Sublime

That’s what Ariely discovered and what Pink meant when he said extrinsic motivators - like monetary rewards - only work for mechanical, rudimentary tasks. For high level, cognitive, creative work like coaching, extrinsic motivators will hinder your progress. It can even lead to low performance.

Smith’s pin

Pit

Drive, by Daniel Pink, and Punished by Rewards, by Alfie Kohn.

Successful groups reflect the leader’s profound, not necessarily conscious, understanding of what brilliant people want. Most of all, they want a worthy challenge, a task that allows them to explore the whole continent of their talent. They want colleagues who stimulate and challenge them and whom they can admire. What they don’t want are trivial d

He persuaded managers to configure work assignments so that employees had clear objectives and a way to get quick feedback. And instead of meeting with their charges for once-a-year performance reviews, managers sat down with employees one-on-one six times a year, often for as long as ninety minutes, to discuss their level of engagement and path to