How Do You Motivate Yourself?

Increase
motivation
Question # 1
To what extent do you find
what you do interesting?
The desire to do something

because you find it deeply
satisfying and personally
challenging inspires the highest
levels of creativity, whether it's in
the arts, sciences, or business.
http://hbswk.hbs.edu/item/5902.html
Teresa Amabile
When curiosity is guiding discoveries and

learning, people are more likely to experience
a sense of astonishment and sincere surprise,
which forms the impetus for the quick
absorption of new material and skills, thereby
contributing to building their competence.
http://www.selfdeterminationtheory.org/wp-content/uploads/2014/07/2013_VansteenkisteRyan_JOPI2.pdf
http://thehypertextual.com/2010/04/08/gary-hamels-pyramid-of-human-capabilities/
Gary Hamel
Human capabilities
Level 6: Passion
Description
Get large meaning out of work.
Level 5: Creativity
Come up with new ideas.
Level 4: Initiative
Do things before being asked.
Level 3: Intellect
Bring best practices to work.
Level 2: Diligence
Work hard.
Level 1: Obedience
Do what you are told.
http://youtu.be/VlDxHfsW_-8
Enjoyment based intrinsic motivation, i.e.
how a person feels when working

on a task, is the strongest and most
pervasive driver.
Survey of 684 open-source developers by Karim Lakhani and Bob Wolf.
https://www.goodreads.com/review/show/1065405301
Daniel H. Pink: Drive, p. 23.
Frederick Herzberg's 2-factor theory, which focuses on the idea

that the factors that determine job dissatisfaction ("hygiene
factors") are completely separate from those that determine
true satisfaction ("motivators"). Insufficient financial
compensation, for example, falls into the former camp. But
having sufficient compensation will not lead to passion for a job;
it just takes away the dissatisfaction.
Motivation, according to the theory, is determined not by
material incentives, but rather by interesting
recognition, and personal growth.

http://hbswk.hbs.edu/item/6991.html
work,
In a now classical experiment (see Deci, 1975), college

students were either paid or not paid to work for a
certain time on an interesting puzzle.
Those in the no-reward condition played with the
puzzle significantly more in a later unrewarded freetime period than paid subjects, and also reported a
greater interest in the task.
http://www.princeton.edu/~rbenabou/papers/RES2003.pdf
Generation Y expects to work in

communities of mutual interest and
passion, not structured hierarchies.
Consequently, people management

strategies will have to change so that
they look more like Facebook and less
like the pyramid structures that we
are used to.
Vineet Nayar
http://www.vineetnayar.com/rethinking-talent-management-in-the-new-normal/
Have conversations with staff about

their likes and dislikes of their current work.
their strengths and how to dedicate more of
their time on things they love.
http://www.managementexchange.com/story/atlassians-big-experiment-performance-reviews
Studies show that people who are intrinsically

motivated, i.e. motivated by, for example,
satisfying own curiosity, learning new skills and/or
having fun, are 3 times more engaged than
people who are motivated primarily by extrinsic
rewards such as money.
http://intl-rop.sagepub.com/content/early/2011/10/19/0734371X11421495
http://blogs.hbr.org/cs/2013/04/does_money_really_affect_motiv.html
Further inspiration
http://www.slideshare.net/frankcalberg/questions-to-discover-your-values
http://www.slideshare.net/frankcalberg/how-do-you-manage-your-emotions
http://www.scribd.com/doc/36349465/Capital
Question # 2
To what extent is what
you do meaningful?
Motivation is the act or process of

providing a motive that causes a
person to take some action.
http://www.jblearning.com/samples/076373473X/3473X_CH02_4759.pdf
3 factors lead to better performance and personal satisfaction
# 1: Purpose
What is meaningful.
# 2: Mastery
The urge to get better.
# 3: Autonomy
The desire to be self directed.
http://www.youtube.com/watch?v=u6XAPnuFjJc
Herzbergs theory of motivation suggests you need to

ask yourself, for example, these questions:
Is this work meaningful to me?
Will I have an opportunity for recognition
and achievement?
Am I going to learn new things?
http://www.fastcompany.com/1836982/clayton-christensen-how-find-work-you-love
Further inspiration
http://www.slideshare.net/frankcalberg/what-is-the-company-purpose
Question # 3
To what extent is what
you do needed?
Professional satisfaction
What you find interesting
What people need
What you are really good at
Sources
http://web.hbr.org/email/archive/managementtip.php?date=033011
http://hbr.org/2010/07/how-will-you-measure-your-life/ar/pr
Further inspiration
http://www.slideshare.net/frankcalberg/pestel
http://www.slideshare.net/frankcalberg/customer-needs
Question # 4
To what extent do you
set goals for what you
want to achieve?
When people set goals for themselves,

healthy things usually happen.
But goals imposed by others, for example sales
targets, quarterly returns, standardized testscores,
can sometimes have dangerous side effects.
On his theory y, Douglas Mcgregor notes

that if people are committed to a goal,
they will seek responsibility.
Daniel H. Pink: Drive, p. 195. https://www.goodreads.com/review/show/1065405301
http://faculty.haas.berkeley.edu/kurkoski/ba105/readings/basic%20motivation%20concepts.pdf
Lockes goal setting theory hypothesizes

that by establishing goals, individuals are
motivated to take action to achieve those
goals.
Goal setting has a positive

effect on student motivation.
http://blogs.edweek.org/teachers/classroom_qa_with_larry_ferlazzo/2012/01/matt_townsley_asked_carol_boston.html
Studies show that to think and produce creatively,

people must forget about pleasing an audience, or
pleasing critics, or winning prizes, or earning
royalties. All such thoughts stifle creativity.
Instead they must focus fully on the product they
are trying to create, as if creating it for its own sake.
http://www.alternet.org/books/why-students-learn-better-playful-environment
Goal setting increases extrinsic motivation.

However, it can harm intrinsic motivation by
engaging people in a task for its own sake.
http://www.hbs.edu/research/pdf/09-083.pdf
Setting goals is an effective method to track

achievement.
Too much emphasis on performance goals
may encourage unethical or unnecessarily
risky behavior.
http://www.strategy-business.com/re/recentresearch/re00064
Sears set sales goals for its auto repair staff

of $147 per hour.
This goal prompted staff to overcharge for
work and to complete unnecessary repairs.
Goals may promote competition rather

than cooperation and ultimately lower
overall performance.
Further inspiration
http://www.slideshare.net/frankcalberg/strategy-paradoxes-3551177
Question # 5
To what extent are you free
to do what you want to do?
3 factors lead to better performance and personal satisfaction
# 1: Purpose
What is meaningful.
# 2: Mastery
The urge to get better.
# 3: Autonomy
The desire to be self directed.
http://www.youtube.com/watch?v=u6XAPnuFjJc
When a person can do a task in his/her own

way, i.e. decide herself/himself how
she/he wants to do the task, she/he will be
more motivated to do the task.
Hundred of studies show that when people are free to

do something, they
become more creative,
solve problems better,
perform better,
have more positive emotions, and
have a better psychological and physical wellness.
http://youtu.be/VGrcets0E6I
Daniel H. Pink: Drive, p. 63. https://www.goodreads.com/review/show/1065405301
To support a person in becoming more autonomously

motivated, you need to
find out how the person sees the situation,
provide the person with choices to decide from,
helping her/him try new ways,
encouraging her/him to take initiative,
provide her/him with a meaningful rationale.
http://youtu.be/VGrcets0E6I
Further inspiration
http://www.slideshare.net/frankcalberg/good-leadership
http://www.slideshare.net/frankcalberg/listening-tips
http://www.slideshare.net/frankcalberg/social-competence
http://www.scribd.com/doc/32211076/Power-distance
http://www.slideshare.net/frankcalberg/power-to-the-people-34722633
Question # 6
give and/or receive
useful information?
Teresa Amabile found out that when people

get specific, meaningful information about
their work, they become more motivated.
Question # 7
To what extent do you give
and/or receive feedback?
Feedback is great motivation.
http://howwelead.org/2011/04/02/feedback-is-great-motivation/
Herzbergs approach suggests that individuals

have desires behind hygienes such as salary,
and that motivators such as recognition for
achievement are very important to them.
We should praise effort and strategy rather than

praising intelligence.
When we praise, for example, a child's effort on

learning something, the kid will understand that
effort will lead to mastery and growth and will
take on new tasks to progress further.
Research by Carol Dweck.
Further inspiration
http://www.slideshare.net/frankcalberg/feedback-tips
Question # 8
What kind of work and
living environments do you
need to do your best work?
Dont ask How can you motivate other

people?. Instead, ask How can you
create the conditions within which
people will motivate themselves?
http://youtu.be/VGrcets0E6I 13:25.
Further inspiration
http://www.pinterest.com/frankcalberg/outdoor-work-and-living-environments/
http://www.pinterest.com/frankcalberg/indoor-work-and-living-spaces/
Question # 9
How often do you ask
people questions?
Lead with questions, not with answers.

Advice by Jim Collins.
Further inspiration
http://www.slideshare.net/frankcalberg/questions-that-challenge-the-way-you-think
http://www.slideshare.net/frankcalberg/question-types
Question # 10
How easy is it for you to
speak up when you see
a problem?
Build red flag mechanisms.

In other words, make it easy for people to
speak up when they identify a problem.
Advice by Jim Collins.
Question # 11
give and/or receive
unexpected rewards?
The highest levels of creativity were produced

by people who received a reward as a kind of
bonus, an unexpected reward.
Research by Teresa Amabile.
B. F. Skinner proposed that individuals

are motivated when their behaviors
are reinforced.
When you're talking about rote simple tasks,

using rewards can be effective.
Richard Ryan
http://www.rochestercitynewspaper.com/news/articles/2010/12/PSYCHOLOGY-Cracking-the-mystery-of-motivation/
B. F. Skinner found that he could motivate a rat

to complete the boring task of negotiating a
maze by
providing the right incentive - corn at
the mazes center.
punishing the rat with an electric shock
each time it took a wrong turn.
https://www.mckinseyquarterly.com/Organization/Change_Management/The_psychology_of_change_management_1316
Over time, Skinners rats became bored with corn and

began to ignore the electric shocks.
In our experience, a similar phenomenon often prevents
organizations from sustaining higher performance:
structures and processes that initially reinforce or
condition the new behavior do not guarantee that
it will endure.
https://www.mckinseyquarterly.com/Organization/Change_Management/The_psychology_of_change_management_1316
As far back as 1911, Frederick Taylor and his

scientific management associate described
money as the most important factor in
motivating the industrial workers

to achieve greater productivity.
http://www.webpages.uidaho.edu/~mbolin/tella2.pdf
We are all motivated by both intrinsic

and extrinsic factors in all our decisions.
http://principlesoffailure.blogspot.com/2010/09/discover-what-motivates-you.html
Be careful
Offering money can be counterproductive.
A study in Sweden, which has a purely voluntary blood

donation system, showed that womens contributions
decreased when they were offered payments.
Donating blood is a way for people to signal that they
are the kind willing to sacrifice for the good
of others; offering money spoiled that effect.
http://hbr.org/2011/07/the-unselfish-gene/ar/6
Number of parents picking up their children late
Weeks
http://karlan.yale.edu/fieldexperiments/pdf/Gneezy%2520and%2520Rustichini_A%2520Fine%2520is%2520a%2520Price.pdf
Further inspiration
http://www.slideshare.net/frankcalberg/how-are-people-paid-for-what-they-do
Question # 12
How often do you
evaluate yourself?
Were you better today than you

were yesterday? Why / why not?
Further inspiration
http://youtu.be/vldjedAashA
Thank you for your interest. For further inspiration and

personalized services, feel welcome to visit
http://www.frankcalberg.com
Have a great day.

How Do You Motivate Yourself?

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Increase

The desire to do something

When curiosity is guiding discoveries and

Come up with new ideas.

Do things before being asked.

Bring best practices to work.

Do what you are told.

Enjoyment based intrinsic motivation, i.e.

how a person feels when working

Frederick Herzberg's 2-factor theory, which focuses on the idea

material incentives, but rather by interesting

recognition, and personal growth.

In a now classical experiment (see Deci, 1975), college

Generation Y expects to work in

Consequently, people management

Have conversations with staff about

Studies show that people who are intrinsically

Motivation is the act or process of

3 factors lead to better performance and personal satisfaction

Herzbergs theory of motivation suggests you need to

What you find interesting

What people need

What you are really good at

When people set goals for themselves,

On his theory y, Douglas Mcgregor notes

Lockes goal setting theory hypothesizes

Goal setting has a positive

Studies show that to think and produce creatively,

Goal setting increases extrinsic motivation.

Setting goals is an effective method to track

Sears set sales goals for its auto repair staff

Goals may promote competition rather

3 factors lead to better performance and personal satisfaction

When a person can do a task in his/her own

Hundred of studies show that when people are free to

To support a person in becoming more autonomously

Teresa Amabile found out that when people

Feedback is great motivation.

Herzbergs approach suggests that individuals

We should praise effort and strategy rather than

When we praise, for example, a child's effort on

Dont ask How can you motivate other

Lead with questions, not with answers.

Build red flag mechanisms.

The highest levels of creativity were produced

B. F. Skinner proposed that individuals

When you're talking about rote simple tasks,

B. F. Skinner found that he could motivate a rat

Over time, Skinners rats became bored with corn and

As far back as 1911, Frederick Taylor and his

motivating the industrial workers

We are all motivated by both intrinsic

Offering money can be counterproductive.

A study in Sweden, which has a purely voluntary blood

Number of parents picking up their children late

Were you better today than you

Thank you for your interest. For further inspiration and

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