how to build the highest performing culture — lindsay mcgregor and neel doshi

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PRIMED TOPERFORM

This presentation consists of highlights from the interview with Moe Abdou,

founder & host of 33voices®.

Our mission is to unlock human potential at scale and to build the world’s most adaptive organizations. We have developed a unique,

predictive approach to measure the strength of a culture, and to quantify the return on investment of building a great culture. We aim

to launch not just a book, nor just a company, but a movement.

Lindsay McGregor & Neel Doshi

@vegafactr

Co-founders of Vega Factor

The purpose of a high performing culture is to maximize the Total

Motivation {TOMO} of its people:

Insight #1

The purpose of a high performing culture is to maximize the Total

Motivation {TOMO} of its people:Increase Play, Purpose and Potential

Insight #1

The purpose of a high performing culture is to maximize the Total

Motivation {TOMO} of its people:Decrease Emotional Pressure, Economic

Pressure, and Inertia

Insight #1

Insight #2

As leaders, when we understand WHY people do their work, we’ll be in a better

position to evaluate HOW they do that work. To accelerate performance, try this:

Insight #2

As leaders, when we understand WHY people do their work, we’ll be in a better

position to evaluate HOW they do that work. To accelerate performance, try this:

Inspire the PLAY motive by fueling the curiosity and learning of your team

Insight #2

As leaders, when we understand WHY people do their work, we’ll be in a better

position to evaluate HOW they do that work. To accelerate performance, try this:

Crystallize the PURPOSE motive by aligning it with outcomes

Insight #2

As leaders, when we understand WHY people do their work, we’ll be in a better

position to evaluate HOW they do that work. To accelerate performance, try this:Ignite the POTENTIAL motive by

doing work that matters

Insight #3

Walk the halls of a poor performing culture and you’ll notice tension due to:

Insight #3

Walk the halls of a poor performing culture and you’ll notice tension due to:

Emotional Pressure as the work itself is no longer the reason people are working.

Insight #3

Walk the halls of a poor performing culture and you’ll notice tension due to:

Economic Pressure as their work is solely to win a reward or avoid punishment.

Insight #3

Walk the halls of a poor performing culture and you’ll notice tension due to:

Inertia as the work has become too monotonous.

Insight #4

Leadership can contribute a great deal to creating a toxic culture, but leadership

alone isn’t the answer to creating a great culture. A high performance culture aligns the

organization’s entire ecosystem including:

Insight #4

Leadership can contribute a great deal to creating a toxic culture, but leadership

alone isn’t the answer to creating a great culture. A high performance culture aligns the

organization’s entire ecosystem including:Compensation structures

Insight #4

Leadership can contribute a great deal to creating a toxic culture, but leadership

alone isn’t the answer to creating a great culture. A high performance culture aligns the

organization’s entire ecosystem including:Performance management criteria

Insight #4

Leadership can contribute a great deal to creating a toxic culture, but leadership

alone isn’t the answer to creating a great culture. A high performance culture aligns the

organization’s entire ecosystem including:Career ladders

Insight #4

Leadership can contribute a great deal to creating a toxic culture, but leadership

alone isn’t the answer to creating a great culture. A high performance culture aligns the

organization’s entire ecosystem including:Clearly designed roles & responsibilities

Insight #5

If an organization doesn’t learn how to measure its culture as an asset, they’ll never know how to manage it as an asset. This survey will give you a glimpse into why you do what you do:

http://www.vegafactor.com/survey/

Insight #6

When building a high-performing organization, you need to focus on, and optimize two

different, opposing types of performance:

Insight #6

When building a high-performing organization, you need to focus on, and optimize two

different, opposing types of performance:Tactical Performance - measuring

your ability to execute the plan

Insight #6

When building a high-performing organization, you need to focus on, and optimize two

different, opposing types of performance:Adaptive Performance - measuring your ability to diverge from the plan

Insight #7

High performing organizations understand that incentive based compensation can be

destructive, for what matters is not the motivator, it’s more so the motive.

If the motive is to work for the MONEY, you risk losing performance; if the motive is to ignite PLAY, PURPOSE, and POTENTIAL,

you’re likely to enhance performance.

Insight #8

The size of your team matters, don’t exceed 150 people.

“Put simply, our minds are not designed to al-low us to have more than a very limited number

of people in our social world. The emotional and psychological investments that a close re-lationship requires are considerable, and the

emotional capital we have available is limited.” - Robin Dunbar.

Insight #9

Your people can either fight each other to survive or fight their competitors

to win. Your culture drives the choice.

Insight #10

For Founders | It’s wise to make it your highest priority to design the

conditions for Total Motivation early on:

Insight #10

For Founders | It’s wise to make it your highest priority to design the

conditions for Total Motivation early on:Is everyone’s job designed to

increase their Total Motivation?

Insight #10

For Founders | It’s wise to make it your highest priority to design the

conditions for Total Motivation early on:Are you rewarding people to learn, grow, and share their knowledge?

Insight #10

For Founders | It’s wise to make it your highest priority to design the

conditions for Total Motivation early on:Does the organization have a purpose

that’s consistent with its actions?

Insight #10

For Founders | It’s wise to make it your highest priority to design the

conditions for Total Motivation early on:Are you giving people enough autonomy &

freedom to make decisions and have impact?

Reflect: What does your highest potential look like?

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Presentation created by Chase Jennings

Insights by Moe Abdou

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