It is about time I updated this site with relevant news. If you have been here before you will notice some major changes. Mainly I wanted to offer a better organized structure for a anybody to access all past research and journals in the development of MDNA.
I had the distinct pleasure of being invited to interview with Y Combinator this past year. We submitted our software MDNA Cloud for investment and incubation. The reception and encouragement from Y Combinator was phenomenal. However, for various professional and personal reasons, I decided not to pursue the Silicon Valley route for MDNA (just yet anyway).
That being said, I took away some valuable insights that prompted me to update our framework slightly.
One of the main updates is how we are now educating individuals and organizations on the principles of intrinsic motivation combined with social DNA. At first, our focus was only on intrinsic motivation. But this combination really does explain MDNA more thoroughly. (We also use the analogy of the science of genetics and epigenetics if you really want to let your inner nerd out with us.)
Next is using the term “Motivational Value System” (MVS) vs. “Motivational Profile.” This may not be such a big difference on the surface, but it was much easier to explain how we are not really a personality test by explaining the relevance of an MVS. Here is an excerpt from our technical summary:
Motivational Value Systems
As introduced, the overarching objective of MDNA is to identify an individual’s Motivational Value System (MVS) and nurture it for results. The MVS combines intrinsic motivation and social DNA into major themes—specifically the seven themes we call “gifts” in the MDNA framework.
The purpose of the MVS is to first move past external factors that drive an individual’s behavior—rewards, grades, competition, reviews, and the opinions of others—to being motivated from within, such as by interests, curiosity, compassion or a personal values system. Therefore an MVS is built upon the individual’s intrinsic purpose, passions and potential and how they lead to creativity, sustained effort and resilience to adversity. A strong MVS creates a happier and healthier outlook on the world, which ultimately leads to performance without the need for external support.
The second purpose of the MVS is to address the frustrations experienced by leaders, managers, mentors and coaches when trying to mobilize others to positive action. Typically, we ask the question “How can I motivate people?” This is actually the wrong approach and falls into the very trap of extrinsic motivation we should avoid. Instead, we should be asking, “How can I create the conditions within which people will motivate themselves?”
There are other adjustments here and there. Overall and in general, the goal was to really help explain MDNA using terms that are relevant for our clients, certified partners and potential social investors.
You can read the entire technical summary here >