As a leader what do you do to motivate others effectively? Do you:

1. Develop and maintain relationships?
2. Coach and develop others?
3. Provide support and recognition?
4. Support people to overcome obstacles so they can make progress at work?

Professor Teresa Amabile believes that the research supports the fourth strategy above as the “no. 1 day-to-day motivator, and by a huge margin. Managers are really unaware of how important it is for them to facilitate progress every day, and to clear away obstacle to progress.” (Harvard Gazette, August 27, 2013)

Why does this intrinsically focused strategy have more impact than extrinsic motivators such as reward and recognition?

Intrinsic motivation arises inside of the individual, rather than from the outside. At work intrinsic motivation can be driven by internal factors such as feeling positive about the support you receive to overcome obstacles and be successful.

BlessingWhite (a global consulting firm “The coaching conundrum”) have also found in their research that leaders who demonstrate coaching actions in the workplace, have found that the most valued actions focus on facilitating others thinking about work challenges

The key to motivation is largely in the control of leaders as they have a powerful influence over events that facilitate or undermine progress. This is done well when leaders provide:

• Meaningful goals
• Resources
• Encouragement
• And protect their people from irrelevant demands

Finally, consider this from Alfie Kohn, an American author and lecturer who contributes to the New York Times, Huffington Post and the Harvard Business Review…

“Extensive research shows… that rewards and punishments are two sides of the same coin . . . and the coin doesn’t buy very much. In fact, incentive plans of any kind

 are likely to undermine quality, and the more closely pay is conditioned on performance, the more damage is done. Positive reinforcement amounts to “control by seduction,” and control is incompatible with intrinsic motivation and excellence.”