You know the feeling when tasks keep piling up? Employees show no initiative. While you’re wondering about that, you notice that you’re putting off your own projects, too. You’re lacking motivation – it all feels too big and too complex. So nothing happens.
Responsibility starts with you
If something is truly a priority, waiting for better circumstances or outside motivation won’t help. Change begins with personal responsibility – yours and your employees’.
I’ve seen it repeatedly in 16 years of experience and heard it from many leaders in recent weeks: Everyone knows these situations. Employees who avoid taking ownership of their work. They see problems – but offer no solutions.
Leaders don’t want to change people – but they do ask: “How do I get my people to act on their own initiative?”
Neurobiologist Prof. Dr. Gerald Hüther puts it perfectly:
“You can’t change people. But you can invite them to grow beyond themselves – if they see a good reason to do so.”
What really drives change
Our brains love efficiency. Automated routines save energy – change, on the other hand, takes effort.
When the brain encounters something new and unfamiliar, it may perceive it as a potential threat. This activates the sympathetic nervous system: stress hormones like adrenaline and cortisol are released, and our emotional alarm system (the amygdala) kicks in.
The result is an evolutionary survival response: fight, flight, or freeze. That’s why people often only take action once the pain becomes too great.
1.) Change through Stress (Pain-driven)
This “fight mode” generates short-term energy for action. But: in this state, thinking, learning, and creativity are limited – the brain prioritizes survival, not development.
So yes, change through stress can work – but it’s rarely sustainable and often mentally draining.
Both Prof. Hüther and neuroscientist Friederike Fabritius highlight a much stronger foundation for lasting change:
2.) Change through Reward (Vision-driven)
This isn’t about external rewards like money or status. It’s about genuine internal motivation: meaning, psychological safety, and the feeling that it’s worth it.
When the brain perceives a task as meaningful, it releases dopamine – the neurotransmitter for drive, motivation, and anticipation.
At the same time, the parasympathetic nervous system is activated and the prefrontal cortex (the brain’s center for learning and self-regulation) lights up.
This creates a state of openness, curiosity, and genuine readiness for change. This state triggers intrinsic drive – without pressure, but with real momentum.
From stuck to start: 3 Tips that truly move things forward
1.) Know Your Role: You’re a Leader, Not a Pusher
You can’t force others to change, but you can create conditions that make it possible. Give people space and show them that you trust them. People don’t grow under pressure, but through genuine opportunities to act.
2.) Ask the Right Questions Change often starts not with answers, but with powerful questions.
When someone (including yourself) is stuck in problem-thinking, ask:
- “What exactly did you fail at – and what did you learn from it?”
“What would happen if it actually worked?”
3.) Find the Real Drive Change needs internal meaning. Ask yourself – or your team:
“What do I need to get going: security, excitement, clarity, or challenge?”
“What would be a personally rewarding reason for me to grow beyond myself?”
My personal conclusion
Perhaps gaining an insight into how I work will help you to better understand yourself or your team.
I have a strong internal drive and am motivated by challenges, but frustrated by stagnation. While routines and recurring tasks are part of the job, they are not my strength.
What truly motivates me are new projects that make sense. Once I understand the purpose, I can initiate complex topics and drive them forward with enthusiasm.
Why am I sharing this? Because this might just be the key for you and your team. Recognising what truly motivates us. It’s also important to understand how motivation works differently for each person.
Perhaps you have a team member who is genuinely content with the status quo and doesn’t seek new tasks or challenges. This can also be a strength if you learn to recognise and use their preferences effectively.
References:
Hüther, G. (2016). Etwas mehr Hirn, bitte: Eine Einladung zur Wiederentdeckung der Freude am eigenen Denken und der Lust am gemeinsamen Gestalten. Vandenhoeck & Ruprecht.
Fabritius, F., & Hagemann, H. W. (2017). The Leading Brain: Powerful Science-Based Strategies for Achieving Peak Performance. TarcherPerigee.
