The typical definition of motivation is that it is an inner drive that pushes people to reach their goals. While this is true, it is also reductive. Motivation can be better thought of as the spark that lights the fire. If the fire is the action, starting a business, or writing a book, then motivation is the call to action that gets you moving.

In the past, motivation was primarily about grit and perseverance—enduring tasks you don't enjoy just to eventually get to the ones you do. While that approach still has its merits, I appreciate the recent shift towards making goals more appealing. This often involves starting with something more aligned with a person's strengths or interests rather than focusing solely on the end goal.

Building on this idea, motivation can be broadly divided into two types: intrinsic and extrinsic.

Intrinsic Motivation:

Intrinsic motivation is fueled by internal rewards like personal satisfaction. Goals driven by intrinsic motivation are often in harmony with a person’s values and sense of self, and usually involve activities they naturally enjoy. These goals have their own inherent appeal, sparking action from within.

Extrinsic Motivation:

Extrinsic motivation is driven by external rewards, such as recognition or financial gain. While these motivations may seem superficial, there is nothing inherently wrong with them; it is natural to feel good when hard work is acknowledged, and everyone needs to meet their financial needs.

It is important to note that different things motivate different people. For example, the promise of increased pay might mean very little to a person because they just aren’t monetarily driven. Intrinsic and extrinsic rewards can align. For example, someone might take a well-paying job they dislike because they derive intrinsic satisfaction from supporting their family. In this case, the extrinsic reward of money becomes a means to achieve a deeper, personal fulfillment.

As much as I am doing what I love, working in my dream industry, there are aspects of my work that I dislike – handling financial and administrative paperwork, for example – but I gladly do those things, partially because they are necessary to run a business, but also because I see how they tie into and support my intrinsic goals.

When we discuss motivation, we need to understand that people don’t always feel motivated. Getting motivated is one thing, but sustaining that intrinsic motivation even through the parts of the work that a person finds draining or demotivating is the real challenge.

We can do this through developing self-efficacy. Taking small, continuous steps towards the main goal, a process aided through the use of the N.I.C.E. goal-setting methodology. Near-term, Input-based, Controllable, Energising.

‘Energising’ is perhaps the most important criterion of the four. Tasks won’t energise you unless you are interested in them in some way or another – this is where intrinsic motivation comes into play.

While it may not be the best idea to permanently tie yourself to your current skills and interests, you can use them as a starting point – a place to grow from.

View the video related to this blog.

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Other articles in this series include:

• ‍Self-Leadership: What is it?
• ‍Self-Leadership: Benefits for the Self
• ‍Self-Leadership: Benefits for Others
• ‍The Link Between Self-Leadership and Self-Awareness
• ‍Self-Leadership and Priorities
• ‍Self-Leadership: Taking Action to Shape Your Future

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See the playlist for more topics.