When being a people manager
I have people management responsibility for a couple of handfuls of employees, and I use the terms from this motivation model daily, at department meetings, at 1-to-1 conversations with employees, and at employee development interviews.
The model describes the three factors needed to create inner motivation. The book meticulously examines the individual factors, decomposed into elements, very well documented.
I had a need to bring it into a Danish context, which resulted in the above poster. I expect that it is self-explanatory.
Unboss plays a big role in my breakdown of autonomy, mastering and purpose.
- I try – as often as I can – to offer the tasks in plenary, and increasingly the employees volunteer for the tasks themselves. However, it is a long journey that I am very careful with, because people are not used to it.
- To me, mastery is about the task being juuust a little too big, so there is an intellectual, discipline-related, domain-related or communicative challenge in it.
- I often talk about the purpose, “The WHY”, as the vision and benchmark for our work. (“We produce green electricity and help making the world a better place.”). Then we talk about the task and how it adds value to systems or projects.