Tap the Power of Intrinsic Motivation to Build an Unstoppable Organization

by Evan Hackel

An excerpt from my new book ?Ingaging Leadership: The Ultimate Edition

Intrinsic motivation, at its core, is the drive to engage in work beyond external rewards; it's about finding joy, satisfaction, and value in the task itself. This sense of internal fulfillment fuels individuals to perform their best, not for a pay raise or a promotion, but because they genuinely enjoy what they do and find it meaningful. This contrasts with extrinsic motivation, driven by tangible rewards or avoiding punishments. Both have their place in an organization. However, research has consistently shown that when employees are intrinsically motivated, they produce higher quality work, exhibit greater creativity, and have higher levels of job satisfaction.

Building an Intrinsic Motivation Ecosystem

Creating an environment conducive to intrinsic motivation is a central element of Ingaged leadership. The core of this ecosystem rests on three pillars: autonomy, mastery, and purpose.

Autonomy

Autonomy is about giving employees control over their work decisions. This sense of freedom is a powerful motivator. When employees feel they have agency, they take ownership of their tasks and become dedicated to producing quality results. Autonomy fosters a sense of trust between leadership and staff, reinforcing the belief that employees are competent and capable. Implementing autonomy might mean giving teams the freedom to decide their work methods, allowing flexible work schedules, or entrusting individuals with significant projects.

Mastery

Mastery refers to gaining comprehensive knowledge or skill in a subject or task. An Ingaged leader should encourage continuous learning and skill development. This could involve facilitating access to professional development courses, encouraging knowledge sharing within the team, or creating a work environment where making mistakes is seen as a part of the learning process. As employees gain mastery, they derive satisfaction from their growth and competence, which further fuels their intrinsic motivation.

Purpose

A sense of purpose, understanding how one's work contributes to the broader organizational goals, is a crucial element of intrinsic motivation. It involves showing employees the “big picture,” how their work is essential in the grand scheme of things. To foster a sense of purpose, leaders should regularly communicate the organization's mission and vision and articulate how each team's efforts contribute to these objectives. When employees perceive their work as meaningful and impactful, their passion and motivation are kindled intrinsically.

Challenges and Their Remedies

While intrinsic motivation is a potent force, cultivating it within an organization isn't without its challenges. This section can explore potential obstacles, such as resistance to change, maintaining a balance between autonomy and accountability, and ensuring motivation during difficult times. For each challenge, practical solutions can be provided. It's important to emphasize that while hurdles are expected, the benefits of fostering intrinsic motivation far outweigh the difficulties.