“One way to keep momentum going is to have constantly greater goals.” – Michael Korda
As leaders, we've all experienced a disengaged, underperforming team. We implement new initiatives, redesign processes, yet something still feels off. People show up, but they aren't truly showing up.
What's missing? Intrinsic motivation, addressing the WIIFM factor while focusing on the inner drive inspired by having three psychological needs met: autonomy, competence, and relatedness.
Autonomy nurtures volition and personal endorsement of our actions. Competence feeds our desire to develop and take on challenges. Relatedness taps into our need for social bonds and belonging. When satisfied, people become energized, engaged, and committed because the work itself is rewarding.
Understanding these needs isn't enough. We must intentionally create environments that promote autonomy, competence, and relatedness. This transcends where people work - it's about fostering trust, equity, inclusion, and appreciation.
It means empowering teams to experiment while providing development opportunities. It means valuing diverse perspectives and ensuring people feel safe to be authentic.
Cultivating this environment requires vulnerability and a willingness to relinquish control. But the payoff is immense: an intrinsically motivated, deeply engaged workforce committed to your organization's success.
Let's shift from chasing short-term metrics to nurturing the deeper purpose, trust, and connections that fuel intrinsic motivation. When people feel autonomous, competent, and related, engagement, retention, and performance success follow.
How do you create this kind of space within your team and organization? Share your insights below and let's keep learning together.