Pile On Motivation

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Tag: Daniel Pink

  • “Cause Blindness” is an essential outcome of Motivation 2.0

    Cause Blindness is a term coined by Simon Sinek in his book the Infinite Game to mention about the situation when we are obsessed with our own CAUSE or wrongness in someone else’s CAUSE without being open to feedback.

    Such a mindset is an outcome of an environment wherein performance is given maximum importance at the expense of trust.Such an unhealthy factory model environment encourages unethical behavior , short term mindset and narrow mindedness.

    Hence when intrinsic motivation is made part of an environment driven by Motivation 3.0 as mentioned by Daniel Pink in his book drive , such kind of mindset can be suppressed.Providing autonomy , encouraging mastery and making realize a PURPOSE would encourage an TRUSTING environment which is needed to encourage innovation and creativity.

  • This is a very harmful byproduct of Motivation 2.0

    Motivation 2.0 , a term coined by Daniel Pink in his book Drive , based on Carrot and Stick motivational technique has had its origin right from the age of Industrial revolution and worked wonders.

    The rationale behind this model was : “Reward good behavior and compliance to produce more of the same.Punish undesirable behavior and non-compliance to ensure compliance.”

    This risk-reward kind of a mindset has very harmful side effects.People in the mad rush of being compliant become short term oriented , have a narrow focus and start concealing facts to indulge in unethical behavior.

    “Ethical Fading” is a term coined by Simon Sinek in his book Infinite Game to mention the unethical short sighted behavior that individuals resort to in order to meet short term performance targets.This is the situation that results when people are pitted against each other.

    Thus the need of a new motivational model in the modern day of the knowledge worker

  • Motivation 2.0 focuses on IQ

    Motivation 2.0 a term coined by Daniel Pink in his book Drive stands for “Carrot and Stick” method of motivation of human beings so successful in the Industrial Age.

    This method of motivation focuses on extrinsic rewards and promotes performance.Hence this kind of a reward system encourages those with high IQ but does not encourage any form of EQ.

    Hence this model is a misfit in the modern age of a knowledge worker.

  • Understanding about ROWE

    ROWE stands for Results Only Work Environment a human resource management concept created by Jody Thompson and Cali Ressler wherein employees are paid for results(output) rather than number of hours worked.

    This concept is becoming more and more popular in the modern day of the knowledge and finds a mention in Daniel Pink’s book Drive.

    For more details on ROWE along with origin , pros and cons please refer to the following Wikipedia link:

    https://en.wikipedia.org/wiki/ROWE

  • The Infinite game needs more “Type I” players

    Simon Sinek’s book The Infinite Game talks about business and life as both Infinite Games where the rules are not defined , the players are unknown and the time is unlimited.

    In both business as well as life , there is nothing like “Winning” or “Losing”.There is only “Ahead” or “Behind”.

    Needlessly to say players in an infinite game need to think of the long term and need to possess an infinite mindset.

    Daniel Pink in his book Drive categorizes such people who are intrinsically motivated towards a JUST CAUSE as “Type I” or intrinsically motivated personalities.Being intrinsically motivated makes these people use autonomy and mastery to work towards a vision or a JUST CAUSE rather than working for money i.e. short term winning.

    Hence the infinite game of life needs adoption of a mindset similar to that of “Type I” personalities.

  • How Motivational Themes have evolved over time

    To stimulate desired behavior in human , motivation is a key need.

    Right from the caveman times to the modern age of drones , motivation has existed but evolved over ages.

    During caveman times , the primary ask was to save lives from other stronger and deadly wild creatures.The Motivation 1.0 model was stimulated by the need to be safe and survive the test of time.

    As human beings survived the test of time wherein other stronger species became extinct , came the need to improve our lives and standard of living.The Stone Age gave way to the Industrial Revolution wherein factories came into prominence.

    The factory model though very effective for quote some point of time resulted in monotony due to dreary , dull and repetitive work.Hence the Motivation 2.0 was all about seeking compliance by means of Reward and Punish motivational techniques.

    Now that we are in age of innovation and creativity more is need to use our Right Brain to innovate by the day.In such a context Motivation 3.0 has evolved which has “Intrinsic Motivation” at its very core.It goes by the assumption that self motivated people need autonomy and a sense of purpose to show their mastery so very needed in the modern day innovative work places.

    Adopted from Daniel Pink’s book Drive

  • Comparing Motivation 2.0 and Motivation 3.0

    In this post I have tried to arrive at a synergy based on concepts provided by Daniel Pink in his book Drive and the concepts mentioned by Simon Sinek in his book The Infinite Game.

    Motivation 2.0 or Carrot and Stick method of motivation was applicable in the era of Industrial Revolution based on finite mindset

    Whereas Motivation 3.0 is applicable in the modern day of the knowledge worker based on intrinsic motivation related principles.

    The table below outlines the most glaring differences and proves beyond doubt that Motivation 3.0 is adopted by infinite minded leaders in the infinite game of business.

    Motivation 2.0 Motivation 3.0
    Based on extrinsic motivation e.g Rewards Based on intrinsic motivation e.g. autonomy
    Short term oriented Long term oriented
    Result in Type X(extrinsic) personalities Results in long term mindset oriented Type I personalities
    Does not apply in the modern day infinite game Is the best technique for the infinite game
    Encourage narrow mindset , unethical behavior Encourage adopting infinite mindset and long term oriented mindset
    Inherently stressful Inherently oriented towards fulfillment
    Dopamine shot Stimulates flow of Oxytocin
    Common for mundane , routine bound and “Left brain” oriented work Most applicable to encourage creativity , innovation associated with “right brain” oriented work

  • Great leaders use these techniques to shower praise the right way

    The following subtle techniques are used by Great Leaders to shower praise to result in the most desired impact

    1. Praise effort and strategy and not intelligence
    2. Make praise specific
    3. Praise in private
    4. Offer praise only when there is a good reason for it

    Adopted from Daniel Pink’s book Drive

  • Great leaders practice these three things to Give Up Control

    Intrinsically motivated Type I leaders practice giving up control to give more autonomy to employees to unleash creativity and make innovation happen.

    These are the three techniques used by them to accomplish the same:

    1. Involve people in goal setting
    2. Use noncontrolling language
    3. Hold office hours and meet people face to face

    Adopted from Daniel Pink’s book Drive

  • Five essential components of “Mastery”

    The following are the five components of Mastery

    1. Deliberate Practice has one and only one objective – To improve performance
    2. Repeat , repeat and repeat and hone your skill by the day
    3. Seek constant and critical feedback
    4. Focus ruthlessly on where you need help – Seek help of others
    5. Prepare for the fact that the process to mastery would be mentally and physically exhausting

    Adopted from Daniel Pink’s book Drive