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As a manager, for years I was trying to crack the case...

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As a manager, for years I was trying to crack the case...

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Before I started teaching, I was a manager for 20+ years.  My biggest struggle was, "How do I get my team motivated to do their best work."  I quickly found out on my own that money does not motivate people, (Pink, 2012). This was a perplexing discovery for me. I thought everyone was motivated by money.

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RSA ANIMATE: Drive: The surprising truth about what motivates us

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I often had discussions with other managers...

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I often had discussions with other managers...

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After talking to other managers about this perplexing problem, I came to the conclusion that people are motivated by different things.  As it turns out, your ability to choose what you work on and how you do your work plays a big factor in your motivation, (Saunderson, 2016).

SAUNDERSON, R. (2016). What Motivates YOU to Do Your Best at Work? Training, 53(4), 62–63. Retrieved from http://ezproxy.umuc.edu/login?url=http://search.ebscohost.com.ezproxy.umuc.edu/login.aspx?direct=true&db=mth&AN=120355684&site=eds-live&scope=site

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A big motivating factor in the workplace is the "buy-in" of the purpose of the company, (Sinek, 2014).  If a company makes a mission statement and is clear about why they are doing what they do and employees have similar values, they are more motivated to do their work, (Sinek, 2014).

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Watching the Pink video was a great "aha" moment for me.  This was the answer I have been looking for about how to motivate people for a long time.  The solution is both easy and complex at the same time.  All of the concepts that Pink pointed to, identifying with the vision, requiring a level of autonomy, the need for challenge and mastery of a skill, and making a contribution to the field, are of paramount importance and it is surprising how so many companies are doing the opposite of this model, (Pink, 2012).
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Pink, D & WGBHForum. (2012, August 06). Daniel Pink: "Drive: The Surprising Truth About What Motivates Us". Retrieved March 8, 2019, from https://www.youtube.com/watch?v=LFlvor6ZHdY

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While Pink's ideas are of a utopian workplace, it is difficult to implement all of these ideas. The main reason why it is difficult is because there are so many people in workplaces that are insistent on their workers punching time clocks, want to have more "control" over what their employees are doing, and are resistant to new ideas.
I try to start small in my immediate environment. With my work, my projects, and my adjuncts. Then tell the minute counters what they want to hear. My superiors are always impressed with what I accomplish, but most importantly so am I.

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“Never believe that a few caring people can’t change the world. For, indeed, that’s all who ever have.” —Margaret Mead

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6 Minutes to Start Your Day Right! - MORNING MOTIVATION | Motivational Video for Success

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I love the concept of autonomy, freedom to decide how to present your learning, and student input in my classroom.  I use creative presentation tools like Storybird.com, prezi.com, wizerme.com as well as others to allow my students to be creative in their return demonstrations. I promote the use of technology and smartphones with studying, which is unique in my school. I want my students to use creativity to express themselves. That way, they feel a sense of control and ownership to their learning.

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Hello and Welcome to the Sleep Technology Program by rnewmanwaddy on Storybird

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Read, write, discover, and share the books you'll always remember.

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I am currently trying to get my peers motivated to engage in a technology leaders team and to participate in a technology workshop.  Getting overworked people to take on an additional task is challenging. To accomplish this, I am going to the work of Knowles in his 5 Assumptions of adult learners. The first assumption is to understand that adults have a "self-concept and being a self-directed human being," (Knowles, 1984). Due to this concept, I am going to make this a participant-directed workshop. That way they will feel appreciated, respected, and feel a sense of control over what they are learning. According to Knowles and Pink, this is an effective approach to take with adults.
Knowles, M. (1984). The Adult Learner: A Neglected Species (3rd Ed.). Houston, TX: Gulf Publishing.

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"Adult Learner Experience, " (Knowles, 1984).

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"Adult Learner Experience, " (Knowles, 1984).

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You can learn something from everyone. This is specifically true when you get a collection of colleagues together. For my DTTP I am going to encourage my colleagues to share their knowledge with each other. That way, everyone will be a teacher and a learner. This will make everyone feel good to have a contribution.
Knowles, M. (1984). The Adult Learner: A Neglected Species (3rd Ed.). Houston, TX: Gulf Publishing.

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I will be presenting to my peers how technology will make their jobs easier. This is how I plan to facilitate their readiness to learn. When the student sees the benefit it helps them become ready.
Knowles, M. (1984). The Adult Learner: A Neglected Species (3rd Ed.). Houston, TX: Gulf Publishing.

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"Orientation to learning, (Knowles, 1984)

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"Orientation to learning, (Knowles, 1984)

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I intend to make my peers ready for immediate application of their knowledge by showing them that technology makes the work that the student does and the instructor does pleasant and easier. It is rewarding to see students embrace knowledge and apply it when the return demonstration is engaging. Knowles, M. (1984). The Adult Learner: A Neglected Species (3rd Ed.). Houston, TX: Gulf Publishing.

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The last 4 levels feed into this final level. Once someone decides they want to improve themselves, their surroundings, and make changes for the better, the motivation finds the work that needs to be done. At this point I will be wanting to hear my colleagues ideas of how they are going to implement their knowledge that they learn from the workshopKnowles, M. (1984). The Adult Learner: A Neglected Species (3rd Ed.). Houston, TX: Gulf Publishing.