MANAGING My CAREER -
Intrinsic Motivation
for More Wake Up Eager Days

Intrinsic motivation and inspiration - do you have "it"? How did you rank yourself on our online, free motivation test?

The items included in the Managing My Career portion of the free Wake Up Eager quiz

14. I can easily list my top ten strengths and values, as well as my weaknesses and blind spots. Click here for development resources for this item.


15. My job rewards my most important values and allows me to fulfill my goals in terms of personal growth, achievement, income and stability.Click here for development resources for this item.


16. A day on the job leaves me feeling energized, not burned out. Click here for development resources for this item.


17. I quickly correct misunderstandings and mis-communications when they occur. Click here for development resources for this item.


18. When others provide feedback about my performance I am not defensive.Click here for development resources for this item.

Intrinsic Motivation / Inspiration means: Inward; internal; hence, true; genuine; real; essential; inherent; movement and action. .

This Wake Up Eager Area, Managing My Career Is a focus on how well you know, understand and put-to-use your strengths and communication skills to build your career. This area includes your ability to address and positively manage specific areas of development.

Think back about all the leaders you've known over the years. Put them in two columns: column one would be the "yes, this person was/is a leader who was self aware, motivated and inspired at work." Your second column will be the, "no, this person was/is not self aware and was not motivated or inspired at work."

Did you create your lists? I did. Listing all of the leaders I've known as an employee and as a consultant. Can you, like me, see the impact of high self awareness and intrinsic motivation and inspiration on each leader's ability to lead effectively?

All of the leaders I listed are talented, sound business people and personally likable. All of them want to be great leaders. But on my list of hundreds of leaders, the leaders I put in the self aware, inspired and motivated column, actually ARE great leaders.

Here's what I've observed and heard about people who are rated low on the Managing My Career items:

• They're perceived to be arrogant.
• Their style involves "pushing" people, demanding performance.
• They focus more on themselves and their needs, than on the needs of other people and are perceived by others as 'takers'.
• Their actions repel people or cause others to dig in their heels.This results in low trust on their teams.
• Their team says "yes" to their face, and "no" behind their back - high performance is impossible.
• These leaders suffer a lot of stress, tension and frustration.

Here's what I've observed and heard about people who are rated high on the Managing My Career items:

• They're perceived to be open, helpful and accessible.
• Their style involves "pulling" people together through listening and inviting input.
• They give more than they take through listening and seeing the best in others.
• They are able to influence and inspire others to take action.
• They report positive relationships both personally and professionally.
• Their teams tend to say "yes" and discuss WITH the leader their different ideas, resulting in higher performance.

The "old-school" way of leadership has not been effective for a long time.

Old School Mindset:

• "If you don’t like it, leave."
• "You should be grateful to have a job."
• "Anyone off the street could do your job."
• (Give notice) "Don’t let the door hit you on the way out."
• "It’s not personal, it’s business."
• "Career development's the employee’s responsibility-there's no time to train."

Does this mindset seep into your day when you're under pressure?

The "new-school" way of leadership is effective and has always worked. It is more aware and understanding of intrinsic motivation.

New School Mindset

New school mindsets require self aware leaders who focus on mastering themselves as much as they focus on trying to 'master' their team.

Do you realize that for the most part your team will mimic you and your style?

If you're open and honest about your strengths and development areas, they will be able to be open and honest about their strengths and development areas.

If you're energized and you quickly correct errors, your team will be oriented toward doing this too.

Great leaders set the example, the vision and the benchmark for performance. Focus on building your scores in the Self Awareness area. You'll see your team evolve before your eyes. They will become more self aware, as you do.

More Leadership Articles About Intrinsic Motivation
& Managing Your Career Here

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