Organizational & People Development
The Gallup Organization has tracked employee engagement in the workplace for several years. Their first study in the year 2000 found that 55% of the workforce had no enthusiasm for their work. Gallup described them as "not engaged." 19% were so negative they poisoned the workforce to the degree that their companies would have been better off if they called in sick.* The research in the years after the initial study show little improvement. This means the overwhelming majority of today's workforce has little to no motivation.
Billions of dollars are being spent to motivate employees but these studies reveal that what passes for personal and organizational development in the workplace is failing miserably. The traditional methods of motivating employees - reward (paychecks, perks, pensions) and punishment (reprimands, the fear of losing a job, intimidation) - may have succeeded to some degree with past generations of employees but have a limited influence today.
It's obvious the traditional carrot and stick approach doesn't work.
People today are searching for two things: 1) the opportunity to fulfill their own unique potential (defined as Self-Actualization by Abraham Maslow) and 2) the opportunity to contribute their potential to something bigger than themselves (what we call Team-Actualization). People want and need to identify with a common purpose that is collectively bigger than the individuals employed there. They don't want to be employees, they want to be partners in a cause. Then they must see how their piece of the puzzle (the individual's own unique purpose) fits into the big picture of the organization's purpose.
Jim Whitt has developed a very non-traditional approach to personal and organizational development. It's all about transforming lives, leaders and organizations through the power of purpose. It revolves around my fundamental principle of human behavior: "Without a purpose our only motivation is reward and punishment."
To find, hire and keep good people organizations have to become people magnets. We help organizations become people magnets by developing "purpose-driven" cultures.
Billions of dollars are being spent to motivate employees but these studies reveal that what passes for personal and organizational development in the workplace is failing miserably. The traditional methods of motivating employees - reward (paychecks, perks, pensions) and punishment (reprimands, the fear of losing a job, intimidation) - may have succeeded to some degree with past generations of employees but have a limited influence today.
It's obvious the traditional carrot and stick approach doesn't work.
People today are searching for two things: 1) the opportunity to fulfill their own unique potential (defined as Self-Actualization by Abraham Maslow) and 2) the opportunity to contribute their potential to something bigger than themselves (what we call Team-Actualization). People want and need to identify with a common purpose that is collectively bigger than the individuals employed there. They don't want to be employees, they want to be partners in a cause. Then they must see how their piece of the puzzle (the individual's own unique purpose) fits into the big picture of the organization's purpose.
Jim Whitt has developed a very non-traditional approach to personal and organizational development. It's all about transforming lives, leaders and organizations through the power of purpose. It revolves around my fundamental principle of human behavior: "Without a purpose our only motivation is reward and punishment."
To find, hire and keep good people organizations have to become people magnets. We help organizations become people magnets by developing "purpose-driven" cultures.