Get Curious

​

What's Beneath the Surface?

Motivation is a mystery only if you accept it at face value.

Take a moment to get curious. Instead of assuming you know why your team members do what they do, ask yourself: "What unspoken desires or fears could be driving their behavior?" Are they motivated by recognition, by growth, by fear of failure, or by something deeply personal?

The root of motivation often hides beneath layers of assumption.

​

What Impacts Motivation?

Motivation is not a one-size-fits-all concept.

Get curious by asking direct, open-ended questions about what drives your team members. For example, ask them: "What kind of work excites you the most?" or "What conditions help you do your best work?" Show genuine interest in their answers, and connect their motivations to the tasks at hand. Leaders who actively seek to understand individual motivators can tie those motivations to team goals, aligning personal interests with collective success. Asking these questions regularly will help you identify new ways to support and inspire your team.

Dig deeper to understand what truly fuels your team.

​

Whose Goals Are They, Anyway?

Why do people lose motivation?

Sometimes it's because they're chasing goals that aren't even their own. Ask yourself: Are you pushing your people toward outcomes that truly matter to them, or ones that simply align with the organization's needs? While some tactical goals just need to get done, consider how you can get creative with broader goals. Get genuinely curious about understanding your team's real drivers and where there's opportunity to align them with broader goals.

Creating goals tied to what drives each person on your team will build more ownership and engagement.

​

Insight

​

Autonomy

Self-determination theory tells us that autonomy is a crucial component of motivation.

Richard Ryan and Edward Deci’s research suggests that people thrive when they feel control over their actions and choices. Heavy oversight kill this intrinsic motivation. When leaders foster a sense of autonomy—allowing individuals to own their work and their decisions—motivation skyrockets. This isn't just about giving latitude; it's about relinquishing control.

Give your team room to decide.

​

The Thing About Rewards

It seems intuitive that rewards drive motivation, but this isn't always the case.

In fact, extrinsic rewards can often reduce intrinsic motivation—a phenomenon called the over-justification effect. When people start doing something for a reward rather than for enjoyment, the original motivation can diminish. Rewards can be effective when used sparingly and when they align with intrinsic interests, but they shouldn’t replace the internal "why."

As much as possible, focus on motivation beyond incentives.

​

Psychological Safety

Research points to the powerful role of purpose and psychological safety in driving motivation.

Studies by Amy Edmondson highlight that teams perform best when they feel safe to take risks and express their thoughts without fear of negative consequences. Google’s Project Aristotle also found that psychological safety is the number one factor in building effective teams. When team members understand the purpose behind their work and feel safe to innovate and fail, their motivation soars. Foster this environment by openly discussing the purpose of projects and encouraging team members to voice their ideas and concerns.

Create a space where purpose and safety lead to genuine engagement.

​

Action

​

Reframe Challenges to Opportunities

Motivation often fades when tasks feel like threats rather than opportunities.

Start by framing tough assignments differently. Reframe problems or obstacles as challenges that provide growth. Encourage your team to look at what they can learn or how they can grow through these moments, not just what they can achieve. This shift in perspective can make all the difference.

Opportunities allow your team to get excited about their work, rather than dread it.

​

Let Go

Think about the choices your team currently has—and give more.

Identify one project or task that you can let go of completely, trusting your team to take it forward without intervention. Offer the autonomy that research shows is crucial for motivation, even if it’s uncomfortable. More oversight might make you feel better, but it kills creativity and drive.

Trust your team—step back and let them lead.

​

Ask, "Why now?"

When motivation wanes, timing might be the issue.

Ask yourself, or your team, "Why is this task important right now?" Connecting current actions with immediate significance can re-spark motivation. It’s easier to push through challenges when you understand why it matters today. If the answer isn’t clear, maybe it's time to reconsider the timing.

Urgency is a powerful motivator.

​

Tie Goals to Motivation

To make goals meaningful, connect them to intrinsic motivators.

Get creative to tie goals to what energizes each person on your team. For example, if someone finds purpose in creative problem-solving, align their responsibilities with tasks that require innovative thinking. When goals resonate with individual drivers, they become more than tasks—they become opportunities to fulfill personal aspirations.

Goals fueled by intrinsic motivators lead to extraordinary results.

Thank you for joining me this week. Feel free to forward this to someone who might benefit from it and remember: As you set new goals, let curiosity guide you toward uncovering the motivations that make those goals not only achievable but pursued with purpose.

Here’s to leading with purpose and curiosity!

Cheers,

Del

​