Stepping into a leadership role often comes with promises of prestige, higher pay, and a sense of power. While these external motivators can be appealing, they may not sustain the dedication and passion required for effective leadership. True leadership demands intrinsic motivation—a genuine desire to lead, inspire, and develop others. This blog post aims to guide team leaders and Scrum Masters through an assessment process to determine if they are internally or externally motivated to lead, helping them to reflect on their motivations and align their career paths with their true passions.

Understanding Motivation: Intrinsic vs. Extrinsic

Intrinsic Motivation: This type of motivation comes from within. It is driven by personal satisfaction, passion, and the fulfillment that comes from performing the role itself. Intrinsically motivated leaders are committed to continuous development and improvement because they find the process rewarding.

Extrinsic Motivation: This type of motivation is driven by external rewards such as money, status, and power. While these can be powerful motivators, they often lead to burnout and dissatisfaction if they are the sole reasons for taking on a leadership role.

Why Intrinsic Motivation Matters in Leadership

1. Sustainable Commitment: Intrinsically motivated leaders are more likely to remain committed to their roles, even during challenging times.
2. Genuine Care: They genuinely care about their team’s growth and success, fostering a supportive and empowering environment.
3. Continuous Improvement: These leaders seek personal and professional development opportunities, continuously striving to become better leaders.
4. Resilience: Intrinsic motivation fuels resilience, enabling leaders to navigate setbacks and challenges with a positive attitude.

Self-Assessment: Are You Intrinsically or Externally Motivated?

Take the following self-assessment to gain insights into your leadership motivations. Answer each question honestly and reflect on your responses.

1. Why did you pursue a leadership role?

• A) To make a positive impact on others and help them grow.
• B) For the salary increase and the prestige associated with the title.

2. How do you feel about the challenges that come with leadership?

• A) Excited and eager to learn from them.
• B) Frustrated but willing to tolerate them for the benefits.

3. What gives you the most satisfaction in your role?

• A) Seeing your team members succeed and grow.
• B) Receiving recognition and rewards for your achievements.

4. How do you approach personal and professional development?

• A) Actively seeking opportunities to improve your leadership skills.
• B) Only pursuing development when required or when it benefits your career advancement.

5. How do you handle setbacks and failures in your leadership journey?

• A) Viewing them as learning opportunities and growing from the experience.
• B) Feeling discouraged and questioning if the role is worth the effort.

6. What is your primary source of motivation in your leadership role?

• A) The fulfillment that comes from leading and developing others.
• B) The external rewards and recognition you receive.

Interpreting Your Results

• Mostly A’s: You are intrinsically motivated to lead. Your passion for helping others grow and your commitment to personal development indicate that you are likely to find long-term satisfaction and success in a leadership role.
• Mostly B’s: Your motivation to lead is primarily extrinsic. While external rewards are important, relying solely on them can lead to burnout and dissatisfaction. Reflect on whether a leadership role aligns with your true passions or if staying in a technical role might be more fulfilling.

Aligning Your Career with Your Motivations

If your self-assessment indicates that you are primarily extrinsically motivated, consider the following steps:

1. Reflect on Your Goals: Reevaluate your career goals and determine what truly makes you happy and fulfilled.
2. Explore Alternative Roles: If leadership is not intrinsically motivating for you, explore roles that align better with your interests and strengths.
3. Seek Mentorship: Discuss your motivations and career path with a mentor who can provide guidance and perspective.
4. Develop Intrinsic Motivation: If you still aspire to lead, work on developing intrinsic motivators by finding aspects of leadership that genuinely excite and inspire you.

For those who are intrinsically motivated, continue to cultivate this passion:

1. Pursue Continuous Learning: Invest in leadership training and development to enhance your skills and effectiveness.
2. Focus on Impact: Keep your focus on the positive impact you can make on your team and organization.
3. Maintain Resilience: Embrace challenges as opportunities to grow and improve as a leader.
4. Foster a Supportive Environment: Create a work environment that supports and encourages intrinsic motivation in your team members.

Conclusion

Understanding whether you are intrinsically or extrinsically motivated to lead is crucial for your long-term satisfaction and effectiveness as a leader. By aligning your career with your true passions and motivations, you can achieve greater fulfillment and make a more significant impact. Take the time to reflect on your motivations and make informed decisions about your leadership journey.

Call to Action: Share your insights and experiences with leadership motivations in the comments below. How have intrinsic or extrinsic motivations influenced your leadership journey? Let’s continue the conversation and support each other in becoming more effective and fulfilled leaders.