A few weeks ago I blogged about Internal Motivation and how it creates World Class Customer Service (read the post).
This has been one of our most commented on threads and its been great to see the development of the topic.
I was then sent a link to a video of Dan Pink speaking about the Surprising Science of Motivation – by our ‘online guru’ Carl Jeffrey and it has inspired me this morning to STOP WHAT I’M DOING AND SPREAD THIS MESSAGE FURTHER!
Dan Pink now proves the conflict that there is a mismatch between what Sciences Knows and What Businesses Do when it comes to motivating staff.
No longer can we continue to use external motivators to boost our team members performance, we must develop the internal motivators so they want, need and boost their performance for themselves.
The new model talks about encouraging three things:
1. Autonomy
2. Mastery
3. Purpose
I encourage all of you to watch Dan Pinks very engaging talk about the scientific proof that building internal motivators is the best way forward for our businesses to increase and enhance productivity (it will take you about 20 minutes to watch and digest so get yourself a cuppa). Please pass this link on to anybody you feel would benefit!
[youtube]http://www.youtube.com/watch?v=rrkrvAUbU9Y[/youtube]
I’m a customer who has experienced World Class Service from a call centre advisor who’s got the internal motivators to do the best they can and it makes a massive difference! So help me spread the word and encourage managers to use the new model!!
Enjoy!
p.s. Thanks to Carl for passing this on!
Carly
We blogged about this as well, its an interesting (and entertaining) speech.
I’ve written an article inspired by Dan Pink’s podcast – take a look here http://www.leaps-bounds.co.uk/insights/freereport/ for some simple steps for making a difference right now in your organisation
There’s more stuff on this website too
http://www.fastcompany.com/magazine/132/made-to-stick-curse-of-incentives.html
Love the quote ‘Incentives are dangerous. Good managers aren’t’ Dan Heath and Chip Heath
Great link Gill, I particularly liked the Merril Lynch story when incentives for traderd had a massive impact on the development of new starters.
I’ve also linked here from our blog: http://bit.ly/2W2SJN
Very interesting watch and backs up my views on the new way to get the best out of your people. Thanks for posting.
I can think of loads of people to send this to! Very engaging, food for thought, a must for all managers/educators. Thanks Leaps n Bounds for being ahead of the game.
Yeah Daniel. What HE said!
I’m glad you are all liking the link. The great thing is how many people have told us that they are passing it on to the managers in their business. While there is so much food for thought for business leaders at a strategic level there is also so much that individual managers can do to provide Autonomy, Mastery and Purpose for their people each and every day. Perhaps this will be a ‘bottom up’ rather than top down revolution. And perhaps new Gen Y manager’s will be the ones to do it!! See http://www.brainfriendlytrainer.com/links/3-top-tips-for-managing-gen-y#utm_source=feed&utm_medium=feed&utm_campaign=feed
Imagine my surprise this morning when I saw this post in HR Magazine
http://www.hrmagazine.co.uk/news/index.cfm?fuseaction=HRO.News.Article.Search&nNewsID=939728
In which the reporter extols the virtues of rewards as benefits to drive engagement saying for 1 in 4 people it makes a difference and of those 25% (25% only!) 20% don’t actually understand their benefits package. I wonder what would happen if the energy, money and time spent on helping the 25% understand their package and get greater value out of it was expended on developing a sense of purpose, helping people really master their skills and work with individuals to enhance the levels of autonomy they can exercise. Oh isn’t it interesting! Are there any companies out there who would be interested in us doing some research for them on this? Please let me know as this, as you can see, is a matter that is close to the heart of the Leaps & Bounds team.
Over on the useable learning blog, they’ve taken another interesting take on the Daniel Pink video that you may find interesting:
http://bit.ly/152i4G
They talk about how we reframe the task to reduce the complexity of the taks.