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The Motivation Code: Discover The Hidden Forces That Drive Your Best Work
From the author of Die Empty and The Accidental Creative, a new framework for understanding what motivates us and why.
What drives us to unleash our best work? And how do we tap into that drive to get superior results with our managers, coworkers, and direct reports? As Todd Henry reveals in this illuminating book, drawing on decades of research and interviews with over 100,000 people, the answer is not one size fits some people are energized by a race against the clock, while others put in extra effort only when they feel part of a team. For still others, nothing is as motivating as the possibility of public recognition.
Henry shows, in fact, that there are twenty-seven "motivational themes", each with its own unique DNA. For
· Those driven to Achieve Potential strive to build an ideal future, even when others may not see as far ahead.
· Those needing to Overcome must conquer whatever obstacles come their way, no matter how difficult or time-consuming.
· Those who strive to Comprehend and Express are obsessed with mastering new skills and showing off what they know--which is often a lot.
· Those who want to Make It Right thrive when systems are running smoothly and usually know the "proper way" to do things.
The Motivation Code teaches us to decode our Core Motivation so that we can have conversations, make decisions, and even choose career paths that lead us to experience engagement and fulfillment. Once we know how to activate our inner drivers, we can transform the work we do into work we love.
What drives us to unleash our best work? And how do we tap into that drive to get superior results with our managers, coworkers, and direct reports? As Todd Henry reveals in this illuminating book, drawing on decades of research and interviews with over 100,000 people, the answer is not one size fits some people are energized by a race against the clock, while others put in extra effort only when they feel part of a team. For still others, nothing is as motivating as the possibility of public recognition.
Henry shows, in fact, that there are twenty-seven "motivational themes", each with its own unique DNA. For
· Those driven to Achieve Potential strive to build an ideal future, even when others may not see as far ahead.
· Those needing to Overcome must conquer whatever obstacles come their way, no matter how difficult or time-consuming.
· Those who strive to Comprehend and Express are obsessed with mastering new skills and showing off what they know--which is often a lot.
· Those who want to Make It Right thrive when systems are running smoothly and usually know the "proper way" to do things.
The Motivation Code teaches us to decode our Core Motivation so that we can have conversations, make decisions, and even choose career paths that lead us to experience engagement and fulfillment. Once we know how to activate our inner drivers, we can transform the work we do into work we love.
274 pages, Kindle Edition
First published October 6, 2020
132 people are currently reading
718 people want to read
About the author
Todd Henry
14 books304 followersTodd Henry teaches leaders and organizations how to establish practices that lead to everyday brilliance. He is the author of seven books (The Accidental Creative, Die Empty, Louder Than Words, Herding Tigers, The Motivation Code, Daily Creative, The Brave Habit) which have been translated into more than a dozen languages, and he speaks and consults across dozens of industries on creativity, leadership, and passion for work.With more than fifteen million downloads, his podcast offers weekly tips for how to stay prolific, brilliant, and healthy.
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Displaying 1 - 30 of 31 reviews
October 10, 2020
This book was not for me. Yet another book that focuses on productivity but keeps the aim to those in 9-5 jobs. If you are an entrepreneur or freelancer this book doesn't help you out nearly as much.
I took the free assessment and basically it told me things that my horoscope has told me for years and far less than my Human Design coaches. FAR LESS.
I think that this book could be good for someone that hasn't done hardly any self-development or for managers trying to produce better results from their team. And for those that are not open to broader areas like Astrology, Numerology, Enneagram, and Human Design for charts.
If you do already have any of those charts, especially if you have your Enneagram or Human Design, don't buy the book. It will not tell you anything new.
I do wonder if this gives enough actionable steps for everyday folks to follow-through on. Because as someone that only got Key Contributor traits on the assessment it felt very light on advice on how to use that information. Especially if you are not in a job that matches your motivations!
I took the free assessment and basically it told me things that my horoscope has told me for years and far less than my Human Design coaches. FAR LESS.
I think that this book could be good for someone that hasn't done hardly any self-development or for managers trying to produce better results from their team. And for those that are not open to broader areas like Astrology, Numerology, Enneagram, and Human Design for charts.
If you do already have any of those charts, especially if you have your Enneagram or Human Design, don't buy the book. It will not tell you anything new.
I do wonder if this gives enough actionable steps for everyday folks to follow-through on. Because as someone that only got Key Contributor traits on the assessment it felt very light on advice on how to use that information. Especially if you are not in a job that matches your motivations!
March 10, 2021
It's basically love language for coworkers. Funny examples and pretty easy to comprehend. If you can get buy in for an entire team to read it, it will pay dividends. If only you read it, you'll find yourself improving again, learning yet another way to handle your trouble-maker colleague while their blissful ignorance continues to crush your team's productivity. But hey, at least you'll be able to pin point WHY they suck now!
November 20, 2022
HIGHLIGHTS:
1. We often classify the deeper pattern of behavior and emotion that to find our most cherished experiences without bothering to examine what they might say about us.
- Understanding your motivation code can help you have a more meaningful conversation with your manager about your role in the areas where you are naturally driven and engaged.
- Not only does compensation fail to address our unique motivational needs, but it sort of attempts to compel action and have a diminishing effect on long-term motivation.
2. RETENTION: understanding what motivates the people on your team is critical to not only having an engaged and thriving workplace culture but also to ensuring the economic viability of your company.
- Motivation is the foundation for personal development. Motivation is the foundational layer that supports your ability to pursue new levels of productivity and achievement.
- Motivational themes modify one another.
3. VISIONARY: They are the ones who asked the inconvenient questions and challenge their teams to continue climbing that mountain when things get difficult.
- Build relationships with people who can help you stay aware of areas where your optimism and desire for greater achievement may rise to unhealthy or unrealistic levels.
4. ACHIEVER
- Meet the Challenge: you are getting off the treadmill first or I’m going to die on it. Video game Fortnite, you win or you don’t.
- Competitive: can see challenges where they aren’t any. Performs well under pressure and tight deadlines. Focus on essential elements to accomplish something. Will rise to the occasion to get results, near the finish line of the project.
- Routine tasks are seen as chores.
- Guide them in identifying areas where they might be able to incorporate “love to do” talents in their work.
- Be direct and clear. Regularly touch base. Keep them in the bounds of what is reasonable.
- Short-term wins with a public scoreboard.
- Magic phrase: “I don’t know if this is possible, but”. They love to jump in with both feet and figure it out as they go.
- Overcome can lead people to surmount great odds to prove the naysayers wrong. They can gain energy by fighting the battles. They can also be a source of undue stress to those around them.
- Bring to Completion: pushing projects across the finish line. List lovers, every item checked off the list is one step closer to accomplishment. Gravitate towards work that has a clear endpoint. A well-run system means more frequent trips across the finish line. They don’t spin hours thinking about the work but instead dive in and push things forward. Focused on projects with shorter deadlines. Their winds should be measured in days or weeks, not months or quarters. They tend to burn out more quickly than those around them. Good partners with people who are big-picture visionary-minded people.
- Advance: Love the experience of making progress. Project deadlines or well-defined problems can help motivate to keep them going. Crave a sense of personal progress to stay engaged and energized. They are very likely to have a personal development plan that they follow daily. Quick to identify needs and tackle them before anyone else even knows the needs are there. They choose a course of action, act, learn, redirect, and make progress towards their central goal. Establish checkpoints that create frequent moments of accomplishment. Spend time explaining the sequence of events they must go through as they work on the project.
5. TEAM PLAYER: Collaboratation. Relationship driven. Prone to taking on too much. Conflict-avoidant. Can be overwhelmed by gap-work.
- Make the Grade: group acceptance and measure up. Thrives on clear group standards.
- Serve: passionate about meeting needs and advancing the cause of the team. Go-to person. Loyal. Can overstep bounds because they see something that needs to be done and simply step in and do it without asking for permission. They take joy in producing value via responsibilities others shun. Likely to pick up organizational slack and catch any drop balls. Be careful of taking on too much and burning out.
- Influence Behavior: needs to see the results. They pick up on social cues that others miss. They know how to reach each kind of audience. Help them identify goals and establish markers of personal excellence that are separate from the feedback of others. They thrive on high-profile communication rules. Entertainers, musicians, and teachers.
- Needs frequent self-check-ins to ensure her stress level is healthy. They are the glue that holds the effort together. They are there to Champion the team's values, and to ensure that it never loses sight of the big picture.
6. LEARNER Types: comprehend and express, master, demonstrate new learning, explore
Comprehend & Express: learning is a continuous activity. Expresses ideas in a useful way. Great teacher that will roll into instructing others. Simplifies to share.
— Problems: analysis paralysis. Opening new doors when he should be closing projects down.
- Good: invite them into the brainstorming phase. Get them started early on deep research the team will need to know later.
- Master: Perfecting their craft. Sets standard for excellence. Hard-workers who read and hire coaches to practice their craft. Open-ended time frame.
-- Problem: never satisfied. Spend a lot of time on finding flaws. Lose sight of the big picture. Slow to meet the deadline. High personal expectations drive the team too hard.
- Demonstrate New Learning: gets bored after a while. Needs side projects to develop.
-Explore: crave novel approaches. Curious and ask adventures. Keeps options open. Performs better in the early stages that are more open-ended. Creative industries.
— Problem: dislikes admin work. Doesn’t follow rules they don’t think should apply to them.
7. OPTIMIZER: able to spot an inherent flaw in the details of the big picture. Valuable right-hand person to a visionary CEO or leader. Ensures the function of the systems. Comes alive when they are extracting the most potential out of systems or person. -Organize: Streamlined the workflow. Can’t stand for things to be in chaos. Enjoys the sense of potential involved in putting all the pieces together and making them work collectively. Able to structure complex projects and influence others to follow the plans they’ve mapped. Trying to situations where they can insert themselves and bring efficiency. Allow them the freedom to use their motivation to further the organization's objectives. Can quickly assess what’s broken and how to fix it. Brings order to whatever is in disarray. Can become a chief problem solver and hole plugger.
- Make it Right:
- Make it Better: stretch existing resources further and with more impact. Need guardrails to help them direct their work in the right way.
- Make It Work: Hugh degree of grit. Able to simplify complex matters. Find the root of the cause. Follow curiosities and tinker. Need fresh challenges. Allow them to bring their resourcefulness to bear against the organization’s toughest sticking points.
- Develop: the person behind the person. Dream things up then build them.
- Establish: design the groundwork to build properly from the start. Assess the effectiveness of the plan.
8. KEY CONTRIBUTOR:
Likes to be the center of attention. Can be competitive and control the outcome.
- separates themselves from their peers with their unique talents and abilities.
- Evoke Recognition: They want an audience and taking increase his ability for their efforts. They can also shine the spotlight on others, and often increase awareness of whatever they are involved with. Overly concerned with their reputation and very sensitive to how others perceive them. They identify areas of maximum exposure.
-Bring Control: They can bring order even in difficult and chaotic situations. They can be relentless in their feedback and demand perfection from the people they lead. Their teams are often very loyal. They can overstep and micromanage, which can lead to frustration and dysfunction. They can lead when others are fearful.
- Be Unique: they dislike conformity. They like to highlight how unique they are. Willing to stand against the tide, especially when their non-conformity means holding fast to their ideals. They can often adopt an argumentative persona by default. They need bounded autonomy, freedom within limits.
- Be Central: desire to be the person called upon when it matters most. They like to be the critical factor in the success of a project. Being a go-to person gives them a lot of energy. It’s important for them to feel they are driving the conversation, not sitting in the passenger seat. Hub role is the nerve center of the work. They thrive when information decisions flow through them. They can spot patterns, potential efficiencies, and ways of collaborating.
- Gain Ownership: they like to be the masters of their domain. They can be generous with others, but they don’t want to feel like their ownership is threatened in any way. They embrace the role of provider. Consider how your decisions will affect their domain before putting your plans in motion. When working with them, clarify your responsibilities and theirs, then stay in touch about whether expectations are being met. Allow them to own both the problem and the outcome.
- Excel: they thrive on competition. They strive to conquer everything they take pardon. They will choose the hardest objective. They are self-starters and don’t require close management. If they since they might fail, they will do whatever they can to pass it on to someone else. Failure is not an option for them. As a leader, define success as helping others win. They will commit to making their team the best equipped and most focused and engaged in the organization. Commit to meeting their reasonable standards.
9. CONCLUSION: Knowing your “why” will illuminate your path to a better-suited situation.
- Problems of the world will not be self I have heard of people doing half-hearted work. We need people fully engaged now more than ever.
- motivational themes are patterns that have played out throughout your life.
- “Follow your passions” is ineffective. Pursue outcomes for which we are willing to suffer if necessary, like doing undesirable tasks.
- Operating within what naturally drives us allows us to work towards the outcomes we must crave.
1. We often classify the deeper pattern of behavior and emotion that to find our most cherished experiences without bothering to examine what they might say about us.
- Understanding your motivation code can help you have a more meaningful conversation with your manager about your role in the areas where you are naturally driven and engaged.
- Not only does compensation fail to address our unique motivational needs, but it sort of attempts to compel action and have a diminishing effect on long-term motivation.
2. RETENTION: understanding what motivates the people on your team is critical to not only having an engaged and thriving workplace culture but also to ensuring the economic viability of your company.
- Motivation is the foundation for personal development. Motivation is the foundational layer that supports your ability to pursue new levels of productivity and achievement.
- Motivational themes modify one another.
3. VISIONARY: They are the ones who asked the inconvenient questions and challenge their teams to continue climbing that mountain when things get difficult.
- Build relationships with people who can help you stay aware of areas where your optimism and desire for greater achievement may rise to unhealthy or unrealistic levels.
4. ACHIEVER
- Meet the Challenge: you are getting off the treadmill first or I’m going to die on it. Video game Fortnite, you win or you don’t.
- Competitive: can see challenges where they aren’t any. Performs well under pressure and tight deadlines. Focus on essential elements to accomplish something. Will rise to the occasion to get results, near the finish line of the project.
- Routine tasks are seen as chores.
- Guide them in identifying areas where they might be able to incorporate “love to do” talents in their work.
- Be direct and clear. Regularly touch base. Keep them in the bounds of what is reasonable.
- Short-term wins with a public scoreboard.
- Magic phrase: “I don’t know if this is possible, but”. They love to jump in with both feet and figure it out as they go.
- Overcome can lead people to surmount great odds to prove the naysayers wrong. They can gain energy by fighting the battles. They can also be a source of undue stress to those around them.
- Bring to Completion: pushing projects across the finish line. List lovers, every item checked off the list is one step closer to accomplishment. Gravitate towards work that has a clear endpoint. A well-run system means more frequent trips across the finish line. They don’t spin hours thinking about the work but instead dive in and push things forward. Focused on projects with shorter deadlines. Their winds should be measured in days or weeks, not months or quarters. They tend to burn out more quickly than those around them. Good partners with people who are big-picture visionary-minded people.
- Advance: Love the experience of making progress. Project deadlines or well-defined problems can help motivate to keep them going. Crave a sense of personal progress to stay engaged and energized. They are very likely to have a personal development plan that they follow daily. Quick to identify needs and tackle them before anyone else even knows the needs are there. They choose a course of action, act, learn, redirect, and make progress towards their central goal. Establish checkpoints that create frequent moments of accomplishment. Spend time explaining the sequence of events they must go through as they work on the project.
5. TEAM PLAYER: Collaboratation. Relationship driven. Prone to taking on too much. Conflict-avoidant. Can be overwhelmed by gap-work.
- Make the Grade: group acceptance and measure up. Thrives on clear group standards.
- Serve: passionate about meeting needs and advancing the cause of the team. Go-to person. Loyal. Can overstep bounds because they see something that needs to be done and simply step in and do it without asking for permission. They take joy in producing value via responsibilities others shun. Likely to pick up organizational slack and catch any drop balls. Be careful of taking on too much and burning out.
- Influence Behavior: needs to see the results. They pick up on social cues that others miss. They know how to reach each kind of audience. Help them identify goals and establish markers of personal excellence that are separate from the feedback of others. They thrive on high-profile communication rules. Entertainers, musicians, and teachers.
- Needs frequent self-check-ins to ensure her stress level is healthy. They are the glue that holds the effort together. They are there to Champion the team's values, and to ensure that it never loses sight of the big picture.
6. LEARNER Types: comprehend and express, master, demonstrate new learning, explore
Comprehend & Express: learning is a continuous activity. Expresses ideas in a useful way. Great teacher that will roll into instructing others. Simplifies to share.
— Problems: analysis paralysis. Opening new doors when he should be closing projects down.
- Good: invite them into the brainstorming phase. Get them started early on deep research the team will need to know later.
- Master: Perfecting their craft. Sets standard for excellence. Hard-workers who read and hire coaches to practice their craft. Open-ended time frame.
-- Problem: never satisfied. Spend a lot of time on finding flaws. Lose sight of the big picture. Slow to meet the deadline. High personal expectations drive the team too hard.
- Demonstrate New Learning: gets bored after a while. Needs side projects to develop.
-Explore: crave novel approaches. Curious and ask adventures. Keeps options open. Performs better in the early stages that are more open-ended. Creative industries.
— Problem: dislikes admin work. Doesn’t follow rules they don’t think should apply to them.
7. OPTIMIZER: able to spot an inherent flaw in the details of the big picture. Valuable right-hand person to a visionary CEO or leader. Ensures the function of the systems. Comes alive when they are extracting the most potential out of systems or person. -Organize: Streamlined the workflow. Can’t stand for things to be in chaos. Enjoys the sense of potential involved in putting all the pieces together and making them work collectively. Able to structure complex projects and influence others to follow the plans they’ve mapped. Trying to situations where they can insert themselves and bring efficiency. Allow them the freedom to use their motivation to further the organization's objectives. Can quickly assess what’s broken and how to fix it. Brings order to whatever is in disarray. Can become a chief problem solver and hole plugger.
- Make it Right:
- Make it Better: stretch existing resources further and with more impact. Need guardrails to help them direct their work in the right way.
- Make It Work: Hugh degree of grit. Able to simplify complex matters. Find the root of the cause. Follow curiosities and tinker. Need fresh challenges. Allow them to bring their resourcefulness to bear against the organization’s toughest sticking points.
- Develop: the person behind the person. Dream things up then build them.
- Establish: design the groundwork to build properly from the start. Assess the effectiveness of the plan.
8. KEY CONTRIBUTOR:
Likes to be the center of attention. Can be competitive and control the outcome.
- separates themselves from their peers with their unique talents and abilities.
- Evoke Recognition: They want an audience and taking increase his ability for their efforts. They can also shine the spotlight on others, and often increase awareness of whatever they are involved with. Overly concerned with their reputation and very sensitive to how others perceive them. They identify areas of maximum exposure.
-Bring Control: They can bring order even in difficult and chaotic situations. They can be relentless in their feedback and demand perfection from the people they lead. Their teams are often very loyal. They can overstep and micromanage, which can lead to frustration and dysfunction. They can lead when others are fearful.
- Be Unique: they dislike conformity. They like to highlight how unique they are. Willing to stand against the tide, especially when their non-conformity means holding fast to their ideals. They can often adopt an argumentative persona by default. They need bounded autonomy, freedom within limits.
- Be Central: desire to be the person called upon when it matters most. They like to be the critical factor in the success of a project. Being a go-to person gives them a lot of energy. It’s important for them to feel they are driving the conversation, not sitting in the passenger seat. Hub role is the nerve center of the work. They thrive when information decisions flow through them. They can spot patterns, potential efficiencies, and ways of collaborating.
- Gain Ownership: they like to be the masters of their domain. They can be generous with others, but they don’t want to feel like their ownership is threatened in any way. They embrace the role of provider. Consider how your decisions will affect their domain before putting your plans in motion. When working with them, clarify your responsibilities and theirs, then stay in touch about whether expectations are being met. Allow them to own both the problem and the outcome.
- Excel: they thrive on competition. They strive to conquer everything they take pardon. They will choose the hardest objective. They are self-starters and don’t require close management. If they since they might fail, they will do whatever they can to pass it on to someone else. Failure is not an option for them. As a leader, define success as helping others win. They will commit to making their team the best equipped and most focused and engaged in the organization. Commit to meeting their reasonable standards.
9. CONCLUSION: Knowing your “why” will illuminate your path to a better-suited situation.
- Problems of the world will not be self I have heard of people doing half-hearted work. We need people fully engaged now more than ever.
- motivational themes are patterns that have played out throughout your life.
- “Follow your passions” is ineffective. Pursue outcomes for which we are willing to suffer if necessary, like doing undesirable tasks.
- Operating within what naturally drives us allows us to work towards the outcomes we must crave.
February 27, 2021
Clarifying points for review readers:
1) Todd Henry did not come up with this idea for the purpose of writing a book; he knew the researcher doing the work and found it personally useful.
2) I am very interested in personal development, know myself quite well, and still found this useful.
3) There are practical applications outside of 9-5 jobs, however much of the "work well with this type" advice talks about traditional management structures.
4) I took the free test when I started reading the book, then paid for the $49 report before getting very far into the book, because I had just been coached live by Todd in my program and from how he'd described his own experience with it, I could tell it would be helpful for me (and it was!). Reading the book after getting my full results was definitely more interesting because I was looking at my ranked list frequently.
This book was useful to me first as an individual, and second as a coach. Motivation is such a key element of how I help people, and I appreciated the subtle differences in some of these similar-sounding motivations. For example, one of my top motivators is "Comprehend and Express," which is less practical and social than "Demonstrate New Learning."
Specifically the reason I was interested in the full list is that I love playing ranked video games and wanted to gain insights into finding similarly motivating things that give that short-term burst of dopamine without ultimately feeling like a waste of time. By the way, nothing wrong with playing games, it's just my go-to procrastination technique lately. Any two or three pieces of information from this book probably wouldn't have been enough to meet that need, but looking at all of it together, I'm gaining some extremely useful insights. Like many avid readers, I'm also tired of any method that promises to change my life, but I can say this one genuinely will, because it gives me a toolbox for experimentation that will save me so much time.
The book plus just your top three results from the test is possibly helpful, but I do wish they gave more information in the free test. If you feel like you've done a lot to improve your motivation and still struggle with key habits, the full test results plus the book might be interesting for you!
1) Todd Henry did not come up with this idea for the purpose of writing a book; he knew the researcher doing the work and found it personally useful.
2) I am very interested in personal development, know myself quite well, and still found this useful.
3) There are practical applications outside of 9-5 jobs, however much of the "work well with this type" advice talks about traditional management structures.
4) I took the free test when I started reading the book, then paid for the $49 report before getting very far into the book, because I had just been coached live by Todd in my program and from how he'd described his own experience with it, I could tell it would be helpful for me (and it was!). Reading the book after getting my full results was definitely more interesting because I was looking at my ranked list frequently.
This book was useful to me first as an individual, and second as a coach. Motivation is such a key element of how I help people, and I appreciated the subtle differences in some of these similar-sounding motivations. For example, one of my top motivators is "Comprehend and Express," which is less practical and social than "Demonstrate New Learning."
Specifically the reason I was interested in the full list is that I love playing ranked video games and wanted to gain insights into finding similarly motivating things that give that short-term burst of dopamine without ultimately feeling like a waste of time. By the way, nothing wrong with playing games, it's just my go-to procrastination technique lately. Any two or three pieces of information from this book probably wouldn't have been enough to meet that need, but looking at all of it together, I'm gaining some extremely useful insights. Like many avid readers, I'm also tired of any method that promises to change my life, but I can say this one genuinely will, because it gives me a toolbox for experimentation that will save me so much time.
The book plus just your top three results from the test is possibly helpful, but I do wish they gave more information in the free test. If you feel like you've done a lot to improve your motivation and still struggle with key habits, the full test results plus the book might be interesting for you!
November 2, 2020
I wanted to like this book more than I did because I’m a big fan of Todd Henry. But sadly the book was a bit too surface level. I expected it to be mind blowing but instead I felt it just confirmed what I already know about myself. As someone else said, if you already do a lot of self development and know yourself really well this might be too basic for you.
BUT I do plan to use this book to learn how to better structure my work roles and the team I surround myself with. I think it will be helpful to use as a reference point when learning how to work well with others and as a jumping off point for team development conversations.
BUT I do plan to use this book to learn how to better structure my work roles and the team I surround myself with. I think it will be helpful to use as a reference point when learning how to work well with others and as a jumping off point for team development conversations.
December 17, 2020
This is an interesting book but not the sort of thing you read from cover to cover. I read the first couple of chapters, took the test, and then read the remaining sections that related to me. It was interesting and explained some things that are a factor in my new job, but I am not certain how useful this book would be otherwise. I don't see myself using it to understand my employees, for example. It might have some use in developing questions for interviews. I will have to see how that goes.
April 1, 2022
I was with this book until I had to take a test. The themes make sense and the info is mighty however It came off very Myers Briggs ish after I started reading on ward.
February 22, 2025
Book Review: The Motivation Code by Todd Henry
Motivation is one of those topics that everyone thinks they understand—until they try to explain it. It’s the fuel behind human behavior, the invisible force that pushes people to act, yet most leadership books treat it as a one-size-fits-all phenomenon. In The Motivation Code, Todd Henry takes a refreshingly different approach, arguing that motivation is deeply personal, hardwired, and much more nuanced than traditional theories suggest. Instead of relying on broad, generic models like Maslow’s hierarchy or extrinsic vs. intrinsic motivation, Henry and his co-authors present a framework that identifies 27 unique “Motivation Themes,” each representing a distinct way people engage with work and challenges.
What Sets This Book Apart?
Unlike many books in the leadership and self-improvement space, The Motivation Code is based on decades of research and over a million surveys conducted by psychologist Rodger Price and his team. Henry distills these insights into a practical guide that helps individuals and leaders identify their dominant motivation patterns and apply them to their careers, teams, and personal growth.
The book argues that people perform at their best when their work aligns with their core motivational drivers. Some people are driven by the need to make an impact, while others thrive on problem-solving, collaboration, or mastery of a skill. By understanding these deeply ingrained patterns, leaders can create environments where individuals feel energized rather than drained.
Key Takeaways
Motivation is not a monolith – The book dismantles the idea that motivation works the same for everyone. One person may be inspired by overcoming obstacles (Challenge motivation), while another might need recognition and validation (Developing Potential motivation).
Self-awareness is essential – Many professionals struggle with burnout because they operate in ways that don’t align with their natural motivational drivers. Henry’s system offers a way to diagnose these mismatches and realign work with one’s intrinsic needs.
Teams function better when motivation is understood – One of the more compelling aspects of the book is its application to leadership and team dynamics. Leaders who recognize their team members’ motivation styles can assign tasks more effectively, reduce conflict, and increase engagement.
Motivation can be hacked—but not forced – The book doesn’t promote cheap hacks or gimmicks to “manufacture” motivation. Instead, it suggests strategies to design work environments that naturally align with people’s existing motivational frameworks.
Strengths and Weaknesses
The book’s greatest strength is its depth. Unlike pop-psychology takes on motivation, this one has real research behind it. The case studies and examples feel grounded, and the diagnostic framework is actionable.
However, its biggest weakness is that it can feel overwhelming at times. With 27 different motivational styles, some readers might struggle to pinpoint exactly where they fall. The book encourages readers to take the online assessment (which isn’t free), which could be a barrier for those who prefer to figure things out without additional tools.
Final Verdict
The Motivation Code is a must-read for leaders, managers, and anyone interested in personal development. It moves beyond cliché motivational advice and delivers a sophisticated, research-backed approach to understanding what truly drives people. While it may take some effort to absorb, the insights are well worth it. If you’ve ever felt stuck, unmotivated, or misaligned with your work, this book offers a compelling framework for course correction.
Motivation is one of those topics that everyone thinks they understand—until they try to explain it. It’s the fuel behind human behavior, the invisible force that pushes people to act, yet most leadership books treat it as a one-size-fits-all phenomenon. In The Motivation Code, Todd Henry takes a refreshingly different approach, arguing that motivation is deeply personal, hardwired, and much more nuanced than traditional theories suggest. Instead of relying on broad, generic models like Maslow’s hierarchy or extrinsic vs. intrinsic motivation, Henry and his co-authors present a framework that identifies 27 unique “Motivation Themes,” each representing a distinct way people engage with work and challenges.
What Sets This Book Apart?
Unlike many books in the leadership and self-improvement space, The Motivation Code is based on decades of research and over a million surveys conducted by psychologist Rodger Price and his team. Henry distills these insights into a practical guide that helps individuals and leaders identify their dominant motivation patterns and apply them to their careers, teams, and personal growth.
The book argues that people perform at their best when their work aligns with their core motivational drivers. Some people are driven by the need to make an impact, while others thrive on problem-solving, collaboration, or mastery of a skill. By understanding these deeply ingrained patterns, leaders can create environments where individuals feel energized rather than drained.
Key Takeaways
Motivation is not a monolith – The book dismantles the idea that motivation works the same for everyone. One person may be inspired by overcoming obstacles (Challenge motivation), while another might need recognition and validation (Developing Potential motivation).
Self-awareness is essential – Many professionals struggle with burnout because they operate in ways that don’t align with their natural motivational drivers. Henry’s system offers a way to diagnose these mismatches and realign work with one’s intrinsic needs.
Teams function better when motivation is understood – One of the more compelling aspects of the book is its application to leadership and team dynamics. Leaders who recognize their team members’ motivation styles can assign tasks more effectively, reduce conflict, and increase engagement.
Motivation can be hacked—but not forced – The book doesn’t promote cheap hacks or gimmicks to “manufacture” motivation. Instead, it suggests strategies to design work environments that naturally align with people’s existing motivational frameworks.
Strengths and Weaknesses
The book’s greatest strength is its depth. Unlike pop-psychology takes on motivation, this one has real research behind it. The case studies and examples feel grounded, and the diagnostic framework is actionable.
However, its biggest weakness is that it can feel overwhelming at times. With 27 different motivational styles, some readers might struggle to pinpoint exactly where they fall. The book encourages readers to take the online assessment (which isn’t free), which could be a barrier for those who prefer to figure things out without additional tools.
Final Verdict
The Motivation Code is a must-read for leaders, managers, and anyone interested in personal development. It moves beyond cliché motivational advice and delivers a sophisticated, research-backed approach to understanding what truly drives people. While it may take some effort to absorb, the insights are well worth it. If you’ve ever felt stuck, unmotivated, or misaligned with your work, this book offers a compelling framework for course correction.
November 6, 2020
For those like me, who love to ponder and plan, love personality quizzes and productivity ideas, but don't always know what drives or motivates them in tangible ways (or look at other people's motivations and shrug apathetically), this is a great book.
I have enough people around me who know the Enneagram well to have let me know I'm a 6, wing 5. I can't say that knowing that information has really helped me in my career. And That's where I feel that this book is far more helpful that the Enneagram in a very practical way.
If you're very, very deep into Myers Briggs, Enneagram, or any of a number of other personality quizzes, this book might seem introductory. I think there could be a lot more to the book, but I suspect they've put it behind the extensive assessment ($50) on their website.
As a contract worker, the knowledge that I'm a collaborator at my core has made the frustrations I feel being independently employed understandable. I feel hopeful that I can take my three top motivations and re-frame my work and my personal life to live within those motivations and move forward in a successful and meaningful way.
I guess I'll end with this: I feel hope and found insight because of this book.
I have enough people around me who know the Enneagram well to have let me know I'm a 6, wing 5. I can't say that knowing that information has really helped me in my career. And That's where I feel that this book is far more helpful that the Enneagram in a very practical way.
If you're very, very deep into Myers Briggs, Enneagram, or any of a number of other personality quizzes, this book might seem introductory. I think there could be a lot more to the book, but I suspect they've put it behind the extensive assessment ($50) on their website.
As a contract worker, the knowledge that I'm a collaborator at my core has made the frustrations I feel being independently employed understandable. I feel hopeful that I can take my three top motivations and re-frame my work and my personal life to live within those motivations and move forward in a successful and meaningful way.
I guess I'll end with this: I feel hope and found insight because of this book.
June 12, 2022
I bought this book because I wanted to discover what motivates me personally in order to keep momentum when ocasional slumps happen or when procrastination sets in.
Initially I took the online assessment and convinced myself I didn’t need to read the rest of the book since I found my 5 key motivators, but I was wrong.
While the online assessment gives you an overview of each component of your Motivation Code, the book has **much more** useful and in-depth information about how each and every type finds meaning as well as their shadow side, how to work with pitfalls, how to interact in the workplace (or in work settings), in which situations each Type thrives as well as a summary of each family.
Understanding my own motivation patterns and developing a Motivation Statement has been a very helpful tool in pinpointing my shortcomings and being able to overcome them, guiding my work to sit more within what motivates me the most.
I have even seen my Motivation Code play in my personal life as my understanding of what drives me (either propelling me forward or driving me mad) has everything to do with the meaning I create in what I do.
Initially I took the online assessment and convinced myself I didn’t need to read the rest of the book since I found my 5 key motivators, but I was wrong.
While the online assessment gives you an overview of each component of your Motivation Code, the book has **much more** useful and in-depth information about how each and every type finds meaning as well as their shadow side, how to work with pitfalls, how to interact in the workplace (or in work settings), in which situations each Type thrives as well as a summary of each family.
Understanding my own motivation patterns and developing a Motivation Statement has been a very helpful tool in pinpointing my shortcomings and being able to overcome them, guiding my work to sit more within what motivates me the most.
I have even seen my Motivation Code play in my personal life as my understanding of what drives me (either propelling me forward or driving me mad) has everything to do with the meaning I create in what I do.
December 29, 2020
There's so much distaste over this book and I don't know why. I feel like this book was revolutionary in my acceptance of other people and our differences. Now I am able to look at my co-workers and see their needs and the things that motivate them. I even teared hearing my own motivation triggers and it helped me articulate these needs to other people!
I believe everyone should give this book a chance whether you've been into self-help for decades or now starting out. This is a book that I will revisit again and again should the need arises.
The format when he talks about the individual motivations... How it's shown in people, how they view their environment and execute, shadow sides, and how to cope with this motivation. The perspective is for the person seeking their own motivation and a person seeking to understand and motivate others.
I believe everyone should give this book a chance whether you've been into self-help for decades or now starting out. This is a book that I will revisit again and again should the need arises.
The format when he talks about the individual motivations... How it's shown in people, how they view their environment and execute, shadow sides, and how to cope with this motivation. The perspective is for the person seeking their own motivation and a person seeking to understand and motivate others.
December 5, 2020
I really wanted to like this more than I did. I am a fan of Todd Henry. His other books are must reads.
The huge majority of the book explains the various regimes of motivation — I wasn’t all that compelled to read them all in detail. I honestly skimmed through most of it. Usually Henry is a great story teller. Very little of that here. I would love to have had a little more practical application of this. I don’t really get the long term value of this. It feels like just another personality test.
If you’re new to Todd Henry, don’t start here. Accidental Creative, Die Empty, and Louder Than Words are much better IMO.
The huge majority of the book explains the various regimes of motivation — I wasn’t all that compelled to read them all in detail. I honestly skimmed through most of it. Usually Henry is a great story teller. Very little of that here. I would love to have had a little more practical application of this. I don’t really get the long term value of this. It feels like just another personality test.
If you’re new to Todd Henry, don’t start here. Accidental Creative, Die Empty, and Louder Than Words are much better IMO.
August 21, 2022
Cuốn sách nghiên cứu về các nhóm động lực thúc đẩy mọi hành vi của chúng ta. Tác giả chia ra 27 mã động lực, chia làm 6 họ. Tuy nhiên phần phân tích từng mã động lực chưa thực sự thuyết phục, còn sự mơ hồ, trùng lặp giữa các mã động lực với nhau khiến người đọc nhiều khi bị rối, rõ ràng mô tả này vừa xuất hiện ở mã động lực trước, mà mã động lực này lại y hệt. Nhóm biên dịch của SaigonBooks cũng chưa làm tốt việc chuyển ngữ, có thể do nguyên tác đã khó hiểu, rối rắm, nên khi dịch tên các mã động lực khiến người đọc bị định hướng sai, chẳng hạn các mã: Tiến bộ, Cải thiện, Phát triển rất dễ nhầm lẫn, bản thân bên trong mô tả cũng không sát với tên gọi mà team dịch ra.
November 12, 2020
I have read many of the books that help identify strengths and weaknesses. What I have always had a hard time with is understanding the motivation behind wanting to utilize my strengths. The M-Code or Motivation Code helped articulate that. When you see your assessment results and further analyze it, it is on point (at least it was in my experience). This is one I will keep on my shelf as I work with others. It also gives great descriptions on what likely motivates your colleagues and competitors.
August 23, 2021
This was interesting, but ultimate didn’t deliver much. I did the exercises, got my top motivational styles…but that was pretty much it. It doesn’t give any insight to how your three top motivational styles might work with or against each other. Nor is there a section on applying individual styles to motivate yourself. It’s uneven between the 27 styles. Some styles get guidance for what to do it you are that type, others if you manage that type, others even less. I was disappointed. I also think it isn’t for academics, so maybe that was a mismatch from the start. So it goes.
December 7, 2020
As a contract worker, the knowledge that I'm a collaborator at my core has made the frustrations I feel being independently employed understandable. I feel hopeful that I can take my three top motivations and re-frame my work and my personal life to live within those motivations and move forward in a successful and meaningful way.
I guess I'll end with this: I feel hope and found insight because of this book.
I guess I'll end with this: I feel hope and found insight because of this book.
February 1, 2021
This was more of skim read for me. The content is helpful and well worth the time. Henry basically argues that all of us have a unique motivation code by which we are motivated. The authors have a diagnostic tool you can take online as well. If you've read other books/articles on personality and motivation, some of the motivation types in this book won't surprise you. All that to say, the strength of the book is in reminding us that there's more to motivation than more money.
October 31, 2021
I'm always up for an assessment that gives me more insight about myself to help continue to grow and develop. I took the assessment online ($49) and then read the book. The results rang very true and helped me think about what easily motivates me and the areas I have to struggle to get going. Pairing this with my Clifton Strengths provided strategies for me to ensure I'm working in my zone of motivation as much as possible.
February 19, 2023
I love a good personality assessment! This book is a wonderful companion to the assessment -- take the assessment first at motivationcode.com.
I think the real difference with Motivation Code and other assessments is that it's not highlighting how you're wired (emotionally, behaviorally, etc) so much as what drives you motivationally. It's left me with some great food for thought.
I think the real difference with Motivation Code and other assessments is that it's not highlighting how you're wired (emotionally, behaviorally, etc) so much as what drives you motivationally. It's left me with some great food for thought.
March 13, 2021
Excellent - this book goes beyond just explaining the different aspects of motivation and gives suggestions on how to best manage those of different motivation types, how to motivate yourself and the shadow side to watch out for.
December 24, 2024
Found it very sad that the companion test to this book was an additional cost. So, as just a book to read, don't waste your time. If you're going to pay for the test, then maybe it is worth it but I can't speak to that as I refused to pay the extra expense.
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January 11, 2021
A good resource if you’re going to use the assessment. Otherwise, it just lists the different motivation types.
January 17, 2021
Test was not accurate in my opinion. I love Todd Henry’s other work, but I’m fatigued by the diagnosing tests for self-knowledge.
February 19, 2021
Another great and timely read
I got a lot from this book the best thing was realising collaboration is one of my key drivers and I’m starved for it! Great work Mr. Henry.
I got a lot from this book the best thing was realising collaboration is one of my key drivers and I’m starved for it! Great work Mr. Henry.
June 24, 2021
I think the assessment of my motivations was spot on. I would have liked a bit more information and detail to the book, but I generally enjoyed this quick read and learned from it.
August 18, 2024
Very insightful. Original ideas. Practical.
November 15, 2020
This takes me back at least 7 years regarding its format and narration style.
I think the world is past personality test type of books, but again, although I tried, it didn't keep me interested to finish this book, will try again at some point
I think the world is past personality test type of books, but again, although I tried, it didn't keep me interested to finish this book, will try again at some point
January 18, 2021
I always take these "here's the solution to all your problems!" type assessments with a grain of salt -- but I found Motivation Code really interesting. I felt connected to the descriptors of my own motivations, but more than that - it was reading through all of the different motivation themes that helped me understand the world OUTSIDE of my own motivations.
I think the best thing this book does is teach empathy, rather than teach YOU how to get ahead.
I think the best thing this book does is teach empathy, rather than teach YOU how to get ahead.
June 2, 2021
At the beginning of this book the authors will ask you to take the motivation code assessment before continuing on. You can take it for free on the website. The free version will give you your top three motivations (out of a list of 27). You also have the option of purchasing the full report for $49. I highly recommend doing this as it is very insightful.
Most of the book then goes through each of the 27 motivations in detail. When I first started reading it, I thought it might get boring reading through a lot of things that didn’t apply to me. However, I purchased the full report which showed me how all 27 of the motivations ranked for me. There were only a few that felt like they totally didn’t resonate with me at all. For all the rest I could see how they fit in my ranking.
This book opened my eyes to things about myself I hadn’t gotten from other assessment tools I’ve done (i.e. DiSC, Kolbe, Strengths Finder, etc.). I even had my team take the assessment so I could write their names in the book under their top three motivations. This will help me know how to work with and manage them better.
If you’re interested in learning more about yourself and better understanding some of the people you work with, I highly recommend this book. It’s one of my favorites so far this year!
Most of the book then goes through each of the 27 motivations in detail. When I first started reading it, I thought it might get boring reading through a lot of things that didn’t apply to me. However, I purchased the full report which showed me how all 27 of the motivations ranked for me. There were only a few that felt like they totally didn’t resonate with me at all. For all the rest I could see how they fit in my ranking.
This book opened my eyes to things about myself I hadn’t gotten from other assessment tools I’ve done (i.e. DiSC, Kolbe, Strengths Finder, etc.). I even had my team take the assessment so I could write their names in the book under their top three motivations. This will help me know how to work with and manage them better.
If you’re interested in learning more about yourself and better understanding some of the people you work with, I highly recommend this book. It’s one of my favorites so far this year!
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