“If I have to motivate you, I don’t want to hire you.”
It’s one of my favourite lines from Professor Dan Pink, author of the book ‘Drive’ — and it lands because it’s true.
In Aotearoa, we often expect people to “just get on with it.” But motivation doesn’t work that way. The moment a leader feels responsible for pushing their team to perform, they’ve stepped into an endless loop of extrinsic motivation. They have to keep topping it up, again and again.
The real opportunity — and the real sustainability — comes from intrinsic motivation. When people own their motivation, performance becomes self‑driven, not leader‑driven. This is at the heart of Communication Leadership.
The Three Drivers of Intrinsic Motivation
- Mastery: Getting better and better at the things that matter.
People feel energised when they can see themselves improving — especially in skills that genuinely contribute to the team’s success.
2. Autonomy: Having the right level of choice and control.
Autonomy doesn’t mean “do whatever you like.” It means giving people enough space to think, create, and make decisions without being micromanaged.
3. Purpose: Contributing to something bigger than ourselves.
In NZ workplaces, purpose is often the quiet engine behind commitment. When people understand the “why,” they show up differently.
Action Points for NZ Leaders
1. Read Drive by Dan Pink.
It’s a simple, powerful framework — and incredibly important skills for the modern leader.
2. Ask your team three questions:
- What do we need to get better and better at? (Mastery)
- Do we have the right level of autonomy to get things done? (Autonomy)
- Are we living our purpose as a team? (Purpose)
3. Sit with their answers.
Look for patterns. Look for friction points. Look for opportunities to remove barriers rather than add incentives. Intrinsic motivation isn’t about hype. It’s about creating the conditions where people can thrive — and then trusting them to do exactly that.