Motivation is often viewed as a driving force that pushes individuals to take action, both in personal and professional settings. However, I've learned that when it comes down to it, no one can motivate anyone else to do something. Real motivation comes from within.
While external influences have the ability to inspire people, what really drives them is usually their own intrinsic motivation. Understanding and nurturing this internal drive can lead to a more engaged, productive and fulfilled workforce.
So how can leaders cultivate an environment in their business where intrinsic motivation thrives? There are five elements of intrinsic motivation that can be used to inspire both teams and individuals:
1. Connection To The Ultimate Intent: Understanding The Big 'Why'
One of the most powerful motivators for any individual is a connection to a greater purpose or ultimate intent. It’s easy to get bogged down in the daily grind, but employees who understand how their work aligns with broader organizational or personal goals are more likely to stay committed and engaged.
Intrinsic motivation thrives when people are driven by something deeper than surface-level rewards, such as a paycheck. Leaders who create a sense of purpose within their teams guide employees to see beyond the transactional nature of their work and connect their roles to the company’s larger vision and, ideally, to the individuals' personal aspirations.
2. Role Authority
Intrinsic motivation flourishes when people feel a sense of authority over their roles and responsibilities. Giving employees ownership of outcomes and the ability to make decisions that impact their work empowers them to take initiative, innovate and own their contributions.
When individuals feel that they have control over their work and can influence results, I've found they are more likely to be invested in the process and the outcome. This sense of ownership creates pride in their work and a deeper commitment to success.
Micromanagement, on the other hand, stifles motivation. It sends the message that the individual’s contributions are not trusted or valued. Encouraging role authority bolsters motivation and also creates space for growth, as employees are more likely to take risks, learn from failures and innovate when they feel empowered.
3. Role Autonomy
While role authority provides ownership over outcomes, role autonomy gives individuals the freedom to decide how they achieve those outcomes. Many people are more motivated when they have a say in how they work.
Think of role autonomy as creating a framework of trust. When employees are trusted to manage their time, choose their methods and determine their workflow, they feel empowered and respected. This can lead to a higher level of job satisfaction, engagement and motivation. I think everyone prefers to have at least some level of control over their work environment.
Role autonomy doesn’t mean there is no structure or accountability in the workplace. It just means employees are trusted to figure out the best way to deliver the results. The flexibility of choice leads to greater intrinsic motivation because individuals feel a sense of freedom and agency over their work.
4. Alignment
Alignment between personal values and organizational goals is a critical component of intrinsic motivation. When employees feel that their personal values are in sync with the company's culture and noble cause, they often experience a natural desire to contribute and succeed. On the other hand, a lack of alignment between personal values and work objectives can lead to disengagement and dissatisfaction, as well as high employee turnover.
People who feel aligned with their organization’s values and goals are more likely to find their work meaningful and fulfilling. They are contributing to something they believe in, instead of just working for a paycheck.
Creating this alignment requires a deep understanding of both organizational values and individual motivations. Leaders must take time to understand their team members on a personal level and identify where personal and company values intertwine.
5. Habits And Discipline
Habits and discipline play a crucial role in sustaining intrinsic motivation. It’s easy to feel motivated at the start of a project, but what happens when the initial excitement starts to fade?
This is where habits and discipline come into play. Building consistent habits creates a foundation of self-discipline that can take over when necessary. Motivation may wane, but when people develop the proper habits, they continue to take action even when they don’t feel particularly inspired to do so.
Leaders can support this by encouraging employees to develop routines that align with their goals and responsibilities. This discipline leads to small wins, which supports continued progress. When employees see this continued progress, it often builds motivation back up because they can see the fruits of their labor.
Motivating From Within
Motivation is a crucial aspect of workplace culture and success, and its impact on business can be seen everywhere we look. Leaders have the ability to create environments where intrinsic motivation can flourish by connecting employees to their ultimate intent, granting role authority and autonomy, ensuring alignment of values, and encouraging habits and discipline.
Through focusing on these five elements, organizations can inspire their teams to unlock their full potential, often leading to greater productivity, job satisfaction and long-term success and results, for both the organization and each individual.
In the end, motivation comes from within, and the leaders who understand and nurture this internal drive can make all the difference in guiding their employees and teams to thrive.
P.S. Check out the original article on Forbes
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