Why I Say that Motivation is like a Soda Bottle

When you give it externally it reaches to the top and falls down gradually.

This is how real motivation works

(Based on Neuroscience)

Rethink Motivation: Forget rewards and punishments; true motivation comes from within.

Autonomy's Power: We need freedom in our work. Micromanagement kills motivation. Empower people to make decisions.

Cultivate Relatedness: We're social beings. Create a sense of community by building trust and encouraging collaboration.

Master Competence: Feeling capable is key. Leaders should support growth, recognize strengths, and appreciate contributions.

Optimal Motivation Model: Align work with autonomy, relatedness, and competence for intrinsic motivation, boosting engagement and well-being.

Beyond Leadership: Applies to everyone. Use these principles for personal growth, relationships, and work.

Control to Coaching: Leaders guide instead of control. Help individuals discover their motivation, strengths, and goals.

Mindfulness and Self-Awareness: Understand needs and motivations for creating motivating environments.

Continuous Learning: Adapt to the changing work landscape. Stay open to new methods and approaches.

Culture of Motivation: Leaders set the tone by practicing principles, fostering open communication, and encouraging collaboration.

Recent neuroscience findings support the idea that external motivations, much like the quick fizz in a soda bottle, have a fleeting impact. It's like a burst of excitement that fades away quickly.

However, the real game-changer lies in intrinsic factors. Just as intrinsic motivation creates a lasting fizz, neuroscience suggests that when your drive comes from within – fueled by personal joy and passion – it can propel you further on your journey.

So, in the grand scheme, relying on intrinsic motivations is like having a soda bottle that never loses its refreshing and enduring spark, guiding you to where you truly want to go.