For decades, leaders have debated a fundamental question: How do you motivate people? Across industries and organizational levels, this question continues to spark discussion, yet many leaders struggle to find effective motivational approaches. While motivation is critical to performance, certain approaches to motivation can unintentionally undermine leadership effectiveness rather than enhance it.
Choose motivational approaches wisely
Motivation comes in two forms—internal and external. Internal motivation is rooted in personal values, attitudes, and goals, driving individuals to take action from within. However, many leaders find this process too slow and difficult to manage. As a result, organizations frequently turn to external motivation—an approach that seems more immediate and controllable but often leads to short-lived or even negative results.
Three common external motivators—rewards, threats, and promises—are widely used to influence behavior. While they may generate temporary compliance, they rarely lead to sustained engagement or long-term performance improvements. In fact, over-reliance on these methods can damage trust, diminish morale, and ultimately make leadership less effective.
3 external motivational approaches
Let’s examine each of these external motivators and their unintended consequences.
1. Rewards
The most obvious external motivator is rewards. Many people immediately think of money—and yes, money is a reward. But rewards also include benefits, promotions, prestige, and status. The key factor? A reward only works if the individual values it.
Not everyone is motivated by money. They’ll gladly take the paycheck, but it may not change their behavior. And even if money does motivate them, organizations can’t rely on financial incentives indefinitely. Once employees get used to monetary rewards, they expect more before giving more. No company has pockets deep enough to sustain motivational approaches through money alone. Eventually, leaders must find another way.
2. Threats
When rewards fall short, organizations often turn to threats—threats of punishment, discipline, or negative consequences. But threats, more often than not, remain just that—threats. Consider how often a parent warns a child, “If you do that again, I’m going to punish you!” And yet, the child continues. Why? Because they recognize empty threats.
For punishment to work, experts argue it must be swift and severe. Yet most leaders hesitate or fail to follow through with real consequences. Instead, threats become routine, losing their power. Worse still, threats often breed resentment. When people feel pressured or controlled, they focus less on performing well and more on getting even.
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3. Promises
The third and perhaps most overlooked external motivator is promises. Promises create temporary motivation—until one of two things happens. Either the person receives what was promised (meaning the leader must make a new promise to keep them motivated), or they don’t, leading to disappointment and distrust.
Leaders often make implied promises without realizing it. Statements like “Keep working hard, and I’ll take care of you,” or “You’re next on the list,” create expectations. If those implied promises aren’t fulfilled, trust erodes. Once employees stop believing their leaders, motivation disappears.
The Challenge with External Motivation
External motivation—rewards, threats, and promises—can drive behavior temporarily. But it doesn’t last. Long-term motivation comes from within. Leaders who rely solely on external motivators will always struggle to sustain engagement and performance.
Instead of focusing on quick fixes, leaders should invest time in understanding what truly drives their people. What are their real needs and wants? What fuels their internal motivation? When leaders take the time to understand and support internal motivational approaches, they create stronger, more lasting engagement.
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