Leveraging Intrinsic and Extrinsic Motivation for Optimal Success: Understanding the Key Differences
“Ability is what you’re capable of doing. Motivation determines what you do. Attitude determines how well you do it. The greatness of a man is not in how much wealth he acquires, but in his integrity and his ability to affect those around him positively.”
The Difference between Intrinsic and Extrinsic Motivation and How to Leverage Both for Maximum Success
When we think of goals, we often imagine things like promotions, making more money, getting in shape, and so on. However, achieving success in these things is rarely about the goal itself; it’s more about attaining positive outcomes and feeling that we have control over our lives. And while we know what it will take to get there, the key to actually reaching those goals is consistency.
While consistency and discipline are essential to achieving our goals, we also have to have a system to reward ourselves for showing up each day. This allows us to reinforce that consistency, and it motivates us to keep our eyes on the target ahead. Behavioral studies have suggested there are two main pathways towards motivation: external and internal motivators.
What are Intrinsic and Extrinsic Motivations?
Intrinsic motivation and extrinsic motivation are two types of motivation that drive human behavior.
Intrinsic motivation refers to a person’s internal drive to engage in an activity or task for its own sake, because the activity itself is enjoyable or fulfilling. People who are intrinsically motivated are more likely to engage in activities that they find personally meaningful or enjoyable, and may experience a sense of satisfaction or accomplishment from the activity itself.
Extrinsic motivation, on the other hand, refers to the external factors (i.e. rewards or punishments) that motivate someone to engage in an activity. Extrinsic motivation comes from outside of the person, and is often used to incentivize behavior that may not be inherently enjoyable or fulfilling. For example, an employee may be extrinsically motivated to work harder if they are offered a bonus for meeting a sales goal.
While both intrinsic and extrinsic motivation can be effective in driving behavior, research suggests that intrinsic motivation is typically associated with greater creativity, persistence, and overall job satisfaction; whereas extrinsic motivation is associated with lower job satisfaction and less engagement. Additionally, relying too heavily on extrinsic motivation may undermine intrinsic motivation over time, as people may begin to see the activity as a means to an end rather than as an enjoyable or fulfilling experience in and of itself.
Let’s break it down a little further:
Intrinsic Motivation
There are three main elements of intrinsic motivation: autonomy, purpose and mastery.
People are intrinsically motivated if they act independently, feel that their efforts matter, and get satisfaction from developing their skills. Intrinsic motivation can be beneficial in the long run as it helps you stay motivated even when there are no external rewards or punishments. And, it’s easy to see why - with intrinsic motivation, we are acting without any obvious rewards. We simply enjoy an activity or see it as a chance to explore, learn, or fulfill our potential.
Extrinsic Motivation
Extrinsic motivation is driven by external rewards. These can be tangible things like money or grades. They can also be intangible things like praise or recognition from others. Individuals who are extrinsically motivated tend to work on tasks even when the job itself is not rewarding. For example, they will do something they don’t enjoy just to earn a wage, or because a teacher requires it.
Extrinsic motivation is believed to be less effective than intrinsic motivation. However, there is certainly a place for extrinsic motivators - and it can be an extremely effective way to motivate people to complete less desirable tasks.
I recently had a conversation with Dr. Kurt Nelson, of Behavioral Grooves, who noted that the key to motivation is balance. It’s important to understand that there is a time and place for both types of motivation; and that knowing the appropriate time and place for each will help you better deploy your team in the most effective way possible.
How to Effectively Use Intrinsic & Extrinsic Motivation to Achieve Your Goals
To effectively use intrinsic and extrinsic motivation to achieve your goals, it is important to understand how each type of motivation can be applied to different situations. Here are a few tips:
Set clear and meaningful goals: Both intrinsic and extrinsic motivation can be more effective when you clearly identify what you want to accomplish and why. Setting clear and meaningful goals can help you tap into your intrinsic motivation - and you will be more likely to enjoy and find purpose in the pursuit of your goals.
Use extrinsic motivation selectively: Rewards can be useful for motivating behavior, but they should be used selectively and with care. When using a rewards system, make sure the reward is tied to specific behaviors or milestones, and that are not given simply for showing up or doing the bare minimum.
Focus on intrinsic rewards: To cultivate intrinsic motivation, focus on the intrinsic rewards of your goals, such as the satisfaction of mastering a new skill or the enjoyment of creative expression. Make sure you are engaging in activities that you find personally fulfilling, rather than just chasing external rewards.
Create a supportive environment: Intrinsic motivation can be more easily sustained when you are in an environment that supports your goals and allows you to work towards them without distractions or undue stress. Seek out social support from friends, family, or colleagues who share your goals, and try to eliminate distractions and other obstacles that may impede your progress.
Stay flexible: Both intrinsic and extrinsic motivation can be effective, but they may work differently for different people or in different situations. Stay open to experimenting with different strategies, and be willing to adjust your approach as needed to keep yourself motivated and on track.
Understand the Pros & Cons of Utilizing Intrinsic & Extrinsic Motivation
The Pros of Intrinsic Motivation:
It fosters creativity and curiosity, as people are more likely to explore and experiment when motivated by internal factors.
It can lead to a deeper sense of satisfaction and fulfillment, as people derive a sense of meaning and purpose from engaging in activities they find personally rewarding.
It can promote long-term engagement and commitment, as people are more likely to sustain their efforts over time when they are driven by internal motivation.
The Cons of Intrinsic Motivation:
It may not be enough to motivate people in all situations, particularly when they face difficult or unpleasant tasks.
It can be vulnerable to external distractions and competing demands, as people may struggle to stay focused and committed when they are not immediately rewarded.
It may be less effective in contexts where external rewards are more salient, such as competitive or goal-oriented environments.
The Pros of Extrinsic Motivation:
It can provide a clear and tangible incentive for people to engage in specific behaviors or achieve certain goals.
It can be particularly effective in situations where people may not find the task inherently rewarding, but can still see the value in doing it (e.g., completing a necessary but unpleasant task at work).
It can be tailored to an individuals' needs and preferences, as different types of rewards (e.g., financial, social, or material) may be more motivating for different people.
The Cons of Extrinsic Motivation:
It can undermine intrinsic motivation, particularly if people begin to see the task as a means to an end rather than as an inherently valuable activity.
It can lead to a focus on short-term gains rather than long-term sustainability, as people may be more motivated by immediate rewards than by longer-term benefits.
It can be vulnerable to the law of diminishing returns, as people may become less motivated over time if they feel that the rewards are not commensurate with their efforts.
Techniques for both intrinsic and extrinsic motivation
So how do we apply these ideas to ourselves and our teams? Here are a few ideas:
Intrinsic Motivation Techniques:
Provide opportunities for autonomy: Give people control over their work and allow them to make decisions about how they approach tasks.
Offer feedback and recognition: Provide constructive feedback and recognize efforts and accomplishments.
Create a sense of purpose: Connect someone’s work to a larger mission or purpose, and help them to see how their efforts contribute to the greater good.
Encourage learning and growth: Provide opportunities for people to develop new skills and to pursue their interests.
Foster a sense of community: Create a supportive and collaborative environment where people feel connected to each other and invested in each other's success.
Extrinsic Motivation Techniques:
Use rewards and incentives: Offer bonuses, promotions, or other rewards to motivate people to achieve specific goals.
Provide clear expectations: Set clear expectations for performance and make sure people understand what they need to do to succeed.
Use competition: Create a competitive environment where people are motivated to outperform their peers.
Provide support and resources: Make sure people have the resources and support they need to be successful.
Offer public recognition: Highlight accomplishments and successes in public settings, such as team meetings or company-wide announcements.
To use these techniques effectively, it is important to understand the specific needs and preferences of yourself and your team. Not everyone will respond to the same motivational strategies, so it may be helpful to experiment with different techniques and solicit feedback from individuals to see what is working well and what could be improved upon. Additionally, it is important to strike a balance between intrinsic and extrinsic motivation - relying too heavily on one type of motivation may undermine the effectiveness of the other over time.
Have questions on how to apply this information or want to chat about motivation?
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