WHAT
The word motivation has the same root as the word move - it’s about being energized and compelled to act. We can be motivated in many ways, but research tells us that connecting to our inner ‘why’ is almost always more sustaining and powerful than external rewards, praise or punishment.
WHY
Tapping into why we do what we do empowers us to be more engaged, productive and successful. More than four decades of research show that internal motivation is a strong predictor of high performance at work, at school, and in life. It’s a must for anybody who wants to retain and attract great talent. And in the context of needing to adapt either to working from home or to working in a very different way than we’re used to, helping people find that internal drive is probably one of the most important skills any leader should master.
HOW I CAN USE THIS
Self-Determination Theory can help us better understand the internal factors that sustainably motivate us. The theory says we all have three basic human needs:
Autonomy: we need agency to exercise choice in our daily lives.
Competence: we need to grow, learn, and master new skills.
Relatedness: we need to belong and connect with others.
If you’re procrastinating on something and struggling to get started, do a quick audit on these three needs.
How might you use your strengths to tackle it in your own way (autonomy)?
How might this task help you grow new skills (competence)?
How might the task allow you to connect with others (relatedness)?
Finding your “why” will help you sustain the motivation to get the job done.
HOW I CAN HELP OTHERS:
When you want to help others find a boost of motivation, here are some tips based on Self-Determination Theory:
Give autonomy. Be flexible and focus on what your team accomplishes, not on how or where they get the work done. When possible, let colleagues choose their tasks based on interests, skills and values. Delegate responsibility whenever you can, giving others the freedom to generate creative solutions to problems and opportunities. Also remember that resisting a task can be a form of autonomy, so leave room for people to say “no”.
Build competence. Help colleagues set clear goals and lay out actionable steps that grow their skills to reach them. Provide informative, specific feedback that builds on what colleagues do well. For example, if someone on your team is struggling with working from home but is really great at connecting with others, suggest they reach out to peers to find effective ways to co-work remotely.
Prioritize connection. Make time for frequent team connection, especially during challenging times. Start virtual meetings with questions that enhance a sense of belonging: “What went well this week? What do you need? How can we help each other?” Remember that we’re all facing challenges outside of work that are likely to interfere with our productivity. Check in with colleagues to see how they’re doing and what kind of support they need to work effectively.
Resources
Center for Self Determination Theory (Website)
Working Remotely During a Pandemic: Staying motivated by monitoring your psychological needs (Article)
Dan Pink’s TED Talk on the Puzzle of Motivation (Video)
Introduction to Self-Determination Theory (Coursera)
Author
Eudaimonic by Design is a global network of consultants, facilitators and systems thinkers who share a passion for the science of well-being and believe that organizations must be designed to enable it. We harness the best of scholarly thought and years of practical experience to help people be truly engaged, act ethically and pursue excellence.
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