This month, we are giving away a copy of Daniel Pink’s New York Times top 10 bestseller ‘Drive: The surprising truth about what motivate us’ and here’s the reason why…
A couple of years ago, as part of a management course, I attended a workshop that explored how we can keep people motivated. Keen to get the best out of my teams, I was listening intently, excited at the prospect of learning new ways to engage people and enhance performance. As the tutor explained Maslow’s hierarchy of needs, he outlined the different levels of need which need to be fulfilled for an individual to achieve the central goal of ‘self-actualisation’ or ‘full realisation of potential’.
This was great but I already knew about Maslow and was hoping to be able to build on this knowledge and take something new from the session. Having an awareness of modern theories in this area, I was puzzled to hear the tutor say that there haven’t been any motivational thinkers since Maslow in the 1960’s and 70’s.
After the tutor had finished presenting, he moved around the room to speak to the different groups. When he reached our group, I raised my thoughts with him:
‘You mentioned that there haven’t been any motivation theories since Maslow but I actually do know of one’.
‘Ah yes’ he said ‘are you talking about Daniel Pink?’
I confirmed that I was indeed speaking of Daniel Pink and his theory set out in the book ‘Drive’. To my surprise, the tutor responded:
‘Yes, we’re not allowed to teach that’.
Thankfully for me, I’d read Pink’s theory already and put the ideas into practice to great effect so I was dismayed to realise that others were being prevented from exploring Pink’s theory.
At a later event I went to where we were discussing well-being, the conversation turned to staff and motivation. It was clear that there remains a view that people ‘just’ go to work for money and that’s all they are looking for. I don’t believe this is the case and whilst money is important – of course, we all want to have nice things and a comfortable lifestyle where we can spend our days experiencing joy and not worry – money alone does not provide job satisfaction and fulfilment. Drive explores this idea in more detail, considering why people go to work and how Managers can capitalise on that to encourage optimum performance.
It wouldn’t be fair for me to spoil the book for you so if you, like me, did not cover Daniel Pink in your management course but want to know how to help people in your team to reach their potential, I suggest you retweet or share on social media and subscribe to this blog before 27th October to be in with a chance to win your own copy and see what difference it could make.