In his bestselling book, Drive, Daniel Pink outlines three concepts that lead to success and fulfillment in one’s career. He boils it down to these big three: autonomy, mastery and purpose.
In usual Pink style, the book is an easy read, full of data and packed with relevant anecdotes to keep the pages turning.
Building off his research, Pink argues that, while money is obviously a critical factor in career satisfaction and required to support your lifestyle, it is just one part of the overall hierarchy of what contributes to overall happiness in one’s career. It takes more than just a fat paycheck to achieve career satisfaction.
While reading Drive, I kept thinking about how integrating this advice could create a more positive approach to building an effective and motivated SDR team.
By encouraging these concepts into your SDR team’s workflow, could you drive more success, longevity and career satisfaction among the team?
In the hyper-competitive market for talent among SDR candidates, we know it’s going to take more than good salaries, benefits and fussball tables to keep top-performers around.
Remember, recruiters are hitting up your team all day with bigger better offers. Drive gives us a clue on how to stay ahead of that competition.
So how can SDR managers bring the three factors of autonomy, mastery and purpose into the daily life of SDRs?
A few ideas:
Remember, SDR is the first job for most people, so to think they have all this figured out is not realistic. However, if, after a while of you trying to bring it out they aren’t coming up with anything, or don’t really care, you may have a larger problem on your hands.
As mentioned, motivation has to come from within. But as a manager you can help SDRs discover that, and work with more purpose each day.
Have you tried any of those ideas or found ways to encourage the aspects that Daniel Pink advocates in Drive?
Please leave a comment below.
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