Pile On Motivation

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Tag: Daniel Pink

  • THREE MUST READ Books

    THREE MUST READ Books

    Daily writing prompt
    List three books that have had an impact on you. Why?
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    The three must read books recommended by me have been listed below. Rest assured these will change your life for good.

    1. The Infinite Game by Simon Sinek – Educates us as to why life and business both are infinite games. Enlightens us on the merits of adopting an infinite mindset for leading a fulfilling life.
    2. So Good They Can’t Ignore You by Cal Newport – Masterclass that highlights the merit of Craftsman Mindset. Educates us how Deliberate practice and mastery in a sought after skill can make us remarkable
    3. A Whole New Mind by Daniel Pink – Illuminates us on the need to build right brain skills to survive and make it big in the conceptual age.

    Finally leaving you with three of my most favorite websites.

    My THREE favorite WEBSITES
  • My THREE favorite WEBSITES

    My THREE favorite WEBSITES

    My three favorite websites, needlessly to say, focus around motivation and inspiration.

    These three websites belong to THREE iconic personalities, I personally admire a lot.

    1.Best selling author of many books including The Infinite Game – https://simonsinek.com/

    2. Best selling author of many books including The Power of Regret – https://www.danpink.com/

    3. Carmine Gallo – Communication guru https://www.carminegallo.com/

  • Which is that ONE CHARACTER TRAIT that DEFINES GREAT SALESPERSON?This is it..

    The following self help and motivational insight has been adopted from Daniel Pink’s book To Sell is Human

    “As some have noted, introverts are “geared to inspect,” while extraverts are “geared to respond.”Selling of any sort whether traditional sales or non-sales selling requires a delicate balance of inspecting and responding. Ambiverts can find that balance. They know when to speak up and when to shut up.”

  • 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.”

  • 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”

  • Are you good at ANALYSIS yet NOT able to GRAB the BIG PICTURE?This is where you should FOCUS ON..

    Adopted from the following great insight shared by Daniel Pink from the book A Whole New Mind

    1) Left Brain for number crunching vs Right Brain for getting the big picture

    2) From Industrial Age till Information Age need of the hour was L(Left Brain) Directed thinking.

    3) In the modern Conceptual Age , in the age of abundance , R(Right Brain) Directed Thinking would rule.

  • Have you made the MISTAKE of using EXTRINSIC REWARDS to stimulate INTRINSIC MOTIVATION?This is why you still have a CHANCE..

    Adopted from the following great insight shared by 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.