what motivates you as a leader essay

10 Smart Answers to “What Motivates You?”

By Status.net Editorial Team on April 21, 2023 — 9 minutes to read

Why Do They Ask “What Motivates You?”

When an interviewer asks you about your motivation, they want to understand how passionate and committed you are to their company and the job opportunity. They are looking to gauge if you genuinely care about the work and if you will fit well within their team and culture. Your answer should be genuine and specific, highlighting your unique motivators and how they relate to the position you are applying for.

10 Example Answers to “What Motivates You?”

I’m motivated by the opportunity to learn and grow in my career. I’m always looking for ways to challenge myself and expand my skill set, and I find that being in a dynamic, fast-paced work environment helps me do that. I’m also motivated by the chance to collaborate with talented colleagues and contribute to a team effort that produces great results.”

“For me, motivation comes from feeling like I’m making a difference. Whether it’s through providing excellent customer service, creating innovative solutions to problems, or simply being a supportive team member, I find that I’m most energized when I feel like my work is having a positive impact. That’s why I’m drawn to companies that have a strong sense of purpose and a commitment to making a difference in their communities.”

“As someone who is naturally curious and loves to explore new ideas, I’m motivated by the opportunity to innovate and create. Whether it’s developing new products, designing new processes, or finding more efficient ways to do things, I’m always looking for ways to push the envelope and come up with something new and exciting. I find that this kind of work keeps me engaged and inspired.”

“One of the things that motivates me most is the chance to take on new challenges and push myself out of my comfort zone. I thrive on the adrenaline rush that comes with tackling something difficult and succeeding against the odds. Whether it’s taking on a new project, working with a new team, or learning a new skill, I’m always eager to take on new challenges and prove myself.”

“What motivates me is the desire to achieve my goals and fulfill my potential. I’m driven by a sense of ambition and a desire to succeed, and I’m always looking for ways to improve myself and my performance. Whether it’s through setting and achieving personal or professional goals, or simply striving to be the best version of myself, I find that this kind of drive keeps me focused and motivated.”

“I’m motivated by the opportunity to make a positive impact on the world. Whether it’s through my work directly or through the company’s mission, I find that I’m most energized when I feel like I’m contributing to something bigger than myself. I want to be part of an organization that is making a difference and creating a better future for everyone.”

“For me, motivation comes from the chance to develop meaningful relationships with my colleagues and clients. I’m a people person at heart, and I find that working with others who share my values and goals is incredibly fulfilling. I want to be part of a team that is supportive, collaborative, and committed to achieving great things together.”

“I’m motivated by the opportunity to continuously learn and improve. Whether it’s through formal training programs or on-the-job experience, I’m always looking for ways to expand my knowledge and skills. I want to work for a company that values professional development and encourages its employees to grow and evolve over time.”

“As someone who is passionate about innovation and creativity, I’m motivated by the chance to work on projects that are truly groundbreaking. I want to be part of a team that is pushing the boundaries of what’s possible and creating solutions that are truly innovative and impactful.”

Example 10:

“For me, motivation comes from the sense of pride and accomplishment that comes with achieving a difficult goal. Whether it’s hitting a sales target, completing a complex project, or overcoming a personal challenge, I find that I’m most motivated when I have a clear goal in mind and a plan for achieving it.”

How to Answer “What Motivates You?”

Step 1: identify your motivations.

By identifying your key motivations, you’ll be able to provide a compelling response during your interview.

Personal Values

Reflect on your core beliefs and principles, and consider how they drive your actions and decisions. Here are some common personal values:

• Self-improvement

Think about which ones align with your personality and the role you’re applying for. Describe how these values fuel your motivation and commitment to the job.

Career Goals

Consider the long-term objectives you’re working towards in your professional life. Be specific about your desired achievements and how they relate to the role you’re interviewing for. Some examples of career goals could be:

• Acquiring new technical skills
• Developing leadership skills
• Contributing to a specific industry

Link these goals to the company’s mission, and express how this role will help you grow professionally and contribute to the organization.

Interests and Passions

Identify what you’re genuinely passionate about, both inside and outside of work, and connect these interests to the position you’re applying for. Here are some questions to help you introspect:

• What topics of conversation energize you?
• Which tasks and projects bring out your enthusiasm?

Step 2: Tailor Your Answer to the Job

Try to tailor your response to the specific job you’re applying for. Consider the key responsibilities, company culture, and overall mission of the organization.

Begin by researching the company and its values. This information can typically be found on the company’s website, social media profiles, or through online reviews. Pay special attention to the language used in the job description – it may indicate some of the top skills and values the company is looking for.

Next, reflect on your personal motivations and how they align with the job requirements. Make a list of the aspects of the position that genuinely excite you, and focus on these in your response.

1) Motivator:  Interest in the field

Sample Answer:  “One thing that motivates me is my genuine passion for the industry. I’ve always been fascinated by the way technology impacts our daily lives, and I’m excited to be part of a team that’s shaping its future. I find that this passion drives me to stay focused and committed to my work.”

2) Motivator:  Professional growth

Sample Answer:  “What truly motivates me is the opportunity for personal and professional growth. I enjoy taking on new challenges and expanding my skill set. Knowing that I’m constantly improving and contributing value to the team gives me a great sense of accomplishment.”

3) Motivator:  Helping others

Sample Answer:  “I’ve always been motivated by the desire to help others. In my previous role, I took pride in knowing that my work made a positive impact on my clients’ lives. This not only gave me a sense of fulfillment but also encouraged me to go above and beyond in my tasks.”

Step 3: Include Specific Examples

If applicable, you can provide specific examples from your experience that demonstrate your motivation. By doing so, you give the interviewer a clear and authentic picture of your work ethic and what drives you to succeed.

To begin, think about a time when you were particularly motivated to achieve a goal, finish a project or overcome a challenge. Describe the situation, what motivated you, and the steps you took to reach your objective. Remember to focus on aspects that can be applied universally, such as personal growth or helping others, rather than individual circumstances.

When crafting your answer, use the STAR method:

• Situation : Describe the context or background of the event.
• Task : Explain your responsibility or goal in that situation.
• Action : Detail the steps you took to approach the task or challenge.
• Result : Share the positive outcome of your actions, and how it demonstrates your motivation.

For example, if you’re motivated by helping others, you might say:

“In my previous role as a customer support specialist, I was motivated by finding solutions to customer issues and ensuring they had a positive experience with our company. One day, I encountered a particularly challenging issue that required me to work closely with multiple departments to find a resolution. Seeing the gratitude in the customer’s response when we resolved the issue was incredibly rewarding and further motivated me to work even harder in the future.”

By providing specific examples that showcase your motivation, you’ll demonstrate to the interviewer that you have a genuine passion for your work and a strong drive to excel in your career.

Step 4: Practice Your Response

Practicing your response to the question “What motivates you?” will help you feel more confident during your interview. So, once you’ve identified your motivators and examples, practice articulating your response. You can do this by speaking your answer out loud or writing it down. As you practice, focus on being concise and clear in your explanation. Avoid using filler words, such as “um,” “like,” or “you know.”

Consider practicing with a friend or family member who can provide feedback on your response. They can help you identify areas that need improvement, such as body language, tone, or clarity of your answer. Remember, your goal is to provide a strong, authentic response that showcases your unique motivations and fit for the role.

Avoid Common Mistakes

• Be genuine:  Don’t try to impress the interviewer by simply stating what you think they want to hear. Instead, provide an authentic answer that truly reflects your personal motivations.
• Stay relevant:  Although you should share your genuine motivation, ensure it connects to the job or the company’s goals. This will demonstrate your potential as a valuable employee in the organization.
• Keep it concise:  Though it’s important to provide context for your motivation, avoid long-winded answers that drift off-topic. Stay focused and keep your response brief.

It’s a great idea to prepare a few examples that illustrate your motivation. This will make your response even stronger, and help convey your commitment to the role. For example, let’s suppose your motivation is your desire to contribute to meaningful projects. You might share a story about a time when you initiated or led a project that made a real difference in your previous role. Or you could mention a specific project or initiative at the company you’re interviewing for that excites you.

It’s essential to reflect on your personal motivations and connect them to the job you’re applying for. Consider how your motivations align with the company culture and values.

Tailor your response and try to use specific examples from your professional and personal life to illustrate your points. If you’re unsure what aspects to highlight, think about the desired skills and qualifications mentioned in the job description and how you have demonstrated those in the past. Don’t forget to practice your response before the interview. Good luck!

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Feb 15, 2023

Essays on Leadership for Students | 200 - 500 Word Essays

Are you writing an essay about leadership? Check out these examples!

Leadership is often defined as "the action of inspiring others to act in concert to achieve a particular goal." It signifies the harmony in actions that lead to a common objective. A genuine leader not only exudes confidence but also paves the way for their followers towards triumph. Over the years, various leadership styles have been identified and discussed by psychologists.

 Qualities such as intelligence, adaptability, extroversion, innate self-awareness, and social competence often emerge as the hallmarks of impactful leaders. There's a consensus that these traits mold an individual into an effective leader. Interestingly, some theories suggest that extraordinary situations can thrust an ordinary individual into the spotlight, bestowing upon them the mantle of leadership. It's also believed that leadership isn't a static trait but an evolving journey. It underscores the belief that with dedication and the right resources, anyone can hone their leadership abilities.

 True leadership goes beyond merely advocating for a cause. It involves taking responsibility, igniting motivation in others, and differentiating oneself from just being a 'boss'. A leader's essence lies in their ability to inspire and propel people towards grand visions, whereas a manager typically focuses on oversight and operational aspects.

What Is a Leadership Essay?

A leadership essay falls under the category of student application essays and serves to provide student admissions officers with insight into your past leadership experiences. Despite appearing to be very specific, this type of essay acknowledges that the nature and perception of leadership can vary significantly depending on the individual and the context.

 If you find yourself in need of further insights or a unique angle for your leadership essay, consider exploring an expert essay-writing tool designed to assist students in crafting compelling narratives by analyzing vast data and generating fresh ideas within minutes. In this article, we'll also delve into various leadership essay examples to offer a clearer understanding of the genre and inspire your writing journey.

4 Examples of Leadership Essays

Qualities of a good leader, introduction.

Confidence is the most important attribute first of all. One of the most important qualities in a leader is confidence in one's own abilities. A lack of self-assurance is fatal to a person's leadership potential. If you want others to follow you, you need to exude self-assurance. It's imperative for a leader to have faith in his own judgment and actions. How can people want to follow him if he doesn't even know what he's doing?

Every effective leader knows that they need to be an inspiration to their followers. A leader needs to set an example for his team. In addition, he ought to inspire them whenever feasible. A leader must also maintain optimism in trying times.

What qualities a good leader must have?

Leadership is the ability to influence and guide individuals or groups toward a common goal. A leader must possess several qualities to be effective, including:

Communication skills: A leader must be able to communicate their vision and goals clearly and effectively, both verbally and in writing. This requires excellent listening skills, empathy, and the ability to adapt to different communication styles.

Emotional intelligence: A leader must be able to understand and manage their own emotions, as well as those of their team members. This includes being able to understand and respond to the emotions of others, and handling conflicts in a constructive manner.

Visionary: A leader must have a clear and inspiring vision of the future, and be able to articulate this vision in a way that motivates others to work towards it.

Strategic thinking: A leader must be able to think critically and creatively to identify and solve problems, make decisions, and develop plans and strategies to achieve their goals.

Flexibility: A leader must be able to adapt to changing circumstances and be open to new ideas and perspectives. This requires the ability to embrace change, be innovative, and continuously learn and grow.

Integrity: A leader must have strong ethics and values, and be willing to make difficult decisions that are consistent with their beliefs. This requires honesty, transparency, and accountability.

Decisiveness: A leader must be able to make tough decisions quickly, without undue hesitation or procrastination. This requires courage and the ability to take calculated risks.

Empowerment: A leader must be able to delegate responsibilities, give team members the resources they need to succeed, and foster a sense of ownership and accountability among their team.

Conclusion 

These qualities are essential for effective leadership, and when combined with hard work, determination, and a commitment to excellence, can help leaders to achieve great things.

How one can be a Great Leader?

Leadership is the act of performing the duties of a leader. In the business world, for instance, it is essential to have someone in charge of a team to ensure everything runs well. Effective leadership is essential for any group that wants to maximize its prospects of success.

Leadership Comes from Experience

As we've shown, leadership can be innate in some cases but is more often learned through practice and exposure. Sometimes the best traits of a leader must be learned over a lengthy period of time, so that one can become a notable one, proving that leadership is not always about a person's innate qualities. Leaders should continuously be on the lookout for opportunities to grow their leadership skills.

Nobody can disagree that experience is a key component of leadership. Numerous examples exist to back up this claim, such as:

Instance 1:

Our school's head boy or girl has traditionally been an older student who has been around for a while and thus has a better grasp of the ins and outs of school politics.

Instance 2:

When there is a vacancy for a team leader, it is common practice for the employee who has consistently put in the most effort and attention to the office job to receive a higher number of votes than their coworkers. 

“The best teacher for a leader is evaluated experience.” - John C. Maxwell

How one can be a Great Leader/Skills to be a Great Leader?

Effective leadership is a skill that develops through time. Developing into a leader with all the qualities that are needed takes a lot of hard work and potential. Being a prominent leader calls for a wide variety of traits. Some of these characteristics are addressed in further detail below:

One should be a Good Communicator

To be an effective leader, one must be able to convey his thoughts clearly to his/her/its subordinates.

Should have Confidence

The individual should have faith in what he says and does.

Give Credit to other Team Members too

A leader not only needs to impose his viewpoints and opinions instead he must also hear to the suggestions of other members of the team and offer them credit if their concept is appropriate.

Good Bond with the Team

A leader's ability to command respect from his team members depends on his ability to develop and maintain positive relationships with them.

Leads with Responsibility

A leader needs to be completely committed to his position. It's important that he takes on responsibility so that he can effectively deal with the various challenges he will inevitably face.

Any group or organization needs a leader above all else. Leadership development takes time and effort. One needs to have lived through a lot to be an effective leader. It's not enough to simply have years of experience in the field; one must also have the traits that make one an effective leader. You can't be a great leader unless you possess certain traits.

What makes a Good Leader?

Trying one's hand as a leader appears easy when viewed through this lens. Is that so tough? Of course not; leading is difficult, and not everyone aspires to be a leader. The vast majority of us have settled into well-established careers where we report to superiors and make a living. Still, not everyone is content to go along with the crowd. They become leaders in whatever field they pursue. A leader is an example to followers and will prioritize the needs of those around them.

Some Unique Qualities of a Leader

Many individuals resort to their leaders to vent their frustrations, therefore it's important for them to be good listeners.

A leader ought to be completely forthright; they can't play favorites or give anyone preferential treatment. One of the most essential qualities of a strong leader is the ability to make decisions with integrity.

They need to be aware of the bigger picture and understand what makes an individual stand out or become a leader. It's their expertise in addition to other distinguishing traits. Their awareness of current events and the results of recent studies is essential. In many ways, this is helpful, and it's the leader's responsibility to stay current.

Since some might not understand them, they should utilize straightforward, easily comprehended language. Leaders need to be able to communicate effectively at all times. In reality, what sets them apart is their exceptional communication skills. Adolf Hitler was such a gifted orator that his followers believed every word he said.

No matter how you're feeling or what's going on in the world, if you listen to a leader, they may make you feel energized. Since leaders are in charge of inspiring confidence in their followers, they can't afford to be wary or unsure of themselves. People tend to blindly follow their leaders.

Whether you're a leader or a doctor, you should devote yourself completely to your chosen field. Everything we do is for the benefit of others; engineers, for example, spend much of their time designing and constructing buildings for other people. So, take pride in what you do, and if you possess the aforementioned traits, you are also a leader who doesn't have to rely on others to succeed. No matter what you do, aspiring to leadership positions will always benefit others.

What is Leadership in Management and what are the weaknesses and strengths of a Leader?

Simply said, leadership is acting as a supervisor or manager of a group. Different mental pictures pop up when we hear the word "leadership" used in conversation. One might think of a political leader, team leader, corporate leader, school leader, etc. Leaders facilitate order and efficiency in the workplace. Teamwork and success are fundamental to effective leadership. Leaders utilize their managerial abilities to establish courses and guide their teams to success.

Strengths and Weaknesses of Leadership

Able to express oneself more clearly

Growth of character.

Self-awareness.

Possession of teamwork skills.

Gain assurance in yourself.

Weaknesses:

Acting favorably toward one's teammates.

Having no faith in the leader.

Thinks they're better than everyone else, but act hypocritically.

Not living up to the promised standard.

Insufficient morals.

Leadership and Management

Management and leadership are inextricably linked to one another. Leadership and management are both vital to the efficient operation of an organization; but, they accomplish very different things in the process. Leadership is a necessary skill for anyone aspiring to be an effective manager. The terms management and leadership are synonymous with one another. In this manner, we are able to draw the conclusion that a manager who demonstrates the traits of a successful leader is, in fact, a manager who is effective.

Leadership in School

Leadership is essential in nearly every group, as we've seen above. That group includes one's educational institution. Every school needs an outstanding figure to serve as its head of school. Class monitor, assembly captain, cultural leader, etc. are all examples of leadership roles that can be taken on at school, but this raises the question of what makes a person a successful school leader.

Any student hoping to be chosen as a student body leader will need to demonstrate a wide range of competencies. He or she needs to be a consistent student who pays attention in class and does well in extracurricular activities. For the simple reason that no intelligent and hardworking kid would ever be considered for leadership. Student leaders are most often selected from among those who participate fully in all activities.

Leadership in Organization

Leadership in an organization, also known as organizational leadership, is the process of establishing long-term objectives that further the company's mission and help it reach its ultimate destination. This is a classic illustration of how Bill Gates often works with his team: they agree on a strategy, and Gates implements it. To the same extent, it is the responsibility of the leader in each given organization to determine what it is that the group is trying to accomplish.

Leadership in Politics

Leadership in politics, also known as political leadership, is the process of becoming actively involved in a political party in the role of a party leader. Knowledge of political processes, their outcomes, and the political agenda is central to the idea of political leadership.

An effective leader can be developed in anyone who has the determination and drives to do so. Both the strengths and the areas for improvement should be nurtured. Whether in the classroom, the workplace, or the political arena, leadership is always necessary. Therefore, one can exercise leadership anywhere they like inside their own organization.

What are the types of Leadership?

The ability to lead is a rare trait that not everyone possesses. The ability to do so is a gift, so count your blessings if you possess it. It's recommended that you hone it even more so that you can propel your career forward and serve as an example to people around you. However, it is crucial to grasp the various leadership styles before you go ahead and polish your skills.

Types of Leadership Styles

Democratic Leadership

In this style of management, subordinates are given a voice in decision-making. Although the subordinates' efforts are highlighted, the leader is ultimately held responsible for the group's actions. Many people find this type of leadership to be effective.

Transformational Leadership

Transformational leaders motivate and inspire others to adopt new behaviors and ways of thinking in order to improve their own performance and that of their teams and organizations. A transformational leader is someone who encourages their team to strive for greater things and works to boost morale and output.

Team Leadership

A good leader fully incorporates his team into the task at hand. Members of the team are motivated to reach their goals and advance in their careers thanks to the leadership of the group.

Strategic Leadership

It requires a chief executive who doesn't restrict himself to brainstorming sessions with his superiors. He contributes on every level of the team. He is well-liked for his ability to unite the need for fresh ideas with the necessity of grounding them in reality.

Autocratic Leadership

The leader in a command and control structure is the center of attention. The chief executive has absolute power in this setting. He decides things on his own, without polling his staff. He relays this information to his staff and stresses the importance of swift action. The buck stops with him, and he alone must answer for his actions. Not much room for negotiation exists. It's no secret that this method of leading has its detractors.

Visionary Leadership

This kind of leader appreciates the abilities and requirements of his team members. He describes his ideal outcome and the teamwork that will be necessary to attain it.

Coaching Leadership

Leaders who coach their teams do so regularly in an effort to raise output. He inspires his employees to do better and works to keep them motivated. This approach to leadership has been much praised.

Facilitative Leadership

With occasional guidance, a facilitative leader ensures that the process runs smoothly for his team. As a precaution in case his team is ineffective. If the team is highly effective, the leader will take a hands-off approach.

Cross-Cultural Leadership

The leadership of this type is necessary when interacting with people from various cultural backgrounds. Because of the wide variety of cultures represented in the workforce across the United States, many managers and executives hold cross-cultural positions.

Laissez-Faire Leadership

The members of the team are given responsibility in this style of management. They are free to choose how they spend their time at work, with minimal oversight from the boss. It's not a good way to lead, according to experts.

Transactional Leadership

An interactive approach is integral to this kind of leadership. When team members successfully implement their leader's ideas and choices, they are rewarded with immediate, material benefits.

Charismatic Leadership

In order to bring out the best in his followers, this kind of leader makes the effort to change their attitudes, values, and actions.

This article should dispel the notion that leadership qualities can't be further subdivided. It should also assist you in pinpointing your own personal brand of leadership so you can perfect it over time.

Final Words

In conclusion, leadership is a complex and multifaceted concept that involves various qualities and skills. Effective leaders possess traits such as integrity, vision, empathy, decisiveness, and the ability to inspire and motivate others. They are able to navigate challenges, make difficult decisions, and lead their team toward success. Leadership also involves continuous learning and self-improvement, as leaders must adapt to changing circumstances and remain relevant. Effective leadership can have a positive impact on both individuals and organizations, fostering growth and creating a culture of success.

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Leadership motivation: Tips & examples to cultivate better leaders & teams

Leadership isn't just about giving orders or making decisions; it's about motivating and inspiring a team to achieve exceptional results. Leadership motivation is the fuel that drives this engine of success, and its importance cannot be overstated.

According to research , motivated teams turned out more productive than their demotivated counterparts. This clearly portrays the importance of a motivating leader in any organization.

In this ever-competitive environment, where businesses are constantly competing for market share, having motivated leaders at the helm is not just a nice to have; it's a game-changer. Let's discuss the world of leadership motivation , uncovering its power to transform teams and organizations, and explore practical tips and real-life examples that can help cultivate better leaders and, in turn, drive your entire team to success.

Manager vs. leader

Managers play distinct but complementary roles within an organization. Managers are primarily concerned with the efficient execution of tasks, focusing on planning, organizing, and controlling resources to achieve specific objectives. They emphasize structure, processes, and adherence to established protocols.

In contrast, leaders are focused on inspiring and guiding their teams toward a shared vision or goal. They prioritize innovation, motivation, and the development of their team members. Leadership is about fostering a culture of collaboration, adaptability, and empowerment .

While managers ensure that the day-to-day operations run smoothly , leaders provide direction, motivation, and a sense of purpose. The best organizations often strike a balance between effective leadership and inspirational management, recognizing that both are essential for sustained success. Ultimately, the key lies in blending these roles seamlessly to achieve organizational excellence.

Leadership motivation definition

Leadership motivation refers to the inner drive and enthusiasm that propels individuals in leadership roles to inspire, guide, and empower their teams effectively. It's the passion, commitment, and purpose that leaders exhibit as they work toward business goals, inspiring their teams to excel and creating a positive and motivated work environment .

Motivating leader is the force that fuels a leader's actions, resilience, and dedication to achieving success while fostering growth , innovation, and a shared sense of purpose among team members.

What are the types of leadership motivation?

Leadership motivation comes in various forms, and understanding these types can help leaders inspire and drive their teams effectively. Here are some key types of leadership motivation:

• Intrinsic motivation: This type of motivation comes from within an individual. Leaders can tap into intrinsic motivation by helping employees find personal meaning and satisfaction in their work. For example, allowing employees to work on projects that align with their passions can boost intrinsic motivation.
• Extrinsic motivation: Extrinsic motivation is external and often involves rewards or recognition . Leaders can use this by offering bonuses, promotions, or other incentives to inspire their teams. However, it's essential to balance extrinsic motivation with intrinsic factors for sustained performance.
• Affiliative motivation: This approach emphasizes building positive relationships within the team. Leaders who use affiliative motivation focus on creating a harmonious work environment, fostering a sense of belonging and teamwork.
• Transformational motivation: Transformational leaders inspire their teams by setting a compelling vision and fostering a sense of purpose. They encourage innovation, creativity, and personal growth, motivating employees to exceed expectations.
• Transactional motivation: Transactional leaders use a system of rewards and punishments to motivate their teams. They establish clear expectations, provide feedback, and administer consequences based on performance.
• Servant leadership: Servant leaders prioritize the needs of their team members above their own. They are motivated by a desire to support and serve their employees, creating a culture of trust and empowerment.
• Authentic leadership: Authentic leaders motivate by being true to themselves and their values. They build trust through transparency, honesty, and consistent actions, inspiring their teams to do the same.
• Charismatic leadership: Charismatic leaders motivate through their magnetic personalities and compelling visions. They can inspire deep loyalty and commitment among their followers.
• Goal-oriented leadership: Goal-oriented leaders motivate by setting clear objectives and rallying their teams to achieve them. They break down larger goals into smaller, achievable milestones to maintain motivation.
• Feedback-driven leadership: Leaders who prioritize continuous feedback motivate their teams by providing regular guidance for improvement. Constructive feedback can inspire employees to strive for excellence.

Effective leaders often employ a combination of these motivation types based on the needs of their team and the context of their organization. Understanding these various approaches can help leaders adapt and tailor their motivational strategies to maximize team performance and engagement.

What is the motivation theory of leadership?

The motivation theory of leadership is a concept that explores how good leader can inspire and drive their teams. It draws from various motivation theories, including Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and Expectancy Theory.

This approach emphasizes understanding individual and collective motivations within a team , tailoring leadership strategies to meet these motivations, and creating a work environment that encourages enthusiasm, commitment, and high performance. Essentially, it's about leveraging motivational leaders' insights to guide leadership practices and foster a motivated and engaged team.

Why is motivational leadership important?

Motivation is pivotal in leadership for several compelling reasons. Firstly, motivated leaders inspire and energize their teams, fostering a positive work environment. Their enthusiasm is contagious, encouraging employees to be more engaged and productive.

Secondly, motivated leaders are more resilient and better equipped to face challenges. They exhibit determination and perseverance, serving as a role model for their teams. This resilience is especially crucial during times of adversity.

Furthermore, motivation fuels innovation and creativity. Leaders who are motivated to find better solutions inspire their teams to think outside the box and drive continuous improvement.

Motivation in leadership is essential for creating a dynamic, engaged, and high-performing team, ultimately driving organizational success.

Importance & key traits of leadership motivation in the workplace

Leadership motivation plays a pivotal role in creating a thriving workplace. Here are five key points highlighting its importance and the essential traits associated with it:

Boosts employee morale : Motivated leaders inspire their teams, fostering higher levels of engagement. Engaged employees are emotionally committed to their work, resulting in increased productivity and a positive workplace atmosphere.

Drives performance : Leaders who are skilled in motivation can drive better performance among their teams. By setting clear goals, providing regular feedback, and offering incentives, they encourage employees to consistently perform at their best.

Enhances job satisfaction : Motivated leaders are more likely to create a work environment where employees feel valued and recognized for their contributions. This, in turn, leads to higher job satisfaction and lower turnover rates.

Promotes innovation : Motivated leaders often embrace a transformational leadership style, encouraging creativity and innovation. They inspire their teams to think outside the box, take risks, and explore new ideas, which can lead to breakthroughs and improvements.

Cultivates a positive culture : Leadership motivation contributes to the development of a positive workplace culture. Leaders who motivate their teams through positivity, trust, and collaboration set an example for the entire organization, leading to improved teamwork and morale.

Key Traits of Leadership Motivation:

• Visionary: Motivated leaders have a clear vision of the future and can communicate this vision to their teams. They inspire others by outlining a compelling path forward.
• Effective communication: Motivation relies on effective communication . Leaders need to articulate goals, expectations, and feedback clearly and concisely.
• Empathy: Motivated leaders understand the unique needs and aspirations of their team members. They show empathy and tailor their motivational strategies accordingly.
• Adaptability: Effective leaders adjust their motivation techniques to suit the individual and situational needs of their team members. What motivates one employee might not work for another.
• Consistency: Consistency in motivation is crucial. Leaders need to maintain their enthusiasm and commitment to inspire their teams consistently.

Incorporating these traits of motivational leadership can lead to a workplace that thrives on innovation, resilience, and a shared sense of purpose, ultimately contributing to organizational success.

How can leadership motivation assessment help you analyze your manager’s pulse?

A leadership motivation assessment can serve as a valuable tool to gauge your manager's motivation levels and gain insights into their leadership style. Here's how it can help you analyze your manager's pulse:

Identifying strengths and weaknesses

Through a motivation assessment, you can pinpoint your manager's leadership strengths and areas that may need improvement. This understanding can guide targeted discussions and development plans.

Assessing alignment with organizational goals

By evaluating your manager's motivations, you can determine how closely they align with the organization's mission and vision . A well-aligned manager is more likely to inspire and lead effectively.

Measuring engagement

A motivated manager is often more engaged in their role. The assessment can provide insights into your manager's level of enthusiasm, which directly affects their ability to motivate employees .

Recognizing burnout

Identifying signs of burnout is crucial. A motivation assessment can highlight if your manager is experiencing excessive stress or demotivation, allowing for timely intervention to prevent further issues.

Enhancing communication

Understanding your manager's motivation factors can improve communication . You can tailor your approach based on their preferences, fostering better interactions and a stronger working relationship.

Setting development goals

Based on the assessment results, you can collaboratively set development goals with your manager. This can include strategies for boosting motivation and leadership effectiveness.

Improving retention

Identifying and addressing any motivation-related issues can contribute to higher manager retention rates . Motivated managers are more likely to stay committed to their roles and the organization.

7 Leadership motivation activities to try at your workplace

Boosting leadership motivation is essential for creating an engaged and productive workplace. Here are seven leadership motivation activities to consider implementing:

• Recognition and appreciation : Acknowledge and celebrate leaders' accomplishments and efforts regularly, whether through awards , shout-outs in team meetings, or simple thank-you notes.
• Goal setting and tracking : Encourage employees, the future leaders to set personal and professional goals, helping them stay focused and motivated. Regularly review progress and provide support when needed.
• Leadership workshops: Organize workshops and seminars focusing on leadership development , providing new leadership skills and perspectives to reignite their passion for their roles and human nature among employees.
• Mentorship programs: Pair leaders with experienced mentors or coaches who can offer guidance, support, and insights, fostering personal and professional growth.
• Team-building activities : Plan team-building exercises to strengthen bonds among leaders and their teams, promoting collaboration and shared motivation.
• Continuous learning opportunities : Invest in leadership training and development , offering unlimited access to courses, webinars, or conferences to expand their knowledge and skills.
• Feedback and evaluation : Conduct regular performance evaluations and provide constructive feedback, outlining areas for improvement and recognizing achievements.

The link between leadership motivation and retention

The link between leadership motivation and employee retention is a critical aspect of organizational success. Motivated leaders play a pivotal role in retaining top talent for several reasons.

Firstly, motivated leaders inspire and engage their teams. When leaders are passionate about their work, they radiate enthusiasm, fostering a positive work environment. This, in turn, motivates employees to stay and contribute to the organization's goals.

Secondly, motivated leaders invest in employee development . They recognize the value of their team members and provide opportunities for growth and advancement. This commitment to employee well-being and career progression significantly enhances retention rates.

In contrast, leaders who lack motivation may create a toxic work environment characterized by disengagement and apathy, which can lead to high turnover rates. Therefore, leadership motivation is not only vital for personal success but also for relationship-building and a cohesive and long-lasting workforce.

13 Leadership motivation examples you should know

Let's explore examples that illustrate the diverse ways in which motivation can manifest in leadership, highlighting the unique qualities that different leaders bring to their roles.

• Purpose-driven leadership : Leaders who are motivated by a sense of purpose and a deep connection to their organization's mission are more likely to inspire their teams to work toward a shared vision.
• Servant leadership : Motivated by a genuine desire to serve others, servant leaders prioritize the well-being and development of their team members, fostering the company's values.
• Intrinsic motivation : Leaders who are internally driven by personal satisfaction and a love for their work often exhibit unwavering dedication and passion, inspiring their teams to find joy in their roles.
• Transformational leadership : Transformational leaders are motivated to bring about positive attitudes in the workplace. They challenge the status quo, encourage innovation, and inspire their teams to exceed expectations.
• Resilience-fueled leadership : Leaders who draw motivation from their ability to bounce back from setbacks demonstrate tenacity and determination, setting an example for their teams to persevere in the face of challenges.
• Learning-centric leadership : Leaders who are motivated by continuous learning and growth seek opportunities to expand their knowledge and skills, encouraging their teams to do the same.
• Ethical leadership : Leaders motivated by strong leadership moral and ethical principles set a high standard for integrity, earning employees the respect and trust of their stakeholders.
• Empowerment-driven leadership : Motivated by the empowerment of others , these leaders delegate authority, provide autonomy, and offer opportunities for team members to take ownership of their work.
• Recognition-oriented leadership : Leaders who derive motivation from recognizing and celebrating their team's achievements create a culture of appreciation, boosting morale and performance.
• Social impact leadership: Leaders inspired by making a positive impact on society align their organization's goals with broader social and environmental concerns, driving purpose-driven change.
• Collaborative leadership: Motivated by the potential of collective efforts, collaborative leaders encourage cross-functional teamwork, breaking down silos and fostering innovation.
• Adaptive leadership : Leaders motivated by adaptability and flexibility embrace change and guide their teams through transitions, showing that change can lead to growth and improvement.
• Feedback-driven leadership: Effective leaders who value feedback and use it for personal and organizational improvement create a culture of openness, continuous improvement, and motivation to excel.

How is leadership motivation linked to manager effectiveness?

Leadership motivation significantly impacts manager effectiveness . Motivated leaders are more likely to inspire and engage their teams, resulting in higher productivity and morale. They exhibit resilience, enabling them to navigate challenges effectively.

Motivation also drives continuous improvement and innovation, essential leadership qualities for an effective leader. Moreover, motivated leaders tend to be better communicators and listeners, enhancing team dynamics. In summary, leadership motivation is the driving force behind a manager's ability to lead, influence, and create a positive work environment , ultimately contributing to their overall effectiveness in achieving organizational goals.

Leadership motivation is the catalyst for driving team success. It involves setting a compelling vision, leading by example, effective communication, recognition, and personal growth. Motivated leaders inspire employees to perform better, and motivated employees have higher job satisfaction. Real-life examples illustrate the impact of motivated leadership.

Measuring motivation's effect helps organizations understand its benefits. Despite challenges , leadership motivation remains a potent force for achieving exceptional results in today's competitive business world.

1. What is leadership motivation, and why is it important for teams?

Leadership motivation refers to a leader's ability to inspire and energize their team members to achieve common goals. It's vital because motivated teams are 147% more productive, leading to higher job satisfaction and lower turnover rates.

2. How can leaders set a compelling vision for their teams?

Leaders can set a compelling vision by defining clear goals, sharing their passion, and articulating a vision that resonates with team members' values and aspirations.

3. What are some practical ways leaders can lead by example?

Leading by example involves demonstrating the behaviors, values, and work ethic expected from team members. This includes being punctual, taking initiative, and displaying a strong commitment to the team's objectives.

4. How can recognition and rewards boost leadership motivation?

Recognition and rewards acknowledge and reinforce desired behaviors and accomplishments. When leaders recognize and reward their team members' efforts, it enhances motivation and fosters a positive work environment.

5. Can you provide examples of successful leaders who have excelled in motivation?

Some notable leaders like Steve Jobs, Oprah Winfrey, and Elon Musk have inspired and motivated their teams to achieve remarkable success. Their leadership stories serve as powerful examples of how motivation can drive extraordinary outcomes.

Kailash Ganesh

Kailash is a Product Marketer with 5+ years of experience. He loves story-telling in the simplest way possible and he is an avid reader, movie buff, and likes to travel new places to meet new people.

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One-on-one meetings, also known as individual meetings, are dedicated conversations between a manager or team leader and individual team members. They provide a private and focused space for discussing various topics, addressing concerns, giving feedback, and fostering a good working relationship.

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Anyone Can Learn to Be a Better Leader

• Monique Valcour

You just have to put in the work.

Occupying a leadership position is not the same thing as leading. To lead, you must be able to connect, motivate, and inspire a sense of ownership of shared objectives. Heightening your capacity to lead others requires being able to see how you think and act, and how your behavior affects others. Leading well requires a continuous journey of personal development. Yet people in leadership roles often eschew the long and challenging work of deepening self-insight in favor of chasing after management “tools”— preferably the “quick ’n’ easy” kind, such as personality type assessments that reduce employees to a few simplistic behavioral tendencies. Tools can be handy aids to good leadership. But none of them can take the place of fearless introspection, feedback seeking, and committed efforts to behavioral change for greater effectiveness and increased positive impact on others.

When you’re an individual contributor, your ability to use your technical expertise to deliver results is paramount. Once you’ve advanced into a leadership role, however, the toolkit that you relied on to deliver individual results rarely equips you to succeed through others. Beware of falling into the logical trap of “if I can do this work well, I should be able to lead a team of people who do this work.” This would be true if leading others were akin to operating a more powerful version of the same machinery you operated previously. But it’s not; machinery doesn’t perform better or worse based on what it thinks about you and how you make it feel, while humans do .

• MV Monique Valcour is an executive coach, keynote speaker, and management professor. She helps clients create and sustain fulfilling and high-performance jobs, careers, workplaces, and lives. moniquevalcour

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Qualities That Make You a Good Leader Essay

Introduction, evaluating emotional intelligence, self-awareness, self-regulation, social skills.

Apart from, toughness, vision, determination and intelligence, Goleman identified another qualities associated with leadership. Social skill, empathy, self regulation, motivation and self awareness are the qualities to consider in determining high degree of emotional intelligence (Harvard business review on what makes a leader, 2001).

Many businesses have failed because of poor leadership determined by the level of intelligence and skills the reason why Goleman insists that leadership is more than art and science. It is therefore the high degree of emotional intelligence that makes a leader effective.

Emotional intelligence is the sine qua none of leadership,- meaning, one can gain better training from all aspects but that will not make them effective leaders. In relation to performance, emotional intelligence can still be identified in paces of work. Golman explores all the components such as empathy, social skill, self regulation, empathy, self awareness and emotional intelligence (Evans, Lindsay and Evans, 2008).

In order to evaluate emotional intelligence, most companies employ well trained psychologist who develop competency models that assist in training and identifying the leaders to promote. The same happens to the lower level staff. In his quest to determine the personalities that drive performances in organizations, Goleman analyzed 188 models used by large and global companies.

Goleman combined technical abilities including forecasting and accounting into one. Cognitive attributes together with competencies which indicated emotional intelligence were also categorized separately.

The competency model used by companies focuses on the competency of leaders and division’s profit. This information is inquired from the manager after which the individuals’ are tested and their capabilities are compared. Golman’s findings indicate that, in comparing the ratio of emotional intelligence, IQ and technical skills, he found out that emotional intelligence is more important for performances at all levels (Robbins, 2009).

As a component of emotional awareness, self-awareness involves understanding people’s drives, needs, weakness, emotions and strength. It also helps one realize the effect of his feeling to the people, their job performance and to oneself. People with high self awareness can work under tight schedule and still do a good job. They can handle a demanding client because they understand how they feel. Self-awareness also builds ones morality especially when one is tempted by a good deal that is not in line with his principles.

Self-regulation involves controlling the biological impulses that drive emotions and managing ones moods. Goleman gives an example of an employee who gives a presentation of a botched board of directors. The executive may lose their tempers and do something stupid but self-regulation takes a different approach. He would first take time to know the cause of the failure and his role in finding solutions. Self-regulation creates an environment of equality and trust where production takes the center stage and not politics.

Companies can consider it as strength because people who have self-regulation do not easily break apart. They adapt to changes easily and are ready to take leadership roles. David Goleman lays emphasis on the role self-regulation plays in enhancing integrity which acts as strength to the organization and as a result guard against impulsive behavior to the organization. It is easy to see emotional self-regulation.

Motivation drives effective leaders towards achievements beyond expectations. Big salaries and status symbol of a prestigious company motivate few individuals but effective leaders are motivated by desire to meet their goals and for the sake of their goals.

They also seem restless and eager to make advancements. They set standards and raise performance bar (Harvard business review on what makes a leader, 2001). As leaders try to track process of their own trough motivation, market shares and profitability are improved. Self-regulation when tied together with achievement motivation, it guard against depression and frustration that comes as a result of failures.

According to Goleman, we can always recognize the presence and absence of empathy in a sensitive person. In business, people are not rewarded or praised for their empathy. Effective do not have to adopt other people’s emotions to show empathy, it involves having employee’s feelings at heart and other factors to consider in intelligent decision making.

The words a manager speak to acknowledge fear of the employees can show empathy. Empathy increases unity in teamwork improves international business and helps the organization to retain talent (Morse, 2010).

Social skills and empathy help to save relationships by creating relationship management mechanisms (Reece, Brandt and Howie, 2010). It is friendliness with a purpose because nothing important can be done in seclusion. For better relationship, emotional control and empathy are important. People, who are motivated to talk a lot about their achievements, socialize more than fuzzy individuals.

People with social skills can combine such attributes and be effective leaders (Manning and Curtis, 2003). At times, they are perceived as lazy individuals who just talk because they are more interested in building relations hoping one day they will need help from the ties they create. Because no leader is an island, this component is considered by organizations unlike the others. It is therefore important that all the components are learned.

Evans, J. R., Lindsay, W. M., & Evans, Jr. (2008). Managing for quality and performance excellence . Mason, OH: Thomson/South-Western.

Harvard business review on what makes a leader . (2001). Boston: Harvard Business School Press.

Manning, G., & Curtis, K. (2003). The art of leadership . Boston, Mass: McGraw- Hill/Irwin.

Morse, M. K. (2010). Making room for leadership: Power, space and influence . Sydney, N.S.W.: Read How You Want.

Reece, B. L., Brandt, R., & Howie, K. F. (2010). Effective human relations: Interpersonal and organizational applications . Mason, OH: South-Western Cengage Learning.

Robbins, S. P. (2009). Organisational behaviour: Global and Southern African perspectives . Cape Town: Pearson Education South Africa.

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IvyPanda. (2022, March 15). Qualities That Make You a Good Leader. https://ivypanda.com/essays/what-makes-a-leader/

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1. IvyPanda . "Qualities That Make You a Good Leader." March 15, 2022. https://ivypanda.com/essays/what-makes-a-leader/.

Bibliography

IvyPanda . "Qualities That Make You a Good Leader." March 15, 2022. https://ivypanda.com/essays/what-makes-a-leader/.

• The "Emotional Intelligence" Book by Goleman
• Intelligence in What Makes a Leader? by D. Goleman
• "Destructive Emotions: A Scientific Dialogue With the Dalai Lama" by Daniel Goleman
• The Type of Leadership Described by Daniel Goleman
• Emotional Intelligence: Term Definition
• Daniel Goleman Introduces Emotional Intelligence
• Emotional Intelligence and Its Impact on Success
• Self-Regulation, Depletion, and Motivation
• Self-Regulation and Motivation in Sports
• Emotional Intelligence
• Jeffrey Dahmer: Serial Killer
• Beauty Perception and Media
• American Society Affected by Substance Abuse
• Dreams and Nightmares
• Influencing of Suppressing Thoughts on Dreams

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What motivates people to become a leader?

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“I start with the premise that the function of leadership is to produce more leaders, not more followers.”

That was the view on leadership of famed US political activist Ralph Nader, who led several consumer and environmental campaigning groups to change the Federal law many times, but for many organisations finding these potential leaders among their ranks is a complex and problematic task.

Those who choose to become leaders are not always the ones who should become leaders, while there is large pool of people who want to lead but don’t see themselves able to lead, yet they might be excellent candidates. Then there are those who don’t want to lead and don’t see themselves as a leader but may be or become a very effective leader – women are stereotypically in this category.

So finding potential leaders among this complex array of groups is a difficult task, especially as popular images of the charismatic, heroic and strong leader that perpetuates film, newspapers and magazines may not be the ideal type or might appear unreachable to potential leadership candidates.

Meanwhile, leadership development training, books and blogs tend to tell people they need to be a certain way; that they may need certain characteristics to become a leader, often by portraying the ideal leader. So there is this assumption that it is only people with these characteristics, like being charismatic, intelligent or dynamic that should put themselves forward to lead. This may make it even more unlikely that some suitable candidates put themselves forward. And yet research has found 40 per cent of workers have experienced bad leaders.

We examined what happens when people compare themselves to typical (as opposed to ideal) leaders and how that affects their sense of ability and motivation to lead. We found that if employees feel their characteristics are congruent with the typical leader in their organisation, they feel more able and motivated to become a leader.

By comparing themselves to an organisation’s typical leader rather than an ideal leader also means that they can perceive themselves to  be “better” in certain attributes, such as intelligence, making it more likely they see themselves as leadership material.

When somebody feels like they match or are better than the leadership images they see around them then they are more motivated to keep persisting in their attempt to become a leader, showing the determination that can help them stand out in their organisation as a potential leader.

For companies, this can be an important discovery, as by clearly communicating the characteristics they are looking for in leaders, people who identify with them will come forward as potential leaders, rather than those who associate with the popular stereotype of the ideal and sometimes perfect leader portrayed in the media. For leadership is often defined by its context, where the qualities to lead a men’s rugby team are different to those needed to be the director of an accounting company, for instance.

This theory was backed up by our research, which instead of focusing on people’s image of the ideal or an effective leader, we asked that they characterise the typical leader. Thus, being dynamic might be a trait of an ideal leader but if people do not see dynamism in the typical leader at their organisation and they don’t perceive themselves to be dynamic it is not going to put them off striving to become a leader.

So, rather than the particular characteristics of a leader being important, it is employees’ congruence – whether the perception of their own characteristics overlap with that of an organisation’s typical leader – that is the deciding factor in motivating them to becoming a leader.

We surveyed 497 employees twice, 56 per cent male and 44 per cent female, three weeks apart, and identified four common dimensions of leadership, which were: integrity, cleverness, dynamism and manipulation. The survey asked them to rate a typical leader on these dimensions, then rate themselves on the same dimensions. We further measured individuals' perceived ability and motivation to lead.

The results showed that when people saw themselves as dynamic and having integrity, just like the typical leaders they have encountered, then they were more motivated to become leaders themselves. We also found that when employees saw themselves as having more integrity and being cleverer than a typical boss, then they were also more likely to want to become a leader.

There were no circumstances where perceiving their leaders as manipulative or seeing themselves as being manipulative inspired people to become a leader.

So for people to be motivated to lead we can’t just look at employees’ characteristics or how they rate themselves in terms of their leadership credentials. Organisations need to see the context of how employees perceive the leaders in the company.

However, companies also need to understand not just their staff’s sense of self but also the biases that come with making sense of others and one’s own attributions. While there tends to be an inclination to overestimate leaders' abilities and skills (called romance of leadership), some individuals may also over or underestimate what they are capable of themselves. This is where 360 degree feedback systems, when implemented well, can offer some insights beyond self-ratings. .

What organisations need to do is pull their staff – and themselves - away from the popular image of the ideal leader. Leadership training often asks what kind of leader you want to be and what an ideal leader is, but for many self-critical employees this can set an unrealistic threshold, making them shy away from potential leadership aspirations.

Organisations may also take a critical look at the dimensions they want from their leaders corresponding to their values and goals and ask employees to match up to some, but not all of them. Assessing the current leadership team on those dimensions might help set a more realistic bar for employees to aspire to and help dispel the idealised and impossible-to-achieve image of a leader.

We know from this and previous research that how confident an employee is in their leadership ability is a strong predictor of their desire to become a leader, so communicating what characteristics an organisation wants from their leaders is important in persuading the right type of people to come forward.

By projecting these leadership values and embedding them into the company’s culture then organisations will be able to attract the type of leaders it needs to bring success to their employees and its future.

Further reading:

Schyns, B., Kiefer, T. and Foti, R. (2020) " Does thinking of myself as leader make me want to lead? The role of congruence in self-theories and implicit leadership theories in motivation to lead ",  Journal of Vocational Behavior , 103477.

Schyns, B., Kiefer, T., Kerschreiter, R. and Tymon, A. (2011) " Teaching implicit leadership theories to develop leaders and leadership : how and why it can make a difference ",  Academy of Management Learning and Education , 10, 3, 397-408.

Tina Kiefer  is Professor of Organisational Behaviour and teaches Leading for Change & Organisational Development on the  DBA  and Organisational Behaviour on the  Executive MBA  and  Executive MBA (London) . She also lectures on People and Organisations on the suite of MSc Business courses plus the Warwick Executive Diploma in Organisational Change.

For more articles on Leadership sign up to Core Insights  here .

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What Motivates You to Be a Leader?

by Freddie Silver

Published on 13 Apr 2018

Depending on individual personality and past experiences, leaders are motivated to lead for a variety of reasons. Some reasons tend to be egotistical and selfish, while others are more altruistic and pragmatic. Leaders whose sole motivation is egotistical usually do not do well, although some successful leaders may be motivated by a range of reasons, including some selfish ones. By examining your motivations to be a leader, you can gain insight into your leadership style, which might help make you a better leader.

Motivated by Skill Development

Some leaders pursued leadership after they compared themselves to their leaders. If you observe the leaders around you and feel confident that you could do their job at least as well as they do, or even better, you might feel motivated to take on a leadership role. If you have integrity and are accountable, outgoing and emotionally stable; if you enjoy challenges, problem-solving and strategizing; if you thrive on challenge and change - you probably are leadership material. If you seek out and enjoy added responsibility you might be feeling the pull toward leading others.

Motivated by Relationships

If you find it satisfying to have people coming to you for advice because they value your opinion, you might feel driven to motivate others. If you have had some experience inspiring others to do their best and felt rewarded when they succeeded by following your suggestions, you are already a leader. You will probably feel motivated to seek an official leadership position. Being a good listener, enjoying the input from team members, and evaluating and synthesizing their input might also motivate you to be a leader.

Motivated by Results

Good leaders are usually results oriented. They often become attracted to leadership positions when they believe something needs to be done and don't see it happening unless they jump in and make it happen. If you are committed to a project, goal or mission, you might find yourself motivated to lead even if you had never considered yourself a leader. If you have good ideas and a desire to implement them, you'll want to be a leader. Enjoying your job, being highly motivated and committed to your work, and feeling passionate about making a more significant contribution are all factors that can motivate you to be a leader.

Motivated by Ego

Some leaders are motivated by ego-driven desires such as the need for approval and to be loved, or the need for power and control. These motivations can be tricky, because if there is no balance to the underlying desire, this type of leadership can quickly turn negative and harm the organization. However, a leader motivated by the need for love and approval can become successful by extending that love into a desire to make the company and its people the best they can be. A leader who seeks authority, power and control could balance that by instituting checks and balances to ensure that decisions are made to serve the best interests of the organization. No matter what the underlying desire, leaders and their organizations can benefit by frequently pausing to re-examine their own motivation and how it affects the company as a whole.

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Student Essay: The Power of Stories to Inspire Strong Leaders

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Maya S. is a Muslim, Egyptian and student athlete who has lived in Saudi Arabia for most of her life. She is 16 and a junior at the American International School of Riyadh, where she is enrolled in the International Baccalaureate program.

In this Student Essay of the Week, Maya talks about how building a platform for others to share their stories has helped her understand why welcoming diversity of thought and experience will make her a stronger, more empathetic leader.

Three steps forward and two steps back. That was my reality during the privilege walk.

In October 2018, I was selected along with 50 other high school students to attend a leadership trip to a farm outside Riyadh, Saudi Arabia. We believed that we were all going to learn about how to become leaders with strong voices. However, the trip took a completely unexpected and inspiring turn. Instead, we left knowing how to listen first and speak second.

At the farm, we participated in an activity called a privilege walk , where we were asked to step forward or backward in response to certain questions. From the responses, it became obvious that all of us were struggling with something that those around us knew nothing about.

I learned that the girl beside me once wondered where her next meal would come from. The girl beside her was afraid to leave the house at night because she had been assaulted. The boy to my left had been held at gunpoint. And the boy beside him had a mental disorder. This realization hit me hard. I was able to understand that although it’s impossible for us all to experience the same things, it is possible for us to try and listen to each other and understand each other’s differences. I began to appreciate the meaning of finding beauty in diversity. During that trip I learned that true leaders listen to the voices of others, and as a result they are able to enrich their own points of view.

“Living with anxiety is like feeling alive through the motions of life, but never freely living. It’s being aware of my surroundings, but lost in another world inside my head.”

During the summer of that year, someone I loved dearly was faced with medical issues, and my family began dealing with a lot of uncertainty. Even when it was all over, I felt lost and changed. I couldn’t explain it, but I wished that someone understood. I then began thinking of the people standing around me that day in Riyadh during the privilege walk, and everyone around the world like us. Did we all feel the same desire to be understood? How could we all feel seen and valued, regardless of our stories? I wanted to hear more about the stories of all those kids I met that day in line. I wanted to understand how we all ended up there, despite our different paths. I wanted to create something that would allow them to express their stories.

That summer, I started Voice of Change , a weblog that allows other teenagers to contribute writing that reflects the experiences that have shaped them. The first story I received was “Purpose,” from a girl struggling with depression. She wrote, “Purpose: a reason, a given, motivation , a point. We all live life because we have a purpose. We realize that there is a point, we have motivation and a reason to live. We look forward to things and create opportunities for ourselves. We see a future. Imagine living life feeling as though you have no purpose… That means no reason, no motivation, simply no point… the best way to describe this feeling is as if [you’re] dead. This feeling is depression.”

After I posted the article, which talked about how depression impacted the author’s life, I received comments, emails and texts from others saying that the article communicated what they needed to hear and couldn’t put into words. This initial response fueled the rest of my work. I began receiving other stories about challenging experiences, ranging from sexual assault and racial discrimination, to losing a loved one and struggling with body image. Here are a few powerful quotes from these articles:

“I’m not sure who or what I’m living for, but I’d never want to risk my family members feeling as I do right now. It’s okay that I’m suffering right now, because I have faith that it will pass, eventually it will.” – “Live On”

“I am not ignorant because I’m Arab. I’m not a terrorist because I’m Muslim. I am not a thug because I’m black. I am not who I am because of what you see on the news. I am who I am because of what I’ve been through, and what I have become.” – “Assume”

“Living with anxiety is like feeling alive through the motions of life, but never freely living. It’s being aware of my surroundings but lost in another world inside my head.” – “I Choose Life”

I see my Voice of Change journey as having so much to do with becoming a better leader. It has helped me to see clearly the type of leader I hope to become. I have developed a stronger perspective by understanding the voices and stories of others. I have become more empathetic to other people’s struggles, a quality I will need when I run my own business one day. You can’t understand your customers’ wants or your employees’ needs if you don’t listen and appreciate where they’re coming from. Also, Voice of Change has shown me how much our experiences shape us and contribute to how we see the world and solve problems. Each person offers a unique voice and a different perspective – all powerful and important in their own way.

Related Links

• The Privilege Walk
• What Is Empathy? (Sesame Street)
• Knowledge@Wharton: The Emotional Intelligence Deficit
• Wharton’s McNulty Leadership Program

Conversation Starters

What is empathy and why is it such an important leadership quality? How is empathy related to storytelling? Use the Related Links with this article if you need to better understand empathy.

How have your experiences shaped you? Share your story in the Comment section of this article.

Maya writes that she has come to appreciate “how much our experiences shape us and contribute to how we see the world and solve problems.” Diversity of thought is incredibly powerful in the business world. Why does it hold such value? How does it enrich the team dynamic and important outcomes?

6 comments on “ Student Essay: The Power of Stories to Inspire Strong Leaders ”

Hi Maya, Thank you for sharing your fantastic story with us. Being able to appreciate the people around you and, in first place, yourself is one of the major keys to success and, most importantly, happiness in life, at least according to my experience. We all come from different environments and experiences, the same ones which make us who we are, in our uniqueness and diversity, as you clearly and beautifully stated in your essay. Appreciation is one of those emotions, if that’s how we want to define it, I have learned to consider and embrace later in life, but it is surely the one all the rest comes down to: appreciation for life, appreciation for love from our beloved ones… Having dealt throughout life with friends who coped with depression and anxiety, I can say I have experienced the emotional upheaval that tends to follow this kind of acknowledgements. It gives you a completely different perspective on the world, on the people that surround you and on the way you look at your very own life. On the other hand, I’ve been lucky enough to feel the wonderful sense of relief and joy which comes after helping this people, which taught me the value of the word, indeed, appreciation. In the same way I’ve been able to help my dearest friends deal with these horrible feelings and find a way out of them, I find what you have done with this very same individuals awesome: not only giving them a voice through the blog, but giving their peers the chance to find sympathy and reassurance in their words. Keep it up! And take care.

Sonder – n. The realization that each random passerby is living a life as vivid and complex as your own—populated with their own ambitions, friends, routines, worries and inherited craziness (The Dictionary of Obscure Sorrows).

I believe that sonder, a short and simple made-up word to describe a complex feeling, perfectly captures the spirit of Maya and her article. Maya realized the complexity of the lives of those around her, that every stranger on the leadership trip had their own unique story to tell, filled with their personal struggles. She reaches the conclusion that “each person offers a unique voice and a different perspective – all powerful and important in their own way.”

Sonder, and more broadly, empathy, is a crucial element of being a good leader. I had my own moment of sonder last summer when I had the opportunity to volunteer at my local Chinese senior center. I started volunteering there because I had to fill my school’s requirement for service hours but ended up gaining much more out of it than that. At first, I was wary of taking on the job because my Chinese conversational skills were acceptable at best and rudimentary at worst. However, I quickly found that the seniors were very welcoming and were just happy that someone was willing to sacrifice their time to help out. I performed tasks such as preparing and serving food as well as helped teach ESL and citizenship classes. I learned about the hard work ethic of the workers and volunteers around me while washing apples. I learned about the amiability and habits of the seniors in the lunchroom. There would always be those in the back table playing cards, the younger seniors chatting in the front, and the seasoned mahjong players upstairs. I even had the chance to hear some of their rich stories, stories of their journeys of emigrating from communist China, stories of their successful children, stories of their war experiences, and stories of their hope in America. I truly understood that these seniors, whom I would not have given a second glance on the street, lived such deep and meaningful lives, each of which would be a thrilling standalone novel.

Just like Maya learned to understand those from different backgrounds, I was able to empathize with these seniors and develop an appreciation for their experiences. We should all have empathy for each other in this world full of division and hatred. Sonder helps us have that empathy not only with those close to us but with everyone around us.

When I became the youngest Student Council President of my school, my idea of a strong leader was someone who could command and lead a group of people with total authority the way they like it. So, that’s what I tried to do during my early days as a leader. I thought I would be a strong leader by commanding the student council and demonstrating my full authority over the rest. But after the first month, like Maya, the experience of being a leader took a completely unexpected and inspiring turn. I learned, like Maya, that you have to listen first and speak second. It is by listening to others that makes you a stronger leader because it is easier to command and display your authority. But it is harder to swallow your pride and listen to others when their opinions or stories differ from yours.

Therefore, in the Student Council that I am in, I launched an initiative called “Listen Monday” with the purpose of listening to everyone’s opinions and views in the student council and utilizing them for the betterment of the school.

By understanding the voices of others it has helped me develop a better perspective. I have become more empathetic to others. Listening to others has allowed me to see the full picture that I have never seen. And because I see the bigger picture, I realized that other’s experiences can help shape how I see the world and solve problems. As Maya said, each person offers a unique voice and a different perspective, all-powerful and important in their own way.

I want to thank Maya for inspiring me.

When I became the youngest Student Council President of my school, my idea of a strong leader was someone who could command and lead a group of people with total authority the way they like it. So, that’s what I tried to do during my early days as a leader. I thought I would be a strong leader by commanding the student council and demonstrating my full authority over the rest. But after the first month, like Maya, the experience of being a leader took a completely unexpected and inspiring turn. I learned, like Maya, that you have to listen first and speak second. It is by listening to others that makes you a stronger leader because it is easier to command and display your authority. But it is harder to swallow your pride and listen to others when their opinions or stories differ from yours.

Therefore, in the Student Council that I am in, I launched an initiative called “Listen Monday” with the purpose of listening to everyone’s opinions and views in the student council and utilizing them for the betterment of the school.

By understanding the voices of others it has helped me develop a better perspective. I have become more empathetic to others. Listening to others has allowed me to see the full picture that I have never seen. And because I see the bigger picture, I realized that other’s experiences can help shape how I see the world and solve problems. As Maya said, each person offers a unique voice and a different perspective, all-powerful and important in their own way. I realized exhaustively now that a strong leader is someone that listens first and speak second.

I want to thank Maya for inspiring me to become a better leader.

Hello L Dau K!

Thank you for sharing your experience and lessons as a student council president. Listening to your implementation of listening Mondays has brought me back to a time when I was the storyteller, pouring my life out, not to a student council president, but to my mother.

Before the story begins, I must tell you about my mother. She is a very successful corporate leader of hundreds of people. Of course, when it comes to life, she’s never lost her footing when it comes to parenting. Her dogma for me was always the same as that for her employees. She required me to write a time schedule and reflect on life every day and report my academic progress to her with a PowerPoint presentation every week. Similar to your listening Mondays, but coerced. Of course, these rules also apply to her employees. I argued with her countless times, berating her for treating me, at the time, a 12-year-old, as her employee. Perhaps you have already begun to detest my mother’s parenting philosophy, or that she is just another derelict mother who neglects her children’s emotional needs to give her career 100%. But she was a mother for the first time, and I as her oldest child witnessed her growth and how she became a leader, both to her employees and to me.

Where should I begin my story with this leader? As I counted the episodes that flashed through my mind, neither the long conversation in the evening breeze nor the laughing conversation in the dark living room seemed like the most appropriate beginning of the story. Puzzled, I put down my thoughts and sat down to recall the beginning of our conversations. There’s no longer nameless fear and tension when she approaches me, dreading to hear what she has to say. Instead, I always walked up to her when I found her alone, and the dialogue always began with a sigh. I told her many stories about young love, friends, hobbies, and self-reflection, all parts of me that I was reluctant to reveal in PowerPoints. She is busy all day but never said no when I started a conversation. I could feel that she valued every part of our communication, regardless of how nonsensical it was, taking it wholeheartedly. She would sit down and listen to every word I had to say, and she would take to heart every hint of emotion I tried to convey. She did her best to understand my passions, cater to my needs, and embrace my sentiments. And that’s one of the most valuable lessons she’s taught me as a leader.

My mother’s growth as a leader came naturally to her as she listened to every ebullient story and every heart-wrenching sob. She did what many leaders, even in family relationships, fail to do: give the most attention to her children and subordinates, dwelling on their stories, bringing herself into their emotions, and living their experiences. Simply receiving a comment differentiates from understanding the root of their feedback. Through sharing stories with my mother, as my thoughts became words and leaped out of my mouth, my thoughts received a carrier. The stories I told were imparted with meaning through the process of communication. These words made me who I am and marked every footprint of mine. Not only giving her a chance to guide me but giving me a chance to recourse, bonding two unknown souls by building emotional bridges rather than giving ice-cold PowerPoint presentations. I myself am walking on those bridges, and I will be learning to build them up. Through open communication, we can build bridges high enough to see the world from a bigger view, see the tips of Mt. Everest, hear the mumbles of rhinoceros and vaquitas, and unveil a side of the world that we have never seen before.

In her essay “The Power of Stories to Inspire Strong Leaders”, Maya S. quotes “I was able to understand that although it’s impossible for us to all experience the same things, it is possible for us to try and listen to each other and understand each other’s differences. I began to appreciate the meaning of finding beauty in diversity. During that trip I learned that true leaders listen to the voices of others, and as a result they are able to enrich their own points of view.” This quote taught me that in order to be understood, one must learn to understand.

As an international student living in the states, my school days were certainly different from most of my classmates. There were a lot more plane rides, more hours of memorizing English vocabulary, and less people that paid attention to the struggles I went through. It was hard to focus on the upside of life when I knew that my comfort zone was about 6800 miles away. I felt like I was drowning in my own world, and was unsure of what I needed to do to get out of it.

As time passed, I did learn to embrace my new home. That started with a simple step: Learning about how people here lived. I added Kendrick Lamar and Olivia Rodrigo to my playlist, started to watch the NBA, and reached out for corrections when I didn’t recognize an English word. As I began to understand and appreciate what was around me, it was way easier to fit in. My struggles started to pay off as I received multiple honors and varsity MVP awards. Apart from Academics, I also became much more active in the social circle. I learned more about life here from my new friends, and also taught them some parts of life that I left behind back in Korea. After these changes, I could proudly say that I’m definitely leading my own life.

Maya’s story of the privilege walk reminded me of the change in my perspective before and after trying to understand American culture. At first I was hesitant in getting to know the new environment, but now I see the hidden value of entirely different customs, just like how Maya was able to understand the children with more depth. Furthermore, something Maya did that I greatly appreciate is that she didn’t just stop from enlightenment and took action to advocate for her beliefs. I believe that Maya’s propulsion of creating the “Voice of Change” weblog exemplifies what leaders do to promote their voice to the world. As a person aspiring to be a global leader and a businessman, I was greatly inspired by Maya’s quotes of insight and her action to spread her words.

Our world today is heavily interconnected, and the effects of collaborating across diverse backgrounds have never been more apparent. As I reflect on Maya’s quote and my own understanding, I am reminded that true leaders are distinguished by their ability to seek harmony in differences. My journey from a foreign student drowning in isolation to a confident participant in a global community underscores the transformative power of understanding others to be understood. Of course there are still customs that I cannot resonate with, like pineapple on pizza. But as I step forward into a world of connections and communications, I carry with me the invaluable lesson that true understanding is the cornerstone of meaningful process.

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How to Answer “What Motivates You?” - With Examples

11 min read · Updated on October 26, 2023

Knowing how to explain what motivates you tells an interviewer that you not only can do the job - you'll enjoy it, too

When a recruiter or hiring manager asks, “What motivates you?” it sounds like a simple-enough question and one that should be easy to answer - but this is another one of those open-ended questions that need a bit of preparation to answer effectively and keep you in the running for the job.

While there might be many things that motivate you, your answer must be crafted to align with the specific position you're after and the company hiring you to do it.

Why do interviewers ask “What motivates you?”

This question is similar to asking  “What makes you unique?” It's meant to discover whether or not you're the right fit for the job and, more importantly, if you'll fit within that company's particular workplace  culture and goals.

It provides insight into how and why you're motivated to be a successful employee, as well as what fulfills you in your job or career, which in turn offers some additional insight into your personality and approach to work. All these things - plus your skills and experience - help the interviewer to determine whether you're the best person to hire.

It is important to remember that employers who ask what motivates you are not asking you why you've decided to pursue your career options or apply for their open position. They are simply trying to figure out your motivations and drive to do a great job, achieve your mission, and contribute to your employer's success.

“What drives you?” and other ways this question is asked

Some interviewers won't ask this specific question. You need to recognize it when it's asked in different ways, so you can still provide the answers they're after. Instead of “what motivates you?” you might hear:

What inspires you?

What drives you to meet challenges?

What excites you about your job (or about working in general)?

What drives you to be successful?

What makes you want to get up every day for work?

How to prepare an answer to “What motivates you?” 

As with all interview preparation, begin by researching the company in detail. The more you know about the company (and the position), the more you can tailor your answer to match the company's needs. Try to learn about the employer's mission and values, as that can be critical in framing your answers.

In most cases, the hiring manager is asking this in the context of your work life, not your personal life. Most importantly, don't start off with the obvious answer of “a good salary” or “excellent benefits.” It's a given that these things are generally part of everyone's motivation for taking a job and, for the right candidate, these discussions come later in the hiring process.

Possible motivations to focus on as you develop your answer

Taking on or overcoming challenges

Developing new skills

Working with others

Working independently

Having little (or more frequent) direct supervision

Being part of, or leading, a team

Teaching or mentoring others

Creating new processes or improving existing ones

Learning new things

Being innovative or creative

Having challenging goals and deadlines

Aligning your answer with the position you're seeking

As we noted, it's important to know as much as possible about the employer and the job you're seeking, so that you can tailor your response to align with the position. For example, if you're seeking a job dealing with data and analysis, you should try to include those concerns in your answer. You can find an example of this type of data-focused answer in our sample answer section below.

One way to ensure that your answer aligns with the position is to review the job description. Figure out which responsibilities seem to inspire you and build your answer around those duties. Remember to be honest with yourself as you do this, since your response will be more believable if it truly conveys your motivations.

It's also important to not stray too far from that alignment. If the job you're seeking requires a great deal of collaboration with others, then you shouldn't respond by talking about how much you love studying spreadsheets by yourself in a corner office.

Other factors to consider as you create an answer

Consider your strengths . Generally, what motivates someone is also what they're good at, so your answer can highlight skills as well as motivation.

Reflect on the past. Think back to one of your best days at work. Why was it such a good day? What were you doing? Who were you working with? What made you happiest?

Use actual examples. Sharing a specific example from your current job or a previous position means backing up your motivation with the skills that will also make you successful in the job. This often makes a recruiter sit up and take notice.

Keep it short - or as short as possible . Be sure your answer isn't too long or rambling. Keep it as short as possible while still getting across what motivates you the most.

Stay positive. Don't frame your answers using negative examples about you or about others. Share the things you enjoy doing and show how they've helped you to be an excellent employee in all your jobs.

Be honest. Hopefully, you're applying for a position that you really do feel is a good fit for your skills and abilities, as well as for what drives you to be successful. That said, it's important to be honest about your motivation for a job, or it's quite possible you won't have the job for long once your employer discovers you're not a great fit. For example, being motivated by leading a team and consistently interacting with others is not the same as being fulfilled by working mostly on your own crunching numbers or researching data. Neither is good or bad. It's just a question of which one is best for you and that specific role.

Use the STAR method . Describe your motivation examples around S ituations, T asks, A ctions, and R esults. The benefit of this method is that it can show how your motivation ultimately benefited your past company or could benefit a future one. What's more, you end up telling a story rather than just rattling off an answer. That approach can make you sound more interesting and make the interviewer more interested in you.

Practice. Share your answer with a family member or friend and get their feedback. Practicing will help you to answer confidently and concisely.

If you're interviewing for your first full-time job, talk about what motivated you while working in an internship or volunteer role. The outcome should be the same: to convey what's meaningful to you in a job and help the company to see that you'll be a motivated employee who's a good fit for their role.

Sample answers to “What motivates you?”

As you develop your answers, consider the things that attracted you to your current career or specific job. Think about why this kind of work feels right for you and how you've become even more talented over time.

Hopefully, you'll discover more about why you're after any specific position and, in turn, be able to clearly communicate that to the hiring manager or recruiter. Here are some examples to get you started:

Example of someone motivated by learning and skill development

“Learning new skills really motivates me. It's so satisfying to see myself improve as I gain more knowledge about a job or market sector. In my last job, I consistently signed up for training or courses that would grow my skill set, paying for some out of my own pocket. I really believe that ongoing learning makes you more innovative and valuable in the workplace.”

Example for someone motivated by a desire to solve problems

“ I've been coding since middle school, when I was first exposed to it. My mom is a Software Developer and helped me whenever I needed it. Coding has been “it” for me ever since and I've become an expert in Java and C++. I think about coding from the minute I wake up until I go to sleep. Solving problems with code is what challenges me, motivates me, and drives me to be successful. ”

Example for someone who loves organizing projects and activities

“ I'm addicted to planning! Being organized at work and at home drives me to make sure I have enough time to achieve my goals and give my best in all I do. It ensures that I don't overtask myself, so I can focus on doing quality work and not get burned out by working long hours on any one project. Good time management helps me to maintain consistently excellent standards.”

Example for someone who's motivated by serving others

“ Providing outstanding customer service is what drives me. I worked as a Mobile Sales Associate for a local credit union. The days were hectic with solving customer issues and answering questions. I worked hard to understand their queries and explain the how and why of our processes and operations. It really motivated me and upped my confidence whenever customers gave me a great review and a high rating.”

Example for a team player or leader

“I was a Team Lead in my last position, managing a team of 10. Our task was to improve outcomes, so the team had to work efficiently and deliver consistently accurate results. I made it my goal to streamline the team's processes and be more productive with less “busy work.” Working with a team to complete tasks accurately and ahead of schedule was and is what drives me every day. I want to help any company I'm with to always meet their bottom line.” 

Example for someone who's driven by managing successful teams

“I've been responsible for directing software development teams and implementing repeatable processes for a variety of companies. My teams achieved 100% on-time product delivery for six straight months. The challenge of finishing the projects ahead of schedule and successfully managing teams to reach our goals is the kind of thing that's always motivated me.”

Example for a person who's driven to get results

“I'm motivated by results. I'm always excited when I have a tangible goal to meet and enough time to develop a sound strategy to accomplish it. In my current job, we have very aggressive quarterly and yearly goals. I was tasked to work with my manager and my team to create a month-by-month strategy to meet our quarter-end and year-end numbers. Accomplishing that was a great thrill and made me even more result oriented.”

Example for a person who's motivated by data

“I love numbers. Analyzing data and providing results really drives and motivates me. I love getting my hands on a spreadsheet to figure out what's driving the numbers and sharing my conclusions. In my current position, I generate our monthly sales analytics reports. Being able to provide this essential information is really motivating because the data from these reports helps the company to determine its sales goals for the upcoming months and clarifies how the organization will move forward, and I know I've made a big contribution to that.”

Proper preparation can help you approach your interview with greater confidence

Knowing what motivates you means you can clearly and confidently convey to an interviewer that you not only have the skills to do the job but that you will also fit well with the company's culture and values. As long as you've done your research and preparation, you'll conquer your fear of this particular interview question and be ready to promote yourself as the best candidate to hire.

Your motivators are simply what you love to do and, as the saying goes, “find something you love to do and you'll never work a day in your life.”

Learn how to ace every part of your interview with our  expert interview tips , and let our free resume review make your resume shine! This article was originally written by Lisa Tynan and has been updated by Ken Chase.

Recommended reading:

Ask Amanda: How Can I Be More Confident During Interviews?

5 Tricky Interview Questions and How to Handle Them

What to Say at an Interview: 5 Boring Interview Lines to Avoid

Related Articles:

From Bland to Beautiful: How We Made This Professional's Resume Shine

How to Write a Thank-You Email After Your Second Interview

Storytelling: Your Secret Career-Making Weapon

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How to Answer “What Motivates You?” Interview Question (+ Examples)

Mike Simpson 0 Comments

By Mike Simpson

Updated 6/30/2022.

Motivation is a powerful tool. It drives you to complete tasks and encourages you to keep going when times get tough. Whether it’s physical, mental, or emotional, selfish or altruistic, motivation matters, particularly on the job.

The issue is that motivation is often highly personal. That’s why answering “What motivates you?” during a job interview can be so tricky. If you’re trying to figure out how to answer the “What motivates you,” interview question, here’s what you need to know…

Why Do Hiring Managers Ask “What Motivates You?”

So, why do hiring managers like to ask this question? Is it because they want to see job seekers stumble?

No, that isn’t the case. There are actually several important things an interviewer can learn about the interviewee based on their answer, including just what sort of person they really are and how that matches up with what the company is looking for in a new hire.

Hiring managers want to know what you like doing and why you like doing it. They also want to know what you’re good at.

They’re looking for answers that show them examples of characteristics you possess that will help them decide if you’re going to be a great employee:

• Are you a team player or a lone wolf?
• Do your strengths align with the job?
• Do they align with the company overall?
• Are you applying for a position that you’ll want to excel at, or are you just there for a paycheck?

To sum it up even more, they’re trying to figure out exactly how you view and approach success and what drives you. In the end, motivation leads to a more effective performance at work, and that’s why hiring managers care about what motivates you.

How to Answer This Interview Question

In order to give a good answer to this question, you need to understand that it is actually two interview questions in one. Namely, it’s asking, “What motivates you in life?” and “What motivates you at work?”

This question requires serious self-examination, and it’s something you should be asking yourself long before the interviewer does. This isn’t something you can typically answer off the top of your head. Instead, it’s better to prepare.

What Motivates You in Life?

Another way to ask this question is, “ What are you passionate about ?” What is it that gets you out of bed every day with enthusiasm? Where does your mind go when you’re allowed to daydream? What hobbies do you enjoy? How do you like to spend your time?

Now, dig deeper. What is it about these activities that you enjoy? Is it the satisfaction that comes from making something from nothing? Is it the sense of accomplishment after finishing an intricate project that drives you? Maybe it’s seeing how much others enjoy seeing what you’ve done?

Maybe it’s the feeling you get from helping others or leading them through something and teaching them new skills? Perhaps it was how you felt when you learned a new skill?

Whatever it is, focus on that. That helps create a foundation for a strong answer to this question and ones like it.

What Motivates You at Work?

Yes, we all know that the paycheck is a big reason why we get jobs. However, that alone isn’t usually enough to lead to job satisfaction, even if your salary is pretty high. After all, only about 36 percent of employees are engaged at work, so money alone isn’t enough to keep people focused.

So, what motivates you to do a great job at work? Is it similar to what drives you in life? Do you love the sense of accomplishment that comes from finishing a big project on time and under budget? Is it the glow you get from being told you did a great job on a difficult task?

Look back on everything you’ve done both job and career-wise so far. What was it about your best days that made them the best days? When you tell stories about what you do that highlight what you enjoy, what specifically do you tell people about?

Can you take those feelings and apply them to specific moments from your life and past work experiences? Remember, real-life examples make your answers not only more compelling to a hiring manager but also give them a great idea of how you’ll behave in future situations as well.

Finally, take a long look at the job you’re applying for and see how the things you’re motivated by in both life and at work match up with the skills and abilities required. That way, you can integrate those points in when you’re answering questions like “What motivates you to do a good job?”

What Not to Say When Asked About Your Motivation

Now that we’ve gone over the subtext of what a hiring manager is actually asking you when they ask, “What motivates you,” let’s talk about what not to say in response.

First, never mention the paycheck. Hiring managers know that money is part of the equation, so it’s not necessary to bring it up in your answer.

Similarly, focusing solely on fast promotions or rising up through the ranks as much as possible, particularly if you mention anything that alludes to loving power, it’s a bad move. While ambition isn’t inherently wrong, you need to phrase it carefully if you don’t want to raise any red flags.

While these bad answers may seem obvious, it’s still a tricky question, and it’s easy to make small mistakes when answering, including:

Being too generic or vague in your answer

Remember, specific examples and direct tie-ins to the position you’re applying for will highlight your position as the perfect candidate and make it easier for the hiring manager to see you not just as an applicant but as a future employee.

Being too focused on the paycheck

Again, we all know that’s a major motivator, but an employer wants to see beyond that. Even if you’re applying for a commission-based job, where money could motivate you to perform better, it’s best to leave money out of the discussion. Instead, focus on the other metrics or the general drive to improve your performance.

Being dishonest with your motivation

As with all interview questions, honesty is the best policy. While telling your future boss you’re motivated by the opportunity to interact with customers might get you the job, if it turns out you actually hate dealing with people, it’s just going to come back to bite you.

Good Motivators to Discuss in Your Job Interview

Just as there are points you want to avoid, there are a few good motivators that can be a strong foundation for your answer.

First, there are company motivators. These are specific to the opportunity, outlining what you want to find in a job and an employer. Maybe a particular work environment or company culture helps you thrive? Or perhaps there are job duties or types of work that light your fire?

Second, you have social motivators. These generally include motivations relating to interactions with others. That could consist of your family and friends, as well as coworkers or colleagues. Teamwork, collaboration, and similar skills can also fall in this category.

Finally, there are career motivators. This category usually includes opportunities to advance, chances to grow skills, and abilities to expand responsibilities. While compensation could also come into the equation, it’s usually best to avoid discussing money as a motivator, as coming across as only being interested in the paycheck isn’t ideal.

Five Tips for Answering a “Motivation” Type Question

Now that we’ve covered some good motivators and what not to say, it’s time to talk strategy. Here are five easy tips to help you answer “What motivates you?”

1. Be prepared

Ask yourself this question ahead of time and outline possible answers, as well as examples from your life and work history that relate to the job.

2. Be self-aware

This goes hand-in-hand with being prepared. Hiring managers want to know that you’re genuinely thinking of what motivates you. A fast answer with a generic response isn’t going to win you any points. Take time to really answer the question by first really looking at who you are and what you love, and most importantly, what drives you!

3. Be enthusiastic

This is what drives you. This is what you’re passionate about. Let that enthusiasm show! The more enthusiasm you have for what motivates you, the more enthusiasm the hiring manager will have for you.

4. Be self-motivated

Hiring managers love self-motivated people. Even if the job you’re applying for has you working on a team, hiring managers want to know that you’re strong enough on your own to complete the tasks assigned to you. If all your motivation comes from outside forces, a hiring manager might feel some concern about your ability to complete tasks if not constantly supervised.

5. Be honest

We’ve already gone over this, but just in case, it’s worth mentioning again. Be honest.

“What Motivates You?” Example Answers to Guide You

In order to get you ready to craft your own answer to the interview question “What motivates you,” we thought we’d give you some example answers. Use these as a jumping-off point for your own answers, and don’t forget to tailor them!

EXAMPLE 1 – Sales

“One thing that motivates me, unlike anything else, is seeing my numbers improve. As a sales professional, I know the importance of metrics. Whether it’s the number of leads I turn into customers, the amount of repeat business I secure, or the customer satisfaction scores after engaging with a client, I continuously strive to reach new heights. It’s a genuine point of pride, and not just when my performance rises. If I’m able to help a team excel, that’s even better, as it lets me do my part to ensure the success of the whole.”

EXAMPLE 2 – Design

“As a product designer, nothing is as magical as watching someone use an item I created and genuinely enjoy the experience. In my career, I have had the opportunity to impact people’s lives in an incredibly unique way. Whenever I see someone discovering that the product I made can solve their problem, I’m legitimately overjoyed, and that inspires me to keep creating and innovating.”

EXAMPLE 3 – Tech

“Overall, I relish learning opportunities. That’s part of the reason I pursued a career in technology. The tech world changes so quickly, and I enjoy spending time exploring what’s on the horizon and figuring out how I can harness emerging technologies to improve my workplace or assist customers.”

EXAMPLE 4 – Marketing

“What motivates me at work is knowing that I can reach someone on an emotional level in just 30 seconds with a commercial or even a quick glance with a print ad. It’s amazing to see someone connect with an idea based on my efforts. When that turns into increased sales for my client, that’s a demonstration of my success.”

EXAMPLE 5 – Management

“I’ve worked in management for five years, and the one thing that makes all of the challenges worthwhile is seeing my team grow and advance. I genuinely enjoy coaching and harnessing the potential of constructive feedback. When I’m able to help a struggling employee start exceeding expectations or a thriving team member take the next step in their career, I’m always elated. That’s what sustains me at work, and it will likely do so for the rest of my career.”

Putting It All Together

While there are right ways and wrong ways to “What motivates you?” you still want to make sure your answer will resonate with the hiring manager. Use the tips above to get moving in the right direction. That way, you’ll stand out as an exceptional candidate.

And as always…

P.S. Don’t forget we wanted to let you know that there are over 100 other difficult interview questions you could be asked in your job interview. Sounds stressful right?

Don’t worry, because we created a free PDF that outlines the most common questions and gives you word for word sample answers that you can use at your next interview. Click the link below to get your copy now!

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Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com. His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others. Learn more about The Interview Guys on our About Us page .

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The Admissions Strategist

How to answer “ what motivates you ” (amazing examples included).

At your job interview, everything seems to be going well. Your resume is impressive, and you have enough experience under your belt to feel confident about your qualifications.  

Suddenly, your interviewer asks, “What motivates you?” How do you respond? Do you find yourself freezing up, or furiously racking your brain for a response?  

If you have a series of job interviews lined up, you might quickly find yourself in this hypothetical situation.

The best way to prepare for an interview is to practice commonly asked questions and keep a selection of anecdotal examples for each question.

In this article, we’ll help you prepare to answer the brain-stumper, “What motivates you?”

Why Do Interviewers Ask This Question?

Businesses take a lot of care in hiring people – taking on a new employee can be a risky investment.

• So, employers have to be sure that those they hire are the best suited for the work at hand.
• They also look for potential employees whose personalities and personal goals fit in well with the rest of the company.

Work experience and a great resume can get your foot in the door.

However, what employers are really looking for are people who know where to find motivation when the going gets rough.

Even dream jobs have their rough spots, where the work is boring or difficult, and can be a chore to accomplish anything.

Companies want to know how you find inspiration and continue forward even when the work isn’t fun anymore .

Neal Taparia, founder of Spider Solitaire Challenge , explains “I want to know what makes you tick. How will your motivation translate into exceptional work at my company. If you can show me you’re motivated to make a difference in my business, you’re the type of candidate I want to consider.”

Similar Questions to “What Motivates You?”

Not all interviewers use the exact words “What motivates you?” They may use a variety of different questions that all end up asking the same thing.

For that reason, you can easily modify your potential answer to fit any of the following questions:

• What makes you tick?
• What inspires you?
• What influences you to do your best work?
• What are you passionate about?
• What drives you every day to achieve better?

However they ask, the key part of the question is figuring out what drives you.

For instance, how do you keep going when things get tough? What parts of your work do you look forward to? What is the carrot you dangle in front of yourself to motivate you?

How NOT to Respond

Your resume and cover letter can get your foot in the door, but the interview makes or breaks your chances of getting the job. Therefore, it is crucial that you do not fall victim to some of these common blunders:

Don’t Talk about Money

“What motivates me is money. I mostly want to live a comfortable life without having to worry about money. I worked hard throughout school to get a well-paying job to achieve my goal. I measure my success in life by how much money I earn, and my motivation is mostly bought.”

Do not ever mention money when talking about your motivations. Money motivates everyone, to some degree.

• Ignoring that you might come across as greedy, amoral, and facetious in your answer, you also won’t set yourself apart from a vast majority of the human population.

While at your interview, you should try to put your best foot forward and differentiate yourself from the rest of the pack.

• Securing a well-paying career might fit into your overall goals, but that isn’t what businesses want to hear.
• They’d rather know how you fit into their work culture and the way you work under pressure.

In general, you likely shouldn’t bring up money during the interview.

Unless they’re offering you a job right then, salary negotiations and money talk are strictly off the table. Even if the job’s money is important to you (and it likely is), you’ll have no chance of getting that money if you practice bad interview etiquette.

Don’t Be Vague

“I’m motivated when I have goals.”

Don’t be too general when answering. This is an opportunity to open up and share something about yourself that didn’t fit in your job application or cover letter.

• The interviewer isn’t trying to get you to confess to a crime, so don’t treat it like a hostile interrogation.

Clamming up and keeping your answers impersonal might make it seem like you don’t have much to say or that you don’t really want that job position.

Expanding upon your answers with specific experiences and goals you have will definitely leave a better impression.

When you practice, try to answer the question within two minutes. That might seem like a short amount of time at first, but use a stopwatch when practicing your interview answers.

The average person speaks somewhere between 125 and 150 words a minute – so you’ll have enough space to fit a decent amount of information in those precious seconds.

Don’t Make a List

“I’m motivated when I set goals for myself. I am also motivated when I help others. I also am motivated by healthy competition. I am also…”

While being vague can make you seem closed off, just rattling off a long list of motivators can seem like you either don’t know yourself well or you’re just hoping you’ve mentioned something the interviewer may like.

• You may also fall into the trap of just mentioning things without expanding upon them, which leaves a significant chunk of the question unanswered.
• Remember, the interviewer isn’t interested in hearing what might motivate someone; they want to know what specifically motivates you .

When you walk into the interview, you should have one or two motivators in mind with a couple anecdotes as examples.

Really dive in deep when answering the question. Remember, interview questions should be answered like short essay prompts: with one main point, and a significant chunk of evidence to support your answer.

Don’t Overly Cater Your Response

“I am motivated by the idea that I might attend your prestigious company. I want to honor your business’s high standards for excellence, and I push myself so that I will be accepted for this position. Your company website says…”

If your answers are more about the company than yourself, you may come across as a little insincere and untruthful.

• Mentioning certain aspects of the company’s mission and about pages can be a great way to demonstrate that you’ve done your research and you’re genuinely interested in their company, rather than just a job position in your field.
• However, your interviewer primarily wants to know about you, not the company.

It’s fine (and encouraged) to mention how specific parts of the company’s culture or achievements align with your passions, but make sure that your answer covers the full scope of your experiences and professional aspirations.

Get personalized advice!

Well, how should i answer “what motivates you”.

Most of all, you should be authentic when answering.

The first step to being authentic is self-reflecting. Sit down and really think about what excites you about your work.

• What achievements are you most proud of, and why?
• Identify why you’re proud of them.
• For instance, you might be proud of building a drone, managing a CMS integration or raising thousands of dollars for your former employer.

Then, you want to discuss what makes that accomplishment so special. Ask yourself the following questions:

• Were there any obstacles that you had to overcome?
• Besides a desire for job security and a paycheck, what inspired you to push yourself and overcome said obstacles?
• Name the things you learned from these challenges.
• How did you build a bond with your team members?
• What made you look forward to a day at work?
• What accomplishment left you feeling enthusiastic about your impact within the company?

Even if you’re new to the professional workforce, you can still pull from your experiences in college, internships , or volunteer opportunities .

• Maybe there was a club or class in which you were responsible for putting together a project.
• Maybe you helped organize a fundraiser or improved a nonprofit’s website.
• What motivated you to complete the project?

Here are some great examples of motivators for people:

Great Idea #1: Teamwork

“I consider myself a team player at heart. In my last position, I was responsible for managing several teams developing new marketing strategies. We all had different ideas about how to approach the goal. Collaborating with my coworkers, bouncing new ideas, and fine-tuning others kept me invested in my work because I found that I was always learning something else. It also kept me motivated by holding me accountable to contribute just as much to the team as anyone else.”

Teamwork is a great skill to talk about because you’ll likely be required to work within a team at your new company. Culture is such an important part of professional life that companies are willing to hire and fire based on the value of teamwork.

An answer based on teamwork demonstrates your ability to embrace company goals.

Great Idea #2: Helping Others

“I love helping someone solve a problem. When I worked in customer service, I frequently changed my customer’s mood from frustrated to pleased because of my quick thinking polite attitude. In sales, I feel motivated when a customer leaves the conversation excited about their purchase. In my last job, I made sure that each and every customer I spoke to felt respected, and didn’t feel pressured to go through with a transaction. In fact, many of them were satisfied and made repeat purchases. My approach to sales increased our district’s earnings by 27 percent, which drove me to continue working on improving customer satisfaction.”

Companies in competitive markets need to serve their customers to the best of their abilities. That’s why customer service is such an important part of doing business.

Employers want to hire team members who prioritize happy customers and clients. This is good for their bottom line.

Giving an answer on wanting help others is a great way to demonstrate your potential value to the company, its customers, and its growth.

Great Idea #3: Completing or Achieving Something

“I’m a goal-oriented kind of person. I regularly set challenging but attainable goals, and I push myself to complete them by the deadline. At my last position, I was in charge of a software development team, and we were working on a huge project. I broke down the project into manageable weekly tasks and divvied up the work equally between all of us. My management kept our team ahead of schedule, and we were able to release our product well within our deadline. Seeing a project to completion is always the biggest motivator for me.”

Speaking about your desire to achieve something in life is a great way to demonstrate your work ethic and ambitions. Companies want to hire people who don’t need external motivation to go the extra mile.

The best employees don’t need excessive direction or guidance. They know how to get things done on their own. They know how to produce high-quality work.

Great Idea #4: Interest and Innovation

“I just love finding new and better ways to write program code. I often strive for perfection, and finding more efficient algorithms or creating more intuitive user interfaces for our clients drives me every day. At my previous job, I worked on the front-end development to improve the usability of our software. As a result, our clients loved it so much that they recommended it to others via word-of-mouth and social media. Our sales nearly doubled, and many customers continue using our software and downloading the updates. I’m always interested in finding creative solutions to old problems.”

Passion drives human beings forward. Harboring a love for something is one of the best ways to find solutions to a problem.

Think about it.

If you’re really interested in a problem, you’re going to think about it all the time. The more you think about it, the more solutions you’ll find. Companies make money when their employees think of better products for their customers.

That’s why companies love hiring dreamers and passionate individuals.

Great Idea #5: Personal History

“I didn’t grow up with much. I was born in a small town in southeast Ohio – my dad was a sheet metal worker and my mom died when I was young. It was just my dad and me growing up. I remember eating grits all the time and not having health insurance. Luckily, I earned a scholarship to Ohio State, which is how I was able to study political science and learn more about the problems plaguing our communities, like the one I grew up in. As I move up in my career, I want to work for nonprofits and companies that place ethics and values above profits. Everyone can chase money, and money’s important. We can also chase the idea of making our country a better place. I want to work with people who want to do better for those that get left behind.”

Connecting your personal history to a problem is a great way to show why you’re so invested in a field. Hiring managers and CEOs want to hire employees who are invested.

You can discuss your personal history with the following, plus more:

• Food allergies
• Ocean cleanup
• Mental illness

Personal connections make your story relatable, so think of why you’re motivated as a result of your past.

Advice from Experts and Employers

We’ve included advice from people who have been directly responsible for hiring.

They also know what works best when answering this interview question. Enjoy!

From Barbara Watts, director of career services at Sweet Briar College:

It’s important to understand that an interviewer is asking you this question because they want to better understand what makes you tick and what drives you to succeed. It’s critical for them to understand whether your motivators are going to be a fit for the job duties and culture of the organization. Answering this question gives them a window into your personality. Use specific examples from your work, academic studies and/or extracurricular activities to give credibility to your answer. Your answer needs to have direct tie-ins to the position you are applying for. Providing this context allows an interviewer to see you not just as another applicant, but as a future employee of that organization. More than anything, be honest in your response! This benefits you and the employer in helping to determine if the position is a good fit for both of you.

From Nate Masterson, HR Manager of Maple Holistics :

It’s common for an interviewer to ask what motivates you, so you’ll want to have a good response prepared. But really, the best way to answer is based on the truth, so take time to consider what actually does motivate you. Depending on the situation, you might be driven by the pursuit of knowledge, a desire to help people, or the desire to be a problem-solver. Consider an anecdote that can help you demonstrate your point, and use it to highlight the strengths, skills, and passion that you can bring to the institution you are applying to. But always make sure to present things in a positive light. So, for example, if what motivates you the most is simply deadlines quickly approaching, a good way to phrase this is to say that you are motivated by the desire to get a job done in a timely fashion.

From Michael Leonard, creator of Inspire Your Success :

The best way to answer is the question is truthfully and honestly. But that means putting in the work behind the scenes to know what truly motivates you. And it’s not something you should just do for an interview question, it’s something you should do to improve the quality of your life. If you’re clear on your “Why” then you can answer this question effortlessly. Find time and put in some work on your own growth and development by journaling, writing down your goals, and doing things you’re passionate about. The more you do this, the more clear you’ll get. Ultimately, you want to have everything you do align in your life so everything is motivating you to achieve your goals.

From Jonathan Faccone, managing member and founder of Halo Homebuyers L.L.C. :

As an employer, I always love to hear stories where an individual’s motivation is derived from selflessness. An example could be that the reason why an individual works so hard is because they want to give back to their parents, or they don’t want to squander an opportunity their parents have worked so hard to provide them. Additionally, intrinsic motivation is something that every employer should come to learn about you. If you are a person who genuinely takes pride in their work, speak about this. If you like to work with people and concerned about taking care of their needs by doing the right thing by them, this is also a great selling point to an interviewer. An employer will not only come to learn that you want to do the right job and are capable of doing it, but they can also trust you in front of their customer as well.

From Brett Helling, who runs Ridester and has been mentioned in Entrepreneur, Inc., Forbes, and Reader’s Digest:

Motivation is an internal force that allows you to perform your daily or specific tasks more efficiently. It can be related to any physical attribute or spiritual entity. But, being working and maintaining to achieving your goals is the best motivation to go further than anyone can have. Interviewing or being interviewed are two very different things, an interviewer must first understand the individual from a piece of paper that can be a cover letter or its resume. Judge a person by the piece of paper is not the right way to asking brutal questions. The interviewer should adjust itself towards the individual who’s being interviewed and maintain eye contact and make them comfortable with first knowing them. A person who’s being interviewed should be prepared and conceptualize the situation before going in. A knowledge about the company and its management can score higher rather than having a blank mind. Being interviewed can be the toughest situation, but having a sound knowledge about what you are and what you can do, can make a much better candidate for that specific position. The best motivation for me is to allow myself to conquer the most difficult task in an easy way. It doesn’t matter you win or lose, it’s the experience that counts and can make you a much better person in life and in a career.

From Janet Ferone, president of Ferone Educational Consulting :

Tell a story. If what motivates you is to teach students who struggle with learning, don’t just say you are motivated to help all children learn. Add a story that links to when you first discovered your passion and why. For example, if you are motivated to help students who struggle, tell a story of how you struggled in school and felt inadequate, and then suddenly in 4th grade, your teacher connected with you in such a way that you finally saw the light and began to excel. Explain how you now want to be that teacher for others. Make sure your motivation is about what you can offer and how you can make a difference. While good pay and lots of vacation time are motivators, don’t use that as your sole criteria. You can certainly say that you have a passion for caring for animals and do so for your friends and family for free, so you would love a job where you could put your expertise to use for pay. Think about the employer! It’s not all about you and what you want.. Answer in such a way that you show that you would meet their needs, not just yours. In the case of the teacher who wants to work with struggling students, elaborate that you will connect with students in a way that will improve attendance and test scores, for example. Do your homework to know what the employer needs. Connect on a human level. Make eye contact, smile, and call people by name. Make sure you research who the interview team members are, if possible, and the goals and values of the organization. Show your interest and ability to connect with people. Employers can teach job skills, but not people skills, so show you are social and collaborative. If it fits your personality, a little humor goes a long way and can put everyone at ease. Be authentic in your words and also in how you present yourself. Young folks often think they must dress older and more conservative, and then appear ill at ease at the interview. Of course, dress professionally but don’t be afraid to wear a unique color accent or scarf or jewelry that will make them remember you. I have a business card case from my husband’s country of Malaysia and it’s a great conversation piece, as when I reconnect with someone I can reference Malaysia, so they will remember me in a sea of candidates.

Conclusion: How to Answer “What Motivates You?”

These are just a few examples of how to approach the question, “What motivates you?”

If there’s something completely unrelated to any of the categories above that makes you giddy about going to work, go for it. Whatever makes you enthusiastic is most likely a great answer.

The interviewer primarily wants to get a feel for your personality and how you work.

In your answer, be cognizant of the job you’re applying for.

• For instance, if the job you’re applying for is performed primarily in a cubicle with minimal interaction with others outside of meetings, playing up your drive to be a better team might not fit in with the position.
• Similarly, if you plan to say that you’re inspired by innovation and reinventing the wheel while the company you’re interviewing for strongly believes in the phrase, “don’t fix what isn’t broken,” you might want to reconsider your answer.

If you’re prone to interview anxiety, try writing down and rehearsing some potential answers with a friend.

You may also consider imagining yourself as an esteemed guest on a late night talk show. Watch the guests’ relaxed frame and cheerful disposition, and try to emulate that in your interview.

But overall, try to stay relaxed about the interview. You’ve impressed the hiring manager enough to make it to an interview – now’s the time to play up all of your good sides.

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10 Best Answers to “What Motivates You” Interview Question

Asking you what motivates you is a very common job interview question and is asked to understand your intrinsic motivation. The hiring manager needs to know that you will be a good fit for the company culture and that you will be motivated to do your best work for the company and that you are committed for the long run.

Here are 10 of the best answers that are sure to make a positive impression at your next interview.

5 Tips for Your Answer

• The best way to have a great answer is to target your job search for a job you want in the first place.
• Where possible, provide specific examples from a previous job.
• Customize your answer based on the job description to show you are the best fit.
• Talk about your long-term goals and how this is a great job for working towards them.
• Say that you get a sense of accomplishment when you have done a good job for the company.

5 Mistakes to Avoid

• Do not be too personal, for example, “I am motivated by having fun.”
• Do not say that you are motivated by money.
• Do not provide short-term goals that, once fulfilled, will cause you to leave.
• Do not say “I don’t know” or be too general, e.g., “I like doing a good job.”
• Do not lie. Always give an honest answer. If you lie to get a new job, you will be dissatisfied and leave quickly.

10 Best Example Answers to “What motivates you?”

Example #1: motivated by hard work and providing for my family.

My three sources of primary motivation are meeting deadlines, learning new things, and providing for my family. To expand on these, firstly, no matter the type of work, I get a great sense of job satisfaction when I have worked hard to complete tasks successfully. Second, I know from my past work experiences that when I work on creative projects where I can learn new skills, I feel energized and excited to be at work each day.

Finally, I have a lot of goals in my personal life and things I want to do for my family, and I know that the best way for me to do this is to be successful at my job.

Key Takeaways:  This is a good answer because it lists multiple sources of motivation, both work-related and personal, which ensures you will be committed to doing the job well consistently.

Example #2: Motivated by Professional Growth and Working as a Team

I have several sources of motivation that drive me to achieve at work. I know from my previous role that I am highly motivated by opportunities to learn or grow professionally because I know that this means I am providing value for my employer. I also get a great deal of motivation from completing meaningful work as part of a team and helping my team members to achieve their best.

Another key driver for me personally is training or helping colleagues to grow and improve. I welcome opportunities to train others and constantly seek informal opportunities to share my knowledge with colleagues.

Key Takeaways:  This example answer is particularly good if applying for a highly team-oriented role. It covers working in a team, sharing knowledge with your team, and clearly states that you know your motivations from experience.

Example #3: Motivated by Providing Excellent Customer Service

There are a lot of things that motivate me at work. One of my biggest motivations at work is providing excellent customer service. It makes me feel proud to know that I have genuinely helped a customer with their problem. I am also motivated by achieving great results at work. This ties into my customer service work but also applies to non-customer-facing duties. In all my job responsibilities never shy away from hard work. In everything I do, I try to take the best approach because I take pride in my work, and this is demonstrated through my history of past successes.

Key Takeaways:  This is a strong answer when applying for customer service roles as it directly addresses being motivated by providing customers with a good experience. It is also a good example answer for including more than one motivation, in this case achieving quality results, which all employers will like.

Example #4: Motivated by Ambitious Goals and Creativity

I am jointly motivated by opportunities for learning new skills and finding creative ways to achieve ambitious goals. As a software engineer, I am always looking to improve my knowledge and professional skills. I welcome projects at work that challenge my existing skillset and require further learning and development, and I frequently study at home to meet these challenges.

I also find one of my most valuable assets is creativity, and I am excited by opportunities to approach specific goals from new angles. It is incredibly rewarding when you know you contributed to the completion of important projects for the company using ingenuity and skill.

Key Takeaways:  Answers like this discuss creative problem solving and ambitious goals. This answer is designed for technical roles, interchange ‘software engineer’ with your professional title. This can apply to most professional skills which seek to solve complex problems for a business.

Example #5: Motivated by Extending Comfort Zones

One of my biggest work-related motivators is pushing my comfort zone. The reason for this is that I know that if I am not learning something new, or trying a new idea, then I am staying still, and in fast-paced work environments staying still is the same as going backward. Trying new things does mean finding the occasional wrong answer, but mistakes are an opportunity to gain a better understanding, and I find this to be a great motivator. In the end, being part of a successful project is a deeply rewarding experience that gives me a lot of pride and satisfaction.

Key Takeaways: One of the good things about this answer is that it is not a “normal” answer. It shows that you welcome being outside of your comfort zone and recognize the need to constantly learn and develop your skills to stay ahead of the game.

Example #6: Motivated by Getting the Most Out of Others

As a manager, I am motivated in several ways. First, I am motivated by success stories, and I look for opportunities to make everything my team does a new success. To help make sure everything my team is responsible for is successful, I am motivated to study and attempt to emulate great leaders and apply everything I have learned from my previous experience.

I also encourage members of my team to continually learn and develop because if my team is learning, then our value to the company is growing. I also find being given a challenging workload to be motivating. When I have slight pressure and competing deadlines, I am motivated to keep my time and space organized and plan ahead to get all the important things I am responsible for completed successfully.

Key Takeaways: This answer is designed for management and team leader positions. It is focused on getting results from your team and accepting a challenging workload, both of which are common in leadership roles.

Example #7: Motivated by Solving Problems

Given my highly technical mindset, one of the things that motivate me the most is data analysis. I enjoy analyzing data and getting as much information as I can, and applying this to address problems for the company. My ideal work environment is one where I am given challenging and complex problems for the company and can use data and logic to come up with new or creative solutions.

I am also motivated by responsibility. This means that the more important the task or duties given to me, the easier I find it to work hard to resolve them as I get a sense of personal satisfaction from achieving success.

Key Takeaways: For analytical or data-oriented roles, such as accounting, law, statistics, and engineering, this can be a very strong answer. It is important to understand the company and the open position as this is not for roles in time-sensitive or fast-paced environments.

Example #8: Motivated by Goals and Targets

As a high-performing, professional salesperson, I am deeply motivated by ambitious targets. I take company goals, team targets, and personal KPIs very seriously. I also have a healthy level of competitiveness which drives me to always try to beat my own best performance and lead my team in productive results. In addition, I also have several personal goals that are very important to me. I recognize the best way for me to realize these personal goals is to be a top performer at work and deliver value for the company.

Key Takeaways: For any sales roles or highly results-driven roles, an answer similar to this is ideal. In many roles, competitiveness can be considered not ideal, but for sales roles, a healthy level of competition is generally positive.

Example #9: Motivated by Completing Tasks and Achieving Goals

I am motivated most by goals and achievements. I like to always have something to work towards, and I get a sense of value when I accomplish something I have set my mind to. I am constantly setting goals, objectives, and to-do lists for myself so that I am energized to work toward the next important thing on my list. An additional motivator is my drive to have things completed. I cannot enjoy my weekends or evenings if I know that I have not completed my work duties to the very best of my ability and squared off my current tasks.

Key Takeaways:  This answer is a perfect answer if you are unsure exactly what the company is looking for. Very few companies will be disappointed by a candidate who likes to accomplish goals.

Example #10: Motivated by Learning and Development and Delivering Quality Results

I am motivated jointly by continuous learning and improvement and doing things to a high standard on time. This means that any time I face a task that challenges me, I am excited to improve my skills and knowledge to best address the task and deliver results for the company. Because I am motivated to do things to a high standard, it also means that I will never cut corners or find shortcuts.

I will always find the best information or resources available and work hard to become an expert at each thing I am responsible for so that I can consistently deliver quality results.

Key Takeaways:  This is another good answer that can apply to almost any position. Learning and development are critical in all modern business, and quality results provide your company with a competitive advantage and reduce the likelihood of errors or delays in your work.

5 Other Ways This Question May Be Asked

You can use the example answers provided to answer almost any question that asks about your motivations, e.g. “What motivates you to get up in the morning?” But an employer will not always use such direct questions when they want to know about your motivations.

Here are some different open-ended questions that they may ask instead.

1. Provide an example of a time when you needed to motivate a team. How did you approach it? This question is a behavioral question and should be addressed with the STAR technique. It will normally be asked in management or leadership roles. But it can be asked in senior team member roles as the way you motivate others will reflect what motivates yourself.

2. What are you looking for in a job? This is a version of “What motivates you?” that is trying to make sure that the job you are applying for will be a match for you. It is a common type of wording for jobs that are likely to be mundane or boring as they require a specific type of person to remain at them long-term.

3. How do you motivate others to do their best? This is a trick question. It is based on the fact that we usually think others feel and act the same as ourselves. You should always try to answer this question in relation to the job title and job description.

4. Describe a time you worked your hardest and why? This is another behavioral question and should be addressed with the STAR technique. This is an indirect way to ask what will make you do your hardest work in the new role.

5. Why do you want this job? / Why do you think you would be a good fit for this job? These two questions are basically asking the same thing as each other. They are asking you to explain why you are the best candidate for the position.

While these questions explore more than just your motivation, the best answer should explain not only why you are a good fit, but why you are motivated to excel in the position well into the future.

One of the main reasons for this and similar common interview questions is to make sure new people that are hired will remain with the company and fit with the company’s culture. A good way to increase your success is to apply for jobs where the company’s goals are a close fit to your own. Also, anticipate common questions like this and have a detailed answer prepared that shows a strong desire to work for the company long-term.