Drive: The Surprising Truth About What Motivates Us

Drive: The Surprising Truth About What Motivates Us

This book Drive: The Surprising Truth About What Motivates Us by Daniel Pink is really one of those earth-shattering looks at what truly motivates us and how we can then use use that knowledge to not only work smarter,  but also to live better.

From my own experience in our buisness, and with working with leaders at quite a few Fortune 500 companies, there is still a deeply held belief that the best way to motivate ourselves and others, is with external rewards like money—the old “carrot and-stick approach.”

However Daniel Pink argues in this book that the secret to high performance and satisfaction—at work, at school, and at home—is not the carrot and stick approach, but rather the deeply human need to direct our own lives, to learn and create new things. and to do better by ourselves and our world.

In the book , the author examines  examines the three elements of true motivation—autonomy, mastery, and purpose—and then goes on to offer smart and surprising techniques for putting these into action.

Highlights from the Book:

  • Our Default Setting : As people, whether at home or at work our “default setting” is to be autonomous and self-directed. Unfortunately, circumstances—including outdated notions of management”—often conspire to change that default setting.
  • What your Employees Need : Your employees need need autonomy over task (what they do), time (when they do it), team (who they do it with), and technique (how they do it).
  • Performance : From my own experience , the Companies that offer autonomy, sometimes in radical doses, are outperforming their competitors.
  • Give Your Employees Autonomy: You can give people autonomy over how they do their work. Lots of companies believe that they need to tightly control the environments where their employees work . You don’t need to have a environment where employees have to resort to thick rule books and binders in order to complete daily tasks. What would happen if you did not run your company this way?  Try to be like Tony Hseih from Zappos, and give your employees the the autonomy to handle problems and crisis the way they wanted, , as long as they had the customer in mind while doing it?

Further Reading:

  1. Dan Pink’s TED talk, The Puzzle of Motivation, an excerpt from Drive.

 

Generating Great Ideas

Generating great  is easy. This includes ideas for new websites or businesses. Anybody can generate good ideas.

The Value of Ideas

One technique you can use is to simply brainstorm a list. If you write down 20, 50, or 200 ideas for anything, chances are you’ll come up with a few gems. You probably have a decent flow of good ideas popping up at random times too, such as while showering or exercising. You certainly don’t have to be a genius to come up with good ideas.

Do you honestly suffer from a shortage of good ideas in your life? It’s more likely you have the opposite problem. If you had to decide between gaining 5 great new ideas vs. successfully implementing 5 ideas you already have, which would you choose? I’d much rather have the implementation.

If you truly feel deprived of ideas, you can get as many as you want for free. Just ask other people.  If you want more ideas, just ask around. A small percentage of those ideas will be useful.

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Why higher pay does not automatically lead to higher performance

Some business owners, HR Managers, leaders and experts say that all you have to do to get better performance and productivity out of your employees is to create an award system that rewards employees with titles and higher compensation. The end result they say is higher performance and happier , and more engaged employees.

Daniel Pink author of one of my favourite books Free Agent Nation: The Future of Working for Yourself , argues in this TEDTalk that there is a mismatch between what science knows and what business does.

And here is what science knows : Higher pay does not automatically lead to higher performance  .

Watch the video , and let me know in the comments below, what ways you believe we can motivate and engage employees without compensating them higher.

Post Your Goals Where You Can See Them

One simple tip for staying on track towards your goals is to write your weekly goals on a marker board in your office. This isn’t a to do list. It’s a list of the important items you expect to have accomplished by the end of the week. On the left side I write my primary goals for the week (maximum of 3), and on the right side I list my secondary goals (this week I have 9 of those). I setup my primary goals such that achieving even one of them is better than achieving all the secondary goals combined.

Post Your Goals Where You Can See Them
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How to Earn $10,000 in One Hour

If you have read any books on time management or personal productivity, one of the ideas you will have come across is this – they recommend that you start thinking of each hour of your time as being worth a specific quantity of money. This is an extension of the old “time is money” concept.

How to Earn ,000 in One Hour

First you have to figure out what your hourly rate is, and then you use that as a guide to determine where you should spend your time. The reasoning is that if you want to earn more money, then you must first mentally raise your hourly rate. These books suggest that you should do this so that you can start focusing on activities that are worth more.

If you currently earn $50/hour and want to earn $75/hour, then you have to do less and less $50/hour work as you shift to doing $75/hour work. Brian Tracy advocates this type of thinking in his time management programs, as do many other time management experts. I’ve used this model myself in the past.

I’ve spent a lot of time considering this paradigm, and at present I have only one problem with it.

It’s stupid!

Really, this is probably one of the dumbest paradigms you can use for income generation.While it seems enticing on the surface, in the long run it will hurt you more than help you.

Heres why :

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