『When Goals Reward the Wrong Behavior | Motivational IQ with Andy Thompson, Ep. 12』のカバーアート

When Goals Reward the Wrong Behavior | Motivational IQ with Andy Thompson, Ep. 12

When Goals Reward the Wrong Behavior | Motivational IQ with Andy Thompson, Ep. 12

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## Key Takeaways - **[01:20] Ask the question that belongs to your current season.** Erik Erikson’s life-stage framework and Alfred Adler’s emphasis on significance point to a useful truth: purpose changes as we grow, and motivation becomes clearer when we identify the question we are trying to answer now. - **[04:13] Make asking for help a leadership habit.** A mentor, coach, journal, or other psychologically safe practice can help us challenge self-deception before a situation turns into failure. - **[05:51] Improvement does not require failure.** A new idea is not an accusation that the old way was wrong; leaders can normalize experimentation and improvement before a crisis forces change. - **[07:27] Treat a difficult goal like a monitored intervention.** Specific, challenging goals can improve performance, but they can also narrow attention, increase risk, weaken cooperation, reduce learning, and crowd out intrinsic motivation. - **[09:38] Diagnose the reward system before diagnosing the people.** When an organization says it wants A but visibly rewards B, employees often make a rational choice to pursue B. - **[11:32] Run a reward audit.** Compare your stated values with what receives money, recognition, titles, prestige, and attention; the mismatch may explain more about your culture than the values printed on the wall. ## Notable Quotes > **[05:51]** “You don't need to be failing at something to try something new.” > **[06:05]** “Improvement does not require failure.” > **[08:22]** “Goals can inspire employees and improve performance, but they can also produce predictable and damaging side effects.” > **[09:38]** “Many of the apparent motivation problems are reward system design problems, not motivation problems.” > **[11:10]** “People in the organization learn their values by watching what receives money, recognition, and other extrinsic rewards.” ## Resources Mentioned - [*Start With Why* by Simon Sinek](https://simonsinek.com/books/start-with-why/) - [*Leadership and Self-Deception* by The Arbinger Institute](https://arbinger.com/bookstore/leadership-and-self-deception/) - [“Goals Gone Wild: The Systematic Side Effects of Overprescribing Goal Setting” — Harvard Business School working paper](https://www.hbs.edu/ris/download.aspx?name=09-083.pdf) - [“On the Folly of Rewarding A, While Hoping for B” by Steven Kerr](https://journals.aom.org/doi/abs/10.5465/255378) - [Erik Erikson’s stages of psychosocial development — APA Dictionary of Psychology](https://dictionary.apa.org/eriksons-eight-stages-of-psychosocial-development) - Ivan Pavlov and conditioned responses - Alfred Adler and the human need for significance and contribution - The empty boat story and the practice of releasing blame - The Hawthorne experiments and the effect of observation on behavior - [Wells Fargo’s independent investigation of retail-banking sales practices](https://newsroom.wf.com/news-releases/news-details/2017/Wells-Fargo-Board-Releases-Findings-of-Independent-Investigation-of-Retail-Banking-Sales-Practices-and-Related-Matters/default.aspx) - [U.S. Department of Justice resolution concerning Wells Fargo sales practices](https://www.justice.gov/archives/opa/pr/wells-fargo-agrees-pay-3-billion-resolve-criminal-and-civil-investigations-sales-practices) - [U.S. Securities and Exchange Commission complaint concerning Enron](https://www.sec.gov/litigation/complaints/comp18551.htm) ## Call to Action Take ten minutes this week and run a reward audit. Write down what your team or organization says it values, then list what actually receives money, recognition, promotion, prestige, and leadership attention. Where do those lists disagree—and what behavior is that mismatch teaching people to repeat? Choose one incentive, measure, or recognition practice you can change so the behavior you reward points toward the purpose you say matters. ## Connect with Andy Thompson and Motivational IQ Have a question, a workplace challenge, or an idea you want Andy to explore? Visit [MotivationalIQPodcast.com](https://www.motivationaliqpodcast.com/) to listen, join the conversation, ask a question, or schedule a free consultation. Learn more about Andy’s work at [The Work Joy Project](https://www.theworkjoyproject.com/) and connect with him on [LinkedIn](https://www.linkedin.com/in/theandrewthompson/). Subscribe to *Motivational IQ with Andy Thompson* in your favorite podcast app, share this episode with a leader who is shaping goals or incentives, and please rate and review the show so more people can find it. Visit my website, www.theworkjoyproject.com or www.motivationaliqpodcast.comhttps://www.linkedin.com/in/theandrewthompson/The ways these ideas, concepts and models grow is through application, sharing, and stories. Please share with a friend, leave a review, and like us wherever you listen.
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