Notes from ITunesU*
How do we motivate adults to build a culture of innovation? Most of what we traditional THINK comes from behaviorists (Pavlov, Skinner) meaning incentive and punishment, carrot and stick ideas.
Research on students showed INCENTIVE THEORY (financial rewards) got results. Dan Pink (in Drive) argues that higher cognitive tasks demands AUTONOMY, MASTERY, and PURPOSE.
Pink believes that extrinsic motivators are addictive, encourage cheating, and extinguish intrinsic motivation.
Ryan and Deci focus on SELF-DETERMINATION THEORY with 'inherent growth tendencies".
It's not push-pull, reward-punish, but building on growth potential. But it doesn't happen automatically. Self-determination theory shows that rewards don't produce benefit, but praise (positive feedback) does. "What went well?" It's not all about money.
What makes professional development unenjoyable? "Being forced to do so."
GOAL SETTING THEORY. Individuals have a drive to reach a clearly defined 'end state'. This depends on proximity, difficulty, and specificity. "Make the goal about changing behavior not outcome." (Process over results)
SMART = specific, measurable, attainable, relevant, and timely
volition = willpower (we can modify this); even the reality of death didn't change heart disease patients behavior but support groups did.
"Leading Change" by John Kotter...awaken intrinsic motivators
...sense of urgency
...create guiding coalition
....develop a change vision
...communicate the vision for buy-in
...empower broad-based action
...generate short-term wins
...never let up
...incorporate changes into the culture
* ITunesU has free online courses and seminars that assist with personal and professional development.
