Don’t Fall for the Hype: You’re Not a Motivational Type

Source: Microsoft Image Creator/OpenAI

So, what’s your motivation type? Are you a “rewarder,” a “connector,” or an “accomplisher”? Or do you prefer labels like ENTP or INTJ (Myers-Briggs), or perhaps call yourself an “enthusiast” or “loyalist,” one of the Enneagram types? Regardless of the label, these terms suggest you have a preferred motivation style. Many people use these labels to understand their behaviors and make decisions about how and where they can thrive. However, this approach can be misleading.

Labeling yourself or others based on quiz results is similar to relying on stereotypes. Often, these labels are inaccurate because motivation is contextual and frequently changes. More importantly, labeling fails to consider how your brain works or what it takes to optimize your learning, productivity, and motivation.

The False Dichotomy of Motivation

For decades, psychology research has taught us that there are two types of motivation: intrinsic (doing something because it’s inherently enjoyable) and extrinsic (doing something for external rewards) (Deci & Ryan, 2000). We demonstrate elevated intrinsic motivation when we express passion and enthusiasm toward a goal. Conversely, extrinsic motivation is driven by external forces, usually in pursuit of a payoff or incentive. While intrinsic motivation can boost performance, this explanation is often overhyped and overgeneralized. Neuroscience breakthroughs challenge these long-held beliefs.

The distinction between intrinsic and extrinsic motivation has dominated productivity advice and workplace management strategies. We’ve been told that intrinsic motivation is superior and that external rewards can undermine our natural enthusiasm. However, in reality, under certain circumstances, rewards achieve better results than strong internal drive and passion (Cerasoli et al., 2014). Recent neurological findings suggest that the dichotomy is largely theoretical. What appears ambiguous on the surface can be explained quite succinctly when examining the nuances of reward processing, noted Luria et al. (2021), who found that motivation type had little bearing on reward effectiveness. Instead, what matters is how our brains process the reward itself.

What Your Brain Actually Cares About

Neuroscience has revealed that both intrinsic and extrinsic rewards activate many of the same brain regions within the neural reward system (Lee, 2016). This shared neural activation pattern suggests that your brain doesn’t fundamentally differentiate between reward sources—it’s all about the release of neurotransmitters like dopamine that increase the urge to pursue a goal. When the brain perceives striving toward an activity or goal as potentially beneficial, more dopamine is released, and you will become more engaged in reaching your desired outcome. As Schultz (2015) aptly put it: “Rewards are not defined by their physical properties but by the behavioral reactions they induce.”

The Real Key to Motivation: Perceived Control

Considering that both reward types activate similar neural pathways, what actually matters for motivation? The answer: autonomy. When you feel in control of your choices, your brain’s reward response intensifies, resulting in increased activity in the brain’s reward pathways (Wang & Delgado, 2019).

The effect is so strong that the same brain areas activated by monetary rewards are also activated when you feel in control. People value control so highly that they’re even willing to pay a “control premium” to retain autonomy over outcomes—with one study finding that perceived control inflated reward value by 30 percent (Owens et al., 2014).

Applying This Knowledge to Boost Your Productivity

Rather than obsessing over whether your motivation is “passionate” (intrinsic) or “manipulated” (extrinsic), neurologically supportive strategies can enhance learning and performance. First, maximize your sense of autonomy. When you feel in control of your goals and how you achieve them, your brain’s reward system activates more strongly. Autonomy enhances motivation, learning, and performance (Reeve & Cheon, 2021).

Next, personalize external rewards. External incentives aren’t inherently demotivating. When extrinsic motivation is important to you, rewards aren’t perceived as controlling. Third, balance short and long-term rewards. Develop a reward system that provides both immediate gratification (to activate a strong burst of dopamine immediately) while making progress toward long-term goals; this will help sustain a steady stream of slow-release dopamine for long-term satisfaction.

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Last, reframe your effort perception. Intrinsically motivated activities feel less effortful because they’re enjoyable. Try reframing challenging tasks by connecting them to your personal values and interests.

The Bottom Line

Neurological evidence suggests that the traditional distinction between intrinsic and extrinsic motivation is oversimplified. As Bromberg-Martin and colleagues noted, motivational value can be similar regardless of the nature of the reward (2010). Your brain doesn’t care about theoretical sources of motivation—it cares about maximizing rewards both psychologically and physiologically. When you prioritize your sense of autonomy over where rewards come from, you can enhance both motivation and productivity. This approach aligns with your brain’s actual neural functioning, rather than just following traditional psychological theories about motivation.

Remember, labels belong on cans, not people. These rigid categories of motivation fail to capture the nuanced reality of how our brains operate. Your brain doesn’t check whether a reward fits neatly into one theoretical box or another before deciding to be motivated. By understanding and embracing this neurological reality, you can free yourself from motivational dogma and design a personalized approach that genuinely energizes your work and life. After all, your brain doesn’t care what we call it—it just wants to feel rewarded on its own terms.