I just watched a brilliant TED talk by Dan Pink about the scientific exploration that has been done on motivation and the difference between intrinsic and extrinsic motivation.
He explores some of the scientific evidence behind why the "carrot and stick" doesn't work in complex situations where there isn't a narrow defined task to perform. In fact the evidence is that rewards actually inhibit peoples ability to solve complex problems and come up with innovative solutions.
It gells totally with what I know to be true - probably why I think it's brilliant.
The good news is he explores some examples of alternative ways of motivating that are much more effective in creating wealth and innovation.
The question to ask is how have we set up our structures within our own businesses?
Are you motivating your people to do those simple repetitive tasks that don't intrinsically engage them? Once you have got them clarified and crystal clear so that it is easy for them to do well.
In my business that would be getting on the phones and making appointments for a business development person to go out and discuss with a business owner how we can help them to grow their wealth.
It's a defined task. Pick up the phone, make the call and deal with the objections. Since when you are selling something to someone there are really only four possible objections it should be easy to train a outbound sales person to deal with them and make the appointment. That sort of task responds well to incentives.
By the way if you don't know what the four possible objections to taking action are then get in contact and we'll talk about how we can help you to grow your wealth.
What are the tasks that would respond well to traditional motivation in your business?
Then there is the rest where the drive for autonomy, mastery and to be part of a greater purpose come into play. Dan provides a beautiful explanation of why command and control management doesn't work when what you are commanding people to do is to think.
We all know how hard it is to think creatively and innovatively on command while under pressure. It's such a no brainer that it gets missed in a lot of business owners who have been hypnotised by the false prophet of conventional wisdom.
Have you fallen into that trap of trying to use external motivation inappropriately?
Want to know how you can get greater engagement and creativity from your employees when they are faced with work that doesn't have a predefined answer or soluton or method?
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