What Would Motivate You Up A Mountain?

Last week, my husband, brother, and I hiked a 13,277 ft. mountain in Colorado called Mt. Lady Washington. It was one of the most difficult hikes I’ve ever done. Beyond the treacherous terrain, I was already in a vulnerable place after a tough week. As we approached the summit, the sky turned, and it started hailing. The ice felt like tiny needles hitting our skin! My hands went numb, panic crept in, and I was afraid we wouldn’t be able to get down safely with the rocks so slick.

These are the moments when we get tested. These are the moments when we discover what truly motivates us.

In that moment, there was only one thing that could have pushed me forward. And thankfully, my husband and brother knew me well enough to say exactly what I needed to hear, "Remember why we are doing this hike...keep going."

In my work with organizations, I started noticing patterns in how people lead and motivate others. At first, I chalked it up to different supervision styles. But the more I listened, the more I realized it had less to do with management techniques and more to do with how they themselves were motivated...and how they were projecting that style onto others.

One person told me, “Money talks. That’s the best way to motivate me.”

Another said, “Moments of connection, like a high-five or someone noticing my effort, mean more than any bonus.”

And someone else said, “Honestly, sometimes I just need to get yelled at, in order to get the job done.”

These responses told me more than just how people like to be managed. They offered little windows into who they are and where they come from. Who am I to say how someone should be motivated? Instead, I created a set of motivator archetypes to help me better understand people’s foundational drivers. You can check out the assessment here if you're curious.

Let me share examples of each of these archetypes. If we were hiking that mountain together, which of these would be most likely to get you to the top?

The Commanding Archetype:

“If you don’t make it to the top, I will be extremely disappointed in you.”

The Transactional Archetype:

“If you make it to the top in under three hours, I’ll give you $200.”

The Encouragement Archetype:

“You are so driven. You got this! I just know you can do it.”

The Empowerment Archetype:

“You’ve trained for this. Trust yourself and set your own pace. I’m here if you need me.”

The Purpose-Driven Archetype:

“Every step you take brings you closer to something bigger than this peak. Remember why you started.”

There’s no right or wrong archetype. We are all wired differently. And yet, how we’re motivated often ties back to how we were raised and how we were praised—at home, in school, on the field, and yes, in the workplace.

Of course, some styles, like the Commanding Archetype (i.e.: being shamed or yelled at), are not healthy or sustainable—but it may be the only way someone knows how to be motivated at this point in time. Our job isn’t to judge that. It’s to understand it and, when there’s an opening, help people explore other ways to connect to their work and growth.

Insight:

The way someone responds to pressure, challenge, or recognition often mirrors how they were once led, coached, or praised. If we don’t take the time to learn what lights people up or shuts them down, we risk missing the mark completely. While some may be motivated by a monetary bonus, someone else merely wants to hear "You are so good at your job. Thank you for all your hard work."

Takeaway:

Before assuming what drives the people around you, try asking. Motivation isn’t one-size-fits-all. Take a moment this week to ask someone you work with: What motivates you to do your best work? You might be surprised by what they say and how much more connected your relationship becomes when they feel seen. Better yet, encourage your team to take my one-minute assessment -- then facilitate a conversation about the results. It could make all the difference.

With purpose,

Lucy Lantis