The self determination theory (SDT) as mentioned by Daniel Pink in his book Drive, states that for human beings to be INTRINSICALLY MOTIVATED the following three psychological needs have to be met at a bare minimum..
Sense of AUTONOMY is what we do
Gaining of COMPETENCE in the work we do
Feeling of RELATEDNESS with each other since human beings inherently crave for human bonds
Thus be it a employee, employer or leader the sense of intrinsic motivation which is so necessary for unleashing creativity can only be triggered when all these 3 psychological needs are met.
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 Daniel Pink from the book Drive
“IF-THEN extrinsic rewardshave 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”
Motivation 3.0 is a term coined by Daniel Pink in his book Drive to highlight the new human operating system prevalent in modern day businesses based on creativity , innovation..This hinges around intrinsic motivation and the following three notable components..
Autonomy: the urge to direct our own lives.
Mastery: the desire to get better and better at something that matters.
Purpose: the yearning to do what we do in the service of something larger than ourselves.
These are the building blocks of an entirely new operating system for our businesses.