Here are 5 lessons from Why Motivating People Doesn't Work...and What Does: The new science of Leading, Energizing, and Engaging Susan Fowler (Author)
1. Focus on Autonomy, Mastery, and Purpose: Fowler emphasizes the importance of intrinsic motivation, which is driven by autonomy (having control over one's work), mastery (the desire to improve and develop skills), and purpose (feeling connected to a larger mission). Leaders should create environments that support these elements to motivate people effectively.
2. Shift from Managing to Motivating: Rather than trying to motivate others through external rewards or punishment, leaders should focus on creating conditions that allow individuals to motivate themselves. This involves providing meaningful work, opportunities for growth, and a supportive organizational culture.
3. Clarify Expectations and Goals: Clear communication of expectations and goals is essential for motivating people. Fowler suggests that leaders should ensure that employees understand what is expected of them and how their work contributes to broader organizational objectives.
4. Provide Support and Feedback: Leaders should offer support, guidance, and constructive feedback to help individuals succeed. By fostering a culture of learning and development, leaders can empower employees to take ownership of their work and continually improve.
5. Cultivate Trust and Collaboration: Building trust and fostering collaboration are key to motivating people. Leaders should create a positive work environment where employees feel valued, respected, and empowered to contribute their ideas and talents. By promoting a sense of belonging and teamwork, leaders can enhance motivation and engagement.
