Working toward Goals with “Implementation Intentions”

People are motivated by goals that provide opportunities for: -Relatedness to others, -Competence in skillfully performing, -Autonomy in directing effort, according to Columbia’s Heidi Grant Halvorson of Columbia University.Halvorson advocated an incremental approach to “get better” in achieving goals rather than to simply achieve the goal. Her model aligns with Daniel Pink’s emphasis on: Autonomy: Controlling […]

Multiple Paths Toward Goals Can Motivate, then Derail Success

Goal motivation changes as people move closer to their target, according to Stanford’s Szu-chi Huang and Ying Zhang of University of Texas, who built on Heinz Heckhausen’s Action-Phase Model. In the first stages of effort, multiple paths toward the goal makes the target seem attainable, noted Huang and Zhang. This perception of “self-efficacy,” belief in […]

Women’s Career Development Model – Individual Action in Negotiation, Networking-Mentoring-Sponsorship, Skillful Self-Promotion – Part 2 of 2

Part 1 of this post, Women’s Career Development Model – Individual Action in Career Planning and the Contest and Sponsorship Pathways to Advancement – Part 1 of 2,  highlighted Ines Wichart’s model of women’s career development with three levels and 11 components, based on her research as Kenexa High Performance Institute (KHPI), a subsidiary of […]

Self Compassion, not Self-Esteem, Enhances Performance

Self-compassion –  treating one’s own suffering with the same support and compassion offered to others – is more important than self-esteem in developing skill and performance, found University of California, Berkeley’s Juliana Breines and Serena Chen. Self-compassion enables people to accept their mistakes, failures, shortcomings with kindness. In addition, self-compassion enables awareness of painful thoughts and feelings with equanimity. […]

Positive Thinking, Mental Contrasting Plus WOOP to Improve Performance

Positive thinking without implementation strategies is wishful thinking,and is associated poor performance and complacence, found NYU’s Gabriele Oettingen. She advocates“Mental Contrast” process by considering obstacles and potential ways to manage them, using a mnemonic WOOP: Wish, Outcome, Obstacle, Plan. Oettingen and University of London colleague Andreas Kappas noted two less effective approaches to goal engagement: – Indulging by mentally elaborating […]

“High-Commitment” Workplaces Enhance Creative Problem Solving, Innovation

Organizations recognize the importance of continuous innovation to grow revenues. As a result, many organizations have experimented with “high-commitment work systems (HCWS)” described by Harvard’s Richard E. Walton, as a “lever” to positively influence employee productivity, retention, and innovation. High-commitment employee benefits are designed to elicit employees’ reciprocal commitment and intrinsic motivation to support the organization’s […]

What Evidence Supports Coaching to Increase Goal Achievement, Performance?

Coaching is a collaborative, solution-focused process that facilitates coachees’ self-directed learning, personal growth, and goal attainment, according to University of Sydney’s Anthony Grant. He integrated practices from solution-focused and cognitive-behavioral interventions into Solution-Focused Cognitive-Behavioral (SF-CB) Coaching and a “Coach Yourself” program with Jane Greene. Participants reported increased: Goal attainment, Quality of life, Mental health on the […]

Writing Power Primer Increases Efficacy in High-Stakes Performance

“Power is the central regulator of human interaction…because it creates patterns of deference, reduces conflict, creates division of labor — all things that make our species successful,” opined Columbia’s Adam Galinsky. He evaluated a power-enhancing technique used by Harvard Business School’s Francesca Gino when she applied for academic positions at top-tier universities after an initial unsuccessful round […]

Powerful Questions, Anticipated Regret Can Change Behavior

One of the foundations of psychotherapy and executive coaching is the notion that provocative, well-timed, penetrating questions can provoke insight and initiative behavior change. One example of a systematic approach to high-impact questioning is Appreciative Inquiry, developed by Case Western’s David Cooperrider and Diana Whitney, and it has been integrated into interpersonal conversations including counseling, coaching, […]

Confidence Enables Persistence Enables Performance

People consistently underestimated the number of creative ideas they could generate if they continued working on a task, particularly on subjectively difficult innovation challenges, found Northwestern’s Brian J. Lucas and Loran F. Nordgren. People who were undaunted by difficult tasks were more able to persist in developing novel ideas, and their work produced both more ideas […]