Daniel Pink is the author of “Drive,” a new book about motivation. He brought his core message to the Catalyst crowd.<\/p>
Money is a motivator, he admits, but it is limited. (You can’t pay someone unfairly. But once you pay people enough, you don’t get additional satisfaction or motivation. The application: Pay them enough to take the issue of fairness off the table.) You need to provide three other motivations to bring out the best efforts in people.<\/p>
1. Autonomy. “Management is a technology” (Gary Hamel) \u2013 organizing for productivity. Managemeht leads to compliance. But we don’t want compliance anymore. We want ENGAGEMENT. And management doesn’t lead to what we want them to do.<\/p>
People perform better when they know they have some freedom of their time, technique, team, and task.<\/p>
2. Mastery. Desire to get better at stuff. An inherent desire. Single most motivating thing is “making progress.” The only way to measure that is feedback. How am I doing? That’s not neediness, that’s seeking immediate feedback. DIY feedback (do it yourself). Effective teams do this themselves. What’s going well; what’s not.<\/p>
3. Purpose. Profit motive is insufficient. When profit motive is unhitched from purpose motive, bad things happen. Marry the two, good things happen.<\/p>
“Carrots and sticks are so last century. For 21st century work, we need to upgrade to autonomy, mastery, and purpose.”<\/p>","protected":false},"excerpt":{"rendered":"