Progression works with leaders and teams going through sustained change. Since 2022 we've worked with more than 1,000 people across Australia.
Progression is named partly after The Progress Principle, by Teresa Amabile and Steven Kramer. Their research found that, of everything that shapes how people feel at work day to day, making progress on meaningful work matters most. That idea is still at the centre of what we do.
Sustained change can drift good teams from motivated to meh. It happens slowly, and it's rarely about one person.
One study that followed employees over time found that, under ongoing demands, people tended to shift from seeing their work as a challenge towards indifference over about a year, and few shifted back (Li, Taris & Peeters, 2022). It's one study, so we treat it as a strong signal rather than settled science. It also matches what leaders tell us.
We've also run our own analysis of the APS Employee Census, looking at which behaviours travel with high-performing teams. Add to that Amber's Master's research in neuroscience and business at UNE, on how managers judge technological change.
What tips a team is rarely the person. It's the conditions around them: progress people can see, influence people can use, and standards the team actually holds.
We work with the team and its leader together, and in our team programs we measure before and after, so you can see what moved.
Coaches and facilitators with backgrounds in neuroscience, psychology, business and HR, across Sydney, Melbourne and Adelaide.
Amber also writes and speaks as The Story Scientistâ„¢. The stories she works with aren't the ones you share around the campfire. They're the stories your team tells itself, and what it costs when nobody questions them.
Keynotes, research and the newsletter are at ambergladstone.com.au.
Visit ambergladstone.com.auTell us a little about your team and what's going on. We'll come back with a view and a possible next step.
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