The Biggest Myth in Leadership: Can You Really Motivate Others?

The Mammoth in the Room

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We continue our discussion on motivation and tackle one of the most persistent myths in leadership: the idea that leaders can directly motivate others. We’ll explore the science and psychology of motivation to understand why leaders can’t truly motivate others but instead must focus on creating environments where people motivate themselves.

We’ll explore the difference between intrinsic motivation—doing something because it’s personally fulfilling—and extrinsic motivation, which relies on rewards like bonuses or recognition. I’ll explain how connecting work to a greater purpose can inspire long-term motivation, engagement, and satisfaction.

I’ll also share practical tips for fostering autonomy, mastery, and a sense of community in the workplace. By creating an environment where people feel empowered and valued, you can build a motivated, creative, and engaged team.

If you’re ready to lead with impact and inspire true engagement, I’ll give you insights and strategies to rethink motivation in your organization. Tune in as we bust the motivation myth and discover what it takes to create a truly motivating environment for your team!

In this episode:

- Intrinsic vs. extrinsic motivation

- Why intrinsic motivation is critical

- Pros and cons of extrinsic motivation

- Balancing intrinsic and extrinsic motivation

- The relationship between autonomy and motivation

- Practical tips for leaders to foster intrinsic motivation

- Key takeaway: the biggest myth in leadership

Resource Mentioned in the Episode:

Deci, E. L., & Ryan, R. M. (2017). Self-determination theory: Basic psychological needs in motivation, development, and wellness. New York: Guilford Press. https://www.guilford.com/books/Self-Determination-Theory/Ryan-Deci/9781462538966

Deci, E. L., Koestner, R., & Ryan, R. M. (2016). A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation. Contemporary Educational Psychology, 25(1), 54-67. https://home.ubalt.edu/ntygmitc/642/Articles%20syllabus/Deci%20Koestner%20Ryan%20meta%20IM%20psy%20bull%2099.pdf

Gagné, M., & Deci, E. L. (2020). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362. https://selfdeterminationtheory.org/SDT/documents/2005_GagneDeci_JOB_SDTtheory.pdf

Vansteenkiste, M., et al. (2019). Autonomy-supportive leadership: Its role in enhancing motivation. Leadership Quarterly, 30(5), 781-795.

Grant, A. M., & Berry, J. W. (2018). The necessity of intrinsic motivation for creative problem-solving. Journal of Applied Psychology, 103(9), 945-956.

Amabile, T. M., & Pratt, M. G. (2016). The dynamic componential model of creativity and innovation in organizations: Making progress, making meaning. Academy of Management Journal, 39(2), 53-66. https://www.hbs.edu/faculty/Pages/item.aspx?num=51996

Mekler, E. D., et al. (2017). The role of rewards in driving behavior for routine tasks. Personnel Psychology, 70(2), 310-340.

Maurer, T. J., et al. (2018). The influence of employee skill development on intrinsic motivation. Human Resource Development Quarterly, 29(3), 299-319.

Niemiec, C. P., et al. (2019). The role of relatedness in fostering intrinsic motivation and job satisfaction. Frontiers in Psychology, 10, 1-11.

Ryan, R. M., & Deci, E. L. (2020). Human motivation in the workplace: Fostering autonomy, competence, and relatedness. Human Resource Management, 59(1), 213-229.

Deci, E. L., et al. (2020). Designing performance-based rewards to complement intrinsic motivation. Personnel Review, 49(5), 859-872.

Get in Touch:

Website: https://www.mammothleadershipsciences.com

LinkedIn: https://www.linkedin.com/in/nicolaspokorny

YouTube: www.youtube.com/@MammothLeadershipSciences