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Primal Management: Unraveling the Secrets of Human Nature to Drive High Performa |  |
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Primal Management: Unraveling the Secrets of Human Nature to Drive High Performa | |
As human beings, we are fascinated by what makes us tick. We know that nature gave us certain biological appetites to ensure our survival, among those the need for water, food, sex, and love, but meeting these alone is not enough to ensure happiness. Scientists, and now managers, are realizing that people have a biological need to experience social rewards like praise, the thrill of innovation, and the satisfaction of acquiring new skills. To succeed, every manager needs to realize that work must provide more than just a paycheck and that quenching these social appetites is the key to creating passionate emloyees whose productivity blows away the bottom line.
Primal Management is the first book to bring together the five impulses at the core of human motivation (innovation, competency, attaining goals, cooperation, and self-protection). It reveals that to drive employees, the workplace has to satisfy these appetites, and offers practical tips on how to do it and metrics for measuring success. Respected consultant Paul Herr explodes the myth that emotions have no place on the job and explores how this belief actually harms employee performance. Using examples of companies that have benefited from the principles of primal management, he shows how businesses can measure their emotional health, address areas where they don’t engage employees, and increase productivity by boosting the emotional paycheck. Based on groundbreaking scientific research, this book will change the way we inspire our people and show how fulfilled employees lead to incredibly profitable businesses.
Paul Herr (Madison, WI) is a consultant who provides employee engagement services. He invented The Horsepower Metric™ an innovative tool for measuring the power of a company’s motivational engine.
"The biological approach lends a fresh aspect to the subject of employee performance enhancement, and the well-researched, entertaining presentation should make this is an appealing reference for progressive business leaders."
-- Publishers Weekly
"“This is a great book for any leader to read. Should be required reading for all CEOs.”
CEO BLOG
“Primal Management is an important book for managers at any level.”
Foreword This Week
Advance Praise for Primal Management:
“Paul Herr’s insights into emotions in the workplace are stunning, astonishing, and original—likely to revolutionize the way managers motivate and lead their organizations. . . . Primal Management is one of those rare jewels that will be coveted by managers and scholars alike, as much for its practical usefulness as for its dazzling applications of affective neuroscience, behavioral economics, and evolutionary psychology.”
— William C. Frederick, author, Values, Nature, and Culture in the American Corporation; Professor Emeritus, Katz Graduate School of Business
“Make time to read this book, because it is a hard one to put down. Paul really gets you thinking and offers a new and unique perspective on management and organizational health. Fresh thinking that will serve you well in these times.”
— Ross Smith, Director of Test, Windows Security, Microsoft Corporation
“Paul Herr’s approach to employee motivation and engagement is revolutionary. . . . Managers should take note that the social, biological, and financial worlds are, indeed, connected.”— John Gibbons, research scientist for The Conference Board
“Primal Management conveys knowledge of how human beings actually work and inspires the reader to do something with this new-found information. A satisfying read for anyone who wants to lead others.”
— Dave Logan, coauthor, The Three Laws of Performance and Tribal Leadership;
faculty member, Marshall School of Business, University of Southern California
CONTENTS
Introduction 1
CHAPTER 1 The Five Social Appetites That Drive High Performance 18
CHAPTER 2 Monitoring the State of Repair of Your Human Capital 40
CHAPTER 3 Emotions: Soft or Hard? 57
CHAPTER 4 Social Appetite #1: The Cooperation Appetite—How to Merge Individual Employees into a Coordinated Superorganism 73
CHAPTER 5 Social Appetite #2: The Competency Appetite—How to Develop a Workplace Populated with Confident Experts 122
CHAPTER 6 Social Appetite #3: The Skill-Deployment Appetite—How to Design a Rewarding Workplace That Resonates with the Joy of Achievement 144
CHAPTER 7 Social Appetite #4: The Innovation Appetite—How to Foster Innovation by Encouraging Employees to Explore the Edge of the Known World 163
CHAPTER 8 Social Appetite #5: The Self-Protection Appetite—How to Avoid Triggering Defensive Behaviors in the Workplace 197
CHAPTER 9 Is It Time to Flip the Hierarchy Upside Down? 227
Afterword 248
Acknowledgments 249
For More Information and Help 251
Notes 253
Index 269
INTRODUCTION
THE RISE OF THE SUPERORGANISM
In biology, a superorganism is a group of individual organisms that act
as one—like a colony of army ants. Ant colonies, working as coordinated
units, can defeat creatures hundreds of times their size. Corporate superorganisms
are similar. They are composed of individual human beings
who think and act as one, much like a tribe. They are as formidable in
the corporate ecosystem as army ants are in their ecosystems.
I don’t mean to imply that human beings should cooperate like mindless
insects. Human beings possess a sophisticated form of social bonding
that some psychiatrists refer to as cathexis. This social bonding mechanism
underlies relationships of all types, and corporations, unfortunately,
are not aware of it. Traditional corporate hierarchies rely, instead, on
rules, regulations, bureaucratic structures, hard-fisted competition, and
fear to coordinate human beings.
A superorganism, on the other hand, is held together organically and
naturally by invested relationships and doesn’t need an artificial shell to
force cooperation and coordination. If you remove the bureaucratic shell
from a traditional hierarchy, the humans inside would mostly scatter like
marbles because there is
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