Skip to main content

Home/ Cognitive Interfund Transfer/ Group items tagged pink

Rss Feed Group items tagged

Bradford Saron

Reverse Instruction: Dan Pink and Karl's "Fisch Flip" | Connected Principals - 0 views

  •  
    Here's another article on the Pink/Kisch Instructional Flip technique. Interesting reading. 
Bradford Saron

Daniel Pink's Think Tank: Flip-thinking - the new buzz word sweeping the US - Telegraph - 1 views

  •  
    Note that this article is written by Daniel Pink, the author of A Whole New Mind and Drive. 
Bradford Saron

19 Top Ideas for Education in Drive by Daniel Pink | Connected Principals - 3 views

  •  
    Great post reviewing Dan Pink's book, Drive. 
Mike Beighley

Does giving teachers bonuses improve student performance? | Daniel Pink - 2 views

  •  
    this is a good article on pay for performance
  • ...2 more comments...
  •  
    This is a good article on pay for performance
  •  
    Pay for teacher performance article by Daniel Pink
  •  
    Pay for performance
  •  
    This is a great article on par for performance.
Bradford Saron

Pencil as Power Tool | Daniel Pink - 1 views

  •  
    For all of you visual learners out there.
Bradford Saron

Why you should come up with at least 1 bad idea today | Daniel Pink - 0 views

  •  
    I am really good at doing this. 
Kelly Burhop

Daniel Pink | NYT and WSJ Bestselling Author of Drive - 0 views

  •  
    pay for performance information
Bradford Saron

Why progress matters: 6 questions for Harvard's Teresa Amabile | Daniel Pink - 0 views

  • We were pretty shocked to discover the dominant effect of negative events on inner work life – people’s mostly-hidden emotions, perceptions, and motivations at work. Setbacks have a negative effect on inner work life that’s 2-3 times stronger than the positive effect of progress. When we checked into whether other researchers had found something similar, we learned that it’s a general psychological effect; “bad is stronger than good.” The reason could be evolutionary. Maybe we pay more attention to negatives, and are more affected by them, out of self-preservation. So – because positive inner work life is so important for top performance, leaders should do whatever they can to root out negative forces.
  • Religiously protect at least 20 minutes – and, ideally, much more – every day, to tackle something in the work that matters most to you. Hide in an empty conference room, if you have to, or sneak out in disguise to a nearby coffee shop. Then make note of any progress you made (even if it was a small win), and decide where to pick up again the next day. The progress, and the mini-celebration of simply noting it, can lift your inner work life.
  • Bosses can religiously protect at least 5 minutes, every day, to think about the progress and setbacks of their team, and what enabled or inhibited that progress. The daily review should end with a plan to do one thing, the following day, that’s most likely to facilitate progress – even if that progress is only a small win. I think this practice, if used widely, could make a real difference in organizational performance and employee inner work life. And good inner work life isn’t only a matter of employee retention or the bottom line. It’s a matter of human dignity.  
  •  
    Love the forward tilt of this book. 
1 - 10 of 10
Showing 20 items per page