013: What If Motivation Isn’t the Problem?

I Have Some Questions...

🎙️ Episode Snapshot

In this solo episode, Erik takes a sledgehammer to one of the most overused and misunderstood leadership questions: “How do I motivate my people?” He breaks down why motivation isn’t your job, and how alignment is the real lever leaders should be pulling. From hiring to training, development to retention, Erik reframes every step of the employee journey through the lens of alignment and shares the practical conversations that make it possible.

❓ The Big Question

What if the problem isn’t that your people lack motivation, but that your leadership lacks alignment?

💡 Key Takeaways

• You can’t motivate people. Motivation is internal. You can inspire, but inspiration fades fast.
• Alignment is the lever. Match what your people naturally want with what the business needs.
• Three alignment questions revolutionize interviews:
  1. What skills do you want to grow?
  2. What experiences do you want to live through?
  3. What responsibilities do you want to bear?
• Training fails when it lacks connection. Tie learning and feedback to what matters to the individual.
• Retention thrives on trust. The best way to keep your team is to understand their evolving motivations and speak directly to them.

🧠 Concepts, Curves, and Frameworks

• The Alignment Loop:
  1. Hire for it
  2. Train into it
  3. Develop through it
  4. Retain because of it
• Rules of Engagement: Questions to ask your team to understand how they operate, what drives them, and how to give feedback that actually lands.
• Misalignment ≠ failure: Acknowledging misalignment with honesty builds more trust than false positivity ever will.

🔁 Real-Life Reflections

• Erik shares the frustration he felt in early interviews hearing everyone say they wanted to be a manager until he changed the question set.
• He walks through powerful real examples of using alignment to shape feedback: reframing “you’re late” as a barrier to earning peer trust.
• Reflects on a personal turning point—realizing that trying to "motivate" people was exhausting and ineffective. Alignment made the job feel energizing again.

🧰 Put This Into Practice

• Update your interview flow: Start asking about skills, experiences, and responsibilities.
• Build alignment profiles: Know what each team member is actually trying to get out of work.
• Lead with why it matters to them when giving feedback, not just why it matters to you or the company.
• Have alignment check-ins: Especially for team members in year 2–5, when coasting and quiet quitting often sneak in.
• Be honest about misalignment: It’s okay to say “this task doesn’t align with your goals—but we still need to crush it.”

🗣️ Favorite Quotes

“Inspiration expires. Alignment sustains.”
“Most people work to live not live to work. Leadership is about making work worth it.”
“Acknowledging misalignment can build more trust than pretending it doesn’t exist.”