The Motivation Myth
Breaking Free from Carrots and Sticks
I have heard countless leaders across my career talk about a “carrots and sticks” approach to leading their teams. But humans aren't motivated by carrots and sticks— we’re not horses. Whether you’re in an entry level role or you’re a C-suite executive, every person seeks growth, meaning, and connection. Yet, many leaders still cling to outdated methods that fail to inspire genuine engagement. It’s time to rethink how we lead, especially if you’re leading a mission-driven organization that people join because they want to make an impact in the world.
Traditional tactics like rewards (carrots) or punishments (sticks)—might drive short-term results but fail to build lasting commitment and passion. To create a team that is genuinely engaged, leaders must focus on intrinsic motivation—the drive that comes from within.
Motivation comes in two types: intrinsic and extrinsic.
Intrinsic Motivation: Driven by internal satisfaction, such as personal fulfillment or passion for the work itself. It's what keeps you absorbed in a challenging project or curious about learning something new.
Extrinsic Motivation: Driven by external factors like money, recognition, or fame. It's what makes you meet a sales target for a bonus or complete a task for praise.
Both types have their place, but understanding the difference is key to using them effectively.
Extrinsic motivation works well for routine tasks with clear expectations, driving quick completion. However, it can backfire for tasks that require creativity or deep engagement. As Daniel Pink notes in Drive, “Intrinsic motivation—the drive to do something because it is interesting, challenging, and absorbing—is essential for high levels of creativity” (Pink, 2009, p. 46).
You’re likely familiar with external motivators (e.g., money, fame, awards). Let's focus on the power of intrinsic motivation.
While rewards have their place, they can come with unintended consequences. According to Pink, extrinsic rewards can "limit the breadth of our thinking" and "reduce the depth of our thinking" (Pink, 2009, p. 56). When focused solely on the reward, we often miss the bigger picture or fail to think creatively.
Pink highlights, "Many people work only to the point that triggers the reward — and no further. So if students get a prize for reading three books, many won't pick up a fourth" (Pink, 2009, p. 58). Similarly, focusing too much on extrinsic rewards can be counterproductive, especially in roles requiring sustained effort and engagement.
Organizations that prioritize intrinsic motivation see:
Higher Engagement: Employees who feel their work matters are more committed and present.
Increased Innovation: Autonomy and purpose foster creativity and new ideas.
Lower Turnover: People stay where they feel valued and aligned with the mission.
Enhanced Performance: Intrinsically motivated employees consistently bring their best selves to work.
To create a workplace where intrinsic motivation thrives naturally, consider these strategies:
Connect Work to a Greater Purpose: Help employees see how their work contributes to a larger mission. Regularly communicate the impact of their work on the organization and your customer base or community.
Action Tip: Share customer stories, success metrics, or social impact proof points to show how the organization benefits others.
Encourage Open Dialogue: Foster an environment where team members feel safe to share ideas and feedback. Promote regular check-ins to discuss what can be changed or improved in order for the organization to make a greater impact internally and externally- and genuinely listen.
Action Tip: Implement anonymous feedback tools or town hall-style meetings to promote open communication.
Promote Growth Opportunities: Everyone wants to feel they are growing. Encourage continuous learning through training, development, and challenging projects that align with personal and organizational goals.
Action Tip: Ensure managers are working with their direct reports to develop personalized growth plans that match each team member’s strengths and aspirations.
Ready to assess your motivational approach? Reflect on these questions:
What motivates my team members beyond money or promotions?
Are we relying too heavily on external rewards or punishments?
Do team members have the autonomy to make decisions?
Are we providing meaningful growth opportunities?
Does the leadership team and our individual contributors understand how everyone’s work connected to impact or a larger purpose?
Do we foster an environment of safety for creative risks?
How often do we recognize efforts, not just results?
If these questions reveal areas for improvement, it may be time to rethink your strategy. Let's explore how you can build a high-performing culture where everyone thrives. Reach out to start a conversation on reimagining motivation in your organization.
