Motivation isn't just a driving force; it's the very fuel that powers our actions and shapes our behaviors. When it comes to trust, understanding and harnessing motivation becomes paramount. In this article, we'll delve deep into the types of motivation and their roles in forming habits that bolster trustworthiness.
Intrinsic vs. Extrinsic Motivation
At the heart of our actions lie two primary types of motivation: intrinsic and extrinsic. Imagine effort as a block in the middle. On one side, there's the natural outcome of that effort—this is intrinsic motivation. It's the internal desire to perform a task for its inherent satisfaction. For instance, exercising because you value health and well-being.
On the other side, there's extrinsic motivation, which stems from external rewards or pressures unrelated to the task itself. Think of rewarding yourself with a hobby activity after completing a challenging work project. This reward isn't a natural outcome of the project but serves as an incentive.
The Challenge of Delayed Gratification
One might wonder, "Why isn't intrinsic motivation always enough?" The crux lies in the timing of rewards. Intrinsic motivators often offer delayed gratification. The benefits of being trusted or achieving good health might not manifest immediately. Humans, by nature, are wired for immediate rewards. This preference makes extrinsic motivators powerful tools, especially when starting new habits.
Take the famous Marshmallow Test, for example. Children were given a choice: one marshmallow now or two if they waited. Many struggled to delay gratification, highlighting our innate desire for immediate rewards.
Harnessing Extrinsic Motivation for Habit Formation
Extrinsic motivators can bridge the gap between effort and delayed intrinsic rewards. When I aimed to lose weight, I linked my progress to my passion for building and flying radio-controlled airplanes. If I met my fitness goals, I allowed myself to indulge in my hobby. This arbitrary connection provided the immediate gratification needed to sustain my efforts.
However, it's essential to recognize that while extrinsic motivators can kickstart habits, they shouldn't be the sole driving force. Over-reliance can lead to what's known as the resentment cycle. If external pressures, like societal shaming or mandates, are the only reasons for action, the commitment falters once these pressures vanish.
The Transition to Habitual Trustworthiness
The ultimate goal is to transition from extrinsic to intrinsic motivation. As habits form, the required effort diminishes, making actions feel more natural. Think of it like starting a car. The starter (extrinsic motivator) gets the engine running, but it's the fuel (intrinsic motivator) that keeps it going.
Once a behavior becomes habitual, it becomes easier to continue than to stop. Brushing your teeth is a prime example. Even if someone told you there's no scientific benefit, stopping would feel unnatural after years of ingrained practice.
Trust and Genuine Motivation
In the realm of trust, motivations matter. We inherently trust individuals whose actions stem from genuine, intrinsic desires rather than external pressures. When someone's motivations align with positive intrinsic values, their trustworthiness becomes evident.
However, discerning genuine motivation requires observation and sometimes direct inquiry. Engaging in open conversations and understanding the "why" behind actions can illuminate true intentions.
Conclusion
Motivation, both intrinsic and extrinsic, plays a pivotal role in shaping trustworthy behaviors. While extrinsic motivators can jumpstart the journey, fostering intrinsic motivation ensures longevity and authenticity. By understanding and aligning our motivations, we not only cultivate trustworthiness but also forge deeper, more meaningful connections.
Want to hear more? Listen to the podcast episode at: https://podcasts.apple.com/us/podcast/s14e7-intrinsic-extrinsic-motivation-and-trust-are/id1569249060?i=1000665137768
Dr. Yoram Solomon is an expert in trust, employee engagement, teamwork, organizational culture, and leadership. He is the author of The Book of Trust, host of The Trust Show podcast, a three-time TEDx speaker, and facilitator of the Trust Habits workshop and masterclass that explains what trust is and how to build trust in organizations. He is a frequent speaker at SHRM events and a contributor to HR.com magazine.
The Book of Trust®, The Innovation Culture Institute®, and Trust Habits® are registered trademarks of Yoram Solomon. Trust Premium™, the Relative Trust Inventory™, and The Trust Show™ are trademarks of Yoram Solomon.
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