Ivan Pashko: Navigating the emotional landscape of performance in new realities (UA)
UA Online PMDay 2023 Spring
Website - www.pmday.org/online
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7. Why it is important to study emotions?
● Emotions Give Us Feedback
● Emotions Can Motivate Us to Take Action
● Emotions Help Us Survive, Thrive, and Avoid Danger
● Emotions Can Help Us Make Decisions
● Emotions Allow Other People to Understand Us
● Emotions Allow Us to Understand Others
10. 4 conditions
1. Monetary bonus: “Good morning! If you reach or exceed X chips today, you’ll
receive 100NIS in cash. Good luck!”
2. Pizza Voucher: “Good morning! If you reach or exceed X chips today, you’ll
receive a voucher for pizza. Good luck!”
3. Compliment: Message after achievement X chips - Well done!
4. Control group - no message, no bonus
14. Pizza – The Best Incentive to Boost Productivity at
Work
15. Example - 2: Candle experiment
Building on the candle problem, scientist Sam
Glucksberg divided participants into two groups:
● He asked one group to establish norms and
averages for how long it typically takes
someone to solve the candle problem.
● In the second group, he offered rewards for
finding the solution the quickest.
Which group finished faster in average?
16. Example - 2: Candle experiment
Building on the candle problem, scientist Sam
Glucksberg divided participants into two groups:
● He asked one group to establish norms and
averages for how long it typically takes
someone to solve the candle problem.
● In the second group, he offered rewards for
finding the solution the quickest.
It took the second group, on average, three and a
half minutes longer.
50. Negative
Anxiety: A feeling of worry or fear about what may happen.
Anger: A feeling of frustration or irritability, often in response to a perceived threat.
Frustration: A feeling of being blocked or unable to achieve a desired outcome.
Sadness: A feeling of low mood or despair, often in response to a significant loss or
setback.
Helplessness: A feeling of being unable to control a situation or outcome.
51. Demotivation cost is high
● High cost of lost
● Time on:
○ Replacement
○ Onboarding
○ Training
● Team re-launch
● Team demotivation
● Delivery delay
● Productivity loss
59. Anxiety
Anxiety is a feeling of uneasiness and worry, usually generalized and unfocused
as an overreaction to a situation that is only subjectively seen as menacing. It is
often accompanied by muscular tension, restlessness, fatigue and problems in
concentration.
60. Anxiety
Anxiety is a feeling of uneasiness
and worry, usually generalized and
unfocused as an overreaction to a
situation that is only subjectively
seen as menacing.
It is often accompanied by muscular
tension, restlessness, fatigue and
problems in concentration.
68. Boredom: A persistent lack of engagement or interest in tasks can lead to decreased productivity and
performance.
Burnout: Prolonged periods of excessive work demands and stress can lead to physical and emotional
exhaustion, which can, in turn, hinder performance and productivity.
Low self-esteem or self-confidence: Employees with low self-esteem or self-confidence may struggle to
take risks, make decisions, or assert themselves in the workplace, which can affect overall performance.
Imposter syndrome: The persistent belief that one's success is undeserved or a result of luck can lead to
anxiety, self-doubt, and hindered performance.
Lack of trust: Mistrust in colleagues or management can result in poor communication, reduced
collaboration, and low morale.
Resistance to change: Inability or unwillingness to adapt to new processes or technologies can impact
individual and team performance.
Neutral?
71. What is engagement?
● Gallup defines engaged employees as those
who are involved in, enthusiastic about and
committed to their work and workplace.
● Company can influence and contribute on
employee engagement.
● Engagement is not the same as motivation
72.
73. Team Engagement
Engaged employees are highly
involved in and enthusiastic about
their work and workplace. They are
psychological "owners," drive high
performance and innovation, and
move the organization forward.
74. Motivation vs Engagement
1. Employees have an emotional commitment to their work. (Engagement)
2. Employees feel like their work is meaningful. (Motivation)
3. Employees continually learn and seek knowledge. (Engagement)
4. Employees take the initiative on tasks and projects. (Motivation)
5. Employees are persistent in their personal and company goals. (Engagement)
6. Employees are working towards a bonus. (Motivation)
7. Team is working towards a common goal. (Engagement)
https://www.rhythmsystems.com/blog/are-motivation-and-engagement-the-same
75.
76. Engagement to volunteering
Image by <a href="https://pixabay.com/users/geralt-9301/?utm_source=link-attribution&utm_medium=referral&utm_campaign=image&utm_content=7096520">Gerd Altmann</a> from <a
href="https://pixabay.com//?utm_source=link-attribution&utm_medium=referral&utm_campaign=image&utm_content=7096520">Pixabay</a>
78. High psychological safety practices
– Open dialogue
– People sharing their opinions and ideas confidently
– Fearless behavior and mindset
– Emotions are welcome and acknowledged
– Team members solve conflict productively
– Conversational turn-taking–leaders speak last
79. Low psychological safety behaviors
– Silence or self-censoring
– People keeping their opinions or ideas to themselves
– Fear of being ignored, ridiculed, punished, or fired
– Emotions are ignored or bottled
– Conflict avoidance
– Quiet voices are not included–leaders interrupt and influence others
89. Summary
● Emotions are affecting our behavior and performance
● Encourage the positive reaction by:
○ Motivation (growth, goals, autonomy)
● Work with hard reaction by:
○ Building trust
○ Developing psychological safety
○ Proactive communication
● Care personally neural reactions by:
○ Empathy
○ Engagement
○ Growth
○ Achievements
● Care about yourself and lead by example
91. Додаткові книжки
П. Ленсіоні - 5 вад у роботі команди
Д. Пінк - Мотивація 3.0
Д. Аріелі - Payoff (та інші про поведінкову психологію)
М. Чіксентміхайт - Потік
Проект Аристотель (Google) - Psychological safety (link)
С. Сінек - Почни з Чому?
С. Кові - 8 звичка
…