What Motivates Me

1. Understand Your Core Motivators to Achieve Fulfillment at Work

"Every person on this planet has a thumbprint-like makeup of what makes him or her most happy 9-to-5 (and in the rest of life); and those prints vary considerably."

Motivation is complex and individual. Understanding what truly drives you at work is crucial for finding fulfillment and success in your career. This goes beyond traditional notions of intrinsic and extrinsic motivation, delving into a more nuanced understanding of personal drivers.

Align your work with your motivators. When people's jobs give them opportunities to satisfy their key motivations, they are happier and more engaged. This doesn't necessarily mean changing careers; often, small adjustments to current roles can make a significant difference.

Key steps to understanding your motivators:

• Reflect on past experiences when you felt most engaged at work
• Identify patterns in what energized you during those times
• Take assessments like The Motivators Assessment to gain deeper insights
• Discuss your findings with mentors, colleagues, or managers

2. The 23 Workplace Motivators and 5 Identity Types

"We all have each of these five identities in us to some degree, and we all fall in various places along the spectrum of each, making us a unique blending of types."

23 workplace motivators form the foundation of what drives individuals at work. These range from autonomy and creativity to money and recognition. Understanding which of these are most important to you is crucial for career satisfaction.

5 identity types emerge from clusters of these motivators:

• Achievers: Driven by challenge, excelling, and problem-solving
• Builders: Motivated by developing others, purpose, and teamwork
• Caregivers: Value empathy, family, and fun
• Reward-Driven: Seek money, prestige, and recognition
• Thinkers: Crave autonomy, creativity, and variety

Most individuals are a blend of these identities, with some being more dominant than others. Recognizing your unique combination can help you make better career decisions and understand your work preferences.

3. Job Sculpting: Align Your Work with Your Passions

"Most don't need to take a risky leap; they just need to make small changes in their work lives."

Job sculpting is the process of making incremental changes to your current role to better align with your motivators and identities. This approach is often more effective and less risky than making dramatic career changes.

Steps for effective job sculpting:

1. Identify your core motivators and dominant identities
2. Assess your current role for alignment and misalignment
3. Brainstorm small changes that could increase alignment
4. Discuss potential modifications with your manager
5. Implement changes gradually and assess their impact

Examples of job sculpting:

• An Achiever might take on more challenging projects
• A Builder could volunteer to mentor new team members
• A Caregiver might organize team-building activities
• A Reward-Driven individual could propose performance-based bonuses
• A Thinker may request time for creative brainstorming sessions

4. Achievers Thrive on Challenge and Ownership

"Achievers are valuable to any organization, primarily because so many are 'attainment-oriented,' which means they are motivated to finish tasks on time and to high standards."

Characteristics of Achievers:

• Love challenges and problem-solving
• Set ambitious goals for themselves
• Thrive under pressure
• Feel guilty if not giving their all
• Want to be in control

Strategies for Achievers:

• Make every assignment a challenge by going beyond the minimum required
• Keep score of personal achievements and progress
• Seek out opportunities to expand influence and take on more responsibility
• Find a mentor or coach to push you further
• Learn to achieve with respect, balancing drive with consideration for others

Achievers should be mindful of potential blind spots, such as impatience with others or an overly competitive nature. Developing softer skills and learning to collaborate effectively can enhance their overall success and job satisfaction.

5. Builders Find Purpose in Developing Others and Teamwork

"Builders tend to be ideal-oriented with a strong desire to be part of something bigger than themselves, to align with a greater purpose."

Key traits of Builders:

• Driven to help others grow and develop
• Believe in the importance of teamwork
• Seek a sense of purpose in their work
• Often make good leaders due to their focus on others

Strategies for Builders:

• Take on mentoring or coaching roles within your organization
• Volunteer for cross-functional projects to build stronger teams
• Help articulate and reinforce the company's mission and values
• Seek out opportunities to make a positive impact on colleagues and clients

Builders should be cautious of potential pitfalls, such as neglecting their own development or becoming too self-sacrificing. Balancing their desire to help others with self-care and personal growth is crucial for long-term success and fulfillment.

6. Caregivers Value Empathy, Family, and Fun at Work

"Caregivers are often people-people—those who prefer working with clients and bonding with teammates to working independently, those who think it's important to be light-hearted and fun at work."

Characteristics of Caregivers:

• Highly empathetic and good listeners
• Prioritize work-life balance
• Bring fun and lightheartedness to the workplace
• Often excel in customer-facing roles

Strategies for Caregivers:

• Use storytelling to highlight team achievements and reinforce values
• Balance people-oriented skills with task-oriented abilities
• Organize team-building activities and celebrations
• Ensure recognition is tailored and commensurate with achievements
• Practice "caring by walking around" to stay connected with colleagues

Caregivers should be aware of potential challenges, such as difficulty with tough conversations or getting too caught up in socializing. Developing skills in time management and assertiveness can help them maintain their caring nature while also driving results.

7. Reward-Driven Individuals Seek Recognition and Prestige

"Those in this identity tend to take the initiative and can be engines of productivity, which can also spur others around them to produce at a higher level."

Key traits of Reward-Driven individuals:

• Highly competitive and action-oriented
• Motivated by monetary rewards, recognition, and status
• Believe in meritocracy and accountability
• Often excel in sales and leadership roles

Strategies for Reward-Driven individuals:

• Develop a softer side by enhancing relationship-building skills
• Shift thinking from daily tasks to long-term goals and rewards
• Practice gratitude for current achievements and relationships
• Find ways to serve others while pursuing personal goals
• Learn to curb the need to win in every situation

Reward-Driven individuals should be mindful of how their competitive nature might affect team dynamics. Developing empathy and learning to celebrate others' successes can help them build stronger relationships and achieve greater long-term success.

8. Thinkers Crave Autonomy, Creativity, and Variety

"Thinkers need to constantly put new stuff out into the world; and they do their best work when they get to try out new tools and techniques of thinking and developing."

Characteristics of Thinkers:

• Value autonomy and dislike bureaucracy
• Seek opportunities for creativity and innovation
• Thrive on variety and learning new things
• Often challenge the status quo

Strategies for Thinkers:

• Incubate ideas by working on multiple projects simultaneously
• Push for specific feedback to refine creative work
• Regularly engage in "what if" exercises to stimulate creativity
• Stay current with the latest trends and technologies
• Identify and address tasks that feel boring or repetitive

Thinkers should be aware that their desire for autonomy and creativity might sometimes clash with organizational needs for structure and consistency. Learning to balance creative freedom with practical constraints can help them thrive in various work environments.

9. Balancing Multiple Identities for Career Success

"We all have each of these five identities in us to some degree, and we all fall in various places along the spectrum of each, making us a unique blending of types."

Understanding your blend. Most individuals possess characteristics from multiple identity types. Recognizing your unique combination can help you make more informed career decisions and find greater fulfillment in your work.

Leveraging your strengths. By understanding your dominant identities, you can focus on roles and responsibilities that align with your natural inclinations. At the same time, developing skills associated with your less dominant identities can make you a more well-rounded professional.

Strategies for balancing identities:

• Identify situations where different identities might conflict
• Seek roles that allow you to express multiple aspects of your personality
• Use your diverse motivators to contribute uniquely to your team
• Develop skills from less dominant identities to become more versatile
• Communicate your multifaceted motivations to managers for better job sculpting

10. Overcoming Blind Spots and Potential Conflicts

"The cave you fear to enter holds the treasure you seek."

Recognizing limitations. Each identity type has potential blind spots and areas for growth. Acknowledging these can help you develop a more balanced approach to your career and relationships with colleagues.

Addressing conflicts. Understanding different motivators can help resolve conflicts between team members with differing priorities. This knowledge can also help managers better motivate and lead diverse teams.

Common blind spots and strategies:

• Achievers: Learn patience and consider others' perspectives
• Builders: Avoid burnout by setting healthy boundaries
• Caregivers: Develop assertiveness and time management skills
• Reward-Driven: Cultivate empathy and teamwork
• Thinkers: Balance creativity with practical constraints

11. Making Impactful Career Transitions When Necessary

"The average big career transition takes about eighteen months, during which many people don't earn an income and must draw on their savings."

Recognizing the need for change. While job sculpting is often sufficient, sometimes a more significant career transition is necessary for true fulfillment. Understanding your motivators can help you identify when it's time for a bigger change.

The hero's journey of career transition:

1. The Need for Change: Recognizing dissatisfaction
2. The Call: Deciding to make a change
3. The Leap: Crossing the threshold into the unknown
4. The Mentors: Seeking guidance and support
5. The Tests: Overcoming challenges and doubts
6. The Lessons: Learning and growing through the process
7. The Transformation: Finding a new, more fulfilling role
8. The New Beginning: Applying newfound knowledge and skills

When considering a major transition, carefully assess the potential risks and rewards. Develop a clear plan, seek support from mentors and loved ones, and be prepared for challenges along the way. Remember that the goal is not just to change jobs, but to find work that truly aligns with your core motivators and allows you to make your best contribution to the world.

Last updated: August 20, 2024