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Patrick 2.0 p. 94
autonomy in particular over four aspects of work: what people do, when they do it, how they do it, and whom they do it with. Engagement emerges when people have autonomy over 4Ts: their task, their time, their technique, and their team.
Patrick 2.0 p. 110
Daniel p. 211
Daniel p. 210
Results-only work environment (ROWE): The brainchild of two American consultants, a ROWE is a workplace in which employees don't have schedules. They don't have to be in the office at a certain time or any time. They just have to get their work done.
Daniel p. 210
"Now that" rewards: Rewards offered after a task has been com-pleted-as in "Now that you've done such a great job, let's acknow!-edge the achievement." "Now that" rewards, while tricky, are less perilous for nonroutine tasks than "if-then" rewards.
Daniel p. 210
Nonroutine work: Creative, conceptual, right-brain work that can't be reduced to a set of rules. Today, if you're not doing this sort of work, you won't be doing what you're doing much longer.
More from Daniel
See their profile Ultra Successful p. 61
when you study people who've created extraordinary lives, you realize they didn't follow templates for career paths and lifestyles; they designed their own blueprint.
Ultra Successful p. 60
Ultra Successful p. 60
• Being motivated and curious counts for more than being smart because it leads to action. • It is desire, not intelligence, that prompts behavior.
Ultra Successful p. 54
Ultra Successful p. 54
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