🧭 1 Motivation Framework All Leaders Need to Know

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Here’s Where We Are Headed Today:

• Dale Carnegie on Motivation

• One Motivation Framework All Leaders Need to Know

• Favorite Posts I Found This Week

• Free Mental Fitness Links 👇

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One Motivation Framework All Leaders Should Know

Today, we’re talking about the one motivation framework that everyone should know (especially leaders): Self-Determination Theory

What it is: Self-Determination Theory (SDT) is about what drives people. It says we are motivated when three needs are met:

1. Autonomy (freedom to choose)

2. Competence (feeling good at something)

3. Relatedness (feeling connected to others).

Why it matters in life: SDT shows that internal motivation works better than external rewards. When these needs are met, people are happier, more productive, and more successful.

What the science says:

1. The power of intrinsic motivation - Deci and Ryan’s foundational study showed that intrinsic motivation drives better performance and greater enjoyment in tasks. People who felt autonomous (in control of their choices) and competent (skilled at what they were doing) consistently performed better than those motivated by external rewards like money or recognition. Specifically, tasks driven by intrinsic motivators resulted in a 23% improvement in outcomes compared to those using only extrinsic motivators.

2. The power of autonomy in coaching and athletics - Research shows that athletes who have control over their training and decision-making processes often outperform those in more controlled environments. The findings emphasize that autonomy-supportive coaching fosters motivation, reduces athlete burnout, and enhances commitment and enjoyment, making it a crucial factor for athlete success and retention. (Link).

Sunday Story Time:

1. The Navy Seals - The Navy SEALs operate in some of the most challenging environments in the world, requiring both independence and teamwork. Their training emphasizes autonomy by teaching each SEAL, ”Learn how to think, not what to think,” to make critical decisions under pressure, even when no direct orders are available. It means having a system and process for decision making, not just accepting the decisions that were made for you. The emphasis for decision making is important because the SEALs have to be agile with their environment and make the best decision possible under the circumstances.

2. Google’s 20% Time - Google's "20% Time" policy is a legendary example of fostering autonomy to drive innovation. Under this policy, employees are allowed to dedicate 20% of their work time to projects they’re personally passionate about, even if those projects don’t align with their core responsibilities. This autonomy has led to some of Google’s most successful products, including Gmail, Google Maps, and Google News. The policy shows that when employees are trusted to pursue their own ideas, they can create products that not only align with their values but also contribute significantly to the company’s success.

So what does it mean?

• For individuals → Understanding SDT can help you identify what truly motivates you. Reflecting on your why - why you’re pursuing a goal or taking on a challenge - can clarify what’s important to you and why it matters. By focusing on autonomy, competence, and relatedness, you can set up environments and goals that align with your internal motivation and lead to greater satisfaction and long-term success.

1. Why is this goal or task important to me?

2. Am I pursuing this because I want to, or because I feel I have to?

3. How can I create an environment where I feel more in control, capable, and connected?

• For teams / leaders → As leaders, think about systems over motivation. Think about how you can create the systems that allow motivation to flourish. Meeting these needs requires getting to know your team members and understanding what drives them as individuals. Enable autonomy, provide opportunities to build competence, and build strong relationships.

1. Do I know what drives each person on my team?

2. How am I helping my team members grow and feel capable in their roles?

3. What systems or habits can I build to help my team feel connected and supported?

Favorite Posts I Found This Week

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