EAP Webinar · 01
Motivation
How can a leader increase intrinsic motivation and commitment?
CGP Europe · EAP Online
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Section 01
Motivation
How can a leader increase intrinsic motivation and commitment?
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03 · Overview
What will this webinar cover?
- What makes someone truly motivated in their work?
- What is the difference between external incentives and intrinsic motivation?
- What do Daniel Pink's three pillars of motivation — autonomy, growth, and purpose — mean?
- What kind of leadership environment fosters commitment?
- What can a leader do on a daily basis to make this a reality?
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Why is the issue of motivation important today?
In many places, performance seems to be there, but enthusiasm, initiative, and the sense that someone is happy to put their energy into their work are fading away.
- Many teams are functioning, but they aren't truly engaged.
- External pressure tends to work best in the short term.
- Long-term commitment requires internal motivation.
- The leader plays a key role in this.
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05 · Common beliefs
What do we usually think about motivation?
- If we pay more, employees will be more motivated.
- If we monitor them more closely, their performance will improve.
- If someone isn't motivated, the problem lies with them.
- If someone is a good professional, they'll automatically be committed.
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06 · The limits
Why aren't rewards and monitoring enough?
- They may work in the short term
- But they easily lead to compliance
- They do not necessarily strengthen internal engagement
- They may prove particularly inadequate in creative, complex work
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07 · Evolution
The Evolution of Motivation(According to Pink)
Motivation 1.0
Humans were motivated by biological survival.
Motivation 2.0
The external reward-punishment system (reward for good, punishment for bad), which was characteristic of 20th-century industrial production.
Motivation 3.0
In 21st-century knowledge-based work, people are driven by intrinsic motivation, growth, and freedom.
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08 · Pink's model
Daniel Pink's Model: What Really Motivates People?
Autonomy
perceived self-determination and decision-making control
Growth
‘excellence’: sense of competence and growth path
Purpose
meaning, contribution, and identification
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09 · Dimension 1
Autonomy
- I want to have a say in my work.
- It's important that I'm not just there to follow orders.
- It matters whether I have room to maneuver in my decisions.
- Excessive control can reduce accountability.
- Trust often mobilizes more energy than pressure.
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10 · Autonomy in practice
Where can autonomy be applied?
- In what ways can an employee find room to grow?
- What tasks do they handle?
- How do they handle them?
- In what order and at what pace do they work?
- Who do they collaborate with?
- What decisions can they make independently?
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11 · Warning signs
What reduces autonomy?
- Micromanagement
- Constant monitoring
- Unnecessary approval cycles
- Rigid rules with no real leeway
- Lack of trust
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12 · Factor 2
Progress
- Development: it's important for me to be able to move forward.
- Prolonged stagnation can be demotivating.
- Tasks that are too easy or too difficult can also be discouraging.
- The experience of progress strengthens intrinsic motivation.
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13 · Progress in practice
What creates a sense of progress?
- Clear expectations
- Realistic but challenging tasks
- Constructive feedback
- Opportunities to learn even after making mistakes
- Making progress visible
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The Role of Feedback
It clarifies what works well
It shows what needs to be changed
Reduces uncertainty
Provides direction for the next step
Strengthens the sense of competence
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Factor 3: Goal
Goal: It is important that work has meaning
It's easier to stick with something that has weight and value
Daily tasks are easier to take on when we see the bigger picture
When we see why our work is important, it's easier to commit to it
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16 · Leadership
The role of the leader
- Provides context for tasks.
- Explains why the work is important.
- Shows who and what it affects.
- Connects daily operations to larger goals.
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These three factors together
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Together, these three support lasting motivation
Autonomy
Without autonomy, engagement weakens.
Growth
Without progress, momentum wanes.
Goal
Without a goal, work can easily become meaningless.
Result
Motivation
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19 · Environment
A leadership environment that fosters intrinsic motivation
- Is based on trust.
- It is clear, but not overly regulated.
- It allows for flexibility.
- It supports growth.
- It makes it clear why the work is important.
- It is predictable and consistent.
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20 · Closing thought
The impact of leadership is measured not only by whether the work gets done, but also by the extent to which people feel a sense of ownership over what they do.
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21 · Thank you
Thank you
for your attention!
2023 © CGP Europe Kft. · All rights reserved
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