This week, a member of my faculty asked me if they could a re-design a store room into a learning space. We have a large storeroom in between two classrooms which houses scientific equipment that we can move into another storage space. So this teacher thought if we could clear and clean up the space and find some tables and chairs, the space can be turned into a small learning space where small groups of students can do group work or where students can do quiet independent tasks while the main classroom can be used for other activities. This requires the removal of some cupboards and rearranging some equipment and storage devices. It’s a big task and will probably need few consecutive days of work, but this teacher has volunteered to do it in their holidays. I haven’t prompted this teacher in any way. They just wanted to do this. They want to work for free.
I did have some hesitation at the start for a few seconds. As a leader I often want to take control of a project, but I decided it was a great idea and gave them the freedom to do what they think was best for the space, as long as they updated me and briefly told me what they were doing. But otherwise they had free reign. I told this teacher, “I trust you’ll do a great job. This is a really good idea that would benefit student learning.”
This got me wondering – Why do we do work for free? As teachers, we often do a lot of work for free. Whether this is after work hours at home, on weekends or during the holidays, we are planning lessons, helping our students with extra tutorials or painting our classrooms. Not many other organisations have their workers working for free.
Then I remembered an animation based on Dan Pink’s talk on three factors that motivate people and lead to better performance and satisfaction.
In this talk, Pink talks about autonomy, mastery and purpose as the key factors that drive better performance. Interestingly, money does not motivate people to perform any better. Once you pay people enough so they are not worried about finances, autonomy, mastery and purpose are the main drivers. These three factors are also what drive innovation within an organisation. The teacher that wants to voluntarily come in during Christmas holidays to turn a store room into learning space isn’t getting paid any extra to do this. They are doing it because there is a personal sense of purpose. And I gave them the autonomy to do it. I got out of their way. Hopefully this will be the start of more innovations.
So next time someone wants to do something cool, get out of their way J