Doctoroff, CEO Asia Pacific, J. Walter Thompson, author of Twitter is Not a Strategy)“A winning strategy requires a winning organizational culture to carry it forward. In Primed to Perform former McKinsey consultants Neel Doshi and Lindsay McGregor give us practical guidance and proven practices to effectively transform our organizations through the science of motivation and performance.” (-Jeff DeGraff , The dean of innovation, professor, Ross School of Business, University of Michigan, author of Leading Innovation)“A fresh, ambitious look at the science and practice of motivation, with big implications for leaders to fuel high-performing, high-energy cultures. Primed to Perform is an excellent companion to Drive.” (-Adam Grant, Wharton professor and New York Times bestselling author of Give and Take)“A grand tour of the science of culture, filled with awe-inspiring experiments and surprising, real-life case studies. Smart, deeply researched, and incredibly practical, leaders will turn to this book again and again whether they’re building an organization from scratch or transforming an established company.” (-Shawn Achor, happiness researcher and New York Times bestselling author of The Happiness Advantage)“This book is loaded with fascinating, thought-provoking and actionable advice that could transform a workplace from drudgery to real engagement. Take notes.” (-Patrick Lencioni, president, The Table Group, author of The Five Dysfunctions of a Team and The Advantage)“Primed to Perform doesn’t just provide tactics for motivating a few superstars; it offers a proven system for motivating an entire workforce. If you want to get your team off yesteryear’s career ladders and onto new learning curves--stretching, growing and contributing at their best--read this book.” (-Liz Wiseman, President, The Wiseman Group, bestselling author of Multipliers and Rookie Smarts)“Whether you work at a startup or run a global company, build and sustain your own great culture by using Doshi and McGregor’s innovative Total Motivation Factor.” (-Jeremy Eden and Terri Long, Co-CEOs, Harvest Earnings Group and Co-authors of the New York Times bestseller of Low-Hanging Fruit)
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From the Back Cover
Why do some workplace cultures inspire energy and innovation, while others fuel anxiety, boredom, or cynicism? Until now, such legendary cultures have seemed like magic beyond our control. However, behind every culture is a surprisingly elegant science. Primed to Perform proves that the highest-performing cultures are built on a simple truth: why people work affects how well they work. Great organizations inspire the three most powerful motives for work—play, purpose, and potential—and eliminate the three most destructive—emotional pressure, economic pressure, and inertia. They create total motivation (or ToMo, for short). Total motivation cultures create the highest-performing employees and the most adaptive organizations.Authors Neel Doshi and Lindsay McGregor show that extraordinary performance at companies like Southwest Airlines, Starbucks, Apple, and Whole Foods comes from cultures that inspire total motivation. They describe how investment professionals, salespeople, teachers, and CEOs perform better when driven by total motivation. And, most important, they share how you can build a culture that inspires total motivation in every moment of every day.Primed to Perform builds on over a century of academic thinking as well as the authors' original research into how ToMo drives performance at iconic companies. It introduces the authors' highly predictive new measurement tool, the total motivation factor, which allows leaders to measure the strength of their culture and understand how it changes over time. It gives leaders the tools to transform their own workplaces.High-performing cultures can't be left to chance; organizations must create systems that shape and maintain them. Whether you're a five-person team or a start-up, an elementary school or a university, a nonprofit or a mega-institution, Primed to Perform shows you how.
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Product details
Hardcover: 368 pages
Publisher: HarperBusiness (October 6, 2015)
Language: English
ISBN-10: 0062373986
ISBN-13: 978-0062373984
Product Dimensions:
6 x 1.2 x 9 inches
Shipping Weight: 1.2 pounds (View shipping rates and policies)
Average Customer Review:
4.7 out of 5 stars
49 customer reviews
Amazon Best Sellers Rank:
#82,434 in Books (See Top 100 in Books)
A good book that at the very least adds incrementally to the literature. Definitely worth reading. The ToMo survey instrument seems fairly well developed and probably useful, as is the 6-dimensional ToMo motivational model. A downside for me is that the book is written in the business genre, with lots of case study type examples. Unfortunately, case study examples may be of dubious value, other than perhaps to motivate enthusiasm in readers. (Lots of business books that make extensive use of case study examples contain claims that have proven to be very wrong over time, so the studies don't prove much.) The book gets better as it progresses, broadly peaking towards the end in Part IV. A good deal of attention is paid to Fundamental Attribution Error (appropriately so, but I would have liked to have seen a bit more complex model such as is used in Attribution Style). Other important cognitive bias issues are inadequately covered (I would suggest Daniel Kahneman's, Thinking Fast and Slow, for an excellent background on that subject). Free riders are discussed a little, but more detail about that issue can be found in Jonathan Haidt's, The Righteous Mind. The tribe, band, hunting party, clique breakdown of groups was new to me, and very thought provoking. Also useful was the frequently overlooked observation that people in many jobs are so busy with tactical work, they have no time available for adaptive development. The Fire Watcher idea is good, but certainly not foolproof. I would also say some of what is covered in this book about adaptive work culture seems closely related to what is known from the Positive Psychology movement. It has been observed by various researchers that there is a tipping point in positivity when the ratio of positive to negative reinforcers is somewhere between 4:1 and 6:1. Above that people can get so positive they may get a little too out of touch with reality and insufficiently risk averse for their own good. Still, perhaps to arrive at a stable adaptive culture it might be necessary to maintain people somewhere above the minimum positivity tipping point, but I don't know if anybody has studied the issue in a business context. Sadly, the book doesn't go into any of that, but maybe the authors' next book will have some more to add.
There are several good points made in this book. But, I feel as though the authors beat them to death. Over and over and over again with the same point.If you're new to managing people, or if you're looking for ideas on how to structure, reward, or motivate your team, this is a pretty good book of things to keep in mind. So long as you can get past the repetitiveness.
Why do I personally recommend this book?This booked helped me when I got to a point in my life when I really felt like I have had been doing something wrong and I knew I could do better but did not know how. I found Doshi and McGregor's HBR article and I knew this is something I can truly relate to, every word just made sense to me.While reading the book there will be so many Aha moments, when you finally understand what you are doing wrong and what you should change.After reading Primed to Perform, my perspective on motivation really changed and I hope their message find more and more people and organizations.Primed to Perform gives a new perspective on motivation in the workplace and also in your own personal life with a framework, a tool that allows you to systematically implement changes to improve performance and well-being.Why is McGregor and Doshi‘s work so important?McGregor and Doshi build on and connect psychological theories that are developed by researchers all over the world. The main theory behind the book is the Self-determination theory by Ryan and Deci.What's brilliant about the book is that Ryan and Deci's complex human motivation theory is transformed to a culture building mechanism which is simplified and transformed by McGregor and Doshi to help organizations gain a competitive advantage.To measure whether an organization's culture is developing in the right way they suggest a 5-step ToMo analysis with a first step as easy as a 6-question questionnaire among the employees, which shows how strong is an organization's culture.McGregor and Doshi translated the motivational theory to an easy to understand framework with clear steps on what to do.Why do I recommend this book to CEOs, executives, HR professional and anyone else who is interested in motivation and organizational culture, but are not experts in psychology and motivation theories?Let me answer this question by giving you an example of how the theory sounds vs. how McGregor and Doshi explain it,Motivation based on SDT:From a scientific point of view, Self-determination theory (SDT) says that motivation can either be controlled or autonomous. According to Cognitive evaluation theory, autonomous motivation increases performance for complex, creative tasks in the long run, while controlled motivation leads to worse performance. According to the SDT, if a person performs a task for which they hold intrinsic interest, motivating with additional extrinsic rewards will undermine intrinsic motivation, as it shifts people from an internal to an external locus of control. Intrinsic motivation, which is fully autonomous, only occurs when a person performs a task truly for the sake of enjoyment. In other cases extrinsic motivation occurs. Extrinsic motivation has different types in relation to the autonomy of the person performing the task. SDT suggests that extrinsic motivation varies greatly in how autonomous it is. The different types of extrinsic motivation based on how autonomous they are the following from least to most: External regulation, Introjection, Identification and Integration.Motivation according to McGregor and Doshi:"Why people participate in an activity affects their performance in that activity.Their motive affects their performance." There are different kind of reasons why people do their job, the understanding of these reasons is key to maximize performance. Direct motives are directly linked to the activity, they drive performance (autonomous motivation). Indirect motives are further removed form the work itself and usually harm performance (controlled motivation). The six motivational factors for work were identified: Play (Intrinsic motivation), Purpose (Integration), Potential (Identification), Emotional pressure (Introjection), Economic pressure (External regulation), and Inertia (Amotivation).Isn't it easier to understand and more intuitive McGregor and Doshi’s explanation?The example I gave was just a small fraction of the book that gives and overall understanding on the dynamics of organizational culture focusing on motivation.Those who read Primed to Perform make the first step to renew their organization's culture to one which tackles the challenges in today's highly competitive and changing markets.The realization of the changes needed to be done might be shocking at first, but this is how actually growth can happen.
Our head of software development picked this book up after hearing it discussed - and mentioned it to me (I'm in HR). The book astutely and credibly speaks to 6 ways in which we tend to be motivated - 3 of them producing a positive effect, and 3, while still motivating us to do something, bring along some baggage with the achievement. Through empirical research, and identifying with my own experiences of what works and what doesn't in my own career, and in the workplaces I've been part of - I'd say they nailed it.
Anyone/any organization leading 5 or more people needs to read this. The clarity the authors provided in the six motivation classes was spot on and very illuminating. If you lead people or an organization, you MUST understand and implement the thoughts in this book.
This topic is mandatory study for all organisations. Examples given are a bit too numerous - more proof than is needed. I was hoping for a section on implementation - strategies for various size of teams and their stage of cultural evolution. Never-the-less, the Authors prove the wonders that result from a "primed" team. Thank you both. I'll now redouble my efforts to persuade and demonstrate the mutual benefits of high Total Motivation to our team.
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