Great video describing the approach to leadership focusing on “the one thing that motivates all people.”
While this video is about our 2024 Missouri School of Leadership, we can provide these classes anywhere in the world by web, and in North America and Europe live.
Brain science indicates that creating a valuing-people culture leads to success with other lagging indicators, including profit. Learn why in this short video.
There’s one thing that motivates people, and it activates serotonin in our brains. Traditional management practice has over-relied upon dopamine, perhaps even “hacking” dopaminergic responses to the point that these management practices stop working. Goals and rewards are fantastic, but they can be over-relied upon and end up working in reverse.
Randal Weidenaar of VP Culture unpacks how to lead psychologically safe workplaces. Psychologically safe workplaces result in employee engagement, productivity and ultimately people thrive in safe environments. How do we create these types of workplaces? Randal unpacks 4 key techniques to build psychological safety. He also details why this is so important to our wellbeing as people. This is a key feature of creating a business culture that is healthy and growing.
Randal Weidenaar, organizational psychologist and the founder of VP Culture, was interviewed by performance consultant, Marshall Henley, President of Beza Performance in 2022. The discussion led to a question regarding the potential for disruption when the primary focus is on valuing people vs. lagging indicators of performance, like financial results.
Click here for to start the interview at 13:34 where this question is asked.
The transcript of this excerpted portion appears below.
“Bottom line: People seek purpose in their lives — and that includes work. The more an employer limits those things that create this sense of purpose, the less likely employees will stay at their positions. The era of the employment contract, where a worker provided services purely in exchange for monetary compensation, is over. Now, employees expect deeper relationships, a strong sense of community and purpose-driven work.”
If your highest value is people, you get better outcomes.
“Bottom line: People seek purpose in their lives — and that includes work. The more an employer limits those things that create this sense of purpose, the less likely employees will stay at their positions. The era of the employment contract, where a worker provided services purely in exchange for monetary compensation, is over. Now, employees expect deeper relationships, a strong sense of community and purpose-driven work.”