"Leaders can't motivate people—and nor should they. But what you can do is foster an environment where intrinsic motivation can thrive." - Winnie da Silva

What if I told you that motivating your team isn’t your job? It sounds counterintuitive, right? As a leader, your instinct is to inspire your team to perform at their best—but real, lasting motivation comes from within. In this episode of Transformative Leadership Conversations, I challenge the traditional view of leadership by flipping the script: instead of motivating your team, focus on creating an environment where intrinsic motivation can thrive. Through meaningful one-on-one conversations, leaders can help team members clarify what drives them, align work with their passions, and ultimately improve engagement and performance. Motivation isn’t a one-size-fits-all approach—it’s personal, dynamic, and deeply impactful when done right.

Listen to me talk about:

• Motivation is Personal - What motivates you may not motivate your team. That’s okay—and understanding this is the first step to unlocking better performance and engagement.
• Leaders Can't Motivate People—And They Shouldn’t - Your role as a leader is not to "motivate" others. Instead, it's about creating the conditions where intrinsic motivation can flourish.
• Meaningful Conversations Drive Engagement - When was the last time you had a one-on-one conversation with a team member about what truly drives them? These conversations are key to building trust, uncovering motivators, and reigniting engagement.
• Intrinsic Motivation Matters More Than Perks - People are most engaged when their work aligns with intrinsic motivators like autonomy, purpose, and progress—not just external rewards like paychecks or promotions.
• Shared Responsibility: Team Members & Leaders - Motivation is a two-way street. Team members must reflect on what they want, communicate openly, and take initiative, while leaders must facilitate clarity, encourage ownership, and provide support.
• Practical Steps for Leaders:

I share a step-by-step guide for holding motivational one-on-one conversations:

• Clarify what’s important – Help team members articulate what matters most to them.
• Define the gaps – Identify where their current experience falls short of their desires.
• Problem-solve together – Collaborate to find actionable ways to align work with motivators.
• Powerful Reflective Questions for One-on-Ones - Here are six questions you can ask to help your team members uncover what drives them:
• At this point in your life and career, what are the two to three most important things you want from your job?
• On a scale of 1 to 10, how satisfied are you with your current job? What would it take to get closer to a 10?
• What parts of your job do you enjoy the most? The least?
• If you could change your job to make it more rewarding, what changes would you make?
• What’s one thing you’re not getting enough of from your work?
• What have you noticed about how your motivators have evolved over time?

Winnie da Silva on LinkedIn | On the Web | Substack I Email - winnie@winnifred.org