Using the goal gradient hypothesis to help people cross the finish line

Our perception of progress can impact our overall drive to reach a goal. The goal gradient hypothesis posits that our efforts increase as we get closer to achieving a goal: when the reward is in sight, we feel incentivised to reach the finish line. Designers and decision-makers can effectively use goal gradients as a motivational … Read More

Motivation beyond money

Why do you get up in the morning? What drives you to work, create, and connect with people? Many traditional models of motivation argue human beings are mostly driven by rewards—whether financial, material, or social—or by fear of punishment. At work, money is often used as a productivity driver. But author Daniel Pink suggests a … Read More

SMART goals are not so smart: make a PACT instead

A system without a goal is like a marathon without a finish line. But a system with a bad goal will result in a bad outcome. Traditional goal-setting methods use the SMART framework. SMART stands for Specific, Measurable, Achievable, Relevant, and Timely. Sounds great for small, short-term goals, but not so much for ambitious, long-term … Read More

The 3 components of motivation

Most of us have goals we want to accomplish. Some are bigger, some are smaller. Sometimes it feels easy to get the work done, and sometimes it’s hard to stay motivated and we procrastinate. Fundamentally motivation is the desire to act and move towards a specific goal. It often explains why humans act—or don’t—in a … Read More

Building intrinsic motivation

Earlier today, I received a very touching message from a dad. “Thank you for everything you do. You’re an inspiration and I’ve started to introduce my daughter to your work. I want her to grow up knowing strong women are doing amazing things.” An awesome dad on the Internet. Reading this made me feel incredibly … Read More