Bovo-Tighe and Technoserve continue their work together in Africa to extend Technoserve’s ability to deliver on its mission of expanding resources and capabilities among local entrepreneurs. We have worked to create dynamic communicators within Technoserve’s organization who may then more quickly establish and model good business practices to local partners. It is exciting work. See our presentation for more details!
This McKinsey & Co. interview* with Duke University Professor Dan Ariely explores how subjectivity influences our decision-making process, and argues that totally rational behavior (defined as acting universally in one’s own best interest) can put the actor at a disadvantage. This is partly due to human characteristics such as social comparison, relative advantage, and our ability to weigh long-term versus short-term gains.
I especially like his insight into why senior managers often fail to understand the motivations of their staff, an issue we face (and have to face down) occasionally in our own work. This point cannot be made strongly enough: People have a huge range of personal motivations that drive their behavior, and the best managers understand and adapt to the multiple styles that exist in their own workplace. (Our principal Dave Tighe touched on it in a recent article about pay-for-performance, too.)
I am not sold on everything Prof. Ariely says here, notably his take on “revenge” as a positive irrational impulse in business (and the interviewer’s somewhat disturbing reaction!)
On the whole though, a thoughtfully different take on how the seemingly irrational makes sense in our human world.
*Registration may be required by the McKinsey site, but go ahead. They have good stuff, and it is free!
For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees.
I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head:
“How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.”
This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty?
Here are a few reasons why: Continue reading
Technoserve has involved Bovo-Tighe deeply in their effort to bring a more self-motivated, entrepreneurial spirit to communities that struggle to advance economically around the world. They have released an excellent video about their mission, which we share with our readers here. This is an engagement and empowerment philosophy we completely embrace, and are proud to be associated with!
TechnoServe – Innovation and Entrepreneurship from TechnoServe on Vimeo.