Here is a short summary for each:

In First, Break All The Rules, [ref. 1] Marcus Buckingham and Gallup Organization share their massive research involving thousands of managers that “best” managers and his people produce nearly 300% higher than the average! And the trick these best-in-class managers use is to break-the-organization- rules to help their people.

In Discover Your Strengths,[ref. 2] Marcus Buckingham and his research staff share additional Gallup poll research on over a million people and find that most people’s brains get wired between the age of six and sixteen; some wiring looks like highways, some like side-streets. So people can perform some tasks at mind boggling speed and some painfully slowly. Very interestingly everyone’s brains are wired differently with some highways and some byways. So the trick is to help each individual figure out what tasks/jobs/traits they are eminently suited for (discover their strengths,) that they can perform effortlessly and at high speed. Gallup Poll has identified there are 34 or so unique traits. So probability says only about 3% of people have same unique trait as their top strength, and less than 0.1% share the same top two strengths. People are really unique. So if we can create composite teams by leveraging people’s strengths we can have massive improvement in productivity. Gallup offers a $15 test survey to help individual discover their strengths. [ref 2]

In a Gallup Opinion, of July 7th 2016, Gallup Poll shares the following data.

If we can engage employees, the opportunity and economic gain potential is is immense.

In Mindset: The New Psychology of Success, a book [ref. 3] recommended by Bill Gates, Carol Dweck, a noted psychology professor shares her lifetime of research and identifies that there are two types of mindsets, a Fixed Mindset and a Growth Mindset. People with Fixed Mindset tend to show somewhat rigid behavior whereas people with Growth Mind set are willing to experiment, take risks and learn continually. So over time Growth Mindset people produce far better results. Very interestingly, Carol Dweck shows that people can learn and change from fixed mindset to growth mindset. Parents and Managers have an obligation to make sure they coach, nudge and encourage their people to develop the growth mindset. It is critically important in this new millennium.

Here are two figures to help you think through the two mindset concepts. [ref. 7-8]

Figure 2: Two Mindsets

In The Happiness Advantage: Shawn Achor, [ref. 5] another psychologist, shares massive research and conveys that our traditional thought process – “We should work hard, so that we are successful so that we get happiness” does not work and is indeed backwards! Shawn Achor says, happiness comes first; when we are happy, our brain produces more serotonin and dopamine hormones, which results in higher creativity and higher productivity and that results in higher success rate. Shawn Achor, shows through seven principles, how to develop more happiness. His research across many countries and many professions demonstrates and proves happiness is a learnable skill!

In Rethinking Positive Thinking: Inside the New Science of Motivation, Kindle Edition, Gabriele Oettingen [ref 6] another psychologist shares her lifetime research on the New Science of Motivation through WOOP method.

Her research shows all four steps are critical to success.

In next few articles I hope to tackle each book/reference in detail and provide you with a cogent summary that you can readily deploy.

So how would you use these techniques to manage and develop your people in R&D?

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