Humans often believe that rewarding people for what they love will increase motivation. But social psychologists—and dogs like me—know otherwise. When external rewards are attached to natural enjoyment, what was once instinctual play starts feeling like an obligation.
I learned this firsthand as a herding dog. My ancestors thrived on the chase, the movement, the teamwork of guiding livestock. It wasn’t about titles or forced repetitions—it was about instinct, focus, and connection. But what happens when that natural drive becomes overly structured or tied to outcomes? The joy shifts. It turns from an intuitive rhythm into a pressured expectation.
For example, when a dog is constantly pushed to perform, praised only for execution rather than the engagement itself, they start working for approval rather than for the sheer fulfillment of the task. The same happens to humans—what starts as excitement can become a transaction when pressure overrides passion.
💡 The key lesson? Leaders must recognize that intrinsic motivation thrives on autonomy. When people (or dogs!) are only rewarded for productivity or achievement, they may start associating passion with obligation—and that’s when burnout happens.
What Leaders Can Learn
🚩 Be mindful of external rewards – Praise is great, but attaching incentives to passion can shift motivation from joy to pressure. 🎯 Value process over milestones – When growth is tied solely to outcomes, people lose sight of what originally made them thrive. 💬 Encourage autonomy – Let employees engage with their work in a way that fosters curiosity rather than compliance.
Leaders should ask themselves: Are you reinforcing real passion, or turning joy into obligation?
Humans and dogs alike work best when excitement is nurtured—not controlled. Where have you seen this dynamic play out?