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As we head to the holidays I wanted to revisit an old “model” and just clarify a couple of items that have cropped up in conversation over the years. The item in question is RAMP. This, as you may… 
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Organisations can’t expect to have happy customers on one end of the phone if they have unhappy employees on the other. Here's 4 ways to RAMP things up.
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The most important takeaway from the first few chapters is the new terminology of Type-X and Type-I people. You would have heard about Type-A and Type-B personality types, the need to have a mix of both personalities etc. i.e. have a balanced amount of impatience and temperance. The author makes another classification here and calls it Type-X and Type-I behaviors. Behaviors that need extrinsic motivation are Type-X (Extrinsic) and behavior that comes from an intrinsic motivation in people are Type-I (Intrinsic). You would have also read about Theory-X and Theory-Y about managing people.
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 Drive: The Surprising Truth About What Motivates UsDrive: The Surprising Truth About What Motivates Us is the fourth non-fiction book by Daniel Pink. The book was published in 2009 by Riverhead Hardcover. It argues that human motivation is largely intrinsic, and that the aspects of this motivation can be divided into autonomy, mastery, and purpose.
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Daniel Pink is a modern writer on business & management, with a strong focus on the changing nature of work and the workplace. His book - Drive: the Surprising Truth About What Motivates Us - was published in 2009 and very quickly became a bestseller with its focus on the importance and effectiveness of three intrinsic elements to motivation at work: autonomy, mastery and purpose.
Mickael Ruau's insight:
According to Pink, autonomy is the desire to direct our own lives. Pink argues that allowing employees autonomy runs counter to the traditional view of management which wants employees to "comply" with what is required of them. However, if managers want employees to be more engaged in what they are doing (and they should - as tasks become more complicated) then allowing employees autonomy (self-direction is better). Pink provides some examples of what he means by autonomy, summarising them into four main aspects: time, technique, team and task
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Citation motivation : Votre équipe est fatiguée ? Découvrez 55 citations de motivation qui la reboosteront
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RAMPS: M is for Mastery, the sense that my work is actively helping me grow, along some dimension I value.When my motivational spectrum calls for a high degree of mastery, I do my best work when it is just a little over my head. People sometimes confuse the drive for mastery with a drive to know everything. But it’s not the knowing, per se. It’s not catching the skill, it’s chasing the skill. My own spectrum rates mastery the highest, 9 on the scale of 10 for me. I am never more driven than when I’ve got some challenge I think I can do but I’m not sure I can do.
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DRIVE: The Surprising TruthAbout What Motivates UsDaniel H. Pink17 June 2011 1
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The Book in Three Sentences
Mickael Ruau's insight:
The Five Big Ideas
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This lively RSA Animate, adapted from Dan Pink's talk at the RSA, illustrates the hidden truths behind what really motivates us at home and in the workplace.
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Voici un florilège de citations adaptées à toutes les situations. Du pain béni pour vos prises de parole professionnelles.
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