For this post I will do no more than point you RSA Animate’s remarkable adaptation of Daniel Pink’s presentation to the Royal Society for the encouragement of Arts, Manufactures and Commerce (RSA) on motivation.
I was taken by this video for a couple of reasons:
- For what it says about the science behind motivation – both for routine, repetitive types of work, and for more cognitive types of work.
- For the animation technique and how it enriches the (beautifully) spoken messages.
Learn, be enlightened and enjoy!
Graphic courtesy of SDisbury.com
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Filed under: Change Management, General Tagged: | Animation, Daniel H. Pink, motivation, organizational change management, Royal Society, RSA, RSA Animate
Holy sh*t! Treating people as people and not horses! What a concept! Thanks, Vaughan, this was both enormously entertaining (and thus memorable) and enormously enlightening, even if it’s not the first time I’ve heard the message.
Now, leave me alone. I’m thinking.
Thanks, Tim. Yes, this contains truths (well-supported by research) that are quite well-known and yet largely ignored by business. I wonder why that is?
I am cynically going to suggest that a) business really does not understand who to hire and b) therefore does not trust their hires or their own judgment and c) treats people like they are ultimately going to fail – and many do! How about that? Of course, that’s just one hypothesis. There are others that are far less cynical and far more accurate, I’m sure. A job is a relationship: it’s not there when you start it, it’s only there after time and an investment of yourself – that’s goes both for the person and the company.
From my experience, your cynical hypotheses are valid. But, on the other hand, and at the risk of getting into a circular argument, I think your 3 points are generally well-known, and yet businesses continue to operate this way?
I recall seeing data presented (I think by Prof. David Ulrich) on how flawed the executive recruiting process is, no matter how diligent and thoughtful it may appear to be. This led the presenter to suggest that:
a) The majority of your executive hires won’t work out,
b) You therefore need to get really good at figuring out very quickly who is and who is not working out, and,
c) Act on those that aren’t working out.
Again, sounds like ‘conventional wisdom’ but like so much labeled as such, the wisdom doesn’t seem to be taken to heart!
So, it’s a matter of seeing the single version of the truth about recruiting?
What I took away from that presentation was that no matter how good you think your recruiting process is, the odds are that your hire will not be the “walk on water” superstar you thought they were. Be quick to validate that you made the right choice, and quick to act if you did not.
[...] long-time friend (old is such an ugly word) Vaughn Merlyn at IT Organization Circa 2017 points to the following fascinating animation to a speech by Dan Pink on his most recent book [...]