Motivation or Manipulation? Nurturing The Intrinsic Drivers of a Culture of Belonging

The Power of Intrinsic Motivation: Cultivating a Thriving Workplace

Introduction

Standing behind the curtains of the grand stage, he hears the MC introducing the upcoming speaker; it's him! The MC speaks with high praise for his motivational abilities. Despite his many years as a motivational speaker, he couldn't shake the nagging doubt of whether he could genuinely transmit true motivation.?

In this article, we will examine what we call motivation and why motivation in the way we know it doesn't work, and why genuine inspiration emerges from within rather than imposed on others.?

Let's challenge conventional notions and explore the significance of intrinsic motivation in creating a thriving workplace.

Understanding the Nature of Motivation

Organizations worldwide invest substantial resources in motivational programs, yet the effectiveness of such endeavors still needs to be determined.?

Even if you might have labeled yourself as a "motivational speaker," consider giving yourself a few minutes to ponder whether you or I can genuinely motivate others. Or if motivation is an innate force waiting within an individual to be ignited?

The Journey from Intrinsic to Extrinsic Motivation

Watching my grandchildren engaging in activities purely for the joy of it is one of the great blessings of life. Can you remember your childhood? Think back to when you entered the formal education system; external rewards and punishments become more prevalent, affecting our intrinsic motivation.?

Renowned education expert Alfie Kohn sheds light on this transformation, emphasizing that traditional approaches fail to address fundamental questions like self-identity and the ideal classroom environment.

I'll let Alfie Kohn explain it:?"Think about the questions kids are encouraged to ask in different classrooms. In a school dominated by consequences, kids are led to think:

"What do they want me to do, and what will happen to me if I don't do it?"?

Realizing this, you might think I don't want my kids in a consequences and punishment environment. As a result, you may think I want my kids in a reward-oriented school instead, that you want them in a classroom characterized by praise.?

Praise?

However, in a praise-driven classroom, kids ask themselves,

"What do they want me to do, and what will I get for doing it?"

Notice how fundamentally similar those two questions are.?

Considering their similarity, and then thinking about how radically different either one is from the questions:

"What kind of person do I want to be?" or "What kind of classroom do we want to have?"

The motivation by either consequence or praise distracts from what is meaningful and matters.?

Now consider that those kids have all grown up and become your employees. You read a book, saw a speaker, or took a course, and now you are trying to motivate them. Those same questions are at least unconsciously saturating their psyches. "What do they want me to do, and what will happen to me if I don't?" or "What do they want me to do, and what will I get for doing it?"?

The result: Leaders fail to motivate because that kind of motivation is at least intuitively perceived as manipulation.?

Embracing Intrinsic Motivation in the Workplace

Similarly, external rewards and punishments challenges arise in workplaces where leaders attempt to motivate employees through external incentives.?

However, authentic motivation often eludes us, as employees become burdened by thoughts of rewards or punishments. To make a genuine impact, we must shift our focus toward nurturing intrinsic motivation.?

Rather than asking, "What do we want them to do?" let's inquire, "What kind of person do they want to be, and how can we facilitate that?" This shift will lead to actual growth and engagement among employees.

Creating a Culture of Belonging

You might fear that fostering intrinsic motivation could lead to chaos at work. But in reality, most people seek to be valued and appreciated rather than extravagant perks. Building a culture of belonging involves understanding and fulfilling these fundamental human needs, leading to a more motivated and engaged workforce.

The Pitfalls of External Rewards

What I find absolutely fascinating is that research indicates that intrinsic motivation often dwindles when external rewards are introduced. While recognition for contributions is essential, it's vital to recognize that genuine motivation stems from purpose and fulfillment, not external inducements.

Understanding the Different Types of Motivation

Breaking free from the misconception of motivation as a single entity, we must grasp that it comprises various types. To unlock its true potential, we should focus on understanding how our employees are motivated rather than merely measuring their motivation levels.

Alfie Kohn's Three Cs of Intrinsic Motivation

1. Content: Providing meaningful and valuable tasks is crucial. Avoiding menial tasks will minimize the need for rewards or threats to motivate individuals.

1. Community: Building a caring and supportive environment where individuals feel safe and connected helps foster intrinsic motivation.

2. Choice: Allowing individuals to decide about their tasks and responsibilities empowers them to develop good decision-making skills and enhances their motivation.

3. Cultivating a Thriving Workplace

Imagine a workplace that embodies the Three Cs: engaging tasks, a supportive community, and freedom of choice. External rewards and punishments become obsolete in such an environment, and intrinsic motivation thrives.

Conclusion

While intrinsic motivation is more desirable because it is self-driven and associated with personal growth,?it is essential to note that motivation can be a complex interplay between intrinsic and extrinsic factors. That being in that an external motivator cannot drive a long-term change but can catalyze something dormant within that individual.

True motivation cannot be imposed upon others; it emerges within each individual. As leaders, we must create an environment that nurtures and fosters intrinsic motivation. By understanding what drives our employees and empowering them to grow and belong, we inspire them to achieve heights they never thought possible.

So, let's bid farewell to outdated notions of manipulation and control. Instead, let's embrace the power of inspiration and cultivate a workplace where intrinsic motivation flourishes, and each person can thrive in a culture of belonging.

Get my new course on Creating a Culture of Belonging here NOW: https://coursifyx.com/belonging

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I trust that you found this article valuable. Feel free to share the article with anyone who could benefit, as I am here to serve.

I genuinely look forward to your feedback and input in the comments below.

Please reach out; let's discuss how I can help you create a?#CultureOfBelonging. Understanding the impact of the social environment opens the door to the mental well-being of your team and a productive, loyal, and more fulfilling work environment.

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Contact?Dov Baron?today?and take the first step towards a more inclusive and innovative corporate culture.

I sincerely look forward to your feedback and insights on this.

With gratitude, respect, and curiosity, Dov…

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About Dov Baron

Dov Baron?is the leading authority on?Emotional Source Code? and the?Anatomy of Meaning?.?He has been named?5x of the world's Top 30 Global Leadership Gurus and twice by Inc. Magazine's Top 100 Leadership Speakers.

Dov?guides leaders, Icons, businesses, and teams?to harness their Emotional Source Code to create tribes of belonging that generate innovation, authentic communication, and fierce loyalty.

Dov Baron, Actualizer: Meaning Authority, Advisor to Leaders and Icons:

“Control The Meaning, and You Control The Movement!”

* Top30 Global Leadership Guru

* IncMag Top100 LeadershipSpeaker

* ???#1 Fortune500 Podcast

* Independent Contributor: Medium, ??Entrepreneur Mag

Find Dov here on LinkedIn and?DovBaron.com

or?DM me here on LinkedIn

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