On Leading Through The Heart’s Call or Society’s Demand
Diving into the heart of our daily grind, one question lingers: what drives us forward? Where do our true intentions lie? Are they born from the heart’s deepest desires, or sculpted by the pressing demands of society? As we pull back the curtain on the dance between accountability and productivity, we’ll unravel the subtle forces shaping our intentions and actions. For those in leadership roles, a parallel challenge emerges: how do we inspire and motivate without overwhelming? Delving deeper, we’ll dissect the fine line between empowering employees and inadvertently imposing our own version of ambition upon them.
Accountability in Relation to Productivity
In the context of productivity, accountability can be defined as the responsibility or obligation to complete tasks, achieve results, or uphold certain standards within a given timeframe. It’s the commitment to answer for one’s actions and results.
Accountability can act as a form of motivation. For some, the idea of being responsible for an outcome is enough to ensure they stay on task and complete it to the best of their ability. When there’s a lack of accountability, there might be a higher risk of complacency, which can subsequently lead to decreased productivity.
Accountability isn’t just about responsibility after the fact (i.e., explaining why something did or did not get done). It also encompasses a proactive element: setting clear expectations, owning the process and the outcome, and being transparent about progress or hurdles along the way.
Internal vs External Accountability
While accountability often enhances productivity, the nature of that accountability matters. As your previous outline touched upon, there’s a difference between internal and external accountability. Both can drive productivity, but their effects might differ:
Internal Accountability: This is self-driven and arises from personal values, goals, and intrinsic motivation. It can be a powerful force, especially when one’s work or task is aligned with their passions or deeply-held beliefs.
External Accountability: This arises from external demands, expectations, or obligations. While it can be a strong driver for productivity, it might sometimes come with added stress or pressure. If not managed well, it could lead to burnout or reduced job satisfaction.
Intrinsic Motivation: Self-Derived Accountability
Navigating motivation, a powerful force arises from our own minds: self-driven intention. This intention, deeply tied to our character, is fueled more by our personal beliefs and desires than outside pressures.
Central to this are our individual values and aspirations. They’re the unseen anchors directing our actions. Whether it’s a passion for learning, wanting to make a difference, or chasing personal interests, these drivers provide a clear, unmatched purpose. Aligning with these values not only gives a sense of authenticity but also brings fulfillment and peace, boosting our motivation further.
How does this self-accountability, stemming from personal intentions, translate to productivity? Quite significantly. When individuals are accountable to themselves, based on their own set goals and standards, it fosters a unique sense of personal responsibility. This responsibility is not born out of fear or obligation to external entities but from a genuine desire to fulfill one’s own aspirations. This self-driven accountability naturally leads to empowerment. Individuals feel a heightened sense of control over their actions, often pushing boundaries and outperforming not because they have to, but because they genuinely want to.
The corporate and creative worlds are brimming with examples that illuminate the power of self-derived intentions. Think of entrepreneurs like Whitney Wolfe Herd, the founder and CEO of Bumble, or Arianna Huffington of The Huffington Post. Their endeavors extend beyond mere profit motives; they’re fueled by personal missions: a desire to redefine social dynamics, advocate for women’s empowerment, or to reshape the media landscape. Or consider artists like Frida Kahlo, who, in the face of immense personal challenges, continued to produce art driven by her intrinsic need for self-expression and exploration of identity. Their journeys underscore the profound outcomes achievable when one’s drive is born from within and one holds oneself accountable to those personal visions.
Extrinsic Motivation: External Pressures & Expectations
In the modern age, much of what propels our actions, decisions, and ambitions often stems from sources beyond our intrinsic desires. This phenomenon, known as “extrinsic motivation,” frequently arises from external entities such as workplace demands, societal norms, or familial expectations. Each carries its weight, subtly or overtly pushing individuals towards specific goals or pathways.
The workplace, for instance, may impose targets and benchmarks that employees are expected to meet. Meanwhile, society has its own silent markers, often dictating what success should look like by a certain age or stage in life. Even our families, with their best intentions at heart, can sometimes set expectations based on their dreams, aspirations, or unfulfilled ambitions.
However, while these external forces can sometimes act as motivators or guides, they also come with a set of potential pitfalls. One of the most pronounced is a reduced sense of personal satisfaction. When individuals chase goals not genuinely aligned with their desires or values, the accomplishments, even if grand by societal standards, can feel hollow. This lack of personal resonance can subsequently lead to decreased motivation over time.
Moreover, the relentless chase, often spurred by these external pressures, can be a breeding ground for burnout or resentment. Individuals might find themselves pushing hard, sometimes at the expense of their well-being, only to realize that the destination isn’t where they genuinely wished to be. This could not only affect their mental and emotional health but also diminish their overall productivity in the long run.
Examples of these obstacles are evident all around us. Consider the high-achieving student pushed to their limits by parental expectations, only to later face a crisis of identity and purpose. Or the corporate worker climbing the ranks to meet society’s definition of success, but feeling an increasing disconnect from their work and a longing for a different path. Such scenarios underscore the importance of recognizing and managing the influences of imposed intentions, ensuring they act as guides rather than chains.
A Healthy Dose of Accountability: Guiding Employees with Empathy
As leaders, our actions and expectations set the tone for organizational culture. Striking the right balance between internal and external accountability requires careful consideration. It’s about setting a stable foundation for employees while also giving them the space and resources they need to grow and excel. So what constitutes a ‘healthy’ amount?
1. Reasonable Expectations: First and foremost, it’s vital that the expectations we set are achievable. While it’s tempting to push for ambitious targets, it’s essential to ensure that these goals don’t inadvertently set employees up for failure. Reasonable expectations serve as a foundation, allowing employees to feel competent and motivated, rather than overwhelmed.
2. Constructive Feedback: Feedback is the compass that guides performance. But its nature matters immensely. Constructive feedback, nuanced with positive reinforcement and targeted guidance, can ignite growth and development. Rather than simply pointing out shortcomings, it’s about collaborating to find solutions, celebrating strengths, and continuously carving out paths to improvement.
3. Flexibility: The modern workplace is evolving, and with it, the needs and lifestyles of our employees. Offering flexibility is not just about accommodating personal schedules, but also about understanding that each individual’s approach to a task might be different. It’s about valuing results over rigid processes and recognizing that innovation often emerges from diverse methodologies.
By weaving together reasonable expectations, constructive feedback, and flexibility, we craft a framework of accountability that nurtures and challenges in equal measure. This approach not only bolsters productivity but also cultivates a culture of trust, resilience, and mutual respect.
Influencing Desire for Productivity
That covered achieving the right level of accountability for our employees. But how do we spark their drive for productivity? How can we inspire them without causing burnout?
While you can’t force someone to genuinely want to be productive, there are strategies that can influence an individual’s motivation:
- Intrinsic Motivation: Foster a work environment where employees feel passionate about what they do. When people find meaning and purpose in their work, they are more likely to be intrinsically motivated. This can be achieved by aligning job roles with individual passions, strengths, or values.
- Extrinsic Motivation: This is a more direct approach where productivity is tied to tangible rewards (bonuses, promotions, recognition). While effective in the short term, relying solely on external rewards can lead to decreased intrinsic motivation over time.
- Autonomy: Granting employees more control over their tasks, work environment, or schedules can increase their motivation and productivity. The sense of ownership and freedom often inspires employees to be more engaged with their work. Especially when you present opportunities for growth and learning. Employees’ motivation can be fueled when they experience progress to become experts in their respective fields.
Afterthought
It’s completely natural to be driven by extrinsic motivation. Working out of love for others and aiming to offer our loved ones the best life possible is truly commendable. However, it’s essential to remember the joy and passion that come from our inner desires. When we lose that harmony, we might feel a bit lost in the routine. This piece is here to help you find that beautiful balance again, and for our leaders, a gentle reminder to nurture and respect the unique motivations that drive each member of their team.
In leading others, our role is not just to guide but to understand, not merely to instruct but to inspire. It’s essential to recognize that while extrinsic motivation can drive action, it’s the quality, sincerity, and balance of that motivation that determines its lasting impact. As leaders, we have the unique opportunity to shape an environment that not only achieves goals but nurtures the well-being and growth of those we lead. In the end, it’s not about how much we push, but how thoughtfully we encourage.
Karma Wisdom | Curated research written by Anya Junor