One aspect of finding your power as a leader is understanding your motivations. It takes a lot of confidence in who you are and a lot of motivation to lead through the challenging situations that leadership requires. Understanding who you are and what motivates you is the foundation of finding your power as a leader every single day.
There are two main types of motivations.
Extrinsic motivations are outside forces or drivers acting on you as a leader. Extrinsic motivations include:
- Money, power
- Job titles
- Recognition
- Social status
- Winning over others
Example: Taking a new job for a higher salary or better job title.
Opposite these motivations are the driving forces inside you — your intrinsic motivations. These motivations include:
- Personal growth
- Satisfaction from doing a good job
- Helping others progress
- Finding meaning in effort
- Impacting the world
Example: Taking on a new project, role, or position because it is aligned with your personal values.
One type of motivation is not better than the other, but it is important to understand which motivations are most important to you. It’s also worth noting that motivations can shift over time. For example, if you have debt that is important to pay off, you may be more motivated by money than mission. Conversely, if you have some financial cushion, you are more apt to be motivated by the growth potential in a new opportunity that may or may not pay more than your current job.
Impact on Leadership
- Intrinsic Motivation:
- Positive Impact: Leaders who are intrinsically motivated are passionate about their work, inspiring others through their commitment and enthusiasm. They foster a positive work environment, encourage innovation, and focus on long-term goals. Intrinsically motivated leaders may develop a more transformational leadership style, leading to high employee engagement and performance.
- Challenges: They may struggle with routine but necessary tasks, or with providing extrinsic motivators to their team members.
- Extrinsic Motivation:
- Positive Impact: Leaders motivated by extrinsic factors may be adept at setting clear goals, achieving tangible outcomes, and driving performance through rewards and recognition.
- Challenges: They might focus too heavily on short-term gains or external recognition, potentially leading to a transactional leadership style that may not foster deep employee engagement or loyalty.
For Women in Leadership:
- Women who are intrinsically motivated might prioritize creating a supportive and inclusive work culture, mentoring others, and focusing on the organization’s mission and values. This can be particularly valuable in leadership roles that require strong interpersonal skills and emotional intelligence.
- Women who are extrinsically motivated may excel in competitive environments where performance metrics and rewards are emphasized, potentially driving high achievement and organizational success. These leaders may perform well in roles that require short-term, sprint-like performance, such as sales, logistics, and production.
Overall, effective leaders often balance intrinsic and extrinsic motivators, aligning their personal values with the needs and goals of their organization. For women in leadership, understanding their own motivational drivers can help them leverage their strengths and navigate challenges in their leadership journey.
