Presenter
Edith Onderick-Harvey
•Debunk the myths of engagement and motivation – why what we think we know doesn’t drive sustained motivation and performance. •Identify the drivers of intrinsic motivation – use a four-part framework for understanding how people are motivated no matter what their role. Assess your own definition of meaningfulness and how it drives you, as well as how to help others assess their personal meaningfulness in work. •Utilize meaningfulness in work – gain clarity about how personal values impact work engagement and how to better understand each individual’s link between values and work. •Develop a conversation framework to increase engagement – gain confidence in discussing the personal engagement levels in a non-threatening or judgmental way.
Key Takeaways
- 1.Leaders can improve performance by focusing on intrinsic motivators rather than finite extrinsic rewards like bonuses.
- 2.A specific framework can help leaders understand and influence the four key factors driving individual employee engagement.
- 3.Effective, structured conversations about motivation are essential for improving team performance and tapping into internal drivers.
- 4.Building a culture of sustained high performance depends on an environment that supports autonomy, mastery, and purpose.
- 5.Assessing a team's engagement levels against the four-factor model is a practical first step for any leader.
- 6.Aligning employee tasks with their personal growth and contribution goals is a key strategy for unlocking motivation.
The Challenge of a Disengaged Workforce
Many organizations currently face a significant challenge with low employee morale and slipping engagement. For leaders, one of the most critical tasks is to re-energize their teams and tap into their intrinsic desire to perform at a high level. This challenge persists as a primary barrier to organizational success and resilience.
Beyond Extrinsic Rewards
When leaders consider how to motivate their teams, the default answer is often money, bonuses, or other extrinsic rewards. However, these resources are frequently scarce and tend to generate only short-term results. A more sustainable approach involves creating a workplace environment that activates the internal drivers that compel individuals to strive for excellence. This webinar, featuring Edith Onderick-Harvey, moves beyond temporary fixes to focus on lasting motivational strategies.
A Framework for Intrinsic Motivation
This session introduces a practical framework designed to help leaders understand and leverage the proven drivers of employee engagement. By focusing on internal motivators, organizations can build a more dedicated, resilient, and high-performing workforce without relying on financial incentives.
The Four Factors of Engagement
The framework explores the four key factors that directly impact an individual's engagement at work. Leaders will learn what these factors are and how to assess their presence within their own teams, providing a clear roadmap for improvement.
Fostering Motivational Conversations
A core component of this approach is learning how to conduct effective conversations that uncover an employee's unique internal drivers. The webinar presents a structure for these discussions, enabling leaders to set the stage for improved motivation, open dialogue, and enhanced performance.
Practical Application for Leaders
Leaders are encouraged to apply these principles by first assessing their team's engagement levels against the four-factor model. Key strategies include:
- Implementing the conversation framework to move beyond surface-level issues and uncover deep-seated aspirations.
- Creating an environment that supports autonomy, mastery, and purpose—powerful intrinsic motivators.
- Aligning projects and tasks with the individual growth and contribution goals of team members.
- Fostering psychological safety to encourage open communication about challenges and goals.
This session addresses the persistent challenge of low morale and disengagement in the workplace, offering leaders a framework to activate intrinsic motivation. It explores how to move beyond extrinsic rewards to cultivate an environment where individuals are driven to perform at their best, a critical skill for sustainable organizational success.
What you'll learn
- A comprehensive framework for understanding and enhancing employee engagement.
- The four key factors that influence individual engagement levels within an organization.
- Strategies for identifying and leveraging employees' internal drivers for excellence.
- How to facilitate effective conversations that boost motivation and improve performance.
- Methods for building a workplace culture that encourages sustained high performance without relying solely on financial incentives.
Who this webinar is for
- Leaders and managers looking to improve team motivation and performance.
- HR professionals responsible for engagement initiatives and talent development.
- Executives seeking to understand the root causes of disengagement and build a resilient workforce.
- Anyone interested in creating a more energized and productive work environment.
Why it matters now
Even years after its initial recording, the principles of intrinsic motivation and employee engagement remain central to organizational success, especially as workplace dynamics continue to evolve. With financial incentives often constrained, leaders must master the art of inspiring commitment and dedication from within their teams. This approach fosters a more resilient and adaptable workforce, better equipped to navigate ongoing challenges and drive innovation.
How leaders can apply this
Leaders can start by assessing their current team's engagement levels against the four factors presented by Edith Onderick-Harvey. Implement the suggested framework for having motivation-focused conversations, moving beyond surface-level issues to uncover deep-seated aspirations. Focus on creating an environment that supports autonomy, mastery, and purpose, which are powerful intrinsic motivators. Regularly check in with team members to understand their individual drivers and align tasks and projects with their personal growth and contribution goals. Foster psychological safety to encourage open dialogue about challenges and provide opportunities for meaningful impact.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on Perseverance. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Edith Onderick-Harvey's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for killer achievement inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about Perseverance.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.
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