The point raised by Alex is crucial (intrinsic versus extrinsic
motivators). Thinking broadly about 'group' (community, enterprise,
institution, organization, etc.) I was recently looking at indicators
of 'non-collaboration' within organizations. Motivation and engagement
were usually the key words expressed by people struggling with
collaboration. One needs visual clues, so I contended that the best
indicator is "idleness" !
I am quite chuffed that "Idleness" within a coworking place is
something that I have rarely spotted ("idle" people tend to be quickly
ejected ?). For groups such as coworking spaces, the word I value the
most is 'CARE'. Hence, when you are (co)working, make sure that the
context will never lead one of the members to act compulsively or
anxiously i.e. behaving uncarefully.
That is why, assuming a better economy is to rest on more emphasis on
collaborative behaviors (sharing the same goal), coworking spaces
could be the way future organizations will self-organize.
See the post here:
http://www.walababoard.com/1/post/2011/09/what-prevent-employees-to-be-motivated-or-engaged.html
Philippe
(member of The HUB Brussels)
On 27 fév, 19:11, Alex Hillman <[email protected]> wrote:
> On another list I participate in, Nilofer Merchant
> (http://nilofermerchant.com) shared some interesting perspective on what
> organizations can do to help design collaboration into their communities.
> She points to a mix of intrinsic and extrinsic motivators that we use at
> Indy Hall, and I think that many people on this list can benefit from as
> well.
>
> http://dangerouslyawesome.com/2012/02/how-to-help-groups-succeed/
>
> -Alex
>
> /ah
> indyhall.org
> coworking in philadelphia
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