21st Century Work Life

This week the tide is turning. We're talking 'bout a revolution – bring on remote work! It's making the world a better place.

Don't forget to tell us what you think, at https://www.virtualnotdistant.com/hello - and we really enjoyed your feedback on the previous episode, continuing the great 'home-workers dress code' debate… Are you Team Pyjamas, or vehemently opposed to such a travesty? Have your say – Tweet us with your views, (but please do fill in the survey too!)

As online meetings are such a vital part of working from anywhere, we talk about that too, reflecting a great discussion at Virtual Team Talk – where we cover everything from tools to tech to body language. What do you think?

John Elston is the author of The Remote Revolution (and has joined us before to talk about gig teams). The subtitle of the book is "How the Location-Independent Workforce Changes the Way We Hire, Connect, and Succeed", which John felt better resonated with the values and content of his writing, and speaking directly to the decision-makers in work location policy – to help them identify the qualities of a great remote employee.

John has truly walked-the-talk as a location-independent team member, drawing inspiration from the rich variety of places he has lived and worked for decades. He shares his journey through the practicalities, the concerns and the pace of change… And how 21st century workers can leverage this to create a work-life style unique to them, whether that means telecommuting from a home office or travelling the world. Being truly nomadic is not for everybody – but knowing who you are and what you need for personal fulfillment, has a deep impact on what you bring to your work.

And he reminds us clearly that none of this should scare the HR department either – because when you liberate your teams to take responsibility for their own choice of workplace, you are rewarded by loyalty, synergy, and productiveness. Drawing on his own experience of this epiphany as a CEO illustrates the transition very powerfully, the kind of transitions that we work through with our consultancy clients at Virtual Not Distant.

https://www.johnelston.com/

(John also references Basecamp's Jason Fried's classic work in this space, "Remote")

How would we manage at Virtual Not Distant, without Zoom? Well, we'd use another video meeting tool, there are many out there, but we love Zoom for some of its unique features:

Firstly breakout rooms, really help mirror the face to face experience when delivering workshops – it's great to be able to put people together in groups and switch up the energy.

The 'hide yourself' feature is also cool – we don't usually sit in meetings with colleagues in front of a large mirror! So the ability to hide your own camera feed whilst talking to others, is a nice touch.

Overall, it's just a nice easy user experience, where everything simply works, smoothly and intuitively. A typical freemium model, but, you get all the features right out of the box for shorter meetings – you only pay when you want to use it for longer.

No, we aren't sponsored by Zoom either! We just know what we like. https://zoom.us/

Does the idea of 'working from anywhere' conjure up all sorts of concerns, from concentration to communication? Will we get too dispersed and fragmented, and as a manager will that mean a lack of control?

Perhaps there's an underlying sense that, to be a true "remote revolutionary", you should be able to do any kind of work, from any location, at any time… but choice can be daunting: Where should I do my work today? That's already used up some of my concentration and decision-making bandwidth.

But the reality is that transitioning to an office-optional work policy is all about finding the best fit, for each individual, in terms of how people can best do their work. We talked about this back in episode 169 Asking whether your task needs concentration, contemplation, communication and collaboration might help (along with this blog post)

Pilar is taking flexible working to the shores of Eastern Spain this week! A good viewpoint from which to reflect on facilitation, and the differences involved in this practice, from training and coaching.

We hope you agree, and we're always curious to hear your feedback, but right now we're asking you about it especially in a survey – please could you spare 5 minutes, to check out http://virtualnotdistant.com/hello.

07.12 21st Century Work-life: Andi Roberts PCC, CPF

The letters after Andi's name stand for Professional Certificate of Coaching, and Certified Professional Facilitator (Pilar met Andi at an International Association of Facilitators meeting – so the networking is great, in these supportive professional communities, but more importantly they benchmark competencies and experience in both cases).

He explains that the expertise of the facilitator is to manage the process, of the meeting or project – not to be a subject matter expert, but to really understand and make the most of the human dynamics. His skills in training and coaching are valuable to combine and offer in combination, to ensure a client's complex needs are comprehensively addressed. Listening, asking powerful questions, and knowing how to give feedback, are overlapping skills which can be engaged.

Andi has some great reflections about the different attributes of online and face to face facilitation engagements, and how to plan and make the most of hybrid projects – supporting change management over time, and making flexible use of emerging collaboration tools.

We also really enjoyed his thoughts about how leaders grow and develop changing skillsets within a team, and how the facilitation and coaching needs evolve with those different levels.

Check out Andi's website at http://masterfacilitator.com/, and especially the Leadership Development model at http://masterfacilitator.com/leadership-development/. And of course you can connect with Andi at https://twitter.com/andi_roberts, where he is very active and engaged, demonstrating amazing networking skills in the new economy.

You can also explore the organisations behind Andi's professional accreditations here: https://www.iaf-world.org/site/ and https://www.coachfederation.org.uk/.

27.09 The Voice Behind The Blog, Richard Chapman https://thefieldoffacilitation.wordpress.com/about/.

Richard recorded this segment for us to introduce the excellent set of resources he has created and shared on his blog, The Field of Facilitation, based on his more than 20 years of experience working with teams.

This comprehensive toolset is free to use under creative commons licence, reflecting Richard's passionate belief in the importance of effective conversation and conversation to drive change, and the vital role of facilitation in enabling this.

It is a dynamic resource, and Richard welcomes feedback and suggestions to keep it updated and valuable to the community.

30-32 Article review: The First Rule of Working from Home: Never Wear Pyjamas!

https://www.theguardian.com/fashion/2018/apr/11/rules-working-from-home-never-wear-pyjamas

Maya and Pilar discuss this article from a fashion(!) editor at The Guardian…

Whilst overlooking the mild irritation at the way working from home still has to be singled out as quirky and strange – even requiring its own dress code and instructions apparently – we enjoyed chuckling over this article, especially the lady who puts on party dresses to work from home to make herself happy. Because, why not!

The reality here at Virtual Not Distant is often more 'webcam smart' – as formal as you need to be from middle up! But of all the things to think about when planning an office-optional approach, this is probably not a big deal to get hung up about.

Really connecting with our core consulting work at Virtual Not Distant, today is all about virtual teams – we talk about the idea of 'virtual distance', and how there are many ways that distance and closeness can be created.

Also coming soon, look out for Pilar's book, Online Meetings that R.O.C.K. – expanded and advanced and taking longer than expected due to fantastic insightful feedback from beta readers, find out what changed about the 'C'! It's going to be worth the wait.

07.15 What do you mean by that: Virtual Distance, with Dr Karen Lojeski

We really enjoyed this conversation with Karen Lojeski, founder and CEO of Virtual Distance International, and author of The New Rules of the Virtual Workplace.

Virtual Distance describes what gets lost, when the human is translated through a machine. Karen's original research found out that this could be measured and understood – and that it definitely impacts on relationships and collaborations to a measurable extent.

But it is NOT dependent purely on physical distance – that is merely one dimension in a complex system, involving operational and affinity distance as well. When virtual distance is high we damage innovation, trust and performance. And it doesn't only apply at work…

After all these are human factors, the technology is much less important. As Karen explains, "We often mix up the notion of the computer as a tool with the computer as somehow being smarter than the person and it just couldn't be further from the truth."

We are so much more complex and significant and interesting, the machines don't come close.

Check out both of Karen's inspiring books on virtual team leadership.

39.05 Recommended tools: Voicedream

A little while ago in episode 173 we discussed the medical affliction we affectionately described as 'homeworkers bum', a syndrome exacerbated by work which involves lots of reading and research.

It's not easy to read whilst doing anything but sitting down, but Voicedream is an app which reads written text aloud. It's not perfectly 'human' of course, but this is a technology which is rapidly evolving and will surely improve. But for now this is a nice app which can sync with Pocket (which we discussed in episode 172), so it helps you get through your reading queue more quickly, even when you're out for a walk.

42.36 Oh No, my team's gone remote, and I know we'll grow more distant, but I don't know how!

Instead of our usual talking head format, Pilar gives us a little exercise to complete, to help us plan or reflect upon the virtual distances within our teams – and perhaps lead to improvements in how you work together.

Here's the diagram you will need, to work through the exercise whilst thinking about YOUR team. You can find Pilar's diagram for this at https://www.virtualnotdistant.com/podcasts/virtual-distance.

How do the different expectations and behaviours impact on your work, and how interdependent are your activities? You can score yourself on the many different dimensions of virtual distance, to see how you're doing.

If you do this as individuals within a team, how do your ratings compare? How do you think they will evolve over time, if you are transitioning to new ways of working?

And can you see how little of the whole picture has to do with physical distance?

Remember to review, reflect and learn, from your exercise into virtual distance. Please let us know how it went for you, and make sure you're subscribed for future episodes.

In today's busy episode we look at the networks and constellations that surround us in our work, the human kind and the virtual respectively. Some great guests and conversations come your way, as we connect with unique expertise in the remote working space.

And special thanks to previous guest Gant Laborde for sending us some great new connections, as well his own podcast Building Infinite Red - we love to hear your feedback, so please connect with us over at Virtual Not Distant!

3.04 The Voice Behind the Book – David Burkus

It's always a pleasure to talk with David Burkus, award-winning speaker, business school professor, and author of " Friend of a Friend: Understanding the Hidden Networks that Will Transform Your Life and Your Career". David is an old friend of this podcast, and joined us back in episode 137.

His latest book looks at the fundamental principles of network science, based on 50 years of experimental evidence, to analyse universal truths you can make use of in any setting. It's definitely not yet another book about how to 'do' networking – but by better understanding the principles in play, you can enrich the way you connect with others and grow your social capital, whilst maintaining authenticity in your interpersonal relationships.

And as we keep saying, it's not about the platform or the tool – but you can use various modes of technology to supplement your networking. Getting out of your comfort zone matters too – truly effective networking is always unscripted.

Finally, you need to know that David is a past master at networking a book launch, building a great marketing ecosystem and bonus product selection around the content, and being very clear about how people will benefit from it. (Sign up on the title link above, to observe this in action). And as he does point out, writing a book about networking is a great way to grow your network!

Make sure you check out David's website for more information, and his TEDx talk, 'How to Hack Networking'.

27.17 Satellite, Cluster and Nebula Teams: What do you mean by that?

And again it's great to welcome another returning guest (from episodes 77 95 and 117!); our good friend from Virtual Team Talk Mark Kilby is an agile coach and author, and explains he needed better ways of describing different configurations of team set-up.

Satellite teams revolve around a central hub – like a main office, where most are colocated.

Clusters happen in larger organisations, with groups coalescing in different locations. Clusters may be near (perhaps even by floors in a building), or far distant from each other, perhaps by many time zones.

Nebulas are truly out in space – genuinely diffuse clouds of people, remote, collaborating and communicating completely virtually.

Mark and Joanna Rothman will explain more in their upcoming book "From Chaos to Successful Distributed Agile Teams", and we'll welcome then back to be future 'voices behind the book' to hear more.

33.19 Tools: Linoit

Lino.it is one of the simplest online planning tools, completely browser-based and no account necessary (though there is a mobile app). The beauty is in just being able to share a link and have everyone jump in and start collaborating. It's very simple and frictionless to use.

It's great for brainstorming, thought-dumping, idea capture – using virtual post-it notes, which you can move and pin and cluster at will, with intuitive drag-and-drop ease.

And it's free – what's not to like?

36.10 Oh no, my team's gone remote... And I'm afraid we'll lose visibility within the organisation!

Just as it's important to stay visible to each other as you transition to an office-optional setting, you may also need to initiate and engineer opportunities for connection and collaboration between your team and the rest of the organisation, indeed, your wider industry and world.

You can become more conscious of your networks and connections, and use the tools and opportunities you're given, both to make your own team's activities visible, but also to pick up on what else is going on, and further potential for collaboration. How can you map your network, and see who is already connected to whom, formally or informally? As with much in the remote working world, intentionality is important.

It's all about relationships and networking after all. Celebrate your accomplishments, intentionally bridge the distances, and keep your networks and constellations strong.

A shorter number of longer sections for today, including an extended featured interview looking at some of the difficulties behind the kind of working we love best. Don't forget to tell us what YOU love best, by tweeting @VirtualTeamW0rk, or visiting virtualnotdistant.com.

04.28 The Voice Behind The Blog : Gant Laborde

Today's "voice" is Gant Laborde, author of an article entitled 5 Things that Suck about Remote Work - The Pitfalls of Remote Work + Proposed Solutions https://shift.infinite.red/5-things-that-suck-about-remote-work-506b98dd38f9

We often celebrate all that we love about remote and flexible working, but it's important to reflect on the challenges. Some of them come from other people and their attitudes and expectations… and their lack of respect for your boundaries, especially when you're first transitioning and figuring things out. Gant has some good suggestions for tackling this, and for talking about how you work to those who don't get it.

Other challenges come from 'office only' things you might miss out on, because everyone else's grass is greener sometimes. Our interview discusses some ways of bringing the sociability of working life back into remote working, and dealing with temporal disconnects – which don't only come from being in different time-zones, but have cultural and lifestyle roots as well, and bring additional challenges to internal and external meetings.

An 'open source' mindset, with an eye on the future and evergreen value, really helps in making effective communications – and the extra effort of this additional thinking and planning adds compounded value down the line.

The same goes for using tools smartly, combining different modes of communication, and mixing up synchronous and asynchronous messaging… But we need to remember that written words can be misinterpreted when removed from their non-verbal context. Humour can be misjudged… and what is that silence supposed to mean..?

Try an emoji or two, to put that emotion back in, and close the loop. And don't forget to find ways to celebrate the 'wins' as well - large and the small. Every remote team needs to think about this, create the right channels and opportunities –you can't leave it to chance (as we keep saying).

There's an interesting backstory to the branding of Gant's business and blog too; enjoy the interview.

http://gantlaborde.com/ @gantlaborde https://infinite.red/

39.25 Recommended Tool: Retrium retrium.com

A tool for retrospectives or review sessions, Retrium is also useful for idea generation – we talked to one of the co-founders of Retrium back in episode 129: https://www.virtualnotdistant.com/podcasts/retrium-distributed-business.

Pilar uses it in retro-style meetings, as it's purpose-built to take you through the phases – starting with individual idea generation, (with others ideas masked), then 'big reveal', where you see everyone else's contributions and start to collaborate together.

43.14 Wellbeing: Communications addiction

Alerts and notifications are cleverly designed to feed our deep psychological needs - we all crave that little rush of dopamine when someone 'likes' your content or sends you a message. It's creeping from the social space into the workplace though, and we need to be aware of its addictive potential. Remember you can control your notifications, rather than having them control you. Have a listen to:

ReWork podcast https://rework.fm/dont-like-this/ , and also our own blog post https://www.virtualnotdistant.com/blog/notifications-settings.

And to think people worry about lack of social contact, when they transition to remote!

Fickle Friday episodes include a mini-rant by Pilar. Today's episode is all about adapting generic advice to your context, and why I'm starting the "unmuting movement".

Today we return to our regular format, and bring you a featured interview with Alison Jones, a wellbeing segment, a handy tool, and our thought-piece "oh no, my team's gone remote!"

If you have an interest in remote and flexible working, there' still time to sign up to Virtual Team Talk's "Internal Affair" – where you'll also get a little free taste of Virtual Not Distant team coaching activities too.

And visit us at VirtualNotDistant.com soon.

05:27 Featured Interview: Alison Jones, Director of Practical Inspiration Publishing.

Alison is a publishing partner for businesses with something to say. She specialises in helping experts and business leaders channel their knowledge into book format, making it easier to send ideas out into the world.

Her book 'This book means business: clever ways to plan and write a book that works harder for your business' helps people do this, along with her specialist coaching skills and publishing and marketing background.

Alison helps people create the whole platform and infrastructure around the book as a smart marketing tool for the business it reflects, and to gain maximum personal and professional development benefit from the intense creative process of giving birth to their book. She offers a range of services from online advice, mentorship, coaching through to full traditional publishing services. She successfully blends a range of remote collaboration and communication techniques to connect with her writers and bring them together online, to help them create their unique publications, and works with her fully remote team in the same way.

Pilar took Alison's "10 day business book proposal challenge" last year, and the result will be hitting book stores very soon in the form of "Online Meetings that ROCK" – so if there is a book brewing in your subconscious, this could be your moment.

Connect with Alison on Twitter @bookstothesky, and via her websites Alisonjones.com, Practicalinspiration.com and Extraordinarybusinessbooks.com

22.21 Wellbeing: Homeworker's Bum!

A humorous but real affliction, not just for homeworkers but anyone who spends too long sitting in an office chair. If your rear end is taking on the shape and rigidity of your furniture, you need to get up and MOVE!

When you transition to office-optional working, make sure you don't lose the built-in opportunities for physical movement. Try quantifying it with a device or app, and if you aren't moving enough then you need to consciously plan to stand up, make your day more dynamic.

29.02 Oh no my teams gone remote: and I don't know how to deal with the silence!

Communication changes when you move away from a centralized office space, and becomes more asynchronous. This can mean waiting for a response.

How are you, when it comes to dealing with silence?

Do you find it unsettling? Do you project your expectations and uncertainties into it – when it could be that someone simply hasn't seen your comment yet, or is considering their reply.

Silence is only uncomfortable when we are unsure what it means. You might just need a clearer agreement about expectations and how you communicate.

36:48 Tool: Canva

Making graphic designers out of all of us – content needs pictures to go with the words, and you can make them simply and easily in a browser app. Web banners, twitter cards, thank you messages - they're all straightforward to create in Canva.

Be careful, as it's quite fun, you can get carried away if you like visual things and experimenting! You can share designs and collaborate with colleagues too. The paid team version is quite an investment, but you can do a great deal with the free tool.

We'll see you again in two weeks, and meanwhile we'd love to hear what you think of our content – get in touch, or tweet us @Virtualteamw0rk

These are some of the questions we didn't get to answer during a recent webinar on Leading Remote Teams.

How do you cope with different cultures when working remotely - eg. a team I'm working with has people in Germany, Switzerland and India and can have a clash of cultures which are difficult to express remotely.

What about cultures reluctant/not familiar sharing about their opinions on private/professional stuff?

How do I manage the time different in collaborating with a virtual working in diff time zones?

Sometimes, outcomes don't come out as planned and then things start getting quite negative, how can we build trust among remote team members? How can a manager develop trust and make employees feel trust too? (managers don't know whether the members are slacking or work really hard yet get stuck)

Can you talk about HOW teams can "bump into each other" when working remotely across many locations?

My insight from this is that there are a lot different type communication needs: performance review, informal, strategy. My experience is that my remote team use one meeting to update on all and as a result they are un-structured and always over run. How many types would you define?

Any tips on encouraging participation during online/web meetings?

How do you cope with negative reactions/responses to feedback and support plans being offered, which can be evidenced?

In a multi-jurisdictional virtual team not all will necessarily have access to the same degree of technology - how best to lead.

We use Office365 in our company, however we do not use the share document facility. this is a great idea. Will look to implement this and I can see great value in the way Pilar described this.

How does Trello fit in with GDPR?

How can you connect to remote team members at private level when you do not have the opportunity to get to know them privately (for Business trips freeze or other reasons)?

Can you remind me what the sharks are? To see the sharks, head over to www.virtualnotdistant.com/podcasts/questions-leading-remote-teams

Intro

Today we look at working on the move - we have some great perspectives on this, from professional networks to remote conferences to Gig Teams. Look out for our new fortnightly schedule, as we continue to bring you information-packed magazine-style episodes.

And there's lots going on at Virtual Not Distant, so do come and visit us – virtualnotdistant.com, check out our range of specialist services and activities. And if you're curious about or involved in the world of virtual and remote collaboration, why not join us for a free online event: Virtual Team Talk's "Internal Affair" on 18th-19th June – find out more and register at virtualteamtealk.com.

03.54 Interview: Mike Jones – TAP International

Mike is the co-founder and CEO of Tap International, who help professionals broaden their networks by spending time in remote locations on 'talent development experiences' of 1-3 months, where they enjoy professional development and networking in amazing places, whilst learning from cultural differences in a fully immersive way.

Liberated by technology (and participants usually already have everything they need to maintain normal work patterns and flow), the Tap International vision is to fulfill the millennial dream of travel and experiential learning, by combining this with career development and networking. And the founders walk the talk, travelling with the groups and being truly location-independent, drawing on their professional networks to curate opportunities.

Employers get to attract and retain the best talent, with enhanced social and professional skills – and their programme can be used as a hiring perk or performance reward. The whole team benefits from the experience gained by the lucky participant.

Discover more, and start rummaging for your passport, at https://www.tapinternational.co/

https://www.instagram.com/tapinternational/

27.20 Running Remote: Conference in Ubud, Bali

Check out the podcast segment for a generous booking discount code, and don't forget to send us a virtual postcard from the beach:

https://runningremote.com/

29.19 Tools: Pocket

A neat little clipping/read later service, which lets you capture anything you want to read, from any device – to read at any time. With offline access and stripping out of ads, it's a very handy app, especially when you're travelling and want to catch up on all your interesting reading. It's also ideal for flexible freelancers or anyone who works on a range different projects and tends to come across important nuggets of information and learning when you're in the middle of working on something else.

You can follow people, tag and categorise, and share with other people – or use it as a very simple bookmarking service. But you do need to make time to read the things you have put in your Pocket!

https://getpocket.com/

39.55 What do you mean by that? John Elston, author of 'The Remote Revolution', introduces us to the concept of gig teams

Comprising a multifaceted group of individuals, a "gig team" is greater than the sum of its parts – a collective who recognise their synergy and complementary skills, and approach projects and freelance gigs together to offer a range of services to fulfill the diverse needs of their clients. They market themselves and apply their skills as a team, to tackle complex projects in a range of settings.

A truly 21st Century work evolution, top gig teams can pick and choose assignments that motivate and inspire them. Colonising coffee-shops in a city near you, gig teams are travelling the world and setting it to rights, one gig at a time.

38.30 Oh No – My team's gone remote! How can we continue learning together?

Learning and growth as a team need not be compromised by working in a remote or flexible setting.

Learning is about mindset, not location. With the right mindset, it's a continual process, of acquiring new information and putting it into practice by changing what we do. So it's important that we capture experiential learning points, and make time for the essential reflection stage in the learning cycle, where we integrate the learning points into our own behaviour.

In the online space, that means allocating resources – time and attention – to ensure learning points are captured, and successfully cascaded through the organisation. Pilar suggests a range of options for structuring this, both on the practical level, and also in creating safety within the team to be vulnerable and accept input. Change can bring many benefits, but you need to make space to accommodate it.

In our fast-moving world of work it can be hard to carve out time to learn and reflect – but these are the moments of greatest growth, wherever your team is located.

Whew, this has been one of our most packed podcasts ever – see you in two weeks time!

Lots going on at Virtual Not Distant right now! Don't forget the upcoming webinar, there's still time to book for the 6th June – all about confident and successful leadership in remote teams https://www.virtualnotdistant.com/blog/webinar-remote-teams-how-to-lead-them-confidently-and-successfully

Look out too for announcements about our in-house podcasting service, and also for Pilar's podcast about podcasting – how meta is that?

Imposing 'meaningful work' can lead to staff burnout

https://www.sciencedaily.com/releases/2017/01/170117140228.htm

Maya and Pilar discuss the potential mismatch between organisational and individual motivation – you can't tell people what is important to them. And you can't generate intrinsic motivation with a flowery corporate values statement. Long before you get burn-out and resignations, the phenomenon of 'existential labour' suggests a painful phase of faking it, in the face of an expectation that you should always be passionate about what you do.

But people find meaning in their lives in so many different ways, and there are many times people do work which pays the bills and is "fine" – why should they have to put on an act for their employers, that their behaviour is stemming from their values if it isn't? Even to the point that the employee winds up feeling conflicted and confused, about what they really feel. Social determination theory suggests we should find plenty of meaning in autonomy competence and relatedness – and this could be quite enough to provide a wholly satisfactory working life, do we absolutely have to have purpose as well?

Maybe we shouldn't idealise work, the work which most of us do every day. We talk about 'the lottery test' – would you carry on working? Most of us say yes would – but let's remember that this is a thought exercise, not a real-life test!

What do you think?

Motivation in Virtual Teams

https://www.virtualnotdistant.com/blog/motivation-in-virtual-teams

Giving this popular post a 4th birthday outing, this post digs in to the social determination theory we touched on in the media commentary.

And it's interesting to see how whilst the tools we use at work can change so much over that time, the way they are used for different purposes as the software landscape evolves has changed too – and the way users adapt them to their own needs and preferences, which might not be what the developers intended!

As work changes, the ways we collaborate and connect changes too. And so does the way we give each other feedback, find our motivation, and receive validation for our work.

But the fundamental principles of leadership haven't changed. Helping people fulfil their needs for autonomy, competence and relatedness through their work, remains the best way to lead a healthy happy team.

Recommended Reading:

Pilar reflects on Daniel Pink's excellent book Drive, and his commentary on self determination theory. He talks about mastery rather than competence, which doesn't reflect how motivating the journey can be – but purpose remains the most important of all. Purpose is truly an internal motivator, it can't be dictated to you by a manager or mission statement