Pile On Motivation

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Category: Leadership

  • Do you WANT to FOSTER CREATIVITY yet STUCK up in a FACTORY ENVIRONMENT?Time to ADOPT the RIGHT MOTIVATION model..

    The following self help and motivational insight has been adopted from Daniel Pink’s book Drive..

    Motivation 2.0 or the Carrot and Stick motivation method believed in providing extrinsic rewards for maximizing profit.

    In short the rationale was , give rewards for producing expected behavior and adhering to compliance standards.

    Whereas the modern day knowledge worker age motivational skills is based on intrinsic motivation wherein a sense of autonomy , mastery and sense of purpose inspires the knowledge worker to come up with more creative and innovative work.

    Hence Motivation 3.0 is all about Purpose Maximization.

  • INTRINSIC MOTIVATION for WORKPLACE CREATIVITY.

    Daniel Pink in his best selling book Drive mentions the fact that intrinsic motivation can act as a catalyst to foster creativity at the workplace.

    The following 4 ways mentioned by Daniel Pink in his book Drive explain us how to offer praise in order to ensure that intrinsic motivation based behavior is triggered to encourage creativity and innovation at workplaces:

    1. Praise EFFORT , STRATEGY and NOT INTELLIGENCE

    2. Make PRAISE SPECIFIC

    3. PRAISE in PRIVATE

    4. Offer PRAISE only when there is a GOOD REASON for it

  • Have you UPGRADED your HUMAN MOTIVATIONAL SYSTEM in your ORGANIZATION?Know the differences between 2.0 and 3.0..

    Another lesson on self help , motivation based on insights shared by Daniel Pink and Simon Sinek.

    Motivation 2.0 is a term coined by Daniel Pink in his book Drive to explain the Carrot and Stick motivational methods prevalent in the Industrial Age.

    This method works best for routine , dreary , boring work that seeks compliance.

    Whereas Motivation 3.0 is the new age motivational technique that focuses on intrinsic motivation to provided more autonomy to the worker in order to help him unleash his mastery upon communication of the overarching sense of purpose.

    This autonomy is the pre-requisite to get done creative and innovative work which is becoming the necessary pre-requisite for modern day innovation based organizations.

    The following quote of Simon Sinek endorses this very explanation of Daniel Pink:

    “When we tell people to do their jobs , we get WORKERS.When we TRUST people to get the job done , we get LEADERS.”

  • What is the BIGGEST LESSON the WRIGHT BROTHERS taught the ENTIRE WORLD?

    Adopted from the following great insight shared by Simon Sinek from his book Start With Why

    Wright Brothers as we all know invented the first airplane.

    But if we look book at history we can find that Samuel Langley was more equipped than the Wright Brothers , yet could not achieve what the Wright Brothers did.

    Langley had a passion for aeronautics and knew WHAT he needed to do.He did not have a CAUSE to champion and more than anything else fame , earning money was his driving motivation.There was no clear sense of WHY.

    Contrast this with the Wright Brothers , they clearly knew WHY it was important to build the plane.Not a single person working with the Wright Brothers had college education.

    They imagined the benefits to everyone else if they were successful , they had the clear sense of WHY.Rest as they say is history.

  • Are you having TROUBLE trying to ARTICULATE your ORGANIZATION’S VISION and MISSION statements?This would HUGELY HELP..

    Adopted from the following great insight shared by Simon Sinek from his book Start With Why

    The VISION Statement is the PUBLIC statement of the founder’s intent , WHY the company exists.

    It is like the VISION of the future which does not exist now.

    The MISSION statement is the description of the route or guiding principles , HOW the company intends to create the future.

    In all iconic organizations be it Apple , SouthWest Airlines , CostCo there is a clear difference between these two statements on the basis of WHY and HOW respectively.

  • Are you BLINDLY trying to COPY a BUSINESS MODEL?Learn from this CASE STUDY about PITFALLS..

    Adopted from the following great insight shared by Simon Sinek from his book Start With Why

    United had TED ,Delta launched SONG but both failed , WHY?

    In order to compete with the iconic brand SouthWest Airlines in the economy airline segment , United launced TED while Delta Airlines launched SONG.

    Both these brands failed.It is not because of WHAT they did it is because noone was convinced WHY the brands existed in the first place.

    SouthWest on the other because of their very clear and crisp messaging and communication of their WHY was able to have loyal customers unlike Delta and United.

    Without a clear sense of WHY in their messaging the customers had to judge TED and SONG solely on price or convenience.

    This the major reason both the brands failed.

  • WHY are CHARISMATIC LEADERS able to COMMAND CUSTOMER LOYALTY?

    Adopted from the following great insight shared by Simon Sinek

    We are all drawn to charismatic great leaders and organizations who are good at communicating what they believe.

    Their ability to make us feel we belong , feel safe and not alone is part of what gives them the ability to inspire us.

    These are leaders who have the ability to draw us close to them in order to command our loyalty.

    This results in us feeling a strong sense of BOND with these leaders and organizations.

  • Do you WANT to CREATE an ENVIRONMENT based on INTRINSIC MOTIVATION?Adopt these THREE PRINCIPLES..

    Adopted from the following great insight shared by Daniel Pink from the book Drive

    The key ingredients of a Type I driven intrinsically motivated approach to stimulate creativity and innovation in the modern day of the knowledge worker are as follows:

    1. Create an environment that makes people feel good about participating

    2. Give users requisite autonomy

    3. Keep the system as open as possible

  • Is your REWARD and RECOGNITION system SOLELY based on EXTRINSIC REWARDS?Time to REVAMP the SYSTEM..

    Adopted from the following great insight shared Daniel Pink from the book Drive

    “IF-THEN extrinsic rewards have the sole purpose of short term benefits by stimulating desired behavior or compliance for doing routine bound , dreary tasks.Upon realization that an environment is not suited for IF-THEN rewards , extrinsic rewards should be made unexpected and offered only when the task is complete.In other words , where IF-THEN awards are a mistake , shift to NOW-THAT rewards”

  • BUREAUCRATIC WORK CULTURE turning OFF your EMPLOYEES?This will GUIDE you on the POSSIBLE CAUSE..

    Adopted from the following great insight shared by Jim Collins from the book Good to Great

    “Bureaucratic cultures arise to compensate for incompetence and lack of discipline which arise from having the wrong people on the bus in the first place.If the wrong people are taken off the bus and right people are put on the bus , there is no need of worrying about bureaucracy.”