Management Fix: Moving Motivators Implementation

A MngtFix is an actionable solution for a problem with pros and cons to be evaluated by a human manager. Every other week we share a little bit of our knowledge base on social media and our newsletter. This week’s MngtFix is…

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This week’s “Moving Motivators Implementation is a must-have for every team leader or consultant.
By definition, the Moving Motivators facilitation exercise is based on the Champfrogs model of the ten intrinsic desires, which motivates us most. Jurgen Appelo, Management 3.0 guru, developed the game and derived the model from the works of Daniel Pink, Steven Reiss, and Edward Deci/Richard Ryan.
For sure, there a lot of psychologically-based theories of what motivates human best — all differing in slight details. The Champfrogs model is a best-of-breed approach out of all. (Thanks to

Curiosity: I have plenty of things to investigate and to think about
Honor: I feel proud that my personal values are reflected in how I work.
Acceptance: The people around me approve of what I do and who I am.
Mastery: My work challenges my competence but it is still within my abilities.
Power: There’s enough room for me to influence what happens around me.
Freedom: I am independent of others with my work and my responsibilities.
Relatedness: I have good social contacts with the people in my work.
Order: There are enough rules and policies for a stable environment.
Goal: My purpose in life is reflected in the work that I do.
Status: My position is good, and recognized by the people who work with me.

How to Play Moving Motivators
Step One:
Define which motivators are important to you. Place the cards in order from left (least important) to right (most important.)
Step Two: Discuss how change affects your motivators. For example: If you’re wondering if you should change jobs, which would mean moving to another city, learning a new skill and making all new friends, how does that affect what motivates you? It’ll most likely increase some motivators and decrease others. Move the cards up for a positive change and down for a negative one and then look at whether you have more cards up or down. This is a great way to help make decisions.
Step Three: Time for reflection and discussion. Talk to your teammates about which motivators are least and most important to them. This will give you better insight into what drives your colleagues and allow you to create stronger relationships and increase collaboration. Use it also as a tool to reflect and assess your own life decisions. When most of your important motivators go down or when the least important ones go up it might be time for reflection. (Thanks to

This Management 3.0 tool is part of an amazing work started by Jurgen Appelo and continued by the Management 3.0 Team and Community.
Remember to learn and share as they do, so that we can grow together.

Known Associates

This MngtFix has been mentioned concerning several MngtBugs such as…
“Lack of People Engagement”,
“People Leaving the Company”,
“Lack of Communication”,
“Lack of Stakeholders Buy-in”,
“Lack of Transparency”,
and of course “Lack of People Motivation”!

Call to action

What about you? What do you want more or less of on medium post?
Do you have other suggestions?

I would love to know more about your feedback and stories so that we can learn, share and grow together!

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Have a nice week and remember…
Human Managers should strive to be humans while managing and be managed as humans!

Eduardo Espinheira is a Consultant, Facilitator, Manager, Public Speaker, Creator of the Management Bugs&Fixes and the Machiavellian PM Stories