This book by Susan Fowler challenges the conventional wisdom of using rewards and punishments to motivate people. Fowler argues that these methods are ineffective, frustrating, and even harmful for both leaders and employees. Instead, she proposes a new approach based on the latest scientific research on human motivation, which shows that people are inherently motivated by three psychological needs: autonomy, relatedness, and competence.
Fowler’s book is revolutionary in its findings because it reveals that most people are motivated by suboptimal reasons, such as money, status, or fear, which do not lead to lasting satisfaction or performance. She also explains how leaders can use her Optimal Motivation process to help their people discover how their jobs can meet their deeper needs and give them a sense of purpose and fulfilment. By doing so, leaders can increase productivity, engagement, and well-being in their organisations.
The book is well-written, engaging, and full of practical examples and tools. Fowler draws from her extensive experience as a consultant, coach, and researcher to provide insights and guidance for leaders who want to get motivation right. She also addresses some common myths and misconceptions about motivation and offers solutions to overcome them.
However, the book also has some limitations and drawbacks. For instance, some readers may find the book too repetitive or simplistic, as it mainly focuses on one model of motivation and does not explore other factors or perspectives that may influence it. Moreover, some of the recommendations in the book may be difficult to implement in real-life situations, especially in complex or dynamic environments.
Overall, the book is a valuable and provocative essay that offers a new way of thinking about and practicing motivation.
It is a must-read for leaders who want to understand and influence the motivation of their people and themselves.
