With 2025 on the horizon, I’m in full planning mode to make this newsletter the best it can be for you.

A couple of things that would be really useful for me to know 👇

Today, I’m also testing a new format where I go much deeper into one core topic of building high-performance environments.

I’d love your feedback at the end on whether you liked it or would prefer it to go back to the original three sections…

TODAY’S TOPIC:

How to keep your team motivated consistently 🤔

THE FOUNDATIONS OF HUMAN MOTIVATION

1) THE PROGRESS PRINCIPLE

Humans are hardwired for improvement.

From an evolutionary perspective, progress meant better survival odds, embedding growth as a core motivator.

Dopamine, the brain’s reward chemical, is released when we make progress or overcome challenges. This creates a feedback loop, making us want to tackle the next challenge.

Studies show that feeling like you’re making progress is more motivating than the magnitude of the goal itself.

From an evolutionary perspective, progress meant better survival odds, embedding growth as a core motivator.

Based on this thinking, Sir Dave Brailsford, former coach of British Cycling, introduced the concept of marginal gains—focusing on making small 1% improvements across all aspects of performance.

Changes included everything from optimising bike mechanics to improving athlete sleep and nutrition.

Under his leadership, British Cycling went from almost no Olympic success to dominating, winning 7 out of 10 track cycling gold medals at the 2008 Beijing Olympics and achieving even greater success in subsequent years.

The principle gave athletes a tangible sense of progress every day, creating a snowball effect of motivation and performance. The key aims were to:

👉 Break down massive goals into manageable, measurable improvements that create constant wins.

👉 Create daily progress, reinforcing the belief that long-term success is inevitable.

Progress fuels motivation.

2) PLAY THE GAME (THEORY)

Progress feeds into the basic human need for competence or mastery.

Humans want to get better at something meaningful to them.

Challenges push individuals to stretch their abilities, fueling their pursuit of mastery.

Without challenges, people stagnate and lose motivation.

Psychologist Mihaly Csikszentmihalyi’s concept of “flow” explains why we’re most engaged when tasks balance challenge and skill.

If something is too easy, we feel bored.

This is because the brain thrives on novelty and escalating challenges.

Without it, boredom sets in, and motivation drops.

If it’s too hard, we feel anxious.

Motivation thrives in the sweet spot where we’re pushed to improve but still feel capable of succeeding.

Challenges force people to learn new skills, think creatively, and adapt—key components of intrinsic motivation.

A Frontiers in Psychology study found that repetitive tasks activate less neural activity in reward centres, leading to disengagement.

People are most engaged when they’re challenged just beyond their current abilities, creating a state of “flow.”

Just like computer games, real-world tasks need to show progress.

But everyones degree of challenge is entirely different.

What you can do 👇

💡 Find the zone of optimal challenge: Increase or decrease the difficulty based on each person on your team.

💡 Provide regular opportunities and training: This will tap into the desire for your team to expand or improve their skills or knowledge.

Without challenges that evolves, employees (or players) feel stuck and disengaged.

3) GET THEM TO CALL THEIR SHOTS

Autonomy is a cornerstone of Self-Determination Theory, which explains why people are most motivated when they feel in control of their actions.

A Gallup study found that employees with higher autonomy (compared to those micromanaged):

• 43% more engaged

• 22% more productive

When people feel autonomous, they take responsibility for their work, seeing it as a reflection of themselves, which increases effort and commitment.

Feeling a lack of control can trigger stress and disengagement.

That’s why giving flexibility is so important.

It gives people the freedom to make choices about how, when, and where they work.

Google created their “20% Time” policy for this exact reason where employees can spend 20% of their time on projects they’re passionate about, which has led to innovations like Gmail and Google Maps.

Watch this clip from NZ All Blacks training which highlights why it’s so important to have leaders assigned within the team to make decisions in training and on the field (outside of the coaching staff):

What you can do 👇

💡 Define the “what” (goals and expectations) but leave the “how” (execution) up to the team.

💡 Ask your team to share the 3-5 most important things they'll deliver that month: Get them to send it to you and circulate to the rest of the team (obtaining small commitments makes it more likely that people will act in a consistent way later).

💡 Autonomy doesn’t mean abandonment: Offer the tools, training, and mentorship needed for employees to succeed independently (use feedback to empower, not control).

💡 Adapt levels of autonomy: Flex to fit their experience and comfort level.

Teams given the freedom to decide how to approach tasks outperform those with rigid instructions, demonstrating that autonomy fosters innovation and ownership.

4) GOALS THAT ARE SUBJECTIVELY MEANINGFUL

Meaning is a motivation multiplier.

While goals and performance are important, overly focusing on KPIs can make the work feel transactional rather than fulfilling.

When a task feels meaningful, the brain releases dopamine, reinforcing motivation and focus.

Watch one of the most motivational team talks of all time and how he infuses so much meaning into their mission as a team:

@motivementor35

Take it personal. #motivation #motive #inspirational #motivationalspeech #football #speech #knowledge #personal

What you can do 👇

💡 Regularly show how their work contributes to the bigger picture: Whether it’s the company’s mission, helping customers, or driving innovation.

5) CONNECTION WITH YOUR TEAMMATES

Relatedness refers to the need to feel connected, valued, and supported by others in a meaningful way.

Watch how NFL superstar Saquon Barkley wanted the new young players on the team to play instead of going for his individual record 👏

As social beings, humans are hardwired to seek connection and thrive in groups. 

When people feel part of a team or community, they’re more driven to perform, not just for personal gain, but for the collective good.

A strong sense of relatedness helps people overcome challenges and stay motivated through tough times.

Relatedness is essential for motivation because it taps into our fundamental psychological needs alongside autonomy and mastery.

What you can do 👇

💡 Keep it fun: inject playfulness with team bonding events and creative brainstorming sessions.

💡 Watch this inside look at Paris Basketball’s journey: it highlights their team bonding experiences, the chaos they navigate, and the connections they build as they prepare for the EuroLeague.

6) REWARDS & RECOGNITION

Recognition triggers the release of dopamine, the brain’s “feel-good” chemical, reinforcing the behaviour that led to the reward.

Recognition addresses the psychological needs for relatedness (feeling valued by others) and competence (knowing your efforts make a difference) mentioned above.

A great example of the power of recognition is the Masters Green Jacket.

It has become the most iconic and coveted piece of clothing in all of international sport.

Starting in 1949, when Sam Snead won his first of three Masters championships, the tournament began the tradition of bestowing upon its winner a Green Jacket.

And now, after almost 75 years, that Green Jacket has become synonymous with the Augusta National Golf Club and with the Masters tournament itself, and it has grown in significance to almost mythical status, worth more than any prize money or trophy.

What you can do 👇

💡 Make it personal: Some employees value public recognition, while others prefer private acknowledgment… some may want a Green Jacket 🙂 

💡 Be specific and timely:  Instead of “Great job,” say, “Your presentation yesterday was fantastic—it really clarified our strategy.”

💡 Balance tangible rewards and verbal recognition: A simple thank-you, shoutout in a meeting, or personalised note can have as much impact as a bonus.

💡 Tie rewards to the mission: connect how the individual’s contributions support the company’s goals or values.

💡 Foster peer-to-peer recognition: it means even more when it comes from a teammate.

WHY GOOD EMPLOYEES LOSE THEIR MOTIVATION

In an ideal scenario, the people you hire have powerful intrinsic motivation and require zero or minimal motivation maintenance over time.

But the real world is challenging, chaotic and changing all the time.

So keeping people motivated on your team will be one of the toughest challenges you’ll face as a leader.

And it will account for 40% of the success of your team's projects.

So understanding why this happens is vitally important for you to be able to effect change.

Here are the six most common reasons motivation drops and what you can do about it:

1) VALUES MISALIGNMENT

Your employee’s thought 💭 

“This doesn’t matter enough for me to put in the effort.”

Employees who can align their personal values with organisational goals are 3x more likely to feel engaged at work (McKinsey, 2021).

What you can do 👇

💡 Have a genuine conversation: Find out what they care about.

💡 Connect the value to the task at hand: Keep the following four main types of values in mind.

• Interest —> Find connections between the task and things an employee finds mentally stimulating or interesting.

• Identity —> Show them how the task taps into a skill or trait they see as core to who they are—like collaborating with others, solving complex problems, or thriving under pressure.

• Importance —> Connect the task to the team’s or company’s goals to emphasise its importance.

• Utility —> Frame the task as a step toward their goals or a way to prevent problems.

2) LACK OF CONFIDENCE / SELF-BELIEF

Your employee’s thought 💭 

“I don’t think I’m able to do this.”

Confidence is a skill, not a personality trait.

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What you can do 👇

💡 Keep a pulse on your team’s workload: Overloading employees leads to stress and burnout, while giving them too little or repetitive tasks causes boredom and disengagement. 

💡 Highlight their past wins: Point out times in the past when they’ve surmounted similar challenges.

💡 Share inspiring examples: Especially of people like them who faced similar challenges and overcame them in ways they can.

3) DISRUPTIVE EMOTIONS

Your employee’s thought 💭 

“I’m too upset/angry/anxious/depressed to do this.”

What you can do 👇

💡 Talk to them in a private space where you won’t be overheard: Let them know you want to understand their concerns and listen actively without judgment.

💡 Ask them to share what’s upsetting them: Then summarise their thoughts to confirm you’ve understood. If you miss the mark, apologise and encourage them to clarify.

💡 Analyse which of the following emotions they are feeling: Then test each solution below.

Emotion breakdown:

😡 Angry: stems from the belief that someone or something is intentionally causing harm, usually seen when there is conflict in the workplace.

• Ask them to reframe their belief about the external as resulting from ignorance or accident, not intention. 

😔 Depressed: comes from a belief that they are internally inadequate in some way that they cannot control.

• Reassure them they’re not “broken” or “inadequate,” but rather need to try different strategies, and offer your support in finding solutions. 

😧 Anxious/Fearful: usually sparje from a perceived threat—whether real or imagined—that triggers a sense of uncertainty, vulnerability, or lack of control.

• Provide help with their approach and remind them of their capabilities, reinforcing that success is achievable with effort and the right tools.

Once people feel heard, emotions often ease.

4) INCORRECT JUDGEMENT

Your employee’s thought 💭 

“I’m not sure what led to this issue.”

When employees can’t pinpoint why they’re struggling with a task or blame it on something out of their control, they lose the motivation to tackle it.

What you can do 👇

💡 Look out for “avoidance behaviours”: For example calling in sick or claiming they’re too busy stem from misjudging the cause of their difficulties

Watch how Manchester City manager Pep Guardiola calls out the avoidance behaviours and forces his players to take back responsibility for their performances:

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💡 Help clarify why they’re struggling with a task: If they blame something beyond their control, like other people or an unchangeable personal flaw, guide them toward causes they can influence, such as trying a new approach or planning more effectively.

5) IMPULSIVENESS

Your employee’s thought 💭 

“This project looks more interesting than what I’m working on.”

What you can do 👇

💡 Decrease the number of distractions in their working world: Check out this summary of ever hack you can implement from Nir Eyal’s best selling book on the topic—Indistractable.

💡 Create intermediate deadlines: This reduces the ability to procrastinate.

6) PAYING SOMEONE TO DO WHAT THEY ONCE DID FOR FUN

Your employee’s thought 💭 

“I’ve lost the joy I used to get from doing this in my spare time.”

When a hobby becomes a job, motivation drops.

What you can do 👇

💡 Position money as a bonus, not the main driver: Reinforce that they’re being paid because their work is valuable, not because they “have to” do it.

💡 Protect their zone of genius: Ensure they take time to recharge so they don’t burn out on what they once loved.

💡 Recognise their unique contribution: Regularly acknowledge how their personal passion drives results and makes a difference.

Next time motivation takes a hit, pinpoint which of the six traps is holding your team back. Then, apply the right fix to break the cycle and reignite momentum.

THE ELITE TEAM LEADERSHIP PROGRAMME

The feedback on the launch of our new four week, virtual Elite Team Leadership Programme has been incredible this week.

Thanks for all your support! If you haven’t applied, hit the link below:

Here’s what leaders have been saying 💭