Primed to Perform by Neel Doshi and Lindsay McGregor

Last updated: Aug 6, 2023

Summary of Primed to Perform by Neel Doshi and Lindsay McGregor

Primed to Perform by Neel Doshi and Lindsay McGregor is a book that explores the science behind high performance in organizations. The authors argue that traditional methods of motivating employees, such as rewards and punishments, are ineffective in the long run. Instead, they propose a new approach called the Total Motivation (ToMo) framework.

The ToMo framework is based on the idea that there are six motives that drive human behavior: play, purpose, potential, emotional pressure, economic pressure, and inertia. The authors argue that the first three motives are more effective in driving high performance, while the last three can actually hinder it.

According to Doshi and McGregor, organizations should focus on creating an environment that fosters play, purpose, and potential. Play refers to the joy and curiosity that comes from doing meaningful work. Purpose is the belief that one's work has a positive impact on others. Potential is the opportunity for growth and development.

The authors provide several strategies for creating a high-performance culture based on the ToMo framework. They emphasize the importance of setting clear goals and providing feedback, as well as creating a sense of psychological safety where employees feel comfortable taking risks and making mistakes.

Doshi and McGregor also discuss the role of leadership in creating a high-performance culture. They argue that leaders should focus on creating a shared purpose and vision, as well as empowering their employees to take ownership of their work. They also emphasize the importance of recognizing and celebrating achievements.

Throughout the book, the authors provide numerous examples and case studies to illustrate their points. They also provide practical tools and exercises that organizations can use to implement the ToMo framework.

In conclusion, Primed to Perform is a comprehensive guide to creating a high-performance culture in organizations. The authors provide a scientific and practical approach to motivating employees and driving long-term success. By focusing on play, purpose, and potential, organizations can create an environment where employees are motivated to perform at their best.

1. The Motivation Equation

In their book, Doshi and McGregor introduce the concept of the Motivation Equation, which states that motivation is equal to the combination of three factors: play, purpose, and potential. Play refers to the joy and fun that individuals experience when they are engaged in their work. Purpose is the understanding of how one's work contributes to a larger goal or mission. Potential is the belief that one's work can lead to personal growth and development.

Understanding this equation is crucial for leaders and managers as it allows them to create an environment that fosters motivation. By providing opportunities for play, ensuring that employees understand the purpose of their work, and offering avenues for growth and development, leaders can increase motivation and ultimately improve performance.

2. The Power of Small Wins

Doshi and McGregor emphasize the importance of celebrating small wins in order to boost motivation and performance. They argue that small wins have a disproportionate impact on motivation compared to big wins or long-term goals. This is because small wins provide immediate feedback and a sense of progress, which in turn increases motivation and engagement.

Leaders can leverage the power of small wins by breaking down larger goals into smaller, achievable milestones. By celebrating these milestones and acknowledging the progress made, leaders can create a positive and motivating work environment. Additionally, providing regular feedback and recognition for small wins can further enhance motivation and performance.

3. The Danger of "Just-Right" Challenges

Doshi and McGregor challenge the common belief that individuals perform best when faced with challenges that are neither too easy nor too difficult, but rather at an optimal level of difficulty. They argue that this "just-right" level of challenge can actually lead to a decrease in motivation and performance.

According to the authors, individuals are more motivated and perform better when faced with challenges that are slightly beyond their current skill level. This concept, known as "stretch goals," pushes individuals to develop new skills and capabilities, leading to increased motivation and performance. Leaders can apply this insight by setting challenging goals that push individuals out of their comfort zones, while providing the necessary support and resources for success.

4. The Role of Psychological Safety

Doshi and McGregor highlight the importance of psychological safety in creating a high-performance culture. Psychological safety refers to the belief that one can take risks and express oneself without fear of negative consequences. When individuals feel psychologically safe, they are more likely to take risks, share ideas, and collaborate.

Leaders can foster psychological safety by creating an inclusive and supportive environment where individuals feel valued and respected. This can be achieved through open communication, active listening, and encouraging diverse perspectives. By promoting psychological safety, leaders can unlock the full potential of their teams and drive high performance.

5. The Impact of Purposeful Leadership

Doshi and McGregor argue that purposeful leadership is essential for creating a high-performance culture. Purposeful leaders inspire and motivate their teams by connecting their work to a larger purpose or mission. They provide clarity and direction, and ensure that individuals understand how their work contributes to the overall goals of the organization.

Leaders can become more purposeful by clearly articulating the organization's mission and values, and consistently reinforcing them in their actions and decisions. By aligning individual goals with the larger purpose, leaders can create a sense of meaning and fulfillment, leading to increased motivation and performance.

6. The Importance of Feedback

Doshi and McGregor emphasize the role of feedback in driving performance. They argue that regular and constructive feedback is essential for individuals to learn, grow, and improve. Feedback provides individuals with information about their strengths and areas for development, and helps them understand how their actions impact others.

Leaders can provide effective feedback by being specific, timely, and actionable. They should focus on behaviors and outcomes, rather than personal characteristics. Additionally, leaders should create a culture that encourages feedback and learning, where individuals feel comfortable giving and receiving feedback.

7. The Need for Individualization

Doshi and McGregor highlight the importance of individualizing motivation strategies. They argue that what motivates one person may not necessarily motivate another, and that leaders need to understand the unique needs and preferences of their team members.

Leaders can individualize motivation by getting to know their team members on a personal level, and understanding their values, interests, and aspirations. By tailoring rewards, recognition, and development opportunities to individual preferences, leaders can increase motivation and engagement.

8. The Role of Rituals and Routines

Doshi and McGregor discuss the power of rituals and routines in shaping behavior and driving performance. They argue that rituals and routines create a sense of stability and predictability, which in turn reduces cognitive load and frees up mental energy for more important tasks.

Leaders can leverage rituals and routines by establishing consistent and structured processes. This can include regular team meetings, daily check-ins, or weekly progress updates. By creating a rhythm and structure, leaders can enhance productivity and performance.