Mastery as mentioned by Daniel Pink in his book Drive is asymptotic and hence it is never possible in an entire lifetime to attain full MASTERY on any subject or topic.
Great Leaders realize this truth about mastery and hence always adopt a mindset of a student to learn by the day as opposed to being a MASTER.
Hence all GREAT LEADERS consider themselves as STUDENTS and NOT teachers.
For left brain , dreary , routine bound work ideally Carrot and Stick based motivation has been historically used to drive results..
IF-THEN awards for giving the necessary behavior and punishment by prohibiting non compliance has been very successful in the age of industrial revolution.
Now that we know that in the modern age of creativity and innovation , “Right Brain” work needs to be stimulated by means of intrinsic motivational techniques.The primary focus of such a technique is autonomy , mastery and a sense of purpose.
Daniel Pink in his book Drive has gone a step further and mentioned that Motivation 3.0 can be applied to routine bound work as well by being transparent about the kind of work , the end goal that is desired and preferably shifting from IF-THEN to NOW-THAT rewards with sufficient in person praise and feedback.
B Corporation is a designation that requires companies to amend their bylaws so that the incentives favor long term value and social impact instead of short term economic gain.
The creation of such a corporation bears ample testimony to the fact that modern day human beings are driven by intrinsic motivation rather than extrinsic short term rewards.
Daniel Pink makes a mention of the same in his book Drive
For more details on B Corporation please refer to the following link from Wikipedia..
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:
Adopted from Daniel Pink’s book Drive
The software company Atlassian injects a BURST of AUTONOMY into its workplace by setting aside a day each quarter when employees can work on any project they choose , however they want with whomever they like.
This is a masterclass in explaining how intrinsic motivation can help encourage innovation and creativity in modern day workplaces.
This concept can be extended to schools as well as explained by Daniel Pink in his book Drive
This test essentially asks the following three questions that each teacher should ask oneself to ensure they are effectively nurturing the creative buds in students:
Adopted from Daniel Pink’s 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:
Adopted from Daniel Pink’s book Drive
By Twenty percent of time on Training Wheels , Daniel Pink in his book Drive means that companies like Google , Atlassian in the modern age of innovation and creativity encourage their employees to devote 20% of their total time to do something of their own in order to create a shippable product.
This is the result because of which Google gave birth to Gmail and Google News and is regarded as a pre-requisite in the modern age of Motivation 3.0 where autonomy is a key ingredient to nurture mastery in modern day knowledge workers.
Adopted from Daniel Pink’s book Drive
Type I behavior or Intrinsically motivated behavior is about long term Oxytocin driven fulfillment.
People who are intrinsically motivated think beyond short term addictive rewards , beyond the addictive shot of DOPAMINE to think about long term benefits to derive fulfillment.
Hence as opposed to extrinsic motivation , Type I behavior based on intrinsic motivation is about long term and hence relates to greater physical and mental well being as against depression and anxiety so common when motivation is due to extrinsic rewards
Adopted from Daniel Pink’s book Drive
Motivation 2.0 a term coined by Daniel Pink in his book Drive is another name for Carrot and Stick or Reward/Punish way of motivating people to get results when the work is dreary , boring and mundane.
Since in the modern day of creative and innovative work we need to move towards intrinsic motivation as the basis for motivational techniques for e.g. Motivation 3.0 hence Daniel Pink provides the following 3 options to be incorporated in any mundane work to get results while still being focused on Motivation 3.0 related principles.
These 3 options to make routine bound work interesting are:
Adopted from Daniel Pink’s book Drive