I’ve made an observation this week that I’d like to share. I’ve observed this in myself and I’ve observed it in others. I have a theory that I’d like to propose. I’m interested to know if you think it’s true.

Motivation

I’ve studied the science of motivation. I’ve written about it before on this blog several times. I fundamentally believe that people are motivated intrinsically more than extrinsically. Rewards and punishment (often called carrots and sticks) don’t do much in the long run. Long term motivation is driven from autonomy, mastery, and purpose, as described in Daniel Pink’s book, Drive.

The leader’s job is to create an environment where autonomy, mastery, and purpose are normal. Then your strong performers can do their best work.

I believe this is fundamentally true, but I think one small thing is missing: encouragement.

Job satisfaction is derived from that inner sense of a job well done. But, how do we calibrate that? I think there are three potential sources: our inner voice, external critics, or external encouragers.

The inner voice

I know I’m not alone on this one. I’m going to go ahead and call it out bluntly: my inner voice is not easily impressed. Not at all. I’m my own biggest critic. Just about everything I do, I evaluate from a perspective that it could have been better. Every time. I rarely vocalize or share these thoughts, but they are ever-present nonetheless.

The external critic

Not everyone thinks I’m doing an awesome job. I completely accept that, and often agree with them. Criticism comes my way either directly or indirectly. Ultimately, it’s good to know, and I’d always rather know than be ignorant, but it does tend to take the wind out of my sails.

The encourager

I’ve learned that I need encouragement to thrive and so do others. A simple note or gesture of encouragement goes a long way. It’s a shot in the arm. It literally makes my day. This isn’t the same thing as recognition. Recognition is often public or formal. There’s a place for that, but what I’m talking about is a simple acknowledgement such as:

“I see you and I appreciate you. What you do matters and makes a difference.”

The silent fan

There’s a fourth voice, but it doesn’t help. It’s the silent fan. I’m glad they are out there. It’s nice to know. But when you are walking through the valley, listening to the inner critic and the external critics, those silent fans just don’t do any good.

Why am I writing this?

I don’t want you to get the impression that I’m feeling down and need some encouragement. That’s not my motivation for writing this. On the contrary, I received some meaningful encouragement this week, and it made a tremendous difference to me. I’m writing this to the silent fans out there. Stop being silent. Pick a leader that you respect and give her some encouragement. She needs it. Think about your peer or business partner. He needs a lift. I just know it.

In summary, I still believe that intrinsic motivation makes the world go ‘round. However, leadership can be lonely and dark. Sprinkle in a little encouragement and we’ll change the world.

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