In the world of leadership, there is a term that’s frequently mentioned but seldom explored in depth: motivation. To earn the genuine, freely chosen commitment of others, it’s crucial to engage with this concept thoughtfully. It needs to be discussed and applied in productive and positive ways.
While I won’t delve deeply into academic theories of motivation, the goal here is to equip leaders with a clear understanding of what influences human behavior, particularly when it comes to factors within our control. By understanding these elements, leaders can better understand the behaviors that impact performance.
The Two Types of Motivation: Intrinsic and Extrinsic
Motivation can generally be broken down into two categories: intrinsic and extrinsic.
➡ Intrinsic motivation refers to factors that come from within a person. It’s a broad concept, but at its core, it includes any internal driver that influences decisions and behaviors. For example, if someone decides to take piano lessons because they
enjoy music or want to perform in front of others, these are intrinsic motivators—driven by personal enjoyment, passion, or internal satisfaction.
➡ Extrinsic motivation, on the other hand, is influenced by external factors. These are the rewards, punishments, structures, or environments that shape our behavior. Examples include a competitive atmosphere, tangible rewards like bonuses or
promotions, social recognition, or support from colleagues. These motivators come from outside the individual but can significantly impact their participation and engagement.
Though these explanations may seem simplistic, they highlight a crucial point: leaders must pay attention to both intrinsic and extrinsic motivators. By understanding and leveraging them effectively, leaders can cultivate a positive, motivating environment in the workplace (and beyond).
The Missteps of Common Motivation Strategies
It’s common to see lists of motivators in popular business publications—things like Pizza Fridays, quarterly cookouts, or gift cards for high performance. While these tactics aren't inherently harmful, they miss the mark if used in isolation or without a deeper understanding of what drives individual motivation.
Too often, leaders rely on these surface-level motivators without considering the deeper factors that impact motivation. They may believe that they are creating a motivating environment, only to be blindsided when skilled employees leave or disengage. Why does this happen?
The answer often lies in leaders relying on their own “common sense” or assumptions about what motivates people. Far too few leaders take a strategic, data-driven approach to motivation. A conscious, thoughtful process should include three key steps:
1. Align Company Values with Motivators: What are the company values or principles that employees are expected to uphold? Are these values in line with the intrinsic and extrinsic motivators of each individual? Imagine hiring a highly skilled employee who doesn’t resonate with your company values. How motivated will they be when held accountable for behaviors that go against their personal values?
2. Understand Individual Motivators: What drives each person? This is a critical question that leaders should consistently ask. How well do you know your team’s intrinsic and extrinsic motivators? And, over time, how can you ensure this understanding remains accurate? If you misinterpret someone’s motivations, it could lead to disengagement.
3. Adjust Extrinsic Factors Based on Data: Once you have clear, accurate data on both company values and individual motivators, you can begin to make informed adjustments. These could include altering rewards, recognition systems, processes, or even job responsibilities. For example, you may find that modifying an employee’s tasks or providing more autonomy can improve motivation and performance.
The Power of Understanding Motivation
So, what’s the key takeaway? Whether you’re a new leader or an experienced manager, it’s time to take stock of your knowledge about motivation. Learn the basics of motivational science—after all, behaviors are what we measure, and behaviors drive results. This educational journey can be a personal one or guided by a professional, like us at Ferrin Leadership Development. We invite you to schedule a no-pressure consultation to discuss your leadership challenges and goals.
After this educational phase, it’s time for the mapping and planning phase. Leaders must gather accurate data (as outlined in steps 1 and 2), then use that information to engage in a brainstorming session. This collaborative process can uncover powerful insights on how seemingly small changes can have a profound effect on motivation.
Conclusion: Why Leaders Must Focus on Motivation
It’s time for leaders to deepen their understanding of motivation—something that directly and indirectly influences workplace culture, behavior, and performance. When you understand what truly motivates your team, you can foster an environment that encourages collaboration, commitment, and discretionary effort. This leads to lower turnover, higher performance, and greater success.
Let’s start a conversation about how you can increase your knowledge and confidence in strategically improving motivation within your teams. By partnering with Ferrin Leadership Development, you’ll gain personalized insights into your team’s motivations, equipping you with the tools to create a more engaged and productive workforce. Let’s work together to boost morale, reduce turnover, strengthen culture and drive sustainable results.