I finish reading the final page of my book and I feel an instant energy to work hard and make a difference to the world. The entrepreneur I’ve read about has inspired me by talking about their relentless drive, even in the face of some soul-crushing setbacks that would have stopped most people in their tracks. They powered through because of their internal mission and passion for what they do. That’s it, I hear myself think, all I need to do is come up with a mission and love what I do—that will be the source of endless motivation.
A few days later this energy has all but disappeared. I’ve tried to come up with a few ‘missions’ and really focused on loving what I do, but I’m still not feeling the constant pull towards hard work… what’s happened? It worked for the multi-billionaire, so why hasn’t it worked for me?
When it comes to understanding motivation, most of us think of it as a single, catch-all drive that powers us through life. But here’s the catch: your motivation isn’t one thing, but a collection of distinct forces pulling you in different directions and from different sources—both internal and external. A deeper dive into motivational profiling reveals that your motivators aren’t just different in strength, but also in type, purpose, and even how much they really matter to you.
What’s more, instead of uncovering our own motivators, we often end up following the motivations of others, leading to an unsustainable source of energy. External influences—like books, podcasts, social media, or even the success stories we admire—can implant “bullshit motivators” into our psyche. They serve a purpose for short bursts of motivation but rarely sustain us in the long term.
Here’s the good news: when you break down your motivators into categories, you can figure out which ones are non-negotiable, which ones light the fire under you, and which ones might be distracting, completely irrelevant, or borrowed from someone else’s playbook. Let’s explore this, combining personal insights with evidence-based research.
1. Constant Core: The Non-Negotiable
Motivator: Spirit
Your constant motivator is your anchor. For me, it’s Spirit—the need for autonomy and freedom. This is the baseline condition that has to be in place for everything else to work. Spirit doesn’t push me forward; it’s more of a silent guardian. When it’s intact, I’m free to focus on achieving goals through motivators like Builder (reward-seeking) and Expert (curiosity). But when my freedom is threatened—by micromanagement, rigid structures, or unnecessary constraints—it’s game over for my motivation.
This ties into Deci and Ryan’s Self-Determination Theory (SDT), which identifies autonomy as one of the three basic psychological needs, alongside competence and relatedness. Studies have shown that environments supporting autonomy lead to higher engagement, well-being, and sustained motivation (Deci & Ryan, 2000).
Think of your constant motivator as the foundation of your house. You might not notice it when it’s solid, but if there’s a crack, everything else starts to fall apart.
2. Action Driver: The Fuel
Motivators: Builder, Searcher
Your action driver is the engine that powers you forward. For me, it’s Builder—the dopamine-fuelled need for progress, achievement and money—and Searcher—the drive to perform well and see tangible impact.
Builder gets me out of bed in the morning, ready to tackle the next challenge. It’s also why I set a lot of goals, whether it’s smashing a marathon time or earning a commission payment. But I’ve realised that even Builder can become a motivator based on others’ definitions. When I hear a really rich person talk about their wealth, I feel a sudden urge to aim for that same level of success. But is that really what I need to feel fulfilled? Probably not. It’s easy to get caught up in chasing someone else’s version of success, and when that happens, Builder turns from a fuel source into a drain.
With Searcher, I’ve noticed that my motivation spikes when I receive positive feedback or can clearly see the impact of my work. On the flip side if someone doubts my abilities, I feel a strong surge to prove that person wrong. The feedback loop gives me a long, sustainable burst of energy. But like Builder, Searcher can also be hijacked by external expectations. The fluffy idea that I need to “change the world” or “love every part of what I do” can actually demotivate me when it feels too abstract.
The link between achievement-oriented motivation and dopamine is well-documented. Research by Salamone et al. (2007) highlights how dopamine systems are critical for goal-directed behaviour and reward-seeking. But if the goals you’re chasing aren’t actually aligned with your values, the dopamine hit fades quickly, leaving you demotivated.
The key? Define what success and impact mean to you, not what someone else says they should be.
3. Situational Spikes: The Chameleons
Motivators: Expert, Director, Creator
These are the motivators that come and go depending on context. For me, Expert (curiosity), Director (leadership), and Creator (innovation) spike when the situation calls for them. For example, if I’m working on a complex problem, Expert kicks in. If I’m leading a team, Director takes over.
Situational motivators are like tools in a toolbox—you don’t need them all the time, but when the right situation arises, they’re essential. This aligns with research on contextual motivation, which suggests that certain tasks and environments can activate different intrinsic motivators depending on how they align with personal values (Gagné & Deci, 2005). The trick is to recognise when these motivators are spiking and use them to your advantage.
4. Bullshit / Externalised: The Distractors
Motivators: Builder, Searcher
What’s the biggest realisation of all this? That not all motivators are created equal and the same motivator that is your fuel, can also be the source of your dissatisfaction. Both Builder and Searcher often fall into this trap for me. When I start chasing someone else’s goals—whether it’s wealth, status, recognition, or an abstract idea of making a global impact—I end up feeling drained rather than energised.
This reflects the concept of introjected regulation in SDT, where individuals adopt external values or pressures as their own without truly internalising them. While it can drive short-term action, it often leads to stress and diminished satisfaction (Deci & Ryan, 1985).
The answer? Define what these motivators mean to you. Don’t let someone else’s definition shape your path.
5. Irrelevant / Low Priority: The Non-Factors
Motivators: Defender, Star
Some motivators simply don’t resonate with you. For me, Defender (security and stability) and Star (recognition and admiration) fall into this category. I don’t lose sleep over them, and they don’t play a role in how I approach my goals.
But here’s an important nuance: sometimes, a motivator is low priority not because it’s irrelevant, but because that need is currently met. For example, if you have financial stability, Defender might not be a driver right now—but if circumstances changed, it could spike.
Research on identity-based motivation (Oyserman, 2009) supports this idea. People are more motivated by what aligns with their self-concept and current needs, and less so by factors that feel irrelevant. The key is to acknowledge which motivators are truly non-factors and which are simply dormant.
6. Aspirational: The Work-in-Progress
Motivator: Friend
Finally, there can be certain motivators that you wish drove you more. For me, it’s Friend—the desire for connection and collaboration. While it’s not a natural driver for me, I see its value and want to cultivate it over time.
The main reason for this is the impact people have on my energy levels. I know that people give me sustained energy and that I feel best when collaborating. However, for some reason I don’t consistently seek out interactions with other people. A lot of this is down to my current situation of being self-employed, the other main factor is my ‘Spirt’ motivator is so strong that my desire for independence can get in the way of me reaching out to other people.
Identifying aspirational motivators is a great opportunity for growth. For example, I’ve started reframing social interactions as opportunities for meaningful connection rather than obligations.
What You Can Do With This Information
Once you’ve identified your motivators and categorised them, you’ll have a roadmap for managing your energy and focus. Here’s how to put it into action:
1. Protect Your Core Motivator
Make sure your constant motivator is always supported. For me, that means prioritising autonomy in my work and avoiding environments that feel restrictive.
2. Fuel Your Action Drivers
Design your goals around your action drivers, but here’s the catch—make sure you’ve defined what those motivators mean to you. If Builder is your motivator, don’t just chase the biggest paycheque because someone else did. With Searcher, focus on the kind of impact that truly excites you, not just what looks good on paper.
3. Use Situational Spikes Wisely
Pay attention to when these motivators arise and lean into them. If Creator spikes during brainstorming sessions, schedule time for creative problem-solving.
4. Call Out the Bullshit
Don’t waste energy on motivators that aren’t truly yours. It’s okay to let go of what doesn’t serve you. Be especially mindful of motivators like Builder and Searcher, which can easily be hijacked by external definitions.
5. Acknowledge the Non-Factors
Identify which motivators are irrelevant and which are simply met needs. Focus on what currently drives you and stay open to shifts over time.
6. Cultivate Aspirational Motivators
Pick one aspirational motivator and take small, consistent steps to develop it. Over time, it may become a more significant part of your motivational profile.
7. Consume Inspirational Content Wisely
When reading books, listening to podcasts, or consuming motivational content, ask yourself: “Does this align with my personal motivators, or am I adopting someone else’s goals?”
Understanding your own motivation is the first step. Use external inspiration as a tool, but always compare it to what truly drives you. This will help you avoid chasing goals that don’t serve your long-term happiness or fulfilment.
8. Ask This Key Question
To better understand what lies in each motivational category, regularly ask yourself: “Is this goal or motivator something that energises me deeply, or am I pursuing it because I think I should?”
This simple question can help you distinguish between genuine motivators and those influenced by external pressures.
Final Thought
Motivation isn’t a one-size-fits-all concept. It’s a unique blend of drivers that work together (or against each other) to shape how you act and feel. By understanding your own motivational profile and grounding it in research-backed insights, you can take control of your energy, focus on what truly matters, and let go of what doesn’t.
And most importantly—define your motivators on your own terms. That’s where sustainable motivation really starts.
So, what does your motivational landscape look like? The answer could change how you approach everything. It took me 10 years to master, my goal is to help you do this much quicker and provide you with sustainable success.