How Different Types of Thinking Affect Motivation
Imagine you're given a tough task in a field you know little about or haven't worked in before. What pushes you to get started? Is it the chance to learn new skills and see more of what you can do? Or is it the desire to impress the person who gave you the task and get their praise? The answer depends on your way of thinking.
There are two main ways people approach work: learning-driven and reward-driven thinking.
Learning-driven mindsets focus on gaining new skills and understanding. Such people aren’t looking for praise. They feel good when they improve and learn something new. That’s their main reward.
Signs of a learning-oriented person include spending free time exploring new topics, even if it doesn’t bring immediate benefits. They enjoy learning for its own sake. They’re often the go-to for colleagues needing info because they seem to know how to find answers. When faced with a hard question or unfamiliar subject, they feel excited rather than scared.
The advantages are clear. These people keep growing and developing throughout their lives. They accept criticism more easily because they see it as a way to learn. They tend to remember information longer since they’re not only learning for quick results.
However, the constant drive to learn can sometimes be tiring. The brain uses more energy than any other organ — about 20% of the body’s calories. Pushing it non-stop can lead to burnout.
Reward-driven thinking focuses on getting praise and recognition. These people value approval for their work more than gaining new knowledge. They seek positive feedback to feel satisfied. It’s important for them to be seen as capable and avoid negative comments.
Signs of this mindset include feeling fulfilled when praised by colleagues, valuing others’ opinions, and enjoying sharing or teaching what they know.
The benefits are noticeable. They care a lot about how others judge their actions. They often have a strong short-term memory, which is helpful at work when quick thinking and recall are needed.
But relying only on praise can backfire. Not everyone gives positive feedback often, and some managers are not good at it. This can lead to disappointment and frustration.
Knowing your thinking style helps. Neither type is better; each has strengths and weaknesses. You might lean more toward one in certain situations. But usually, one will show more often.
Understanding your main style helps you find better ways to motivate yourself. If you don’t want to work, think about what drives you—learning or praise. Knowing this makes it easier to choose the right "reward" to push yourself into action.