1: Getting better at getting better is what RiseWithDrew is all about.
Monday through Thursday, we explore ideas from authors, thought leaders, and exemplary organizations. On Friday, I share something about myself or what we are working on at PCI.
Let’s say we’re going to buy something.
It’s a significant purchase. We’re going to lay out some of our hard-earned cash.
Imagine we have two options.
Option one? We … continue reading
1: And how do we create more of them?
Those are amongst the questions Chip and Dan Heath pose in their terrific book The Power of Moments.
Chip and Dan share the research of Harry Reis, a social psychologist who has spent his career studying this mystery.
Turns our there is a simple answer: Our relationships are stronger when we perceive that our partners are responsive to us.
2: What does … continue reading
1: “The clearest message that we get from this 75-year study is this: Good relationships keep us happier and healthier. Period,” says Dr. Robert Waldinger, director of the longest and most comprehensive study on human happiness.
Period. Hard stop.
Robert tells us: “It’s not the number of friends you have; it’s the quality of your close relationships that matters.”
In his book The Happiness Advantage, Shawn Achor shares … continue reading
1: Yesterday, we looked at the stunning increase in prosperity over the past 200 years.
“The story of the growth of prosperity in human history is close to: nothing . . . nothing . . . nothing . . . (repeat for a few thousand years) . . . boom!” writes Steven Pinker in Enlightenment Now: The Case for Reason, Science, Humanism, and Progress.
Imagine a standard nine-inch pie … continue reading
Much of the discussion around poverty centers on who is to blame.
“Few people believe that accidents or diseases have perpetrators,” writes Steven Pinker in Enlightenment Now: The Case for Reason, Science, Humanism, and Progress.”
Yet “discussions of poverty consist mostly of arguments about whom to blame for it.”
Wrong question, Steven believes.
Poverty “needs no explanation. In a world governed by entropy and evolution, it is the default … continue reading
1: Getting better at getting better is what RiseWithDrew is all about.
Monday through Thursday, we explore ideas from authors, thought leaders, and exemplary organizations. On Friday, I share something about myself or what we are working on at PCI.
Question: What’s the big deal about being a great place to work?
Four words.
The. War. For. Talent.
The current unemployment rate is 3.4%. The unemployment rate for college … continue reading
1: Our goal as leaders?
To build a high-performing team or teams.
The problem?
Our assumptions around group culture are mostly wrong, Daniel Coyle writes in The Culture Code: The Secrets of Highly Successful Groups.
“Group culture is one of the most powerful forces on the planet,” he writes. “We sense its presence inside successful businesses, championship teams, and thriving families, and we sense when it’s absent or toxic.”… continue reading
Why psychological safety plays such an important role in team performance
1: 43 out of 44.
That’s the number of groups that behaved the same way in the “Bad Apple Experiment.”
An actor Nick was placed into these four-person groups instructed to create a marketing plan for a start-up.
Will Felps, a professor of organizational behavior at the University of New South Wales in Australia, designed the study. He trained … continue reading
1: Meet Nick.
He’s “a handsome, dark-haired man in his twenties,” Daniel Coyle writes in The Culture Code: The Secrets of Highly Successful Groups.
Nick is sitting in a conference room in Seattle with three other people. “To outward appearances, he is an ordinary participant in an ordinary meeting,” Daniel notes. “This appearance, however, is deceiving. The other people in the room do not know it, but his mission … continue reading
1: “Why do certain groups add up to be greater than the sum of their parts, while others add up to be less?”
Designer and engineer Peter Skillman held a competition to find out, Daniel Coyle writes in The Culture Code: The Secrets of Highly Successful Groups.
Peter put together four-person teams at Stanford, the University of California, the University of Tokyo, and a few other places.
Here was … continue reading
