External or Internal Motivators Which works Best?
There are two ways to motivate people today. External and internal motivation. The one used most frequently in our society is the one least used by effective leaders. The one most used, external motivation. External motivation most always has a personal, tangible benefit attached. In the professional world it might be a financial bonus, a vacation trip, a meal for two at an expensive restaurant, or any number of other carrots dangling in front of employees/volunteers.
This external motivation starts at a much younger age than the work force. We tell our kids, “Finish your chores and you can watch TV a little longer. “ or “Brush your teeth and you can play an extra 15 minutes.” As children grow we offer them rewards for getting good grades.
External motivation may seem to work, yet it is fleeting, only for the task immediately in front of us. One person wrote, “That’s scratching people where they itch, externally.” The downside of scratching an itch is it never lasts, it is fleeting relief.
Effective leaders develop means of internal or intrinsic motivation. This type motivation appeals to the inner person. A trip to Hawaii sounds really nice and certainly would motivate most people for the immediate task or time period. Intrinsic motivation on the other hand fuels a desired challenge from inside the person. Internal motivation will appeal to the competitive or cooperative drives that reside inside all people. Internal motivation will also quench the thirst of the person who desires recognition and appreciation for a job well done. Internal motivation tends to support long-term noble, selfless rewards.
I realize external motivation has its place, yet it also has its consequences, short-lived. Then the next motivator has to be equal to or greater than the last. Effective leaders will also use external motivators, but not as a primary source. Effective leaders get to know their people and discover what drives each of them. For some it might be a sense of competitiveness. For others a sense of cooperation among all involved. Most people appeal to a conglomerate achievement.
An effective leader favors internal (intrinsic) motivators and balances those with only enough external motivators to spur the internal motivators. Get to know those you work with or those in your charge (care). Explore their internal motivators, they will reveal these motivators in casual conversations. Then develop motivations that appeal to their zeal for satisfaction and accomplishment. You will be glad you did, and those in your care will elevate their opinion of your leadership.
George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life. Click here to receive this blog in your email inbox each Tuesday.