Please think of the last time you were pleasantly surprised. What happened in your brain? Science suggests your brain released more dopamine and your brain’s reward centers became more active because you didn’t expect what happened. What does this have to do with ‘gamification’ and leadership?
(Note: This is part 3 in a series on Gamification: Embedding elements of game playing to the workplace to encourage engagement . If you missed the first two posts, read Part 1: Part 1 Autonomy and Part 2 Relatedness) “Arrrrgh…OK just one more time!” If you’ve ever muttered something like this playing a video game–as I read more…
How do you get, or become, an engaged employee? Engaged employees are enthusiastic about their jobs and organizations; they go the extra mile. Peer-reviewed data suggests that organizations with high engagement enjoy much greater financial success than organizations with low engagement.
In the Science of Being Happy and Productive at Work I teach that warm relationships may fuel happiness more than any other single factor science has found. When you invest time and attention in your relationships, they improve, and that improves your happiness. You also improve your coping ability because you have more social support. read more…
When a deadline is approaching or you’ve got a ton of work to do, do you take a break to help you move farther toward your goal? For most of us, the answer to this question is “no.” But that’s not what science is supporting. Just as athletes take active rest days to recoup their read more…
(Note: this post is part 7 of 7 in the SCARF Series.) SCARF Threats Are Often Subconscious In the video SCARF Model – Influence others with Dr. David Rock, author and expert David Rock explains: “Many managers, particularly new managers, often threaten people in four out of five of the elements of scarf. They create read more…
F is for Fairness – How to Increase Employee Engagement with SCARF. This is part 6 of a 7 part series about how to engage employees using David Rock’s SCARF model.
Relatedness is closely linked to trust and it is about whether those around you are ‘friend’ or ‘foe’. This is post 5 out of 7 on increasing employee engagement with the SCARF model.
Autonomy at Work–What Is It and Why Does It Matter? Autonomy at work is feeling like you are able to make your own choices and have a degree of self-governance at work. It is one of the strongest motivators available; having autonomy at work lessens stress and improves mood. Dr. David Rock says – A read more…
C is for Certainty – How to Increase Employee Engagement with SCARF, Dr. David Rock’s Mind Model for Minimizing Danger and Maximizing Reward at Work. This is part 3 of 7.