THNK

<p style="background: white;">&nbsp;</p><p>Our idea is to reset corporate America’s thought process on how to motivate employees and drive engagement.</p><p>In years of working with CEOs we’ve discovered something interesting.&nbsp; When we discuss the behaviors in their companies, they can always identify a handful of great employees.&nbsp; These employees are motivated and fully engaged.&nbsp; That never surprises us.&nbsp;</p><p>What does surprise us is that these same CEOs can just as easily identify a handful of employees who don’t perform as they should and who seem to hold the company back.&nbsp;</p><p>The issue is behavior.&nbsp; Behavior is all you get.&nbsp; A popular concept in business books, and in many corporations, is that core values drive behavior.&nbsp; It’s a formula: you define your corporate values; then hire people who share those values; as a result you’ll get behaviors consistent with those values.&nbsp; It’s a nice idea.&nbsp; But it fails in the face of 50 years of psychological research.&nbsp; The research shows conclusively that values don’t drive behavior.&nbsp; Social context drives behavior.</p><p>THNK has pulled together over 150 years of leadership experience, along with the most enlightening psychological studies on behavior, to develop a structured methodology that is easy to implement and sustainable.&nbsp;&nbsp; Focusing attention and ultimately demanding behavior that drives improved results while simultaneously eliminating behaviors that negate performance will deliver exceptional results.</p><p>Managing behaviors starts with doing the hard work of defining the behaviors you want. We use identity and meaning consistent with their values to motivate the employee’s behavior. And finally, defining and executing the leadership behaviors that deliver the desired employee behavior. Behavior, motivation and leadership are tightly bound. This innovative approach calls for a deeper and more professional role for HR. HR takes complete ownership of staffing decisions including the careful work of constructing jobs that cause the employee to be self-motivated.</p><p>This result: all employees being highly motivated and fully engaged, who will stay longer and deliver great service to customers.</p><p>Now we can confidently ask CEOs, “Wouldn’t it be fun to lead nothing but great employees?”</p><p>&nbsp;</p><p>&nbsp;</p>