Learn the Art and Strategy of Motivation

I have just returned from a whole week of training in the interior of British Columbia. Six different workshops for four different clients in five days. Phew! As I reflected on my active week, I thought about motivation. How do people motivate themselves to keep going?

Or, considering some of my participants who have been “voluntold” to attend the workshop, how do they participate enthusiastically when they have a pile of work to do on their desk, or it’s their middle child’s birthday, which they would prefer to be at home celebrating?

Motivation Isn’t One-Size-Fits-All

As leaders, understanding how to inspire different personalities is critical to unlocking everyone’s potential. Every person on your team brings a unique personality, different strengths, and their own set of motivators. 

And this is where science comes in.

Research in psychology shows us that people respond to different types of motivation. 

Understanding these nuances can transform how you lead. When you become aware of what drives (or motivates) someone, you can tap into their strengths and empower them to reach new heights.

Intrinsic and Extrinsic Motivation

Motivation is often categorized as intrinsic or extrinsic.

Danial Pink’s classic book on motivation, Drive, is always within arm’s reach. It is widely recognized as a masterclass (and then some) on the subject. Pink emphasizes the importance of understanding the difference between intrinsic and extrinsic motivation.

Intrinsic motivation comes from within. It’s driven by personal satisfaction, curiosity, or passion. Think of it as a person doing something simply because they love it. Intrinsic motivation fuels creativity and long-term commitment.

Extrinsic motivation, on the other hand, comes from external rewards—bonuses, promotions, or personal recognition. It is powerful for achieving short-term, measurable goals.

Both types matter, but they work differently. Influential leaders need to know when to lean into each.

Personality Types and Their Motivators

Personality plays a significant role in how individuals are motivated.

Here are four personality types and what typically drives each:

  • The “Achievers” crave progress. They’re goal-oriented and thrive on challenges. Setting stretch goals is highly motivating for these individuals. Give them ambitious targets, let them track their progress, and watch their motivation soar.
  • The “Collaborators” are team-oriented and value connection. A sense of belonging drives these people. They want to feel part of something bigger. Encourage their participation in team projects and acknowledge their contributions in group settings. Recognition from peers is often just as valuable as recognition from leadership.
  • The “Innovators” love creativity and autonomy. They seek freedom to explore ideas. Rigid structures or routine tasks can be demotivating for them. Give them the room to experiment and let them take ownership of their projects. Their motivation grows with the freedom to think outside the box.
  • The “Helpers” are motivated by purpose and impact. They want their work to mean something. Show them how their role contributes to the larger mission of the organization. When they see their impact, they’re motivated to give more.

Recommended

In my professional coaching practice, I use Catherine Stoddart’s brilliant book How to Get On With Anyone. In it, she refers to Synthesizers, Mobilizers, Navigators, and Energizers, each with their strengths and challenges.

Adapting Your Leadership Style

Motivating diverse personalities requires flexibility. You are the one who needs to flex. Adapting your leadership approach to meet different needs isn’t about favoritism – it’s about understanding that people aren’t all wired the same way.

Use the “situational leadership” approach. Adjust your style based on what each individual needs:

  • For the goal-driven, use rewards and set clear milestones.
  • For the team players, foster collaboration and build trust.
  • For the creative minds, offer flexibility and a chance to innovate.
  • For the purpose-driven, emphasize the mission and show their impact.

The Neuroscience of Positive Reinforcement

Science shows that positive reinforcement lights up reward centers in the brain. Praise, feedback, and genuine appreciation release dopamine, the “feel-good” chemical. This is especially impactful when it’s personalized.

Don’t just say “good job”– highlight what they did well and why it matters.

Every “thank you” and recognition you give strengthens their drive — motivation compounds when people feel valued.

Building a Culture of Motivation

Leaders who master motivation don’t just lift individual performance—they shape culture. Workplace cultures that prioritize understanding, flexibility, and individual growth foster high engagement and long-term commitment.

Do You Want a Motivated Team?

  • Show up for them consistently. 
  • Model enthusiasm. 
  • Make each person feel seen. 
  • And, above all, create an environment where people are inspired to bring their best selves every day.

In Closing

The science of motivation is both art and strategy. It’s about knowing your people, adjusting your approach, and creating a climate where motivation thrives.

So, lead with empathy and awareness. And remember – the key to motivating others lies in understanding what makes them tick. When you know what truly drives each individual, you can unleash their full potential.

Motivation isn’t just a tactic. It’s the foundation of transformative leadership.