Pile On Motivation

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Tag: Motivation 3.0

  • How to offer praise to trigger intrinsic motivation?

    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

    Adopted from Daniel Pink’s book Drive

  • Three Part “Type I” test applied to Homework

    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:

    1. Am I offering students the AUTONOMY over how and when they do the homework?
    2. Does the assignment promote MASTERY by offering a novel and engaging task?
    3. Do the students understand the PURPOSE of the ASSIGNMENT?

    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

  • Societies as computer operating systems

    Societies also have operating systems like computers.

    The laws , social customs , economic arrangements that we encounter each day sit on top of a layer of instructions , protocols about how the world works.

    And much of our societal operating systems consist of assumptions about human behavior.

    Adopted from Daniel Pink’s book Drive

  • What is common to both “Gmail” and “Google News”?

    Google is an example of an infinite minded company that gives its employees choice to do a project or initiative of their own at 20% of the entire year.

    These kind of infinite minded outlook is the need in the modern age of the knowledge worker and results in unleashing the creative juices of brilliant individuals.

    Needlessly to say it is these initiatives that eventually led to the invention of Gmail and Google News.

    Adopted from Daniel Pink’s book Drive

  • “Algorithmic” vs “Heuristic” Tasks & contrasting motivational needs

    Algorithmic tasks are those where we follow a set of instructions and reach a conclusion.

    Creativity and ad campaigns are mostly heuristic where the ask is to come up with something new.

    Whereas algorithmic tasks need “Left Brain” , heuristics need “Right Brain” orientation.

    Hence for algorithmic tasks , Motivation 2.0 or Reward and Punish can be a good enabler.

    Whereas for heuristics , autonomy , mastery and purpose part of intrinsic motivation and Motivation 3.0 acts as the catalyst.

    Adopted from Daniel Pink’s book Drive.

  • The common thread that binds “Firefox” , “Wikipedia” ,”Linux”

    All of “Firefox” , “Linux” , “Wikipedia” , “Apache” are open source platform where contributors freely collaborate and share their work with fellow enthusiasts with a JUST CAUSE in mind without expecting monetary benefits.

    This is a classical example of how “Intrinsic Motivation” in the modern age makes money , rewards and the Carrot and Stick motivational method irrelevant.

    Human bonds are natural to us as human beings and is the natural way our brain is oriented to arrive at fulfillment.

    All these iconic entities have set an example and are live use cases why Daniel Pink’s Motivation 3.0 operating system is here to stay and is the way forward.

    Adopted from Daniel Pink’s book Drive

  • What Atlassian’s “FedEx Day” teaches us?

    Atlassian’s FedEx Day program wherein the employee is allowed to try , experiment and present his/her own idea is a great example of nurturing intrinsic motivation in employees.

    This has been mentioned in more details by Daniel Pink in his book Drive.

    The following link aptly highlights the innovative program undertaken by Atlassian to nurture Motivation 3.0 in its employees.

    Source – ideachampions.com

    http://www.ideachampions.com/weblogs/archives/2011/12/atlassian_is_a.shtml

  • Conducting an “Autonomy Audit” to get the best out of people

    The best and most innovative organizations wherein a lot of stress is on doing “Right Brain” oriented work , giving more autonomy to the people goes a long way in intrinsically motivating the people.

    The essential questions that form part of an “Autonomy Audit” are as follows:

    1. How much AUTONOMY does an employee have over TASKS at WORK
    2. How much AUTONOMY does an employee have over TIME at WORK
    3. How much AUTONOMY does an employee have over his/her TEAM at WORK
    4. How much AUTONOMY does an employee have over TECHNIQUE at WORK.

    Adopted from Daniel Pink’s book Drive

  • Motivation 3.0 unleashes our natural abilities

    Motivation 3.0 the new age motivational operating system , a term coined by Daniel Pink in his book Drive is driven by nurturing intrinsic motivation in human beings.

    The new age motivational operating system focuses on engagement and learning goals as opposed to compliance and performance goals needed by the carrot and stick method adopted during the industrial age(Motivation 2.0)

    Human beings are inherently scared by compliance and this turns off our creative natural instinct.As a result adopting Motivation 3.0 principles in the modern day of the knowledge worker , where heuristics matter over banal algorithms , taking this route is sure to guarantee success.