Metaprogram: Source of Motivation – Reference Frame Internal or External
Where does someone find their motivation? In external sources or in internal values and beliefs?
This category deals with the source of motivation or, in other words, the place of motivation. This pattern influences how someone makes value judgments and decisions. If you try both patterns, you can decide which one to use best and when; your increased effectiveness will soon be noticed.
There are two basic ways to evaluate people, situations, events, or things: internal and external.
Internal:
People with an internal reference evaluate things based on their own criteria, values, and opinions. They have their own mind, make their own decisions, and have their own motives. They decide for themselves what and how to do something. They have difficulty accepting orders or instructions from others and are not good at receiving critical feedback. They are quite capable of taking note of information and opinions from others, but ultimately decide based on their own conviction.
External:
These people tend to evaluate things and events based on what other people think and mean about them. These people need guidance and motivation from others. They have difficulty deciding for themselves and need feedback from others to know if what they are doing is appropriate. They have difficulty starting or continuing a task if someone else does not provide them with a goal, direction, and approach.
Classifying Questions
- How do you know that you are right?
- How do you know that you have done a task well?
- How do you know that you have chosen the right bank?
- How do you know that you have chosen the right car?
- How do you know that you have done your job well? Do you notice it yourself or does someone have to tell you?)
- General pattern: "How do you know that you did the right thing with X?"
Recognize and Identify
Internal: These people will tell you what they have decided. They will tell you that this or that feels right or that they know it is right. These people may be informed, but then decide based on this information themselves. These people immediately rebel when someone tries to decide for them.
External: These people will tell you that they know this or that because someone else told them, because it is written here or there, etc. These people like it when others decide for them. They behave as if the information they receive is already a decision or instruction. They need external standards and feedback to know if what they are doing is right or wrong.
Examples
Internal: I just know it. It feels right. That's my inner certainty. I am convinced of it.
External: My boss told me that. My customers expect from me.... This is evident from the sales statistics. It is in every textbook.
Statistical Distribution
Internal 40%, internal and external 20%, external 40%
| internal | external |
|---|---|
| Language Patterns “Only you can decide that.” “The decision is entirely up to you.” “It is important to me that you can stand 100% behind this decision.” “Does it feel right to you?” “Does it meet your expectations?” “Is that also your goal?” |
“The professional world agrees that ...” “Studies have shown, ....” “Surveys have repeatedly shown that ...” “All your colleagues believe that ...” “I will tell you how we ...” “In my opinion, you should ...” Give clear instructions, praise, and criticism. |
| Sentence Structure decide or know it themselves: “I just know it.” Evaluate their performance based on their own standards and criteria Resist when someone tells them what to do or wants to make decisions for them Instructions from others are perceived as information | let other people or external sources of information decide or judge for them Must measure their work against an external norm or standard, such as checklists or quotas Information from outside is perceived as a decision or command. |
| Body Language sit upright; point to themselves; often pause before responding to someone else's evaluation to assess it; minimal gestures and facial expressions (within their respective culture) | lean forward; observe the reaction of their counterpart; facial expression indicates that they want to know from their counterpart whether what they have done or said was okay |
