Do you do things out of a desire to do them?
Traditional businesses use the carrot and stick as a form of motivation. They offer you a reward to meet a certain target/challenge. This reward serves to narrow your focus and blunt your creativity.
A new way to motivate engages vision and involves autonomy, mastery and purpose.
Autonomy: the need to influence and drive our own lives.
Mastery: the ability to not respond to every impulse that arises while developing core capabilities.
Purpose: the desire to use skills & talents in the service of a greater means.
These are the building blocks for a new business operating system.
Autonomy:
The traditional form of management may be good for compliance but not for growth and development. If you want engagement and whole-hearted participation then self-empowerment works better.
For example, take Google. They have something called 20% time during which they can work on anything they want. They have complete autonomy over time, task, team and technique. Over half of the new products are born during 20% time such as Gmail and Google News.
If you get better results by introducing more autonomy, then it makes sense to use this as a key element of the new operating system. Not only will the business get better results but people will feel better about themselves and what they have to offer (skills & talents) the business. It therefore, encourages growth and development.
Traditional businesses use the carrot and stick as a form of motivation. They offer you a reward to meet a certain target/challenge. This reward serves to narrow your focus and blunt your creativity.
A new way to motivate engages vision and involves autonomy, mastery and purpose.
Autonomy: the need to influence and drive our own lives.
Mastery: the ability to not respond to every impulse that arises while developing core capabilities.
Purpose: the desire to use skills & talents in the service of a greater means.
These are the building blocks for a new business operating system.
Autonomy:
The traditional form of management may be good for compliance but not for growth and development. If you want engagement and whole-hearted participation then self-empowerment works better.
For example, take Google. They have something called 20% time during which they can work on anything they want. They have complete autonomy over time, task, team and technique. Over half of the new products are born during 20% time such as Gmail and Google News.
If you get better results by introducing more autonomy, then it makes sense to use this as a key element of the new operating system. Not only will the business get better results but people will feel better about themselves and what they have to offer (skills & talents) the business. It therefore, encourages growth and development.
