February 20, 2013
Fresno, CA.
RSA Animate - Drive: The surprising truth about what motivates us
Scenario:
Preschool
Children
One
group of kids did a task and they were expecting a reward.
Second
group of kids did a task and received an unexpected reward.
Third
group of kids did a task and did not receive a reward.
A
few weeks later the students were asked to do a similar task. Results?
All students grew in their proficiency and effort except which group?
The
first group went backwards!!
The
conclusion: The reward is not causing
problem but it is the expectation.
The
“if-then” scenario is a form of control.
Humans
have two responses - comply or defy.
Performance
Pay for Teachers?
Studies
show no difference between teachers rewarded for higher test scores as compared
to those who were not.
There
was some growth for teachers who were given a front of the year bonus, but were
asked to return the money if student test scores were not met.
Study:
artists asked to create paintings based on a commission and a comparison group
were asked to create paintings with no commission.
Results:
1.
The technical quality for both groups were the same
2.
However, the non- commissioned group
was more creative
Why? This was due to the fact the commissioned
work had more constraints. The artists
had to comply with the customer demands.
Point
made: Schools have few opportunities for non-commissioned work.
Fact:
money is a motivator.
Suggest
to:
1.
Raise base pay for teachers, but
2.
Make it easier to remove underperforming teachers
3
key motivators for people:
·
Autonomy
·
Mastery
·
Purpose
Management is
a technology to get people to be compliant found in 50's.
Human
beings engage by self-direction over tasks people team etc.
The
best school principals have high standards and provide teacher autonomy.
Mastery
Human
beings like to get better at doing "stuff."
Study:
how do people describe the days that are most meaningful in their work: the days they make progress.
But,
people need feedback and many of our school and teacher feedback mechanisms for
students are sluggish.
Suggest
for teachers do own their own performance reviews - do this with peers monthly? Teaching is one of the few professions where
there is little timely and adequate feedback.
Most
successful people in their fields:
Are
high performers who set their own goals and compile their own feedback. They are great at monitoring their own
performance.
What
about kids? What if they were involved
in doing their own report cards?
Understanding
purpose is a huge motivator:
The
sign in the hospital that created the most change was the one that stated, “Washing
your hands saves patients!”
This
is in contrast to other signs with no effect such as, “Please wash your hands
to avoid spreading germs.”
This
sign worked because it appealed to purpose.
We
get too caught up in how versus why.
3
key ingredients in effective presentations:
1.
Brevity
2.
Levity
3.
Repetition - is an effective form of emphasis
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