If an associate performs well we should reward them materially. If an associate performs badly, we should discipline them. Right?
Study after study has shown us that more material reward does not lead to better performance. In fact, it has been shown to reduce productivity.
This dynamic talk contradicts 150 years of accepted business motivational theory by throwing out the old, 'carrot or stick' approach in favour of situational, strengths-based approach to motivation.
If we autonomously engage our employees in challenging, stimulating tasks - appropriate to their strengths - we can motivate them to strive for excellence previously not seen.