These days, I enjoy listening to Eight-half Podcast (แปดบรรทัดครี่ง) as he's brief and can explain complicated issues within a short time so a slow learner like me can go back and listen without feeling it could take up too much time ka.
Khun Tong Kaweewut is the podcaster of this program and he's now CEO at AISCB (joint venture of AIS and Siam Commercial Bank to offer digital financial services).
In a very recent episode, he talked about intrinsic motivation. In fact, we've heard quite a bit about it but what caught my ears the first time I listened was that the AMP model (Autonomy, Mastery, Purpose) proves effective, especially as he has been working with the talented ka. The word, 'talent' made my interest jump ka.
I researched a little further to find that the AMP factors are in the book, 'Drive' in 2009 by Daniel Pink. It could be something a bit too early for our country then when talent pool wasn't mentioned much na ka.
For the AMP, the short description given by Khun Tong is as follows ka:
Immediately, I thought of two situations from my own experiences ka.
One was 'healthy autonomy'. I owned the project and had some guided instrutions even my boss didn't know how to do it but she told me how to learn more and where to find resources....the rest was my responsibility to finish it. Definitely, I could go back to seek her advice.
The other was, 'unhealthy autonomy'. I only refer to my own self as this style didn't fit me ka. A huge project was dumped on me as a newbie without any guidance even though my boss knew all the processes. I was left on my own and I was too scared to seek my boss' advice.
You know I sure love the first type to feel safer with some guidance or at least to feel the support....insecure me:))!
2. M- Mastery ....our team gets to excel further through our guidance we offer, environment we create, and the talent pool we have. Once they feel they know they've learned and grown intellectually, they'll strive harder to reach their full potential.
I can't say I've managed a talent pool. Well, working with highly capable people like many professor dr.'s and Fulbright grantees and alumni helped shape my thinking from seeing how they encourage/are encouraged to the road of improvement. Opportunities mean a lot especially in today's world... for people to try, see what they are really good at, and keep learning including some of the new skills they may find match with their own preference ka.
3. P- Purpose.... this is repeated more and more loudly in today's world of climate change and the world of living a meaningful life na ka. Younger gens seem to feel stronger to do things for the better tomorrow and many will go for that directions.
One little thing I learned from my Fulbright alum when we went shopping ka. Over a decade ago, I saw him choose to buy orange juice that contributed some profits to an organization. These days, such urges and actions are stronger to buy things from decent companies that offer products that are friendly to the environments ka.
The AMP model is even more valid today and again it brings hope to think that people are motivated to sharpen their potentials for the good cause ka.
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