Motivation – The Power of Choice Part 2

“Knowing others is intelligence; knowing yourself is true wisdom.” - Lao Tzu

Intrinsic or self-motivation as opposed to external motivation, is at the heart of creativity,

responsibility, healthy behaviour, and lasting change.

How can leaders in one-up positions, such as healthcare professionals, teachers,

managers or supervisors, motivate others who are in one-down positions, if the most

powerful motivation, leading to the most responsible behaviour, must come from within,

where it must be internal to the self of the people in the one-down positions?

What if we change the question. Rather than “How can people motivate others?” what if

we asked, “How can people create the conditions within which others will motivate

themselves?”

The Power of Rewards

It seems simple enough. If we reward the desired behaviour,

there will be increased likelihood that the behaviour will be repeated. However, for the

behaviour to be sustained, the rewards must keep coming.

Rewards address the symptom.

What if motivation is not something that gets done to people, but rather something that

people do?

Intrinsic motivation is choosing to do something for its own sake. Doing something for

the reward that is inherent in the activity itself. For example, the reward for doing the

activity being how it makes us feel, such as the feelings of excitement, accomplishment

and personal satisfaction. Being intrinsically motivated has to do with being wholly

involved in the activity itself, not about reaching the goal.

What kinds of experiences effect our intrinsic motivation, often leading to it being

undermined? For example, what happens to our intrinsic motivation for an activity when

we receive an extrinsic reward for doing the activity that we had previously been quite

willing to do without the reward? Often our intrinsic motivation decreases. This

phenomenon is known as the Overjustification Effect.

Why Does This Happen?

Shifting Focus from Enjoyment to Reward:

• Our attention shifts from the inherent enjoyment of the activity (e.g., curiosity,

personal satisfaction) to the external reward (e.g., money, praise).

• Over time, the activity becomes less about the joy of the task itself and more

about achieving the reward.

Undermining Autonomy:

• Intrinsic motivation is closely tied to a sense of choice and autonomy.

• When external rewards enter the picture, we might feel like we are being

controlled or manipulated to perform the task, reducing our sense of ownership

and self-motivation.

Reward Dependence:

• If the rewards stop, we are often less motivated to continue the activity compared

to when we did it purely for intrinsic reasons. For example, a child who loves

drawing for fun might become less enthusiastic if they start receiving prizes for

every drawing. What was once an activity fueled by curiosity and creativity may

turn into something they do just for the prize.

In Coaching

Self-motivation is essential for growth because it fuels the internal drive to learn, adapt,

and persist, which are key components of personal and professional development. In

leadership development, this underscores the importance of creating environments that

foster intrinsic motivation by connecting tasks to a person’s values, sense of purpose,

and personal growth rather than relying on external incentives alone.

Unlike external motivation, which depends on outside rewards or pressures, self-

motivation originates from within, making it more sustainable and deeply connected to

our sense of purpose and identity.

Here’s w

hy it matters for growth

Sustained Effort and Persistence

• Growth often requires consistent effort over time, especially when we experience

challenges or setbacks.

• When self-motivated, we are more likely to stay committed to our goals because

we find meaning and satisfaction in the process itself, not just in the outcomes.

Ownership and Responsibility

• When motivation is internal, we feel a greater sense of ownership over our

growth.

• Sense of ownership increases accountability, encouraging proactive learning,

problem-solving, and personal development.

Curiosity and Lifelong Learning

• Self-motivation sparks curiosity and a desire to explore, learn, and grow beyond

what is required.

• An intrinsic desire for growth leads to continuous learning, innovation, and

adaptability, all of which are critical for navigating a rapidly changing world.

Resilience and Adaptive Capacity (Vertical Development)

• Growth isn’t linear; it requires the ability to adapt, reflect, and shift perspectives.

• Self-motivation helps us engage with challenges as learning opportunities,

fostering resilience and a growth mindset, shifting our perspective about “failures”

to “opportunities”

Authentic, Values-Driven Growth

• Self-motivation is more likely to align with an individual’s core values and identity

and therefore our growth is rooted in authenticity leading to greater fulfillment,

purpose, and long-term satisfaction.

Psychological Well-Being and Engagement

• Research shows when we are intrinsically motivated, we experience higher

levels of engagement, satisfaction, and psychological well-being.

• We are more likely to experience flow states, where we feel fully immersed and

energized by what we’re doing which is an essential aspect of meaningful

growth.

In short, self-motivation is the foundation of genuine, lasting growth. It transforms

learning and development from an obligation into an exciting, purpose-driven journey,

aligning with our natural human tendency to explore, create, and evolve.