The following self help and motivational insight adopted from Daniel Pink’s book Drive talks about the need of these 3 factors to energise and motivate employees..
“Human beings have an innate inner drive to be autonomous, self-determined, and connected to one another. And when that drive is liberated, people achieve more and live richer lives.”
The following self help and motivational insight has been adopted from Daniel Pink’s book Drive
“We are moving from an economy and a society built on the logical, linear, computerlike capabilities of the Information Age to an economy and a society built on the inventive, empathic, big-picture capabilities of what’s rising in its place, the Conceptual Age.”
The following self help and motivational insight has been adopted from Daniel Pink’s book Drive
“People can have two different mindsets.Those with a “fixed mindset”believe that their talents and abilities are carved in stone. Those with a “growth mindset” believe that their talents and abilities can be developed. Fixed mindsets see every encounter as a test of their worthiness. Growth mindsets see the same encounters as opportunities to improve.”
The following self help and motivational insight has been adopted from Daniel Pink’s book Drive
“Human beings have an innate inner drive to be autonomous, self-determined, and connected to one another. And when that drive is liberated, people achieve more and live richer lives.”
The following self help and motivational insight has been adopted from Daniel Pink’s book To Sell is Human
“The “first step in salesmanship” was “autosuggestion,” “the principle through which the salesman saturates his own mind with belief in the commodity or service offered for sale, as well as in his own ability to sell.”
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.
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
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.”
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
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”