Talent and Performance Development
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Rescooped by Deb Nystrom, REVELN from The Science and Art of Motivation
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No More Criticism, No Advice: Emotions Drive Achievement & Performance ~ Classic

No More Criticism, No Advice:  Emotions Drive Achievement & Performance ~ Classic | Talent and Performance Development | Scoop.it

This classic article "Escape from the Red Zone" has very current ideas.  "Peter Naylor and Claire Crittenden have a revolutionary approach in their Seven Practices listed in this article about confronting the business world's last taboo: emotion."


Excerpts:


People are motivated by either "red" emotions -- anger, fear, greed -- or "green" emotions -- genuine enthusiasm and confidence. Either ...gets results. Yet one set of emotions ...slowly destroys people; the other can actually improve people's quality of life.


__________________________


Flattery, advice, criticism, and motivation rob workers of their freedom and ignore the...emotional current ...between manager and subordinate

__________________________


...All organizations in the contemporary world manipulate emotion, warp it, force it into the red zone...   A few, and only a few, are struggling to get well.


...Their alternative model for organizational life and the politics of emotion has simple ground rules:

  • No flattery. 
  • No advice. 
  • No criticism. 
    

...No telling people how to do their jobs -- outside of a genuine training environment. Never. At all. Period.

        

__________________________

   

Recognize achievement, let the numbers speak for themselves. 
   

__________________________


...Flattery, advice, criticism, and motivation rob workers of their freedom and ignore the essential emotional current that runs through encounters between manager and subordinate," Naylor says.   Nine times out of ten, that emotional current is red: a Molotov cocktail of anger and fear, grounded in feelings of subjugation.


_______________________
 

If you do this over a period of time -- design and validation -- people will be transformed."

_______________________



..."The problem is, people don't want to be responsible. But when you give advice, who now has the responsibility? Anyone here ever heard of empowerment? If you do this over a period of time -- design and validation -- people will be transformed."

    

Excerpts from the seven (7) practices that make it work:

    


1. Don't give advice, explore emotions.   ...ask, "How do you feel about this?" Keep asking it, adding only, "Gee, that's interesting, tell me more." ...Later it's appropriate to return to problem-solving mode -- even if it's only 15 minutes later.

    


2. Don't set goals; design outcomes.   Envision a "product" for every project, something tangible.   ....Clarify...product, the actions, the benefits. Get them down on paper.


     


3: Never criticize, only validate.   Do it on paper, in tangible, solid form. Recognize achievement, let the numbers speak for themselves. 

  


Source:   "Escape from the Red Zone" featuring Peter Naylor and Claire Crittenden by writer David E. Dorsey In Fast Company magazine.


Deb Nystrom, REVELN's insight:

This classic article from the 1997 is worth a second look today.  The connection to brain science is very current.

I also think emotion and beliefs / the spiritual are both the last taboos in business  (belief / the spiritual via an example in  Theory U and Otto Scharmer.)   


I've also posted this piece on my Motivation curation stream.   It's relevant for anyone who has a work relationship with anyone else.

 ~  Deb

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Deb Nystrom, REVELN's curator insight, October 29, 2013 1:20 PM

This is a classic article from the 90's who time has come.  You've probably heard that all buying is emotional?   This article brings it into the heart of organizational, team and personal performance.  It's a revolutionary approach that needs a wider audience.  Hopefully, it will get one.   


I found the article because I had been searching for the "fire hydrants" story for awhile.  I remembered reading it in the 90s.  The trail led me back to find this FastTimes article.  ~  Deb

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Performance Review: I'll try harder! I'll try smarter! Humor

Penny is under-performing at work. Typical Penny.  "About those lunch breaks,"  I don't think it's working out,"  "You've said this before."  

Deb Nystrom, REVELN's insight:

The script is classic.  It is well-known to managers and HR staff who are following progressive discipline.  So it is aboiut more than a peformance review, tongue in cheek, perhaps about highing younger and younger?  (You think?)

Besides the humor, it is about evidence and pattern, the script, and emotional sidetracks.   ~  Deb

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