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 
level...
When curiosity is guiding discoveries and 
learning, people are more likely to experience 
a sense of astonishment and sin...
Gary Hamel 
http://thehypertextual.com/2010/04/08/gary-hamels-pyramid-of-human-capabilities/
Human capabilities Description 
Level 6: Passion Get large meaning out of work. 
Level 5: Creativity Come up with new idea...
Enjoyment based intrinsic motivation, i.e. 
how a person feels when working 
on a task, is the strongest and most 
pervasi...
Frederick Herzberg's 2-factor theory, which focuses on the idea 
that the factors that determine job dissatisfaction ("hyg...
In a now classical experiment (see Deci, 1975), college 
students were either paid or not paid to work for a 
certain time...
Generation Y expects to work in 
communities of mutual interest and 
passion, not structured hierarchies. 
Consequently, p...
Have conversations with staff about 
 their likes and dislikes of their current work. 
 their strengths and how to dedic...
Studies show that people who are intrinsically 
motivated, i.e. motivated by, for example, 
satisfying own curiosity, lear...
Further inspiration 
http://www.slideshare.net/frankcalberg/questions-to-discover-your-values 
http://www.slideshare.net/f...
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....
3 factors lead to better performance and personal satisfaction 
# 1: Purpose 
What is meaningful. 
# 2: Mastery 
The urge ...
Herzberg’s theory of motivation suggests you need to 
ask yourself, for example, these questions: 
 Is this work meaningf...
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 people need 
What you find interesting 
What you are really good at 
Sources 
http://web.h...
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 
tar...
On his theory y, Douglas Mcgregor notes 
that if people are committed to a goal, 
they will seek responsibility. 
Daniel H...
Locke’s goal setting theory hypothesizes 
that by establishing goals, individuals are 
motivated to take action to achieve...
Goal setting has a positive 
effect on student motivation. 
http://blogs.edweek.org/teachers/classroom_qa_with_larry_ferla...
Studies show that to think and produce creatively, 
people must forget about pleasing an audience, or 
pleasing critics, o...
Goal setting increases extrinsic motivation. 
However, it can harm intrinsic motivation – by 
engaging people in a task fo...
Setting goals is an effective method to track 
achievement. 
Too much emphasis on performance goals 
may encourage unethic...
Sears set sales goals for its auto repair staff 
of $147 per hour. 
This goal prompted staff to overcharge for 
work and t...
Goals may promote competition rather 
than cooperation and ultimately lower 
overall performance. 
http://www.hbs.edu/rese...
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 ...
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...
Hundred of studies show that when people are free to 
do something, they 
 become more creative, 
 solve problems better...
To support a person in becoming more autonomously 
motivated, you need to 
 find out how the person sees the situation, 
...
Further inspiration 
http://www.slideshare.net/frankcalberg/good-leadership 
http://www.slideshare.net/frankcalberg/listen...
Question # 6 
To what extent do you 
give and/or receive 
useful information?
Teresa Amabile found out that when people 
get specific, meaningful information about 
their work, they become more motiva...
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/
Herzberg’s approach suggests that individuals 
have desires behind hygienes such as salary, 
and that motivators such as r...
We should praise effort and strategy rather than 
praising intelligence. 
When we praise, for example, a child's effort on...
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?
Don’t ask “How can you motivate other 
people?”. Instead, ask “How can you 
create the conditions within which 
people wil...
Further inspiration 
http://www.pinterest.com/frankcalberg/outdoor-work-and-living-environments/ 
http://www.pinterest.com...
Question # 9 
How often do you ask 
people questions?
Lead with questions, not with answers. 
Advice by Jim Collins. 
https://www.goodreads.com/review/show/1065405301 
Daniel H...
Further inspiration 
http://www.slideshare.net/frankcalberg/questions-that-challenge-the-way-you-think 
http://www.slidesh...
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 ...
Question # 11 
To what extent do you 
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....
B. F. Skinner proposed that individuals 
are motivated when their behaviors 
are reinforced. 
http://www.jblearning.com/sa...
When you're talking about rote simple tasks, 
using rewards can be effective. 
Richard Ryan 
http://www.rochestercitynewsp...
B. F. Skinner found that he could motivate a rat 
to complete the boring task of negotiating a 
maze by 
 providing the r...
Over time, Skinner’s rats became bored with corn and 
began to ignore the electric shocks. 
In our experience, a similar p...
As far back as 1911, Frederick Taylor and his 
scientific management associate described 
money as the most important fact...
We are all motivated by both intrinsic 
and extrinsic factors in all our decisions. 
http://principlesoffailure.blogspot.c...
Be careful 
Offering money can be counterproductive.
A study in Sweden, which has a purely voluntary blood 
donation system, showed that women’s contributions 
decreased when ...
Weeks 
Number of parents picking up their children late 
http://karlan.yale.edu/fieldexperiments/pdf/Gneezy%2520and%2520Ru...
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? 
Daniel H. Pink: Drive, p. 154. 
https://www.goodreads.com/...
Further inspiration 
http://youtu.be/vldjedAashA
Thank you for your interest. For further inspiration and 
personalized services, feel welcome to visit 
http://www.frankca...
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How do you motivate yourself?

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How do you motivate yourself - 12 questions:
# 1: To what extent do you find what you do interesting?
# 2: To what extent is what you do meaningful?
# 3: To what extent is what you do needed?
# 4: To what extent do you set goals for what you want to achieve?
# 5: To what extent are you free to do what you want to do?
# 6: To what extent do you give and/or receive useful information?
# 7: To what extent do you give and/or receive feedback?
# 8: What kind of work and living environments do you need to do your best work?
# 9: How often do you ask people questions?
# 10: How easy is it for you to speak up when you see a problem?
# 11: To what extent do you give and/or receive unexpected rewards?
# 12: How often do you evaluate yourself?

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How do you motivate yourself?

  1. 1. Increase motivation
  2. 2. Question # 1 To what extent do you find what you do interesting?
  3. 3. 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
  4. 4. 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
  5. 5. Gary Hamel http://thehypertextual.com/2010/04/08/gary-hamels-pyramid-of-human-capabilities/
  6. 6. Human capabilities Description Level 6: Passion 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
  7. 7. 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.
  8. 8. 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 work, recognition, and personal growth. http://hbswk.hbs.edu/item/6991.html
  9. 9. 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 “free-time” period than paid subjects, and also reported a greater interest in the task. http://www.princeton.edu/~rbenabou/papers/RES2003.pdf
  10. 10. 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/
  11. 11. 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
  12. 12. 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
  13. 13. 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
  14. 14. Question # 2 To what extent is what you do meaningful?
  15. 15. 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
  16. 16. 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
  17. 17. Herzberg’s 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
  18. 18. Further inspiration http://www.slideshare.net/frankcalberg/what-is-the-company-purpose
  19. 19. Question # 3 To what extent is what you do needed?
  20. 20. Professional satisfaction What people need What you find interesting 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
  21. 21. Further inspiration http://www.slideshare.net/frankcalberg/pestel http://www.slideshare.net/frankcalberg/customer-needs
  22. 22. Question # 4 To what extent do you set goals for what you want to achieve?
  23. 23. 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. Daniel H. Pink: Drive, p. 50. https://www.goodreads.com/review/show/1065405301
  24. 24. 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
  25. 25. Locke’s goal setting theory hypothesizes that by establishing goals, individuals are motivated to take action to achieve those goals. http://www.jblearning.com/samples/076373473X/3473X_CH02_4759.pdf
  26. 26. 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
  27. 27. 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
  28. 28. 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
  29. 29. 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
  30. 30. 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. http://www.hbs.edu/research/pdf/09-083.pdf
  31. 31. Goals may promote competition rather than cooperation and ultimately lower overall performance. http://www.hbs.edu/research/pdf/09-083.pdf
  32. 32. Further inspiration http://www.slideshare.net/frankcalberg/strategy-paradoxes-3551177
  33. 33. Question # 5 To what extent are you free to do what you want to do?
  34. 34. 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
  35. 35. 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. https://www.goodreads.com/review/show/1065405301 Daniel H. Pink: Drive, p. 63.
  36. 36. 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
  37. 37. 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
  38. 38. 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
  39. 39. Question # 6 To what extent do you give and/or receive useful information?
  40. 40. Teresa Amabile found out that when people get specific, meaningful information about their work, they become more motivated. Daniel H. Pink: Drive, p. 67. https://www.goodreads.com/review/show/1065405301
  41. 41. Question # 7 To what extent do you give and/or receive feedback?
  42. 42. Feedback is great motivation. http://howwelead.org/2011/04/02/feedback-is-great-motivation/
  43. 43. Herzberg’s approach suggests that individuals have desires behind hygienes such as salary, and that motivators such as recognition for achievement are very important to them. http://www.jblearning.com/samples/076373473X/3473X_CH02_4759.pdf
  44. 44. 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. https://www.goodreads.com/review/show/1065405301 Daniel H. Pink: Drive, p. 178.
  45. 45. Further inspiration http://www.slideshare.net/frankcalberg/feedback-tips
  46. 46. Question # 8 What kind of work and living environments do you need to do your best work?
  47. 47. Don’t 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.
  48. 48. Further inspiration http://www.pinterest.com/frankcalberg/outdoor-work-and-living-environments/ http://www.pinterest.com/frankcalberg/indoor-work-and-living-spaces/
  49. 49. Question # 9 How often do you ask people questions?
  50. 50. Lead with questions, not with answers. Advice by Jim Collins. https://www.goodreads.com/review/show/1065405301 Daniel H. Pink: Drive, p. 198.
  51. 51. Further inspiration http://www.slideshare.net/frankcalberg/questions-that-challenge-the-way-you-think http://www.slideshare.net/frankcalberg/question-types
  52. 52. Question # 10 How easy is it for you to speak up when you see a problem?
  53. 53. Build red flag mechanisms. In other words, make it easy for people to speak up when they identify a problem. Advice by Jim Collins. https://www.goodreads.com/review/show/1065405301 Daniel H. Pink: Drive, p. 198.
  54. 54. Question # 11 To what extent do you give and/or receive unexpected rewards?
  55. 55. 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. https://www.goodreads.com/review/show/1065405301 Daniel H. Pink: Drive, p. 66.
  56. 56. B. F. Skinner proposed that individuals are motivated when their behaviors are reinforced. http://www.jblearning.com/samples/076373473X/3473X_CH02_4759.pdf
  57. 57. 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/
  58. 58. 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 maze’s 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
  59. 59. Over time, Skinner’s 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
  60. 60. 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
  61. 61. 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
  62. 62. Be careful Offering money can be counterproductive.
  63. 63. A study in Sweden, which has a purely voluntary blood donation system, showed that women’s 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
  64. 64. Weeks Number of parents picking up their children late http://karlan.yale.edu/fieldexperiments/pdf/Gneezy%2520and%2520Rustichini_A%2520Fine%2520is%2520a%2520Price.pdf
  65. 65. Further inspiration http://www.slideshare.net/frankcalberg/how-are-people-paid-for-what-they-do
  66. 66. Question # 12 How often do you evaluate yourself?
  67. 67. Were you better today than you were yesterday? Why / why not? Daniel H. Pink: Drive, p. 154. https://www.goodreads.com/review/show/1065405301
  68. 68. Further inspiration http://youtu.be/vldjedAashA
  69. 69. Thank you for your interest. For further inspiration and personalized services, feel welcome to visit http://www.frankcalberg.com Have a great day.
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