Exploring Motivational Strategies in Health Coaching and the Role of Intrinsic vs. Extrinsic Motivation

Motivation is a fundamental psychological concept that drives individuals to initiate, sustain, and direct their behavior towards achieving goals. Over the years, extensive research has been conducted to understand the complex nature of motivation and its impact on human behavior. This lesson is dedicated to provide a comprehensive overview of intrinsic and extrinsic motivation, examining their distinct characteristics, underlying psychological theories, and empirical evidence derived from clinical studies.

All types of trainers and coaches need to understand motivational strategies for the wide range of clients they may serve. Understanding how a coaching client moves forward towards a goal can help the coach better serve the client’s needs and expedite the desired outcome.

Learn more about what causes a lack of motivation.

I. Intrinsic Motivation

Intrinsic motivation refers to engaging in an activity for its inherent satisfaction and enjoyment, rather than seeking external rewards or incentives. It emerges from an individual’s internal desires, curiosity, and pleasure derived from the activity itself. Researchers have explored various factors influencing intrinsic motivation, and self-efficacy, including autonomy, competence, and relatedness.  Here is some additional information about how intrinsic motivational strategies in interviewing are used in wellness coaching.

1. Self-Determination Theory (SDT): Self-Determination Theory, developed by Deci and Ryan (1985), posits that intrinsic motivation is driven by three basic psychological needs: autonomy, competence, and relatedness. Autonomy refers to the sense of choice and control over one’s actions, competence involves feeling capable and effective in performing tasks, and relatedness pertains to the need for social connection and belongingness.
2. Clinical Studies on Intrinsic Motivation: Numerous studies have demonstrated the positive impact of intrinsic motivation on various aspects of human behavior. For instance, a study by Ryan and Deci (2000) found that intrinsically motivated individuals displayed greater persistence, creativity, and overall well-being compared to those motivated extrinsically. Another study by Csikszentmihalyi (1990) revealed that individuals experiencing intrinsic motivation reported higher levels of enjoyment and engagement during activities.

II. Extrinsic Motivation

Extrinsic motivation involves engaging in an activity to obtain external rewards or to avoid punishments from an outside force/authority. These rewards can be tangible, such as money or prizes, or intangible, such as praise or social recognition. Extrinsic motivation can be further classified into four types: external regulation, introjected regulation, identified regulation, and integrated regulation.

1. Cognitive Evaluation Theory (CET): Cognitive Evaluation Theory, proposed by Deci and Ryan (1985), focuses on the role of extrinsic rewards in influencing motivation. According to this theory, extrinsic rewards can have either enhancing or diminishing effects on intrinsic motivation, depending on the individual’s perception of autonomy and competence.
2. Clinical Studies on Extrinsic Motivation: Research has explored the effects of extrinsic motivation on various domains, including education, work, and sports. For instance, a study by Eisenberger et al. (1999) revealed that financial incentives improved performance for tasks involving simple mechanical skills, but not for those requiring cognitive and creative abilities. Additionally, a meta-analysis by Cameron and Pierce (1994) found that verbal praise and recognition were more effective in enhancing intrinsic motivation than tangible rewards.

III. Intrinsic vs. Extrinsic Motivation: Clinical Perspectives

1. Comparison of Intrinsic and Extrinsic Motivation: While intrinsic motivation is associated with self-determined behavior and a sense of enjoyment, extrinsic motivation relies on external rewards and consequences. Intrinsic motivation is often linked to long-term persistence and well-being, whereas extrinsic motivation may lead to decreased intrinsic motivation if overemphasized or controlled.
2. Clinical Implications: Understanding the dynamics of intrinsic and extrinsic motivation has significant implications in various domains, including education, healthcare, and workplace settings. Applying self-determination principles can foster intrinsic motivation, autonomy-supportive environments, and promote positive outcomes such as improved learning, increased job satisfaction, and enhanced well-being.

Here is some additional in-depth reading on what motivates human behavior.

Motivation plays a central role in human behavior, and distinguishing between intrinsic and extrinsic motivation provides valuable insights into understanding why individuals engage in certain activities and how their motivation can be influenced. Clinical studies and research have shed light on the distinct characteristics and underlying psychological theories of intrinsic and extrinsic motivation.

Intrinsic motivation, driven by internal desires and the enjoyment of an activity, is associated with factors such as autonomy, competence, and relatedness. Self-Determination Theory highlights the importance of these psychological needs in fostering intrinsic motivation. Numerous clinical studies have consistently shown that intrinsically motivated individuals exhibit higher levels of persistence, creativity, and overall well-being compared to those motivated extrinsically.

Extrinsic motivation, on the other hand, involves engaging in activities to obtain external rewards or avoid punishments. Cognitive Evaluation Theory emphasizes the role of extrinsic rewards in influencing motivation, with rewards either enhancing or diminishing intrinsic motivation based on perceived autonomy and competence. Clinical studies have examined the effects of various types of extrinsic motivation, such as financial incentives or verbal praise, on performance and have found that the impact can vary depending on the nature of the task.

When comparing intrinsic and extrinsic motivation, intrinsic motivation is associated with self-determination and a sense of enjoyment, while extrinsic motivation relies on external rewards. Intrinsic motivation tends to be linked to long-term persistence and well-being, whereas extrinsic motivation may lead to a decrease in intrinsic motivation if it becomes overemphasized or overly controlled.

A Certified Sports Psychology Coach learns the in-depth nature of all the motivational strategies and philosophies mentioned in this article.

The clinical implications of understanding intrinsic and extrinsic motivation are significant. In educational settings, creating environments that support intrinsic motivation by fostering autonomy and competence can enhance learning outcomes and student engagement. In healthcare, recognizing the importance of intrinsic motivation can inform approaches to promoting patient autonomy and engagement in treatment. In the workplace, designing jobs that provide opportunities for autonomy and competence can lead to increased job satisfaction and productivity.  This is part of the motivational strategies used in corporate wellness coaching.

Motivation is a complex phenomenon that can be classified into intrinsic and extrinsic categories. Intrinsic motivation stems from internal desires and enjoyment, while extrinsic motivation is driven by external rewards. Clinical studies and research have provided valuable insights into the distinct characteristics and psychological theories underlying both types of motivation. Understanding the dynamics of intrinsic and extrinsic motivation can have profound implications in various domains, facilitating the creation of environments that foster self-determined behavior, engagement, and well-being.

We suggest you visit the certifications pages on Spencer Institute and NESTA to determine which certification is best to begin your journey helping people find the motivation in their life.