ABSTRACT
In the early days of psychological research, when blackberries and apples were still just fruits, psychologists sought reasonable explanations for why humans behave the way the people do. In high-stakes situations, the people see a gap between what science knows and what business leaders do. Research demonstrates that giving people what the author call “growth goals” helps them develop competence and acquire skills, which boosts motivation. Top performers have always been motivated to learn, but recent advancements have caused many to understand they also need to “reskill.” Humanistic psychologist Carl Rogers focused his work on what he considered an innate motivation to become our best selves. While many earlier researchers grappled with the roles innate characteristics and environmental conditions play in personality formation, Rogers saw a significant gap remaining. Heretofore, neither theorists nor leaders themselves have understood the importance of setting disruptive expectations for individuals and groups.
