Strategies for Finding Motivation When You Have ADHD

Understanding the ADHD Motivation Engine

Motivation often works differently in the ADHD brain compared to neurotypical brains. Many individuals with ADHD operate with what Dr. William Dodson calls an "interest-based nervous system." This means engagement and focus are primarily driven by genuine interest, novelty, challenge, urgency, or passion rather than by a task's perceived importance, potential long-term benefits, or external pressures from others. Tasks deemed dull or lacking immediate relevance can be incredibly difficult to initiate and sustain focus on, regardless of their objective importance.

There is a significant difference in the ADHD brain's dopamine pathways when compared to neurotypical individuals, which play a crucial role in reward, motivation, and attention regulation. Research suggests that key aspects of the dopamine reward system may be underactive in ADHD brains. Interactivity in the dopamine reward system can lead to difficulty deriving satisfaction from ordinary activities and a stronger craving for stimuli that provide a more significant or immediate dopamine release. This phenomenon sometimes conceptualized as Reward Deficiency Syndrome (RDS), means that brains with ADHD often require more substantial, immediate, or personally relevant incentives to get and stay motivated, especially for tasks that aren't intrinsically interesting. Stimulation-seeking behaviors can sometimes be understood as the brain's attempt to regulate itself and achieve an optimal level of arousal for optimal functioning.

Why Reward Systems Can Help

Well-designed reward systems can effectively bridge this motivational gap. By providing more immediate, tangible, and personally meaningful positive consequences for completing tasks (especially non-preferred ones), rewards can supply the dopamine boost and salient feedback that the ADHD brain responds well to. They essentially act as a form of behavioral activation, leveraging the brain's unique reward pathways to provide the external "pull" needed to overcome inertia and engage with necessary but less stimulating activities.

Creating an Effective Reward System for Adults

The key to an effective reward system lies in personalization and immediacy. What motivates one person might not motivate another, and delayed rewards quickly lose their impact on the ADHD brain.

1. Identify Target Behaviors/Tasks: Be specific about the task or habit needing reinforcement. Focus on the positive behavior desired (e.g., "Complete expense report by Friday," "Exercise for 30 minutes"). Choose tasks that are consistently difficult to start or complete due to low interest.

2. Choose Personally Meaningful Rewards: The reward must be something genuinely desired and motivating to the individual. Brainstorm possibilities:

3. Experiences: An hour of uninterrupted hobby time, watching a desired movie, a weekend outing, listening to a new album.

4. Tangible Items: A small purchase related to an interest, a favorite snack (use food rewards cautiously and mindfully ), a new book or game.

5. Privileges: Guilt-free relaxation time, extra screen time for a preferred activity, ordering takeout instead of cooking.

6. Sensory Rewards: Lighting a favorite candle, using a luxurious bath bomb, spending time in nature.

7. Self-Care: A massage, a long bath, dedicated time for meditation or journaling.

8. Token System: Earning points or tokens for completed tasks that can be saved up for a larger, desired reward. This approach can be particularly practical for larger goals.

9. Ensure Immediacy: The reward should follow the completion of the target behavior as closely as possible, especially when establishing a new habit or tackling a challenging task. The ADHD brain often exhibits "delay aversion," meaning immediate reinforcement is far more powerful than delayed gratification.

10. Maintain Proportionality: The size or value of the reward should generally align with the amount of effort the task requires. Small rewards for small tasks, larger rewards for bigger accomplishments.

11. Keep it Novel: To combat boredom and maintain motivational power, vary the rewards over time. What was exciting last month might feel stale now.

12. Reward Effort, Not Just Perfection: Especially for challenging tasks where success isn't guaranteed, acknowledge and reward the effort put in. This encourages persistence.

13. Ensure Sustainability: Choose rewards that are feasible to provide consistently without causing undue financial strain or logistical problems.

14. Visualize Progress: Use a habit tracker (from Tip 5), a simple chart, or a token jar to make progress toward the reward visible. This visual feedback can be motivating in its own right.

15. Practice Self-Reinforcement: In addition to external rewards, cultivate the habit of self-praise. Acknowledge effort and celebrate small wins internally.

Potential Pitfalls to Avoid

• Unsustainable Rewards: Choosing rewards that are too expensive or difficult to deliver consistently.

• Unhealthy Rewards: Relying heavily on rewards that undermine well-being (e.g., excessive junk food, skipping sleep).

• Over-Reliance: Using rewards for everything can diminish intrinsic motivation. Reserve them for tasks that genuinely require an external boost. The long-term aim should involve finding ways to connect tasks to personal values or find inherent interest, alongside developing self-management skills.

Reward System Resources:

• ADDitude - ADHD Brain Stimulation, Dopamine, and Reward: https://www.additudemag.com/brain-stimulation-and-adhd-cravings-dependency-and-regulation/

• ADDitude - Secrets of the ADHD Brain (Interest-Based Nervous System): https://www.additudemag.com/secrets-of-the-adhd-brain/

• Joon App Blog - Reward System Tips (Child-focused, but adaptable): https://www.joonapp.io/post/reward-system-for-adhd-child

• CHADD - Considerations for Using Rewards with ADHD: https://chadd.org/for-educators/how-rewards-and-punishment-work-for-children-with-adhd/

• American SPCC - Benefits, Token Systems, Immediacy:

  https://americanspcc.org/unlocking-success-reward-systems-for-children-with-adhd/

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If ADHD is hindering your productivity, working with an executive coach can help you develop the habits, routines, and skills necessary to focus and follow through more consistently. If you are interested in learning more, schedule a discovery call. We can discuss how we can help you better manage your ADHD.

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Mastering Team Motivation: A Guide for New Managers

As you move from individual contributor to managerial role, your success often hinges on your ability to motivate a team effectively. The secret to achieving outstanding results lies in understanding the nuances of team motivation and harnessing strategies that drive a tribe mentality, collaborative action, and, ultimately, success.

Understanding the Psychology of Motivation

Motivation is the cornerstone of high-performing teams. Psychologically, individuals are driven by a complex interplay of intrinsic and extrinsic factors that influence their engagement, morale, and commitment. At the core, employees seek purpose, recognition, and growth opportunities.

Proven Best Practices

1. Ask your employees about their long-term goals.

2. Use assessments to better understand their personalities.

3. Pay attention to their behavior and identify trends.

Setting Clear Goals and Expectations

One of the fundamental pillars of team motivation is establishing clear goals and expectations. Providing a roadmap for success empowers team members to align their efforts toward a common objective. By breaking down larger goals into manageable tasks and milestones, individuals can track progress and experience a sense of accomplishment.

Proven Best Practices

1. Communicate your vision for how work should be done.

2. Request a brief back of the employee's understanding of the vision.

3. Request their commitment to meet expectations.

Cultivating a Positive Work Environment

The environment in which a team operates plays a significant role in shaping motivation levels. A positive work culture built on trust, collaboration, and open communication fosters a sense of belonging and encourages team members to give their best. Recognizing and celebrating achievements, no matter how

small, boosts morale, and maintains motivation.

Proven Best Practices

1. Establish a cadence for individual and group meetings.

2. Listen to the needs and concerns of employees.

3. Fix issues that can be fixed and explain why addressing some issues is not in the company's best interest.

Encouraging Growth and Development

Investing in team members' growth and development is a powerful motivator. Providing opportunities for learning, upskilling, and career advancement demonstrates a commitment to their professional journey. Encouraging autonomy and creativity allows individuals to take ownership of their work, fostering a sense of pride and motivation.

Proven Best Practices

1. Assess strengths and growth opportunities for employees.

2. Develop an individual development plan for each employee.

3. Establish a cadence for reviewing plans and helping employees hold themselves accountable for reaching development goals.

Embracing Diversity and Inclusion

Diversity in teams brings a wealth of perspectives, experiences, and ideas. Embracing differences and cultivating an inclusive environment where every voice is valued creates a sense of belonging and unity among team members. Recognizing individual strengths and contributions enhances motivation and drives innovation within the team.

Proven Best Practices

1. Provide bias awareness training.

2. Track hiring and promotion decisions to identify biases.

3. Reward mentorship and collaboration.

Leveraging Recognition and Rewards

Acknowledgment and rewards are potent tools in motivating teams. Recognizing individual and collective achievements instills a sense of pride and accomplishment. Whether through verbal praise, bonuses, or incentives, acknowledging hard work and dedication reinforces the value of each team member's contributions.

Proven Best Practices

1. Solicit employee and team recommendations for rewards.

2. Make recognition a routine.

3. Learn how employees prefer to be recognized and honor their wishes.

Nurturing Effective Communication

Communication is key to fostering motivation within a team. Clear, transparent communication ensures team members are aligned on goals, responsibilities, and expectations. Encouraging feedback, actively listening to concerns, and maintaining an open dialogue create a sense of trust and collaboration essential for a motivated team.

Proven Best Practices

1. Establish a time period for open questioning of current and future policies and practices.

2. Communicate when decisions are made and when there is a need for support and alignment with strategy.

3. Create opportunities for employees to provide feedback and suggest improvements once they have sufficient knowledge to help improve business operations.
   

Conclusion

In conclusion, mastering team motivation is a multifaceted endeavor that requires a deep understanding of human psychology, effective leadership, and a commitment to cultivating a positive work environment. By prioritizing clear goals, fostering growth and development, embracing diversity, and recognizing achievements, you can create a culture of motivation that propels your teams toward success. Remember, motivated teams are unstoppable forces capable of achieving greatness together. Leveraging the 21 best practices shared here will put you on your way to having a stronger and more productive team. Start with one or two, then layer in more as you master new management skills.

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As an executive coach, I assist business owners, executives, and middle managers in clarifying their professional goals, developing skills, and growing their capabilities so they can reach their full potential.

Whether you want to lead more effectively, acquire a new role, or earn a promotion, I am here to help you accelerate your growth and achieve more.

Let's craft your growth strategy.

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Email: dcunion@yourpathexecutivesolutions.com

Beyond Performance Reviews: Motivating Your Team Through Maslow's Hierarchy

As a manager, you understand the importance of a motivated team. But what truly drives your employees? Maslow's Hierarchy of Needs offers a powerful framework for understanding the underlying needs that influence your team's behavior and satisfaction.

Maslow's Hierarchy: What motivates employees?

Maslow's hierarchy outlines five tiers of human needs, with basic physiological needs (food and water) at the bottom and the need for self-actualization (reaching one's full potential) at the top. The key idea is that individuals focus on fulfilling lower-level needs before moving on to higher ones.

Maslow in the Workplace

Your team members have similar needs that influence how they show up at work. Here's how Maslow's hierarchy translates to your team:

• Physiological Needs (Survival): Some employees focus on survival. Their biggest concern is their paycheck. These employees want to ensure they understand their role's basic expectations. Frequently, these employees do just enough to ensure they stay in good standing. Your role is to ensure they have the information, tools, resources, and expectations they need to execute their job to your satisfaction.

• Safety Needs (Structure & Predictability): Other employees may focus on long-term stability. They may be risk-averse or have long-term goals linked to staying with the company for over a year. Your role with these employees is to help them continue to develop and provide needed value to the organization. The more value these individuals can provide to the company, the more secure they will feel within their role.

• Social Needs (Connection & Belonging): Work is frequently a place for making social connections, especially for individuals who do not have significant friendships or affiliations outside of work. Your role with these employees is to nurture social connections. You can do this by creating space for employees to get to know one another, providing opportunities for collaborative work, and encouraging mentorship and employee resource groups within your organization.  

• Esteem Needs (Recognition & Achievement): Many employees tie their identities to their work. For these employees, titles, awards, certificates, and high-profile assignments can be energizing motivators. Your role is to identify challenging assignments that help bring out the best in your employees, recognize them for their accomplishments, and reinforce awareness of their positive impact within the organization. 

• Self-Actualization Needs (Growth & Contribution): Once the above-mentioned needs are met, the employee's focus will likely shift to wanting to make a more significant impact on the world. Your role with these employees is to listen, provide resources, and attempt to find ways for the employee to build their legacy and make an impact beyond your organization.

Needs Evolve, Management Adapts

The beauty of Maslow's hierarchy is that it highlights how needs change over time. Just like an employee wouldn't solely focus on salary once they feel secure financially, your management style should adapt as your team progresses through the hierarchy.

Actionable Steps for Managers

• Identify Employee Needs: Gauge where your team members are on the hierarchy through regular one-on-one meetings and open communication.

• Align Management Style: Tailor your approach to address current needs. Financially insecure employees might need clarity on what is required to get a raise. Esteem-seeking employees may want to know what is necessary to get a promotion. Understanding your employees' needs and framing your coaching, feedback, and requests as a path for them to satisfy their needs is an excellent way to get buy-in and engagement.

• Link Goals to Needs.: Don't rely solely on performance reviews to change behaviors. Use one-on-one meetings to get to know your employees. Set SMART goals with them. Provide them with opportunities for learning and development. Recognize them when they accomplish their goals and give them constructive feedback when you see developmental opportunities.  

Summary

Understanding your team's needs through Maslow's hierarchy can create a more motivating work environment. Better motivation translates to higher engagement, improved performance, and a more fulfilling work experience. Remember, a successful team is one where individuals feel secure, recognized, and empowered to learn, grow, and contribute their full potential.

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Thank you for reading this blog; share it with a friend.

As an executive coach, I assist business owners, executives, and middle managers in clarifying their professional goals, developing skills, and growing their capabilities so they can reach their full potential.

Whether you want to lead more effectively, acquire a new role, or earn a promotion, I am here to help you accelerate your growth and achieve more.

Let's craft your growth strategy.

Have Feedback  Send me a note at

Email: dcunion@yourpathexecutivesolutions.com