Drive by Daniel H. Pink  ## Metadata - Author: [[Shortform]] | [[3. Resources/Authors/Shortform|Shortform]] - Full Title: Drive by Daniel H. Pink - Category: #books - Document Tags: [[Leadership]], [[Productivity]] ## Document Notes ## Highlights - research suggests extrinsic rewards harm all of these qualities: Rewards decrease creativity and narrow focus Rewards encourage people to cheat, think short-term, and exploit the incentive system Rewards decrease internal motivation to do a good job Rewards aren’t enduring - people get used to them, and if you ever take them away, they’ll stop the behavior ([View Highlight](https://www.shortform.com/app/highlights/c7acb186-9203-432a-b225-655640a716b6)) - Intrinsic motivation is a desire to do something for internal satisfaction, not for external rewards. ([View Highlight](https://www.shortform.com/app/highlights/4c47f4be-022f-447c-ab87-d40d8adb2664)) - Intrinsic motivation is made up of three components: Autonomy: having a choice in what you do, and being self-driven Mastery: wanting to get more skilled and be recognized for competency Purpose: understanding why you’re doing the work. Often centered around helping other people ([View Highlight](https://www.shortform.com/app/highlights/4b4b5fb9-cc4d-44d4-b433-c48cdb9e2a11)) - There are four major dimensions of autonomy: Over tasks: people can choose what they work on Over time: people can choose when they work Over technique: people can choose how they accomplish the goal Over team: people can choose who they work with Different people prefer different mixes of these dimensions of autonomy. Management guidance: People are naturally wired to be self-driven. Set the direction, trust people to do a good job, and then be hands-off. ([View Highlight](https://www.shortform.com/app/highlights/cafb3895-95f5-46fe-a201-8313c6586eaf)) - To make faster progress on the path to mastery, conduct deliberate practice: Do challenging tasks that are at the limit of your ability, but not so hard that you will certainly fail. Set clear goals for yourself. Get fast feedback on how you’re doing and what you can improve. Keep doing the above consistently. ([View Highlight](https://www.shortform.com/app/highlights/896e9703-5940-4955-91d4-9af77713d55e)) - Striving for mastery is painful. There’s no way around it. If it were so easy, we’d all be masters of our craft. ([View Highlight](https://www.shortform.com/app/highlights/74a2b703-43da-4cc5-a30a-d86f3526a374)) - To promote purpose in the workplace: Explain why something needs to be done. Set company values around deeper ideals like “honor” and “helping the community” rather than steril words like “efficiency” and “value.” Allow workers to spend time on socially meaningful projects. ([View Highlight](https://www.shortform.com/app/highlights/9ed85adb-72b1-4e82-a0ea-cf6501d68905)) - New corporate structures that de-emphasize profit are emerging, like the “low-profit limited liability company” or the “B corporation,” both of which emphasize social good rather than profit maximization. This growing movement suggests that people aren’t driven entirely by financial rewards. ([View Highlight](https://www.shortform.com/app/highlights/4acbaacb-9590-44c0-b8e8-31aea3691749))