Motivated? (to learn)

Have you started yet?

Your new workout routine, diet, or habits?

Or are you going to wait until Monday?

Monday is always a good day to start. We’re still kind of in holiday mode, right?

But are you just procrastinating?

Why didn’t you start last week? Or when you actually thought it was a good idea. Dates shouldn’t matter so much. But the one we had yesterday sure seems to attract a lot of attention.

But if the calendar motivates you to make a positive change, then that’s good. Use whatever tactics possible. Motivation is a slippery thing.

Getting into new habits requires some smart effort. You need some strategy and an approach that is different than what you think should work.

One of the best books on habits that I’ve read lately (or listened to) is Atomic Habits by James Clear. I highly recommend learning what James learned from his experience recovering from a brain injury and his relentless study of habits and change. It’s a good book, with inspiring stories and tactical strategies.

When you learn stuff, you’re smarter. You’ll know how things work.

And there are always things working that you don’t know about.

Learning spawns change.

Curiosity Video

Being Curious Enough to Take Action


Motivated by Autonomy and Self Organization


Drive (while driving)

For reference: Drive – The Surprising Truth About What Motivates Us  by Dan Pink

I should really be an affiliate marketer since I like to tell people about stuff.  But I’m not… yet.


Autonomy, Mastery, Purpose

I just watched a TED video by Dan Pink on the science of motivation. He makes the case that there is a huge gap between what science knows about motivation and what companies do. Over and over again, study after study prove that the carrot and stick model of rewards and punishment are not effective.

Actually, he says they are effective in the kind of work where the tasks are specific and known, where all you do is follow the predetermined steps to accomplish the work. But in work that requires some creative thinking, or some unknown process or outcome, then the reward model actually makes performance worse.

The new model, that is most effective for the kind of right brain work we do, revolves around three principles: Autonomy, Mastery, and Purpose.

Autonomy:  The urge to direct our own lives.

Mastery:  The desire to get better and better at something that matters.

Purpose:  The yearning to do what we do in the service of something larger than ourselves.

Makes sense to me. I’m realizing more and more that this is the kind of work environment model where I would flourish.

And I would venture to guess that a lot of you would too.

Check out the presentation at


True Leadership

There are two ways to get someone to do what you want.

  1. Tell them to do it, and the reason is because you are the boss and they have to do what you say.
  2. Influence them in a way that they’ll want to do it on their own accord.


One way is easy and gets results.  The other way is difficult and results are not consistent.

One way makes things happen in the short term, but damages long term possibilities.  The other way creates a solid relationship with potential for even greater accomplishments in the future.

One way derives power from compulsion.  The other way derives power from true caring and respect.

Which type of leader would you rather work for?

Which way would you rather be known for?