Motivation - lightening talk
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A lightening talk summarising the main points of Dan Pink's book Drive.
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Motivation - lightening talk
- 2. #TwitterSummary Carrots & sticks are so last century. Drive says for 21st century work, we need an upgrade to autonomy, mastery & purpose
- 3. Human Nature - Motivation 1.0 Human beings have a biological drive. A drive to satisfy their hunger, thirst and propensity to procreate.
- 4. Carrots and Sticks - Motivation 2.0 We all respond to rewards and punishments Seven Deadly Flaws: 1. Extinguish Intrinsic Motivation 2. Diminish Performance 3. Crush Creativity 4. Reduce Good Behaviour 5. Encourage Cheating and Unethical Behaviour 6. Becomes Addictive
- 5. -Mark Twain Work consists of whatever a body is OBLIGED to do and Play consists of whatever a body IS NOT OBLIGED to do
- 9. Intrinsic Motivation - Motivation 3.0 Autonomy - desire to direct our own lives Mastery - the urge to get better and better at something Purpose - the yearning to do what we do in the service of something larger than ourselves This motivation drive in employees isn’t generally harnessed by companies.
- 10. What Science knows, and what Business does...
- 11. Companies on Motivation 3.0 Companies can offer employees autonomy and a chance to attain mastery in several ways: ● Wednesday Learning Time ● Hackathon Days ● Results-only work environments (ROWE) Companies with a purpose ● TOMS donates shoes to children in developing countries ○ Is it a charity funding itself by selling shoes?
- 12. Do more companies need to change?
- 13. Recommended Reading ● Drive: The Surprising Truth About What Motivates Us, by Dan Pink ● Smart Change, by Art Markman ● Working Identity, by Herminia Ibarra ● Eat Move Sleep, by Tom Rath ● The Element: How Finding Your Passion Changes Everything, by Ken Robinson
Editor's Notes
- I want to share some ideas about what i’ve been reading recently Drive, The Surprising truth about what motivate us, dan pink Show of Hands who has read the book.
- I will have to familiarise you with the terminology Dan uses: Upgrade - he uses an analogy of an operating system for the motivational drives installed on people
- At the heart of Motivation 2.0 are two simple ideas Reward an activity and you’ll get more of it - Punish an activity and you’ll get less of it
- Functional Fixedness Simplify the problem and display the box and the pins as 2 separate problems and it becomes a problem ‘more suitable’ to motivation 2.0
- Rewards in motivation 2.0 make people perform worse
- Back to marcus example
- Built upon your Intrinsic Motivations People need to be autonomous and self directed: Task, Time, Team, Technique Mastery begins with Flow - optimal experiences when the challenges we face are perfectly matched to our current abilities and extend us ‘just enough’ Mastery is a mindset; see your abilities as infinitely improvable, it demands effort grit and practice Is an asymptote, impossible to realize, frustrating and alluring
- Sky do this Atlassian is another great example Thinking back to Motivation 2.0 Why is OpenSource so successful - because it depends upon intrinsic motivations A survey of developers contributing to open source said “I do it because of how creative i feel while working on the projects” “Always finding flow; the fun of mastering the challenge of a given software problem” “The desire to give a gift back to the programming community”
- How and in what way? Have I been able to persuade you about the gap between what science knows and what business does? Edward deci - problems with puzzles - paying on group for the puzzle and not paying the other - leaving the room and monitoring what people were spending there time on Day 1 v Day 2 v Day 3 The distinction between routine and non-routine work. How much of your work is non routine?