In 4 words, Google CEO Sundar Pichai gave the best advice on how to lead

Parents, imagine this: Your child has just taken a test they are studying for. Do you usually wait for good test results before taking out for ice cream?

Leaders, see this: An employee has been working on a report for a long time. Do you usually wait to see its final quality before judging their effort?

If you answered yes to one of these, you may need to rethink your strategy.

one in opening speech At Stanford, Sundar Pichai said 4 words that sum up years of research on the psychology of human motivation: “Reward efforts, not results.”

What he’s exploiting here, he’s making sources of intrinsic motivation, It means motivating people to do something because they really enjoy it, love the challenge, or find it interesting. As opposed to seeking a reward (or avoiding punishment).

In other words, make the results irrelevant.

It may seem counterintuitive. What’s in it for you after all? What you really want is that good test score, or that excellent report, right?

think again. In fact, science supports the inner path. That’s why you should too. Your employees and your kids will thank you for it.

Your Employees (and Kids) Will Procrastinate Less

It’s fine and good to preach a results-driven ethos—unless you really have to get down to living it.

Being results-driven is a form of deaf inspiration, This means that the motivation behind your behavior is either to seek a specific external reward (higher pay, social clout) or to avoid a specific external punishment (withdrawal).

It turns out, this orientation is terrible for long-term productivity.

The external limits against which we measure our worth are usually dictated by the environment we are in. Therefore, when we focus so much on the goal and take the precise steps necessary to achieve it, we can fall into its trap. socially determined perfectionism (spp).

These are all unpleasant feelings. And what do we do to avoid them? we procrastinate,

Your employees (and kids) will think out of the box

When effort, not results, is rewarded, we are more likely to take risks.

This is how innovation is born.

Why? When our performance is not judged by its ‘destination’, we feel more confident in pushing and stretching the ‘journey’ and turning it into something unique and unplanned. really, Research It shows that intrinsic motivation has a positive effect on creative and innovative performance.

This is because when we intrinsically motivatedWe feel a sense of ownership over our work, connect deeply to its spiritual meaning, brush up on relevant skills that will make us more capable, and feel confident in the story we are pushing.

It’s no surprise that, through rewarding efforts, not results, Google was one of the first companies to completely carbon-neutral (2007) Long before sustainable practices went mainstream.

Your Employees (and Kids) Will Be Motivated – and Stayed Motivated

When we are motivated by external rewards, life becomes an equation: Put in X work, get Y rewards. The problem with this is that it can bypass the requirement introspection, And this is where the magic happens.

What really drives us about what we do – how emotionally invested we are in it, how interested we are in it, how it contributes to who we want to be – is an endless well, and so this is another permanent motivation,

And the proof is in the pudding. For example, Research This shows that students who are intrinsically motivated are more likely to put in more effort. All this results in better performance in the long run.

Not only that, but being intrinsically inspired also means that we are inspired by short term, skill-relevant target.

Therefore, on the one hand, we do not deviate from a goal that is too far in the future, and on the other, wethe hare and the Tortoise‘ A situation where we become disinterested in goals that are too reachable.

It is a motivational sweet-spot. It’s where you find your employees, teams, and yes, your kids, who are happy, healthy, productive and fulfilled.

The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.