The ABC of motivating without controlling.pdf

© Hermina Van Coillie - 2020-2021 - all rights reserved
HQ-Motivation
Motivate without Control

Today
● Why motivation?
● How can you be motivated?
● How can you increase HQ-motivation?

Why Motivation?

Motivation is the energy
● that makes you choose this task
or another
● that sets you in motion
● that makes you persevere, even
when the going gets tough
Without motivation, there is no
movement
“It is the basis of everything we do”

Hier kan een referentie komen

And you?
Where do you bump into?

Self Determination
Theory
Deci & Ryan (1977)
One of the most influential theories of motivation
in the 21st Century and represents our current
understanding of how to facilitate and sustain
HQ-motivation
90 000 articles

1 dollar 3,19 dollar

“Intrinsic motivation
is the best”
“The more motivation,
the better”
MYTHS

The 4 motivations

Extrinsic Motivation
External
Pressure
Internal
Pressure
Purpose
Intrinsic Motivation
Fun
Interest
Flow
Meaningful
Importance
Value
Guilt
Shame
Fear
Reward
Punishment
Expectations
Anja van den Broeck, Anja & Howard, Joshua & Vaerenbergh, Yves Van & Leroy, Hannes &
Gagné, Marylène. (2021). Beyond intrinsic and extrinsic motivation: A meta-analysis on self-
determination theory’s multidimensional conceptualization of work motivation.
Organizational Psychology Review.

External
Pressure
Internal
Pressure
Purpose
Fun
Interest
Flow
Meaningful
Importance
Value
Guilt
Shame
Fear
Reward
Punishment
Expectations
HQ-Motivation
Ryan, R. M., Deci, E. L. (2020) . , Intrinsic and extrinsic motivation from a self-determination
theory perspective: Definitions, theory, practices, and future directions Contemporary Educational
Psychology, 61 ,101860

External
Pressure
Internal
Pressure
Purpose
More stress, burnout, unethical work behavior,
procrastination, turnover, absenteeism, negative
emotions, distrust, anti-social behavior
Less focus, concentration, depth, logical reasoning,
well-being, customer orientation, performance,
following rules
More well-being, positive emotions, physical and mental health,
proactive behavior, pro-social behavior, performance, customer
satisfaction, concentration, flow, energy, knowledge sharing
Less absenteeism, emotional exhaustion, stress, burnout, work
exhaustion, attrition, addiction
Flourish

For whom is it meaningful?
You The Other
Organisation Society

“
Humans are inherently motivated to grow
and achieve and will fully commit to and
engage in even uninteresting tasks when
their meaning and value is understood.
Deci & Ryan

Want Strong
Weak Must
Pressure
HQ-motivation
All of us
Van den Broeck, A., Lens, W., De Witte, H., Van Coillie, H. (2013). Unraveling the importance of the quantity and the
quality of workers’ motivation for well-being: A person-centered perspective. Journal of Vocational Behavior, 82(1),
69-78.

Who do you want in
your team?
Want Strong
Weak Must
Pressure
HQ-motivation

Must Weak Strong Want
Stress
Working capacity
Productivity
Readiness to change
Innovation
Van den Broeck, A., Lens, W., De Witte, H., Van Coillie, H. (2013).

Want Must-Strong-Weak
12%
18%
3 or more sickness reports
Hermina Van Coillie, Autonoom gemotiveerden willen langer werken (Focus rapport) - Securex

> 21 days of absence
Must Weak-Strong-Want
22%
10%

risk of burnout
Must Weak Strong Want
21%
34%
48%
7%

How do we increase
HQ-motivation?
Coxen, Lynelle & Van der Vaart, Leoni & Van den Broeck, Anja & Rothmann, Sebastiaan. (2021).
Basic Psychological Needs in the Work Context: A Systematic Literature Review of Diary Studies
Frontiers in Psychology. 12. 10.3389/fpsyg.2021.698526.
Vansteenkiste, M., Ryan, R.M. & Soenens, B. Basic psychological need theory: Advancements,
critical themes, and future directions. Motiv Emot 44, 1–31 (2020).

ABC
● ABC tool
● ABC language
● ABC supportive environment
○ Psychological safety
○ ABC supportive leadership
○ ABC supportive colleagues
○ ABC supportive clients
○ Job design – Crafting - Ideals
○ Compensation – Pay - Salary

ABC is useful at every stage of your hr process
Branding
Attracting
Selecting
Onboarding Retention
Rewarding
Change
Training &
Developing
Outplacement
Ambassadors
Coaching
Hybrid
working
Leadership

Autonomy
Belonging
Competence
Volition
Willingness
Structure
No pressure
Warmth
Bonding
Connection
Care
Effectiveness
Mastery
Grow
Learn
Martela, F., & Riekki, T. J. J. (2018). Autonomy, Competence, Relatedness, and Beneficence: A
Multicultural Comparison of the Four Pathways to Meaningful Work, Frontiers in Psychology, 9,
1157-1164

Impact on
meaningful work
30 European countries - 2005, 2010, 2015
Nikolova, Milena & Cnossen, Femke. (2020). What makes work meaningful and why economists should
care about it. Labour Economics. 65. 101847. 10.1016/j.labeco.2020.101847.
ABC Meaningfulness
Absenteism
Skill training
Retirement intentions
Income
Job insecurity
Benefits
Working hours

External
Pressure
Internal
Pressure
Purpose
Intrinsic
Purpose
HQ-Motivation
ABC
HQ-Motivation
Flourish
Van den Broeck, A., Ferris, D. L., Chang, C., H., & Rosen, C., C. (2016). A review of self-
determination theory’s basic psychological needs at work. Journal of Management, 42 (5), 1195-
1229

And you?
Which need is for you the most difficult to fulfill?
Ryan, R., M., & Deci, E.L. (2017). Self-determination theory: Basic psychological
needs in motivation, development, and Welness. New York: Guilford Publishing.

“
The number one reason that we don’t get
our needs met,
We don’t express them.
Instead, we express judgments.
Marshall B. Rosenberg

Does ABC work for
everyone?
It is important to know the limitations of the
ABC
Who do you think the ABC doesn't work for?
Deci, Edward & Ryan, Richard & Gagné, Marylène & Leone, Dean & Usunov,
Julian & Kornazheva, Boyanka. (2001). Need Satisfaction, Motivation, and
Well-Being in the Work Organizations of a Former Eastern Bloc Country: A
Cross-Cultural Study of Self-Determination. Personality and Social
Psychology Bulletin. 27. 930-942. 10.1177/0146167201278002.

… showed that basic psychological need
satisfactions were among the strongest
predictors of positive affect, wellness and
happiness across the world.
Chen, Beiwen & Vansteenkiste, Maarten & Beyers, Wim & Boone, Liesbet & Deci,
Edward & van der Kaap- Deeder, Jolene & Duriez, Bart & Lens, Willy & Matos,
Lennia & Mouratidis, Thanasis & Ryan, Richard & Sheldon, Kennon & Soenens,
Bart & Van Petegem, Stijn & Verstuyf, Joke. (2014). Basic psychological need
satisfaction, need frustration, and need strength across four cultures. Motivation
and Emotion. 39. 216-236. 10.1007/s11031-014-9450-1.

“
Regardless of our many differences, we all
have the same needs. What differs is the
strategy for fulfilling these needs
Marchal B. Rosenberg

Yet for 1 group of people not

Narcissistic people
and psychopats

Autonomy
The right amount

It can go wrong

Pitfall 1
“I have to check,
otherwise nothing
happens.”

Te weinig A
"If I don't check them, they don't come on time"
"If I don't ask in the evening how many racks they
filled, they do less than expected."
That idea starts from Theory X
"Employees would rather be lazy than tired"
Your "thinking" also determines your "doing.
Assuming your employees are lazy,
you will control them,
and therefore destroy their HQ motivation.
Nobody likes to be controlled

Pitfall 2
“I dare not follow up.
Suppose they find me
controlling.”

Too much A
Not daring to ask
"why didn't you meet this deadline?“
"why are you late?“
"why are there still so many mistakes in that report?"
'Following up' is not 'Checking out’
If you don't follow up, you make them feel like their work
doesn't actually matter.
"Whether I do my work well or not, deliver on time or late,
no one cares anyway. Nobody cares."
Thus you undermine B and C, and make the experience of
work less meaningful.

Autonomy & Structure
Autonomy
Chaos
Control
Structure

Autonomy
Autonomy
&
structure
Aelterman et al. (2018)

Autonomy
Structure
Follow-up
Control
Too little
Chaos
Too much

Autonomy isn't possible in my job

Belonging
Deep enough

My thesis is that we are too much in a kind of fun
culture, where everything always has to be fun, cheerful
and pleasurable.
Social media also promotes that image. We sometimes
forget that life is a bit difficult at times. And we should
dare to share that with each other.
If we talk about it, we will be connected.It is especially in
the sharing of difficulty that we become very close to
each other.
“
Dirk De Wachter

Control & trust
David Ducheyne
Control
Trust

T = C x L x I
Colquitt, Jason & Scott, Brent & LePine, Jeffery. (2007). Trust, Trustworthiness, and
Trust Propensity: A Meta-Analytic Test of Their Unique Relationships With Risk
Taking and Job Performance. The Journal of applied psychology. 92. 909-27.
10.1037/0021-9010.92.4.909.

Competence
Growth mindset

2 parts
● Do what you are good at now
● Be able to grow

Take aways
● The more motivation, the better: No
● Intrinsic motivation is NOT the best motivation
● The difference between intrinsic and extrinsic
is NOT relevant anymore
● Any form of pressure has a negative impact
● Our needs are very important
● Everyone has the same needs, only the
strategies differ

5 tips to start now
1. Do not focus on happiness, but on
meaningfulness - Explain the ‘why’
2. Check now: are your needs satisfied?
• Do you have enough, but not too much A?
• Do you really feel connected?
• Do you feel Competent and can you grow?
3. If you feel low in energy, check your ABC
4. Stay away from pressure, either external or
internal
5. Check why you do something: use the 4
motivations

What are you going to
do differently now?
www.flourishSDT.be
Hermina@flourishSDT.be

The ABC of motivating without controlling.pdf

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