
In "Extraordinary Influence," psychologist Tim Irwin reveals how affirmation - not criticism - transforms performance. Neuroscience confirms: public praise activates our brains differently than compliments. Fortune 500 leaders embrace this counterintuitive approach: criticize privately, affirm publicly, and watch potential explode.
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Imagine vacationing in Portugal, eating disappointing packed meals from a blue suitcase, only to discover on your final day that your hotel rate included access to a magnificent dining room all along. This powerful metaphor captures why so many organizations settle for mediocrity when excellence is available. According to Gallup research, a staggering 67% of workers are disengaged, with 17.2% "actively disengaged." Two-thirds of the workforce essentially views their jobs as merely "a penalty box between weekends." This creates what Tim Irwin calls "the conundrum" in Extraordinary Influence-how do we motivate people to perform at their best without resorting to negative consequences? Many leaders default to "Macho Management"-a controlling approach assuming workers are "lazy, irresponsible, lacking ambition." The language reveals the underlying assumptions: "hold his feet to the fire," "light a fire under her." But what if there's a better way? What if we could get people to "work with all their heart" through intrinsic motivation rather than external pressure? Recent brain science discoveries suggest there is-and it begins with understanding the transformative power of affirmation. When we speak words that strengthen another's core identity rather than diminish it, we unlock their potential in ways criticism never could.
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