The Science of Motivation: What Actually Moves People to Act

Sometimes you work hard, but you’re not really moving forward.

I still remember standing in front of a noisy high school classroom, chalk in hand, heart heavy. I was young, energetic, and determined to prove myself. I thought hard work was enough. Stay late. Volunteer for extra tasks. Say yes to everything.

₱6000 a month felt like progress—at least, at first. But each payday reminded me of the truth: I was stuck.

At night, when the classroom lights went off and the noise faded, I was left with one question: “Is this really the life I want in ten years?”

That whisper wouldn’t leave me alone.

I wasn’t lazy. I wasn’t unmotivated. I was moving, but not moving forward. I was busy, but I wasn’t building. And if you’ve ever felt that—dragging yourself through routines, knowing deep down that something isn’t shifting—you know how heavy that weight can feel.

That’s when I began asking a different question: What actually moves people to act?

The Myth of Motivation

Most of what we believe about motivation doesn’t really work.

When people talk about motivation, they often imagine it like fuel in a tank.

• You fill yourself with a motivational talk.
• You top up with rewards or incentives.
• You add pressure when energy dips.

But here’s the truth most don’t admit: that fuel runs out fast.

Think about the last motivational seminar you attended. For a few days, maybe even a week, you felt fired up. But what happened after? The slogans faded. The fire cooled. And you were back where you started.

That’s not a failure of willpower. That’s a failure of design.

Many people think a motivational speaker is just someone who delivers hype. But the best speakers design stories and experiences that spark lasting motivation. That’s why when I speak to organizations in the Philippines, I don’t just inspire for a day—I help leaders create shifts that last. Learn more here.

Why Rewards and Fear Don’t Last

Leaders, teachers, even parents often rely on two classic tools:

1. Rewards – Salary increases, bonuses, prizes, certificates.
2. Fear – Deadlines, punishments, pressure, “or else.”

They work—at least temporarily. But the moment the reward disappears, or the fear subsides, people return to old patterns.

Behavioral economics calls this the “crowding out effect.” When people are motivated externally, their internal drive gets weaker.

• Children who love drawing for fun stop enjoying it once they’re paid for every picture.
• Employees promised constant bonuses for sales begin to lose interest when bonuses shrink—even if they once enjoyed selling.

This is where most leaders get frustrated: “Why aren’t my people motivated? I already gave them rewards.”

The problem isn’t that people are unmotivated. It’s that the system is built on fragile drivers.

The Science of What Actually Moves People

Real motivation is designed, not demanded.

If rewards and fear don’t last, what does? Behavioral psychology and neuroscience give us a clearer picture.

Self-Determination Theory (Deci & Ryan)

Edward Deci and Richard Ryan discovered that people are most motivated when three psychological needs are met:

1. Autonomy – the freedom to make choices and own your work.
2. Competence (Mastery) – the sense that you’re getting better at something meaningful.
3. Relatedness – the feeling that you belong, and that your work matters to others.

When these three are strong, people don’t need constant reminders to act. They move because the work itself energizes them. When these are weak, even the best pep talks eventually fall flat.

The Dopamine Loop of Progress

Neuroscience tells us dopamine—the “motivation molecule”—is released not just when we achieve a goal, but when we anticipate progress. This means it’s not the big breakthrough that keeps us moving, but the small visible wins along the way.

That’s why rituals like tracking wins, checking off tasks, or celebrating small steps create more lasting energy than grand annual goals.

Identity and Story

Behavioral economists like Dan Ariely have shown that people act in ways that align with their identity. If someone sees themselves as “a finisher,” they finish. If they believe they are “lazy,” they stop trying.

Motivation isn’t just about goals. It’s about the story you tell yourself—and the story your leaders, teachers, or parents reinforce.

Table: Intrinsic vs. Extrinsic Motivation

Extrinsic motivators aren’t useless. They can jumpstart action. But without intrinsic drivers, they won’t sustain it.

Transition: If the science is clear, how do we see this in real life? The best way is through stories.

Stories That Prove the Point

The best science lives in real people’s lives.

The Call Center Shift

Years ago, I was invited to work with a call center team on the night shift. They had everything—competitive salaries, bonuses, even free coffee and snacks. Yet the mood was heavy. Scripts were rushed. Customers were frustrated.

Management thought, “Maybe we need bigger bonuses.” But doubling the carrot only doubled the fatigue.

What worked wasn’t more money—it was meaning.

We introduced a small wins board. Every time an agent resolved a customer issue, they wrote it down. By morning, the board was full of proof that they weren’t just answering calls—they were solving problems.

Progress became visible. Identity shifted: from “script readers” to “problem solvers.” Motivation didn’t come from a bigger paycheck. It came from a better story.

The Student Who Finished

One of my students, Carlo, often failed to submit assignments. Teachers called him lazy. But when I asked, he admitted: “Sir, I don’t think I’m the kind of person who’s good at school.”

His problem wasn’t effort—it was identity.

So instead of pushing him to “be an honor student,” I reframed it: “Let’s make you the kind of person who finishes one thing.”

We started small. One assignment. Then another. Each one was a tiny win. Slowly, he stopped seeing himself as a failure. He began to act like a finisher.

That change didn’t need weekly bribes or punishments. It only needed a new identity, built on small wins.

Bayanihan in Action

Filipinos know this truth deeply. After Typhoon Yolanda, thousands volunteered. They rebuilt homes, cleared debris, cooked food—not for money, but for meaning.

No bonuses. No punishments. Just a shared story: “We are bayanihan people. We rise together.”

That story moved more people than any incentive program ever could.

Stories move people more than statistics. That’s why great motivational speaking is less about giving information and more about creating transformation. In my talks across the Philippines, I use stories like these to help teams see themselves differently. See how I do it.

Progress Over Perfection

It’s not the giant leap but the tiny step that keeps you moving.

We often think motivation comes from setting big goals: run a marathon, double your income, launch a company. But research shows it’s the small wins—the quiet, often invisible steps—that fuel long-term motivation.

The Progress Principle

Harvard professor Teresa Amabile studied thousands of work diaries and discovered something powerful: the single biggest factor in keeping people motivated is making progress in meaningful work. Not finishing the entire project. Not hitting the giant milestone. Just moving forward a little each day.

Progress creates a dopamine loop. Each small win triggers pride, which sparks persistence, which creates more wins.

The Shy Student’s First Step

I once taught a painfully shy student who never spoke in class. For weeks, she sat silent. One day, she raised her hand—not with a perfect answer, but with courage.

That moment was small. But it was enough. The next week, she spoke again. By the end of the semester, she was presenting in front of her classmates.

Her progress didn’t come from a motivational talk. It came from celebrating one small step at a time.

Big Beginnings vs. Brave Beginnings

Big goals feel heavy. They often freeze us before we start. Brave beginnings feel lighter. They get us moving.

Think of exercise:

• Decide to run five kilometers daily → most give up in a week.
• Commit to walking five minutes daily → most succeed, and often do more.

As James Clear said in Atomic Habits: “You don’t rise to the level of your goals. You fall to the level of your systems.”

Motivation doesn’t collapse because the dream is too small. It collapses because the first step is too big.

If small wins spark motivation, what keeps it alive for the long haul? The answer runs deeper—into the story you tell yourself about who you are.

Identity as the Deepest Driver

We act in line with who we believe we are.

Motivation is fragile if it’s built only on goals or rewards. But when it’s tied to identity, it becomes powerful and lasting.

The Science of Identity

Behavioral economists like Dan Ariely have shown that people act to stay consistent with their self-image. Psychologist Carol Dweck’s work on mindset echoes this: if you believe you are capable of growth, you act differently than if you think your abilities are fixed.

• “I am a runner” → you go for a run even on bad days.
• “I’m trying to run” → you stop the moment motivation dips.

Identity pulls behavior into alignment.

Carlo the Finisher

Remember Carlo, the student who didn’t believe he was good at school? The turning point wasn’t finishing one assignment. It was when he started seeing himself as a finisher.

From there, finishing became natural. He didn’t need weekly bribes. His new identity sustained his motivation.

My Own Shift

When I was earning ₱6000 a month, I saw myself as “just a teacher.” That identity kept me stuck, no matter how hard I worked.

The shift came when I started seeing myself as “a builder of leaders.” That new story didn’t just change my motivation—it changed my future. Work became meaningful. Risks became necessary. And energy flowed naturally.

Goals vs. Identity

• Goal-driven motivation: “I want to run a marathon.” (temporary)
• Identity-driven motivation: “I am the kind of person who moves daily.” (sustainable)

Identity is the deepest lever leaders, teachers, and parents can pull. When people start saying “This is who I am,” action follows.

Transition: Now that we’ve seen how progress and identity fuel lasting energy, let’s put it together into a simple, usable formula you can apply in work, school, or life.

The Motivation Formula

Lasting motivation is built, not borrowed.

From years of working with leaders, students, and my own experiments, I’ve seen that motivation can be simplified into one formula:

Motivation = Clear Why → Small Wins → Shared Story

1. Clear Why

People don’t move for generic goals. They move when the reason matters personally.

• A teacher doesn’t push through extra hours just for grades, but because she wants her students to succeed.
• An employee doesn’t stay late only for the paycheck, but because he wants his kids to have a better life.

When the “why” is clear, the “how” becomes easier.

2. Small Wins

Big goals inspire, but small wins sustain. Visible progress is what keeps the fire alive.

• In workshops, I always design activities that create an instant sense of accomplishment. That first win convinces people they can do more.
• In organizations, progress trackers and visible recognition make people feel momentum.

Small wins are the oxygen of motivation.

3. Shared Story

We move farther when we don’t move alone.

• Think of marathon runners who push harder when the crowd cheers.
• Or communities rebuilding after disasters—the shared story of bayanihan makes the impossible possible.

When motivation is tied to a larger narrative, it multiplies.

The Team That Shifted

I once worked with a company struggling with low engagement. Employees came in late, dragged through tasks, and left without energy.

Instead of demanding harder work, we applied the formula:

1. We clarified their why by connecting tasks to customer impact.
2. We celebrated small wins by recognizing each solved customer issue.
3. We told a shared story: “We don’t just process transactions—we create relief for families.”

Within months, energy shifted. Not because salaries changed, but because meaning, progress, and story were designed into the culture.

The formula sounds simple, but people often raise questions. Let’s address the most common ones, with both science and stories.

FAQ: Common Questions About Motivation

The questions most people secretly ask, answered with science and stories.

Q1. Isn’t money the biggest motivator?

Money matters—especially when basic needs aren’t met. Behavioral psychology explains this through Maslow’s hierarchy of needs: if someone is hungry or insecure about rent, financial incentives matter a lot.

But once basic security is achieved, money quickly loses its power as a long-term motivator. This is why some of the most disengaged employees sit in high-paying offices, while some of the most energized people volunteer in disaster zones.

After Typhoon Yolanda, thousands of Filipinos worked long hours clearing debris and feeding strangers—not for pay, but for purpose. Compare that to corporate employees earning six figures yet counting the hours until Friday.

Money can start the engine, but it cannot steer the journey.

Q2. Shouldn’t people just push themselves harder with discipline?

Discipline matters, but willpower is like a muscle—it gets tired. Behavioral psychology shows we have limited willpower each day. Relying only on discipline leads to burnout.

The better path is design. Systems that align with intrinsic motivation make discipline easier.

• Forcing yourself to wake up at 4:00 AM through sheer willpower = exhausting.
• Designing an environment with an accountability buddy, a clear ritual, and a reason that excites you = sustainable.

One of my personal rituals is what I call the A-Game Walk. Every morning, before checking my phone, I take a short walk and ask: “What is my A-game move today?” That ritual designs discipline into my day without needing endless willpower.

Discipline sustains, but design multiplies.

If money and sheer willpower aren’t the answer, what about starting small? Don’t small wins feel too small to matter? Let’s tackle that next.

Q3. Don’t small wins feel too small to matter?

It’s easy to dismiss small wins as insignificant. Many people think: “If it’s not a big leap, it doesn’t count.” But behavioral psychology proves the opposite.

Small wins are powerful because they build momentum. Each one creates a feedback loop: progress → pride → persistence.

Contrast:

• Big leaps often lead to big failures (setting a massive goal, then quitting when it feels overwhelming).
• Small wins reduce resistance, keep momentum alive, and compound into bigger breakthroughs.

Early in my speaking career, I wrote a simple 200-word article on time management. It wasn’t polished. It wasn’t viral. But it reached the right person at the right time. That one small article led to a conversation, then a contract, then referrals that grew my business.

That win wasn’t spectacular. It was small—but it multiplied.

Small wins may look invisible at first, but they are the sparks that build lasting fires.

Q4. How can leaders motivate their people long-term?

The mistake many leaders make is believing they must always “inspire” their teams with grand speeches. But real motivation isn’t delivered from a stage—it’s designed into daily work.

Behavioral psychology says lasting motivation comes from autonomy, mastery, and connection. Leaders can build these into the workplace through simple practices:

• Autonomy: Give people choices in how they reach goals. Don’t just dictate—invite ownership.
• Mastery: Break work into visible progress steps. Celebrate growth, not just results.
• Connection: Reinforce the bigger story of how their work impacts others.

I once worked with a retail company where employees felt disengaged. Instead of another rah-rah speech, the manager created “ownership boards” where teams tracked their own improvements in customer experience. Each week, progress was recognized publicly.

Within months, employees weren’t just showing up—they were owning outcomes. Their motivation didn’t depend on weekly pep talks. It was woven into the fabric of their work.

Leaders don’t supply motivation. They create conditions where motivation thrives.

Q5. What if motivation still fades?

Here’s the truth: motivation always ebbs and flows. Expecting constant fire is unrealistic. Even the most driven people experience dips.

The secret is to design rituals that reignite momentum when the flame weakens.

• People who wait for motivation to “come back” often stall indefinitely.
• People who have rituals can restart quickly, even in low-energy seasons.

During the pandemic, when workshops stopped and I found myself planting okra in my yard, I could have easily slipped into inertia. But one ritual saved me: every morning, I walked and asked, “What’s one shift I can make today?” That daily move built momentum. It became my bridge from stuck to shifting again.

Motivation didn’t magically reappear. I rebuilt it through ritual.

Don’t chase constant motivation. Build habits and rituals that restart it when it fades.

With these questions answered, the science becomes clearer: motivation isn’t about hype, money, or fear. It’s about designing small wins, identity, and shared stories into daily life. So how do we apply this in different roles—at work, in school, at home, and for ourselves? Let’s explore.

Applications in Work and Life

Motivation works best when it’s designed for real people in real contexts.

The science of motivation isn’t meant to stay in textbooks. It’s meant to shape classrooms, workplaces, homes, and daily life. Let’s see how the formula plays out.

For Leaders

Your job isn’t to supply motivation—it’s to design it into the culture.

Leaders often feel pressure to be inspiring every day. But research shows people don’t need more inspiration—they need environments where motivation naturally flows.

How leaders can apply the formula:

1. Clear Why – Connect business goals to real-world impact. Don’t just say, “We need to hit targets.” Show how targets improve lives.
   • Example: A microfinance leader connected loan collection not to “hitting quotas,” but to “helping more families send their kids to school.” Employees saw their work as nation-building, not number-chasing.
2. Small Wins – Break large projects into milestones and celebrate them. Progress fuels momentum.
   • Example: In one company, instead of waiting until year-end for recognition, managers celebrated each resolved customer complaint weekly. Energy soared.
3. Shared Story – Reinforce belonging: “We’re not just a team. We’re part of a bigger movement.”
   • Example: A healthcare team rallied around “We don’t just treat patients. We restore hope.”

Leaders can spark environments of energy, but what about classrooms? Teachers shape motivation in the earliest and most critical years.

Many of the leaders I work with discover that a motivational talk is the spark their team needs—if it’s designed well. A powerful keynote can set the stage, but it must connect to a bigger story. That’s what I focus on in my motivational speaking for Filipino organizations. Explore more here.

For Teachers

Motivation begins not with rules, but with recognition.

Students often get labeled: “lazy,” “slow,” “bright,” “average.” These labels stick, shaping identity. But teachers have the power to rewrite stories.

How teachers can apply the formula:

1. Clear Why – Connect lessons to life, not just grades.
   • Example: A math teacher once told her students: “We’re not just solving equations. We’re solving problems like engineers do.” Suddenly, students leaned in.
2. Small Wins – Praise visible progress, not just final results.
   • Example: When a struggling reader finished one paragraph, the teacher celebrated. That recognition pushed him to finish the next.
3. Shared Story – Frame learning as a collective journey.
   • Example: A class that called themselves “The Builders” saw every project as proof that they were shaping futures—not just completing requirements.

I still remember a student who refused to submit assignments until we reframed his story. He stopped being “lazy” and became “a finisher.” That shift did more for his motivation than any grade could.

If teachers shape motivation in school, parents shape it at home. And sometimes, parents unintentionally kill motivation without realizing it.

For Parents

The language you use builds or breaks your child’s motivation.

Parents often default to two tools: rewards (toys, money, gadgets) and punishments. These work temporarily but weaken intrinsic motivation.

How parents can apply the formula:

1. Clear Why – Help children see meaning.
   • Example: Instead of, “Study or no TV,” try, “Study so you can build the future you dream of.”
2. Small Wins – Celebrate effort and progress.
   • Example: Applauding the first attempt at playing guitar motivates the child to practice again tomorrow.
3. Shared Story – Anchor identity: “In this family, we finish what we start. We keep trying.”

When my son JC first tried to solve puzzles, he often got frustrated. Instead of rewarding him with candy, I reminded him: “You’re the kind of person who figures things out.” His motivation grew not because of a prize, but because of a story about who he was becoming.

Leaders, teachers, and parents all shape others. But what about us? How do we motivate ourselves when no one else is watching?

For Individuals

Don’t wait for motivation to arrive—design it yourself.

We often think: “I’ll start when I feel motivated.” But science shows action comes first, motivation follows.

How individuals can apply the formula:

1. Clear Why – Write down why your goal matters to you personally.
   • Example: Don’t just say, “I want to exercise.” Say, “I want to stay healthy so I can play with my kids.”
2. Small Wins – Set micro-goals that build momentum.
   • Example: Instead of running 5k on day one, walk 10 minutes daily. Wins multiply.
3. Shared Story – Connect with a community.
   • Example: Join a group challenge or accountability buddy system. Belonging sustains action.

During the pandemic, when my speaking career went on pause, I could have lost momentum. But one ritual saved me: my A-Game Walk. Every morning, I walked and asked, “What’s one shift I can make today?” That ritual gave me a win before the world even woke up. Motivation didn’t come from hype—it came from design.

Whether you’re leading a team, teaching a class, guiding a child, or leading yourself, the principle is the same: motivation thrives when meaning, progress, and story are built into the journey. Now, let’s close with a story that ties it all together.

From Desire to Direction

Motivation is not hype—it’s design.

When I was earning ₱6000 a month, I thought hard work would eventually move me forward. I believed if I just pushed more, volunteered more, sacrificed more, someday the breakthrough would come.

But it didn’t.

What finally shifted me wasn’t working harder. It was changing my story.

I stopped seeing myself as “just a teacher earning little” and started seeing myself as “a builder of leaders.” That single shift in identity reframed everything. My why became clearer. My small wins felt meaningful. And my story connected me to something larger than myself.

From that moment, motivation didn’t need to be forced. It flowed.

That’s the truth I’ve seen in students, employees, parents, leaders, and in my own life:

• Rewards and fear fade.
• Progress and identity endure.
• Shared stories multiply.

If you’ve ever wondered why motivation feels like a spark that dies too quickly, maybe it’s because you’ve been fueling it with hype instead of designing it with purpose.

Your Move Today

Motivation lives in the next small shift you design today.

Before the day ends, try this:

1. Notice one area in your life where you feel stuck or unmotivated.
2. Ask: Is it because the why isn’t clear? The wins aren’t visible? Or the story feels empty?
3. Design one small shift: clarify your why, create a visible win, or connect to a bigger story.

Don’t wait for motivation to strike like lightning. Build it like a fire—one small spark at a time.

Because the science is clear: what actually moves people to act isn’t hype, pressure, or prizes. It’s meaning, progress, and identity—woven together into the story of who we are becoming.

And that story is yours to design.