When working with groups to help them figure out how to bring more innovation into their organizations, we can predict what they will suggest first and what they will usually select for moving forward: a system for rewards and incentives for innovation. We're not saying it's always a bad idea, but it's a very delicate balance between rewarding innovation and creating disincentives for innovation, which are bad.
Fortunately, Dan Pink's new book, "Drive," about which we've written before, does a great job of (yet gain) debunking the notion that rewards and incentives work to create the behaviors you'd like to see by pointing out that what research says and what organizations do are very, very different.
Now here's a great 10 minute animated video that sums up the book quite nicely, and in a rather entertaining way.
As a bonus, notice how they're communicating a somewhat complex message in a way that hits on many forms of learning styles (because people learn in many different ways, not just sitting in lectgures). This video works well for people with learning styles that benefit from as auditory (listening), visual (what you're seeing), tactual/small muscle movements (even if it is imagined) as well as cerebral (notice what you're thinking about as you're watching).
So, what are your conclusions and/or suggestions about rewarding innovation?
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