Primed to Perform

What's Primed to Perform about?

• Focus on Culture: Primed to Perform by Neel Doshi and Lindsay McGregor explores building high-performing cultures through the science of total motivation (ToMo).
• Total Motivation Concept: It introduces ToMo, which includes six motives that drive performance: play, purpose, potential (direct motives) and emotional pressure, economic pressure, inertia (indirect motives).
• Practical Framework: The book provides a framework for leaders to assess and improve organizational culture, ensuring employees are motivated to perform at their best.

Why should I read Primed to Perform?

• Evidence-Based Insights: The book is grounded in two decades of research, offering reliable and actionable insights.
• Transformative Tools: It provides practical tools and methods for leaders to create and sustain high-performing cultures.
• Addressing Challenges: The book tackles common cultural challenges, offering strategies to foster adaptability and innovation.

What are the key takeaways of Primed to Perform?

• Importance of Culture: Culture is a critical driver of performance, and actively managing it can lead to success.
• Direct vs. Indirect Motives: Understanding the difference between direct and indirect motives is essential for enhancing performance.
• Total Motivation Factor: The ToMo factor is a measurable concept that helps assess cultural health and identify improvement areas.

What is the Total Motivation Factor (ToMo) in Primed to Perform?

• Measurement Tool: ToMo quantifies the balance of direct and indirect motives within an organization, ranging from -100 to 100.
• Predictive of Performance: A higher ToMo score correlates with better adaptive performance, indicating higher creativity and engagement.
• Calculation Method: Organizations can use a survey to assess employees' feelings about the six motives, identifying cultural strengths and weaknesses.

How does Primed to Perform define direct and indirect motives?

• Direct Motives: Include play (enjoyment), purpose (valuing outcomes), and potential (personal growth), enhancing performance.
• Indirect Motives: Consist of emotional pressure, economic pressure, and inertia, which typically reduce performance.
• Impact on Performance: Organizations should focus on enhancing direct motives while minimizing indirect ones for a thriving culture.

How can I apply the concepts from Primed to Perform in my organization?

• Conduct a ToMo Survey: Measure the total motivation factor to understand your current cultural health.
• Identify Improvement Areas: Analyze survey results to pinpoint lacking motives and focus areas like leadership or role design.
• Set Aspirational Goals: Establish clear goals for improving ToMo and develop a plan to achieve them.

What leadership behaviors are essential for creating a high-ToMo culture according to Primed to Perform?

• Encouraging Play: Inspire curiosity and experimentation by providing time and space for creative thinking.
• Fostering Purpose: Help employees see the importance of their work, aligning individual goals with the organization’s mission.
• Supporting Potential: Link employees’ work to personal goals and provide growth opportunities, making them feel valued.

What is the importance of role design in Primed to Perform?

• Role Design's Impact: Effective role design maximizes total motivation and adaptive performance.
• Creating a Playground: Encourage exploration and learning from failures, fostering creativity and innovation.
• Clarity in Roles: Clear role definitions help employees understand responsibilities and exercise autonomy.

How does Primed to Perform suggest organizations can avoid the blame bias?

• Assume Positive Intent: Start by assuming employees have good intentions, reducing the tendency to blame.
• Focus on Context: Examine the context of performance issues, looking for systemic problems rather than individual faults.
• Use the REAP Model: Employ the REAP model (Remember, Explain, Ask, Plan) for constructive feedback and root cause identification.

What role does identity play in building a high-performing culture according to Primed to Perform?

• Foundation of Purpose: An organization’s identity provides purpose and direction, enhancing the purpose motive.
• Behavioral Code: A strong identity includes a behavioral code for decision-making and problem-solving.
• Heritage and Traditions: Celebrating heritage and establishing traditions create a sense of belonging and shared values.

What are some examples of companies that successfully implemented ToMo principles from Primed to Perform?

• Whole Foods Market: Empowers employees to make decisions, fostering a sense of purpose and ownership.
• Toyota: Uses the andon cord system to promote experimentation and continuous improvement.
• Starbucks: Balances tactical and adaptive performance, emphasizing training and customer engagement.

What are the best quotes from Primed to Perform and what do they mean?

• “Taylorism has had its day.”: Suggests traditional management practices are outdated, advocating for adaptability and engagement.
• “Every single job should have this cycle designed right into the job itself.”: Emphasizes integrating the performance cycle into job design for continuous learning.
• “You are our fire watchers, who make sure the fire does not go out.”: Highlights the role of culture champions in maintaining a high-performing culture.