Neuroscience, Productivity & Business Design - Charles Duhigg
Overview
Successful people are productive because they have big goals, which they break down into small, realizable steps, and then scrutinize how well they're doing and if their big goal continues to make sense.
They pay close attention to how team-mates respond to different modes of communication. They force themselves to learn about unfamiliar topics, and in so doing, force breakthroughs.
The Striatum
The striatum serves as central dispatch for the brain, relaying commands from e.g. the prefrontal cortex (where execrurive decisions are made) and our basal ganglia (where movement and emotions emerge.) When people are allowed to make their own choices, their striata light-up in fMRI studies.
Successful people know how to self-motivate, a skill that can be learned. People who feel in control work harder and push themselves more. Decision-making reinforces the perception of control and self-sufficiency.
Theory of Motivation
Give people opportunities to make choices that provide them with a sense of autonomy. Find a choice, any choice, that gives you a sense of control.
Locus of Control
People with an internal locus of control tend to praise or blame themselves, not others, or other factors outside of their control for success or failure. They attribute succcess to effort, not skill or luck. Locus of control can be influenced by training and feedback.
Lack of motivation can occur when people suffer emotional dysfunction. By rewarding initiatives, congratulating examples of self-motivation, and celebrating successful outcomes, we can strengthen the internal locus of control of others.
We should also remind ourselves that our choices are meaningful. When confronting a challenging task, we should remind ourselves why, and what the long-term benefits will accrue to completing our goals.
Managing Teams
Google's project Aristotle identified the following factors in a good manager:
they are a good coach;
they empower and don't micromanage;
they express interest and concern about a subordinates success and well-being;
they are results-oriented;
they listen and share information; they help with career development;
they outline a clear vision and strategy; they have key skills.
Group Norms & Psychological Safe Spaces
Over time, groups develop norms about appropriate behavior, such as avoiding disagreements or encouraging diverse opinions.
Group norms that correlate with team effectiveness include:
being direct and straightforward,
finding out how people are doing,
determining how team members can help and support each other.
Group norms are effective when they make people feel safe and accepted.
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