Motivational vs Inspirational Leadership

Are You Asking the Right Question?

In the book Freedom, Inc., the authors ask a question that stopped me in my tracks:

Do great leaders motivate their people—or do they create the kind of environment where people motivate themselves?

That question has stuck with me for years. And honestly, it changed how I think about leadership altogether.

If you’re in any kind of leadership role, you’ve probably wrestled with this too. How do I motivate my team? Should I focus on inspiring them instead? Is it either/or—or can it be both? And what does that even look like in practice?

Let’s talk it through.

Rethinking Motivation

At one point in my career, I was focused on becoming a more “motivational” leader—someone who could rally the troops, deliver the right pep talk, and get people moving. But I was asking the wrong question.

Instead of, “How do I motivate my team?” I should’ve been asking, “How can I set up an environment where people want to show up fully and give their best?”

That shift changes everything.

I started by looking inward: What made me feel driven in past roles? What kind of leaders helped me do my best work? The common thread was always the environment—not a flashy speech or pressure to perform, but a space where I had clarity, autonomy, and purpose.

And here’s what I’ve learned: every leader can create that kind of environment, but it doesn’t happen by accident. It takes effort and a genuine interest in your people.

Start by Learning What Drives Them

It’s tough to build a motivating environment if you don’t know what fuels each person on your team. I used to assume others wanted what I wanted—a similar career path, the same kinds of wins. That was a miss. Everyone’s motivated by something different.

Some want growth. Others want stability. Some are energized by new challenges; others by mastering their current role. If you don’t ask, you’re just guessing.

Tap into Their Natural Strengths

Once you know what someone wants, the next step is to find what they’re naturally great at—what lights them up. Their “native genius,” as one author puts it. Think of it like Steph Curry shooting threes—it just flows.

When people get to use their strengths regularly, they don’t need much external push. They bring energy, ideas, and confidence to the table. Your job is to make sure there’s room for that.

Moving from Motivation to Inspiration

During the pandemic, I listened to Simon Sinek explain the difference between motivation and inspiration. He said motivation often comes from outside—deadlines, bonuses, pressure. Inspiration comes from within—purpose, values, identity.

That hit me. Real, lasting drive doesn’t come from fear or rewards. It comes from connection—to the work, to the mission, to something bigger than a paycheck.

So how do you create an environment that does both—sparks motivation and builds inspiration?

Try These 5 Practices:

1. Make the “Why” Clear

   People work harder when they understand how their work matters. Tie tasks to a bigger mission, and repeat it often.

   
   

2. Tell Real Stories

   Share examples of success and struggle—your own and others’. It builds trust and brings values to life.

   
   

3. Let People Lead

   Give your team space to solve problems in their own way. Autonomy builds confidence.

   
   

4. Recognize What Matters

   Celebrate actions that align with both personal strengths and company goals. It shows people they’re seen.

   
   

5. Keep the Vision Visible

   Whether in meetings, emails, or one-on-ones, keep the mission front and center. Don’t assume they remember it—remind them why it matters.

When you’re intentional about building the right environment and connecting people to something meaningful, the results go far beyond engagement. People take ownership. They bring new ideas. They grow.

So ask yourself: Am I motivating—or am I creating the space for people to thrive?

Better yet—what can I do today to help my team want to show up and give their best?

At Butler Street, we work with leaders every day to build these kinds of environments—where teams don’t just get through the day, they own the mission. If you want to talk about what that looks like for your company, contact us to start the conversation.