Higher, faster, further: These are the standards set by many management levels for the work of the workforce. It is a pity when it becomes apparent that the full potential of employees is not being utilized.
Daniel Pink’s motivation theory explores incentives for motivation. In contrast to the motivation theories of Maslow or Herzberg from the 1950s and 1960s, this approach focuses on employees TODAY. Due to significant changes in values and culture in recent decades, new approaches are needed. Daniel Pink distinguishes between mastery, autonomy, and purpose. He recognizes the need to rethink motivation in the 21st century in order to unleash potential and motivate employees to achieve peak performance.
Uncovering potentials in companies is not a New Work trend or mere “feel-good management.” Team development is a necessity. We know that it is the competitive advantage that every organization can enhance. In our workshops, we create clarity and understanding of the existing potential. The Harvard Business Review demonstrates how fruitful this can be: Strengthened engagement increases team output multiple times over.