09/05/2024
10 KEY LESSONS FROM THE BOOK "DRIVE"
By Daniel H. Pink
The Surprising Truth About What Motivates Us" by Daniel H. Pink explores the science of motivation and what truly drives people to excel. Take a glimpse from the book summary.
1. Autonomy: People are motivated when they have a sense of autonomy or control over their work. This means giving employees the freedom to choose how they work, what projects they work on, and when they work. At Google, engineers are encouraged to spend 20% of their time on projects of their choosing. This autonomy has led to innovations like Gmail and Google Maps.
2. Mastery: Humans have an innate desire to get better at things. Providing opportunities for skill development and mastery can be a powerful motivator. 3M's famous policy of allowing employees to spend 15% of their time on personal projects led to the creation of Post-it Notes and other successful products.
3. Purpose: People are motivated when they believe their work has a purpose beyond just making money. When employees understand how their work contributes to a larger mission, they are more engaged and motivated. Toms Shoes, a company that donates a pair of shoes to a child in need for every pair sold, has a strong sense of purpose that motivates employees and customers alike.
4. Intrinsic Motivation: Intrinsic motivation, or doing something because it's inherently rewarding, is more powerful than extrinsic rewards like money or praise. Wikipedia relies on the intrinsic motivation of volunteers to create and edit articles, rather than paying them. This has resulted in a vast and comprehensive encyclopedia.
5. Feedback: Providing regular and constructive feedback is essential for helping employees improve and grow. Feedback should be specific, timely, and focused on helping the individual achieve their goals. At Netflix, employees receive frequent feedback through 360-degree reviews, which helps them understand their strengths and areas for improvement.
6. Goal Setting: Setting clear, challenging, and attainable goals can motivate employees to perform at their best. Goals should be specific, measurable, achievable, relevant, and time-bound (SMART). The sales team at Salesforce sets quarterly revenue targets that are aligned with the company's overall objectives. This helps focus their efforts and drive performance.
7. Intrinsic Rewards: In addition to external rewards like bonuses or promotions, intrinsic rewards such as a sense of accomplishment or personal growth are important motivators. At Pixar, animators are driven by the satisfaction of creating compelling characters and stories, rather than just financial incentives. This intrinsic motivation leads to high-quality films.
8. Autonomy Supportive Leadership: Leaders should adopt a coaching style that supports autonomy, encourages self-initiation, and provides guidance rather than control. At Zappos, CEO Tony Hsieh encourages employees to take ownership of their work and make decisions autonomously. This has created a culture of trust and empowerment.
9. Job Design: Designing jobs that are challenging, meaningful, and allow for autonomy can increase motivation and job satisfaction. At Patagonia, employees have the freedom to pursue outdoor activities during work hours, which aligns with the company's values and promotes work-life balance.
10. Continuous Learning Encouraging a culture of continuous learning and development can help employees stay engaged and motivated over the long term. At LinkedIn, employees have access to a wide range of professional development opportunities, including online courses and workshops, to support their career growth.
These lessons from "Drive" offer valuable insights into what truly motivates individuals and how organizations can create environments that foster motivation, engagement, and high performance.
You can grab yourself a free pdf copy, inbox us at revitalize epoch international social links or WhatsApp in the Bio
