More From Dan Pink on Motivation

This sketchcast from Dan Pink covers the same ground as his TED talk that I posted a few weeks ago, but it is more succinct and direct so I wanted to share it.

When we look at what drives kaizen and continuous improvement, it is important to understand what motivates people to find a better way to do the work.

As we try to alter the dynamics of the way an organization functions (a.k.a. “change”) it is equally important to understand that tying people’s bonuses to their willingness to adopt “the new way” may get compliance, but it is unlikely to motivate true commitment.

What we call “performance management” in its various guises seems to be the worst possible way to get the most from people.

HR professionals – especially the ones who are pushing these networked web-based “performance management systems” – I have a question. What is the intended purpose of these systems? Is it developing people or driving compliance?

One thought to “More From Dan Pink on Motivation”

  1. People want to know that they make a difference. Sure, the money is important, but what is motivates is the desire to bring about change for the better.

    It is important that lean leaders must constantly remind ourselves of the effect we have on others. It is very easy to forget that the operators are the ones doing the real work. They are the ones who know the fine details about a process.

    The worst thing we can do is to not listen to what they have to say. The best ideas come from them. All they ask is to be heard and to not be told what to do.

    They want to be led. It is our job to facilitate the learning for them. I always try to ask them questions to make them think through the correct answer. It is a very effective way to get them to see the bigger picture.

    Once they understand, they can become coaches themselves for others. That is the most satisfying part of all.

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