⭐Why Motivating People Doesn't Work ... and What Does - Susan Fowler - Free Audiobook

Summary

This video challenges traditional approaches to motivation, emphasizing the importance of intrinsic factors like autonomy, relatedness, and competence. Rather than relying on external rewards and penalties, true motivation arises from fulfilling psychological needs. The video highlights how leaders can foster a motivated and engaged workforce by empowering employees, nurturing relationships, and promoting continuous growth. By shifting focus from profit to service and prioritizing meaningful results, organizations can create an environment where intrinsic motivation thrives, leading to long-term personal and professional fulfillment.

Takeaways

• 😀 Traditional motivation methods like rewards and penalties are ineffective for long-term performance.
• 😀 True motivation stems from intrinsic factors like autonomy, relatedness, and competence.
• 😀 Autonomy refers to the freedom to make decisions that align with personal values and beliefs.
• 😀 Relatedness is the need to feel connected to others and part of a supportive community.
• 😀 Competence involves the desire to feel capable and effective in the tasks one undertakes.
• 😀 Billy Bean's decision to stay with the Oakland A’s over a lucrative offer illustrates how intrinsic motivation outweighs external rewards.
• 😀 Leaders can foster intrinsic motivation by respecting individual autonomy, nurturing relationships, and encouraging skill development.
• 😀 Motivation is a dynamic skill that can be developed and honed, much like learning a new language or mastering an instrument.
• 😀 Leaders should focus on creating environments where intrinsic motivators like personal values and growth opportunities are supported.
• 😀 Shifting focus from external rewards to intrinsic rewards can create a more engaged and productive workforce.
• 😀 Rethinking the purpose of business beyond profit to include service and employee well-being can help align teams with meaningful goals.

Q & A

What is the traditional view of motivation, and why is it considered ineffective in the modern workplace?

The traditional view of motivation is based on external rewards (carrots) and penalties (sticks), where employees are incentivized by rewards or punished for undesirable behavior. This approach is considered ineffective because it overlooks the deeper, intrinsic aspects of human motivation, such as personal values, passions, and a sense of purpose, which are more sustainable drivers of performance.

What are the three psychological needs that fuel intrinsic motivation?

The three psychological needs that fuel intrinsic motivation are autonomy, relatedness, and competence. Autonomy is the desire to feel in control of one's actions, relatedness refers to the need for connection with others, and competence involves the feeling of being capable and effective in one's tasks.

How does intrinsic motivation differ from extrinsic motivation?

Intrinsic motivation is driven by internal fulfillment, such as personal values, passions, and a sense of purpose, whereas extrinsic motivation is driven by external rewards (like money, promotions) or penalties. Intrinsic motivation is more sustainable and leads to greater engagement and long-term satisfaction.

Why is autonomy an important element of motivation?

Autonomy is crucial because it empowers individuals to make decisions that resonate with their personal beliefs and values. It gives people a sense of control over their actions, leading to greater satisfaction and motivation in their tasks.

What role does relatedness play in motivation, and how can it be fostered in a workplace?

Relatedness is the intrinsic need to connect with others and feel a sense of belonging. In a workplace, relatedness can be fostered by building a supportive, understanding, and respectful culture where employees feel genuinely seen and valued as part of a community.

How can leaders encourage competence within their teams?

Leaders can encourage competence by providing opportunities for learning and growth, offering challenges that stretch employees' skills, and creating an environment that values continuous development. Recognizing individual achievements and offering feedback also boosts competence.

What is the importance of recognizing individual motivators in leadership?

Recognizing individual motivators helps leaders tailor tasks and environments to resonate with each person’s intrinsic drives, leading to more engaged and productive employees. Understanding what motivates each team member allows for more personalized and effective leadership.

How can motivation be seen as a skill, and what can individuals do to develop it?

Motivation can be seen as a skill because it can be developed, honed, and integrated into both personal and professional life. Individuals can develop this skill by identifying their personal motivators, realigning tasks to match their values, and creating environments that support intrinsic motivators.

What are some actions leaders can take to create a motivated and engaged team?

Leaders can create a motivated team by fostering autonomy, encouraging personal growth, nurturing relationships, and aligning individual roles with a greater purpose. Regular feedback, open communication, and recognizing achievements also play a significant role in enhancing motivation.

What is the impact of focusing too much on external rewards, such as wages and promotions, on employee motivation?

Focusing too much on external rewards can lead to a short-term boost in motivation but fails to address the deeper psychological needs that drive long-term engagement. Employees may feel disconnected from their work and less motivated once the external rewards are no longer present or satisfying.