The motivation direction meta-program plays a crucial role in understanding how people drive themselves to act. It refers to whether someone is energized by striving for positive outcomes or by avoiding negative ones. This distinction significantly influences decision-making, behavior, and even communication styles.
At a basic level, everyone reacts to both reward and consequence. If the potential gain is appealing enough—or the potential risk is daunting enough—anyone can be spurred into action. However, people tend to have a dominant orientation: either toward pleasure or away from pain.
That said, perceptions differ—what motivates one person may repel another. For instance, what one considers an adventurous day of bungee jumping, whitewater rafting in icy rapids, and sleeping in the rain might sound like a nightmare to someone else.
Toward-Oriented Individuals
These people are driven by aspirations, goals, and visions of what they want to create or achieve. They are future-focused and often talk about possibilities, opportunities, and desired outcomes.
Example: In goal-setting, they may be inspired by achieving a promotion, buying a dream home, or building a successful business.
Away From-Oriented Individuals
Those who are motivated to avoid negative experiences tend to focus on solving problems, avoiding mistakes, and minimizing risk. Pressure, deadlines, or threats of undesirable outcomes push them into action.
Example: In goal-setting, they might be moved to act to avoid financial hardship, poor health, or a toxic work environment.
Balanced Approach
The most effective motivational pattern incorporates both directions. Being able to envision a positive outcome while also identifying and mitigating risks allows for a proactive and flexible mindset. This dual approach helps in setting inspiring goals while staying alert to potential pitfalls.
Motivation in the Workplace: Carrot or Stick?
In management theory, this is reflected in the debate between Theory X and Theory Y.
- Theory Y emphasizes rewards, incentives, and intrinsic motivation (the “carrot”).
- Theory X assumes that people are best driven by rules, warnings, and potential consequences (the “stick”).
Which one works? It depends on the individual.
If you attempt to inspire a “toward”-oriented employee with warnings or threats, you may encounter resistance or disengagement. Conversely, offering bonuses or rewards to an “away from”-oriented person may have little effect—job stability or avoiding problems might matter more to them.
How to Discover Someone’s Motivation Direction
Ask questions like:
“What do you want in your ideal life/job/home?”
Their answer will indicate their orientation.
- A toward-oriented response might be: “I’d love a beachside home with open spaces and a fresh breeze.”
- An away from-oriented response could be: “I don’t want to feel confined, hot, or be in a polluted area.”
Both could be describing the same house—but from different motivational angles.