What?

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Three essential elements of motivation

  1. Autonomy: People are more motivated and perform better when they have control over their work, time, team, and tasks.
  2. Mastery: The drive to improve at and do well at something that matters is an intrinsic motivator.
  3. Purpose: When people understand the larger purpose behind their work, they are more motivated to perform and achieve. </aside>

Pink’s theory is closely related to Deci & Ryan’s Self Determination Theory.

So What?

I often come back to this theory when looking at why someone is not motivated. Looking at these 3 key elements helps me to identify what maybe lacking. Then I can address a particular area.

Pink stresses that external motivation is often inferior to intrinsic motivation. A large number of studies support this. In a classic study Lepper et al. (1973) conclude that children were less motivated on subsequent tasks after expecting and receiving an extrinsic reward than if they did not receive one, or did not expect it.

Intrinsic and lasting motivation is not about using a carrot or a stick, but designing work and using coaching to build internal motivation. We can plan and communicate work in ways that build intrinsic motivation. Leadership is creating an environment where motivation flourishes.

Ensuring roles have the right level of mastery helps to encourage a state of flow. If our work isn’t challenging we can easily get bored. If’s too difficult, it can cause us anxiety. Develop enough challenge to make it interesting as we learn.

Highlighting a larger purpose gives meaning to our work. It helps with perspective. The purpose narrative can help maintain motivation, especially during setbacks.

Now What?

Use this theory to deepen your understanding of your own and others motivation. By planning work and conversation with these concepts in mind, you can do more than identify motivational ‘problems’ and work towards a flourishing team.