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Dan explains that “if-then” rewards (if you do this, then you get that) are powerful when the task is simple, short, and clearly defined. If you want someone to stuff envelopes or complete a routine chore, rewards can help. But most of the work we care about in schools, families, and teams isn’t routine. It is complex, human, and creative. And for those tasks, Dan says if-then rewards often don’t work well and sometimes backfire. They narrow focus to the reward instead of the purpose, and they can even diminish intrinsic motivation. Dan shared something that every educator and leader knows intuitively: When people feel controlled, they comply or they defy.
They don’t deeply engage. So what actually strengthens motivation? In Drive, Dan highlights three powerful drivers: Autonomy
Having some meaningful control over what we do, when we do it, how we do it, or who we do it with. As Dan put it, people perform better when they are trusted, not controlled. Mastery
Seeing growth. Improving at something that matters. Feeling the satisfaction of getting a little better every day.
Tip: Give Wise Feedback Purpose
Knowing the work serves something larger than a task list, a grade, or a reward.
These ideas are deeply practical. Here are a few ways to bring them into our world: Offer small, meaningful choices to protect autonomy Help learners and colleagues notice their progress Connect work to a larger purpose and real human impact Use rewards sparingly and thoughtfully, not as the default
This is not about eliminating rewards entirely. It is about being more intentional, so we support motivation instead of accidentally undermining it. If we want deep learning, meaningful effort, and genuine motivation, we may need fewer incentives and more trust. Scroll down to listen to the full conversation and/or read the Thrive Global article. ⬇ Let’s keep noticing, evolving, and thriving with what truly drives us.
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