This lively RSAnimate, adapted from Dan Pink’s talk at the RSA, illustrates the hidden truths behind what really motivates us at home and in the workplace.
Employees want:
(Source: youtube.com)
Digital media expands. It’s not like paper, it can get bigger.
As digital marketers seek to increase profits, they almost always make the same mistake. They continue to add more clutter, messaging and offers, because, hey, it’s free.
One more link, one more banner, one more side deal on the Groupon page.
Economics tells us that the right thing to do is run the factory until the last item produced is being sold at marginal cost. In other words, keep adding until it doesn’t work any more.
In fact, human behavior tells us that this is a more permanent effect than we realize. Once you overload the user, you train them not to pay attention. More clutter isn’t free. In fact, more clutter is a permanent shift, a desensitization to all the information, not just the last bit.
And it’s hard to go backward.
More is not always better. In fact, more is almost never better.
—
Seth Godin(Source: sethgodin.typepad.com)
People who fear they will be hurt by a change speak up immediately, loudly and without regard for the odds or reality.
People who will benefit from a change don’t believe it (until it happens), so they sit quietly.
And that’s why change in an organization is difficult.
—
Seth Godin(Source: sethgodin.typepad.com)
The world’s population will grow to 9 billion over the next 50 years — and only by raising the living standards of the poorest can we check population growth. This is the paradoxical answer that Hans Rosling unveils at TED@Cannes using colorful new data display technology (you’ll see).
(Source: ted.com)
In this prescient 2005 talk, Clay Shirky shows how closed groups and companies will give way to looser networks where small contributors have big roles and fluid cooperation replaces rigid planning.
Clay Shirky looks at “cognitive surplus” — the shared, online work we do with our spare brain cycles. While we’re busy editing Wikipedia, posting to Ushahidi (and yes, making LOLcats), we’re building a better, more cooperative world.
Career analyst Dan Pink examines the puzzle of motivation, starting with a fact that social scientists know but most managers don’t: Traditional rewards aren’t always as effective as we think. Listen for illuminating stories — and maybe, a way forward.
What people want: Autonomy, Mastery, Purpose
Gladwell’s take on “the kind of genius we need now.”
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