1: Management author Daniel Pink observes: “When it comes to motivation, the only reason to put money on the table is to take the issue of money off the table.”

What exactly does that mean?

Monetary and material rewards are “hygiene factors,” says management psychologist Frederick Herzberg.  Their “absence or unfairness can cause people to disengage, but their presence doesn’t make them feel engaged.”

Which is something most leaders … continue reading

1: Imagine working for an organization with a strong and deep workplace culture. We love our job and our company. Our work has purpose and meaning. Leaders walk the talk regarding integrity and doing the right thing. We feel a sense of belonging and connection with our colleagues and have autonomy in our work.

“How much more would another firm, known for its toxic culture, dysfunctional employees, soul-crushing work, obsessive … continue reading

1: To perform at the highest level, we must tap into our intrinsic motivation, Steven Kotler writes in his book The Art of Impossible.

Intrinsic motivation refers to behaviors that are driven by internal rewards. We engage in activities because we find them exciting and internally satisfying. 

Steven identifies five intrinsic drivers: Curiosity, passion, purpose, autonomy, and mastery.

2: One of my goals for 2024 is to be intentional … continue reading

1: To increase our motivation, we want to tap into our intrinsic drivers.

We amplify our intrinsic motivation when we perform activities we find interesting and internally satisfying, Steven Kotler writes in his book The Art of Impossible.

We do this when we spend time doing things we are curious about, that we are passionate about, and that increases our feelings of purpose, autonomy, and mastery. 

2: That’s one of … continue reading

1: To achieve peak performance, we must enter what scientists call the flow state.  

Otherwise known as “Being in the zone” or a “Runner’s High.” That feeling of “Being unconscious.”

Yesterday, we looked at three triggers that help us access the flow state: Autonomy, the curiosity-passion-purpose triad, and complete concentration, as outlined by Steven Kotler in his brilliant book, The Art of Impossible: A Peak Performance Primer.

Our next … continue reading

1: New year. New us. 

That’s a possibility. But what precisely are we going to do differently?

One of my big learnings last year was around the power of intrinsic motivators. 

We often set goals where our reward is getting a promotion or a raise. Or being recognized for winning a game. These are examples of extrinsic motivators. Things outside of us. 

There’s nothing wrong with extrinsic motivation. But the … continue reading

1: There were two teams of lumberjacks.  

“Some were told to work smart and fast, but no pressure, do your best,” writes Steven Kotler in The Art of Impossible: A Peak Performance Primer.

“Others were given quotas. This much wood for a good week of work, this much wood for a great week,” he writes. 

“It’s important to note that there was zero financial reward given for meeting these … continue reading

1: Getting better at getting better is what RiseWithDrew is all about.

Monday through Thursday, we explore ideas from authors, thought leaders, and exemplary organizations. On Friday, I share something about myself or what we are working on at PCI.

So, what is the difference between the different types of motivation? 

Extrinsic motivation comes from outside of us. It’s when we do something for financial gain, recognition, or to … continue reading