Start with Self-Assessment

It's crucial to analyze what truly motivates us. Understanding our personal needs and how to fulfill them is vital for reaching our potential. I was surprised to learn that values like ‘integrity’ and ‘honesty’ significantly influenced my motivation. Various assessments can provide insights; here’s a free option:

Reflecting to Move Forward

While conducting a self-review, it’s beneficial to perform a quick check-in. Maslow’s Hierarchy of Needs is well-known in education, as optimal learning requires meeting basic needs. This principle applies to adults striving for personal growth. These needs form a hierarchy, where higher levels can’t be attained without a solid foundation.

Motivation begins with physiological needs like food and water, followed by safety (both physical and financial), then love and belongingness (including relationships), and esteem (from respect and status). Only once these four levels are satisfied can we pursue self-actualization, or our best selves.

Consider your own situation: if you’re freelancing, you might lack the financial security needed for self-actualization. Conversely, if you’re excelling at work, perhaps a lack of personal connections is hindering your motivation. Assess your needs and take action before proceeding.

Intrinsic versus Extrinsic Motivation

> “You can motivate by fear, and you can motivate by reward. But both those methods are only temporary. The only lasting thing is self-motivation.” — Homer Rice

Motivation can either stem from within (intrinsic) or be influenced by external factors (extrinsic). The phrase “the carrot or the stick” refers to extrinsic motivation. If you’ve ever heard someone say, “We pay them well enough; I don’t understand why they aren’t trying harder,” they subscribe to the belief that extrinsic motivation is effective. It can be, but research indicates that external incentives are often short-lived and can undermine intrinsic motivation. For instance, studies show that when participants are paid to play a game, they initially engage more but eventually lose interest compared to when they play for intrinsic enjoyment.

> “In almost all cases where people are working for rewards, extrinsic tangible rewards undermine intrinsic motivation.” — Albert Einstein

So why is intrinsic motivation vital? It not only sustains our commitment to long-term goals but also unleashes our creativity—essential for innovative problem-solving.

> “For artists, scientists, inventors, schoolchildren, and the rest of us, intrinsic motivation—the drive to do something because it is interesting, challenging, and absorbing—is essential for high levels of creativity.” — Daniel H. Pink, *Drive: The Surprising Truth About What Motivates Us*

Thus, the next step in your motivational journey is recognizing that external rewards are insufficient. Pursuing a promotion or raise won’t sustain your motivation for long.

> “Our prevailing system of management has destroyed our people... The forces of destruction begin with toddlers and continue through the workplace.” — W. Edwards Deming

Understanding Herzberg’s Theory

Another perspective on motivation comes from Herzberg’s theory, which categorizes factors that influence workplace motivation into motivating factors (like recognition) and hygiene factors (which can only cause dissatisfaction). Notably, salary is classified as a hygiene factor. It might seem surprising, but if your salary doesn’t meet your needs or is lower than others in similar roles, it can demotivate you. Although a pay increase might provide temporary satisfaction, it won’t foster long-term motivation.

Review the lists of motivating and hygiene factors. Are there any hygiene factors you can eliminate or motivating factors you can enhance? Understanding your position on this spectrum could provide valuable insights into your motivation. For me, recognizing the role of salary clarified why pay increases didn’t motivate me and alleviated my guilt for feeling ungrateful.

Exploring Self-Determination Theory

> “We have three innate psychological needs—competence, autonomy, and relatedness. When those needs are satisfied, we’re motivated, productive, and happy.” — Daniel H. Pink, *Drive: The Surprising Truth About What Motivates Us*

Recently, I delved into the work of Richard Ryan and Edward Deci, which helped me piece together my understanding of intrinsic motivation. Their theory posits that our motivation is influenced by three key elements:

• Autonomy: You feel motivated when you have control over your actions and can make choices that impact your work. Being micro-managed can diminish your motivation.
• Competence: You feel motivated when you believe in your abilities and skills. Feelings of inadequacy can erode your self-confidence.
• Relatedness: Connection with others enhances motivation, aligning with the ‘love and belongingness’ stage of Maslow’s hierarchy.

> “Human beings have an innate inner drive to be autonomous, self-determined, and connected to one another. When that drive is liberated, people achieve more and live richer lives.” — Daniel H. Pink, *Drive: The Surprising Truth About What Motivates Us*

When I reflected on my life, I realized I felt overwhelmed by my job (low competence), lacked control over my workflow (low autonomy), and felt disconnected from family overseas (low relatedness). It’s no surprise that I was demotivated, leading to exhaustion and burnout. Understanding self-determination theory guided me in choosing my next job—one that felt achievable, was close to loved ones, and offered greater decision-making power.