What is motivation

Summary of “Why Motivating People Doesn’t Work” by Susan Fowler 5hr) and

My 5 x takeaways and insights???????????????????????????????????????????

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Susan Fowler's book "Why Motivating People Doesn't Work...And What Does: The New Science of Leading, Energizing, and Engaging" is a must-read for anyone interested in leadership and management. This audiobook is based on her research and experience, which provides her insights of the psychology of motivation. It also shares how leaders can make an environment that promotes intrinsic motivation, developing motivated and engaged employees necessary for successful organisations.

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In summary, the book consists of three parts:

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1. The flawed motivation model:

In her book, Susan questioned the traditional motivation model that used external rewards and punishment as a tool to motivate employees. She explained how extrinsic motivation (motivation driven by external rewards and punishment) can stifle the intrinsic motivation (motivation revolving around personal interest and enjoyment in performing tasks). This she said can lead to disengagement and demotivate staff from doing much.

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2. The motivation continuum:

Susan introduces her model for motivation that has six motivation outlooks-

a)????Disinterested,

b)???Externally Motivated,

c)????Imposed,

d)???Aligned,

e)????Integrated, and

f)????Intrinsic.

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These outlooks represent a range of motivation that ranks from low to high motivation. She illustrated how each motivation outlook works with several examples and provides practical tips on how to address them effectively.

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3. She elaborated on what leadership skills that can support motivating staff and promote intrinsic motivation in her new motivation model and leadership concept. Susan said there are three basic psychological needs of employees:

a) Autonomy - the ability to control and own the work they perform,

b) Competence - the ability to learn and grow in their roles, and

c) Relatedness - the desire to be connected to others for the greater good.

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In her book, she highlighted in order to build a self-motivated and engaged team, we should give more importance to autonomy, competence, and relatedness. She emphasized what autonomy is not. It is not defined by the level of decision-making power but with the empowerment to decide their workflow and the work they perform. Next Susan suggested building a supportive environment where employees can build competence is another important aspect is a critical aspect of motivating staff. She believed that relatedness, the third factor, can be enhanced through culture, communication, and relationships with others.

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The author believed that leaders have a role to play in shaping the workplace culture, ensuring employees can be intrinsically motivated, engaged, and feel fulfilled in their roles. She strongly suggested that leaders need to have a good understanding of employees' individual motivations while providing individual feedback that acknowledges their contribution. She acknowledges that roles of coaching, mentoring, and feedback in creating a learning culture that upskills staff, allowing everyone to adapt to change and growth is important and should not be overlooked.

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In conclusion, "Why Motivating People Doesn't Work...And What Does" by Susan Fowler offers a new way to look at motivation in the workplace. It shared how the current traditional motivational methods can be damaging to long-term and sustainable motivation. This audiobook provides practical tools for leaders to enable them to evaluate employee's motivation levels, understand how to support their psychological needs, and create a culture that drives intrinsic motivation. It's a game-changer for professionals seeking to better transform their organizational culture, retain talented employees, and develop a highly motivated workforce to succeed and perform as a team.

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My five Takeaways and Reflections

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Key highlights from the audiobook "Why Motivating People Doesn't Work...And What Does" by Susan Fowler:

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1. The Flawed Motivation Model: Susan stated that traditional motivation models can lead to disengagement and demotivate staff if it just ?rely on external rewards or punishment as a means to motivate employees.?

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Reflection question 1: What need I consider to include more intrinsic motivation methods into my leadership style??

Reflection question 2: Are there any incidents in my own workplace where extrinsic motivation has not succeeded to get more employee engagement??

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2. The Motivation Continuum: Susan introduces six motivation outlooks, ranging from disinterest to intrinsic motivation. She provides practical tips on how to address each outlook effectively.?

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Reflection question 1: Are these 6 different motivation outlooks observable in my team or workplace??

Reflection question 2: What can I do to help my employees move from an externally motivated outlook to an intrinsic motivated one??

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3. The Role of Autonomy: Susan sees the need for more employee autonomy in driving intrinsic motivation. Autonomy is not just about decision-making power but also includes the ability to manage one's workflow and work in general.?

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Reflection question 1: How can I give more autonomy to my team members??

Reflection question 2: What roadblocks are there that I should also look at to include managing workflow and work in general as part of the autonomy to be given??

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4. Building Competence: Employees competence need to be enhanced. As such Susan stresses the importance of building a supportive environment that allows such growth.

Providing adequate training and more opportunity to learn and grow will be the key.?

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Reflection question 1: How can I develop a learning culture within my team or organization??

Reflection question 2: What kind of training or upskilling programs would each of my team member need and how would it benefit them ??

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5. The Role of Leaders: Susan acknowledges leaders have the role and responsibility to ?shape the workplace culture, supporting employee motivation, and building a sense of eco-community and connection.?

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Reflection question 1: What kind of culture have I created in my team or workplace, and how has it impacted employee motivation??

Reflection question 2: What kind of feedback and recognition have I given to my team members, and has it been effective in driving motivation??

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Overall, "Why Motivating People Doesn't Work...And What Does" offers valuable insights into the psychology of motivation and how to build a culture that supports intrinsic motivation. The key takeaways from the audiobook can be used for self-development to improve leadership skills and create an environment that fosters motivation and engagement within the workplace.