ASTD Puget Sound Welcomes The Carrot Culture Group's Andrea Gappmayer

November 12, 2009, 5pm to 8pm at the Hotel Monaco in downtown Seattle.

Science continues to unveil startling new evidence about the human potential—DNA can be analyzed, and brain chemistry precisely monitored. Yet, while bombarded with studies culling the intricacies of biological investigations, the most powerful aspect of human performance seems to elude the magnification of the microscope.

What aren't we seeing? We're not seeing the impact recognition plays on human performance—the accolades or appreciation offered between two or more humans for achievements, efforts, attitudes or attributes.

Can the results of recognition be measured?

What happened the first time someone told Jesse Owens he was fast? What happened the first, second or third time someone told Seinfeld he was funny? When someone recognized your achievement, effort, attitude or attribute, what happened? Human acceleration happened—instantly. When someone gets positively recognized, they repeat the behavior—faster, more consistently and with a greater sense of commitment—that's what happens.

So, what happens November 12 when ASTD Puget Sound welcomes The Carrot Culture Group (regarded as the leading authorities on workplace recognition) to Seattle?

Join Andrea Gappmayer, renowned Carrot Culture speaker and trainer, as she shares startling new global research released in The Carrot Principle, 2nd Edition .

“This is powerful data,” says Gappmayer. “The new global research proves that recognition accelerates human performance to a level beyond comparison in every culture studied—the impact has no boundaries. Not only do humans at every stage in life respond similarly to recognition when it's directed specifically toward their actions, achievements, efforts or attributes, but they also respond favorably to witnessing their peers receive recognition—they want to emulate the person being recognized. It's really a major discovery. The intention was to discern more about workplace performance -- succeeding in the ‘rat race' -- but we ended up with data that explains the human race.”

Who is The Carrot Culture Group?

The Carrot Culture Group is the leading provider of recognition and engagement training solutions, and a division of the world's largest appreciation company, O.C. Tanner.  Using research, case methodology and easy-to-use web-based interaction, Carrot programs have become the preference of some of the world's most respected companies like PepsiCo, Aflac, KPMG and Boeing.

But, where does all this Carrot-lingo come from? When did recognition become a measurable business best practice?

“Over a 10-year time period, more than 200,000 managers and employees were surveyed,” says Gappmayer. “The results of that research were so mind-blowing that Adrian Gostick and Chester Elton wrote a book about it— The Carrot Principle . The Carrot Culture Group grew out of a garden of data.”

So, what is some of the mind-blowing data?

“When survey participants were asked the question ‘My organization recognizes excellence,' the organizations that scored in the lowest 25% had an average Return on Equity of 2.4 percent, whereas those that scored in the top fourth had an average Return on Equity of 8.7 percent,” says Gappmayer. “In other words, companies that most effectively practice recognition enjoy a return that is more than triple the return of those that do so the worst.”

Obviously, this is just a small portion of that study, conducted by The Jackson Organization—and now published in the New York Times and Wall Street Journal bestseller, The Carrot Principle.

“That's just in the U.S. and Canada,” adds Gappmayer. “And, although it's one of the largest workplace studies ever, it wasn't enough for Adrian and Chester. That's why they commissioned Towers Perrin to do the global research—and those results are even more astounding, because it proves that recognition is a human performance accelerator more than just a cultural performance accelerator.”

Since releasing The Carrot Principle , authors Adrian Gostick and Chester Elton have appeared all over the media—NBC's Today Show, CNN, and on 60 Minutes.

“We're not just authors,we train managers how to appreciate great work,” adds Adrian Gostick. “That's really our passion. We're researchers, trainers, speakers, and Andrea Gappmayer is an entertainer. She does this cool bit where she juggles flaming cupcakes while riding a unicycle. Ask her to try it when she joins you at ASTD.”

Yes, they're speakers, teachers, trainers…but they're also quite witty. Carrot keynote speeches and training programs have built quite a reputation for entertainment value—with flying plush carrots, interactive learning style, oodles of humor and plenty of orange attire (not necessarily what the Carrot crew is looking for when they ask, “What's your management style?”).

Offerings from The Carrot Culture Group include tools for managers, case studies, online training programs, webinars, recognition training programs and certifications, onboarding training programs and certifications, and numerous information products, including the books The Carrot Principle, The Invisible Employee, and A Carrot A Day . Witty, fun, entertaining, and highly educational, The Carrot Culture Group is serious about giving managers all the tools they need to accelerate performance, and having a good time in the process.

“We'll have fun,” says Gappmayer, referring to her visit with ASTD Puget Sound on November 12th. “It's the data that should be taken seriously. Interestingly enough, although workplace cultures, norms and expectations differ immensely across the globe, the impact recognition plays on human performance remains nearly parallel. Recognition worldwide is just as much an accelerator globally as it is in the United States and Canada. It drives behaviors that are linked to employee engagement, motivation, commitment, trust, accountability, and the list continues.”

Will it work for your company? When will recognition accelerate your performance?

Purpose-based recognition has been proven to accelerate performance, engage employees, reduce turnover and boost productivity. Research reveals that recognition is most effective when it meets 5 certain criteria points. It must be Positive, Immediate, Close, Specific and Shared.

1. Positive: Remembering a negative behavior and speaking about how much better a person has become is not positive. The recognition must only detail the positive.

2. Immediate: The closer the recognition to the actual performance the better. It shows that you notice now, and pay attention to the present.

3. Close: Recognition is best presented in a person's natural environment of the performance being recognized (at home, school, or in the office) among peers.

4. Specific: Recognizing specific behaviors that reinforce key values, goals, or even interests will have the greatest impact on initiating repeat behaviors.

5. Shared: Often, recognition comes from the top down. However, recognition that means the most often comes from peers who best understand the circumstances surrounding the person's performance.

Want to learn more? You will. Join us November 12, 2009, 5pm to 8pm for key note presentation by Andrea Gappmayer, The Carrot Culture Group.

Appetizers and wine will be served.

Hotel Monaco, 1101 4 th Avenue, Seattle WA 98101

Valet parking available or park at the Seattle Public Library across the street.

Let us know you're coming!

$35 for members/ $45 for non members.

Register now!