My needs versus their needs
One of the core tasks of team leaders is keeping motivation and inspiration high. This doesn’t mean all great leaders are charismatic and inspiring. In fact, the opposite is often true. Motivating employees isn’t about what you say to them, it’s about understanding what they’re seeking from work.
And while understanding the individual desires of each team member might take time, there’s a proven model for understanding human motivation that just might help you uncover your team’s motivation mysteries faster. In the 1980s, researchers Edward Deci and Richard Ryan outlined a model of motivation called “self-determination theory.” Their theory defined that intrinsic motivation comes in three forms: autonomy, competence, and relatedness.
A closer look at Self-determination theory: Understanding the 3 drivers; autonomy, competence & relatedness
When motivation appears to be an issue with an employee, one or more of the 3 drivers is likely the cause.
Self-determination theory makes two key assumptions:
The need for growth drives behavior. The first assumption of self-determination theory is that people are actively directed toward growth. Gaining mastery over challenges and taking in new experiences are essential for developing a cohesive sense of self.
Autonomous motivation is important. While people are often motivated to act by external rewards such as money, prizes, and acclaim (known as extrinsic motivation), self-determination theory focuses primarily on internal sources of motivation such as a need to gain knowledge or independence (intrinsic motivation).
According to self-determination theory, people need to feel the following to achieve psychological growth:
Autonomy: People need to feel in control of their own behaviors and goals. This sense of being able to take direct action that will result in real change plays a major part in helping people feel self-determined.
Competence: People need to gain mastery of tasks and learn different skills. When people feel that they have the skills needed for success, they are more likely to take actions that will help them achieve their goals.
Connection or relatedness: People need to experience a sense of belonging and attachment to other people.
How Self-Determination Theory Works
It’s important to realize that the psychological growth described by self-determination theory does not happen automatically. While people might be oriented toward such growth, it requires consistency and attention.
Ryan and Deci have suggested that the tendency to be either proactive or passive is largely influenced by the social conditions in which we are raised. Social support is key. Through our relationships and interactions with others, we can foster or reduce well-being and personal growth.
Other factors that also help or hinder the three elements needed for growth include:
Extrinsic motivators can sometimes lower self-determination. According to Deci, giving people extrinsic rewards for intrinsically motivated behavior can undermine autonomy. As the behavior becomes increasingly controlled by external rewards, people begin to feel less in control of their behavior and intrinsic motivation is diminished.
Positive feedback can boost self-determination. Deci also suggests that offering unexpected positive encouragement and feedback on a person’s task performance can increase intrinsic motivation. This type of feedback helps people feel more competent, which is a key need for personal growth.
Example of Self-Determination
Imagine a person who fails to complete an important project at work. If this person is high in self-determination, they will admit their fault, believe that they can do something to fix the problem, and take action to correct the mistake.
If that same person was low in self-determination, they might instead look for other things that they can blame. They might make excuses, assign blame elsewhere, or refuse to admit their own role in not completing the project on time.
Most importantly, perhaps, is that the person low in self-determination won’t feel motivated to fix the mistake. Instead, they might feel helpless to control the situation and believe that nothing that they do will have any real effect.
Self-Determined vs. Non-Self-Determined Behaviors
Self-Determined Behaviors
Motivated by intrinsic rewards
Driven by enjoyment, interest, or satisfaction
Feel in control
Non-Self-Determined Behaviors
Motivated by extrinsic rewards
Driven by obligation or responsibility
Feel a lack of control
Rather than thinking of motivation as being driven by either extrinsic or intrinsic rewards, it is often helpful to view it as a continuum between self-determined and non-self-determined behaviors.
On one end of the continuum are purely self-determined behaviors that tend to be intrinsically driven and done for the enjoyment of, interest in, and inherent satisfaction for the action itself.
On the other end are non-self-determined behaviors, which are performed only because they must be done. There is a complete lack of control on this extreme end of the scale.
If you are training to compete in a marathon, for example, you might be extrinsically motivated by a desire to gain approval from others. At the same time, you may also be intrinsically motivated by the satisfaction you gain from the activity itself. In most cases, behaviors tend to lie in the middle of the continuum.
There is also often a varying amount of external motivation, which can fuel the degree of internal motivation. People may engage in actions because they feel they have some level of personal control and the behaviors ultimately align with something that is important for their self-concept.
In the Workplace
People with self-determination feel more satisfied at work while also playing a key role in that organization’s success. How can employers build self-determination in their workers?
By allowing team members to take an active role
Not overusing extrinsic rewards since this can undercut intrinsic motivation, a phenomenon known as the overjustification effect
Offering employees greater responsibilities
Offering support and encouragement
Providing employees with meaningful feedback
Traits of Self-Determined People
If you are interested in strengthening your self-determination, it is helpful to think about what a highly self-determined individual might look like. People high in self-determination tend to:
Believe that they have control over their own lives. Self-determined people have an internal locus of control and feel that their behaviors will have an influence on outcomes. When confronted with challenges, they feel that they can overcome them through diligence, good choices, and hard work.
Have high self-motivation. Someone with high self-determination doesn’t rely on external rewards or punishments to motivate them to take action. Instead, they engage in behaviors because they are motivated intrinsically. They have an internal desire to set goals and work toward them.
Base their actions on their own goals and behaviors. In other words, people with self-motivation intentionally engage in actions that they know will bring them closer to their goals.
Take responsibility for their behaviors. Highly self-determined people take credit for their success but they also accept the blame for their failures. They know that they are responsible for their actions and don’t shift blame elsewhere.
How to Improve Your Self-Determination
Do you want to be more self-determined? There are a few steps you can take to improve your own self-determination skills.
Improve Your Self-Awareness
Self-awareness is associated with self-determination and can even help prepare you to make more purposeful decisions.8 Meditation, seeking regular feedback, and writing down your thoughts and feelings are all ways to improve self-awareness.
Engage in Self-Regulation
Developing a higher level of self-determination involves also working on your self-regulation skills.9 Strategies that can help you better regulate yourself include being more mindful of how you feel mentally and physically, along with practicing cognitive reframing to better regulate your emotional responses.
Find Social Support
Strong social relationships can foster motivation and well-being. Seek people who make you feel welcome and cared for. This may be a family member or friend, or it could be a member of your church, a counselor, or anyone else who provides a sense of support and belonging.
Gain Mastery
Becoming skilled in areas that are important to you can help build your sense of self-determination. Whether you have a strong interest in a hobby, sport, academic subject, or another area, learning as much as you can about it and improving your skills can help you feel more competent.
In Conclusion:
Whether you are a leader or employee in a management position, it’s important to understand what motivates you and those you lead for effective growth of the business. Have you taken a close look at yourself to determine what areas you can improve upon that can ultimately positively influence those in your life? It always begins with “me”. If you are curious how your employees and teams can be more motivated, call me for a free 15 minute coaching session at 440-212-4987.