The Ultimate Success Sheet
Hierarchy of Needs (1943) & Self-Determination Theory (1985)
Understanding what truly motivates people is essential for leadership. Research shows that intrinsic motivation, driven by internal satisfaction, produces better long-term results than external rewards alone.
Driven by external rewards or punishments
Effective for short-term compliance, but diminishes over time. Can actually undermine intrinsic motivation if overused.
Driven by internal satisfaction and meaning
Produces sustained engagement, creativity, and high performance. The foundation of truly motivated teams.
Abraham Maslow proposed that human needs form a hierarchy, lower-level needs must be met before higher-level needs become motivating.
Focus on meeting lower needs first. An employee worried about job security (safety) won't be motivated by opportunities for creative expression (self-actualization). Ensure basics are covered before appealing to higher motivations.
Developed by psychologists Edward Deci and Richard Ryan, SDT identifies three core psychological needs that drive intrinsic motivation:
Control over work
The need to feel in control of one's own behaviors and goals. People want choice in how they do their work.
Mastery and growth
The need to feel effective and capable. People want to develop skills and see progress in their abilities.
Connection with others
The need to feel connected to and cared about by others. People want to belong and contribute to something larger.
Avoid these common practices that destroy intrinsic motivation:
| Motivation Killer | Why It Hurts | What to Do Instead |
|---|---|---|
| Micromanagement | Destroys autonomy | Set clear expectations, then step back |
| Lack of feedback | Undermines competence | Give regular, specific feedback |
| Isolation | Damages relatedness | Build team connections and community |
| Only extrinsic rewards | Crowds out intrinsic motivation | Balance with purpose and meaning |
| Meaningless work | No connection to purpose | Connect tasks to bigger mission |
Intrinsic motivation drives long-term engagement and performance. While external rewards have their place, sustainable motivation comes from autonomy, competence, and relatedness. As a leader, your job is to create the conditions where intrinsic motivation can flourish, not to try to "motivate" people through carrots and sticks.
