Within my engagements on supporting teams and management, people often ask me the same questions: How can I motivate my team? How can I engage them more for the product? How can I influence their motivation?
Managers believe, it is easy to influence other people. They only need to incentivize favorable behavior and suddenly team members are more motivated and will do their best.
Managers need to look beyond such a one-dimensional view. Motivation can have different faces. And we all know the two easiest distinctions: Extrinsic and intrinsic. But even within this two categorizations, we can look into more granular sources of motivation:
Extrinsic Motivation can have the following different sources:
Also Intrinsic Motivation has different sources, which Managers in a company want to speak to:
We all want our team members to be motivated by intrinsic motivations. It speaks unconsciously to the individual and already matches with what the person believes in. Unfortunately, we do believe, that with using instrumental motivation (extrinsically), the individuals would get motivated instriniscally.
Jurgen Appelo (author of Management 3.0) believes, that in order to speak to the internal process and self concept, we would need to understand this person. He developed the CHAMPROGS Model, which describes those values with 10 different motivational drivers. CHAMPFROGS is the acronym for Curiosity, Honor, Authority, Mastery, Purpose, Recognition, Order, Goals and Status. He mentions, that this motivational drivers are not black and white. Any individual would have a priority of those drivers. Playing Moving Motivators might help Managers to understand those.
One important motivational source is he external self-concept. Often managers and organizations do not know how to address that within their team. Therefore we will discuss this in our next blog article. Stay tuned.