Personal Vision Statements: Finding your Drive and Envisioning Your Future

As part of the journey in exploring my word of the year, Becoming, I have been reading at least one book a month that will help me figure out how to be a better me. Last month, I read the book “Start with Why,” which helped me think and write an article about creating our own personal mission statements.

This month, I read the book “Drive: The Surprising Truth About What Motivates Us” by Daniel Pink. Whereas my book for February explored leadership and how having a clear purpose makes you a better leader, “Drive” (#AD) is all about what gets and keeps us motivated.

Whereas knowing your passion and purpose are important to help you get started on your short-term goals, motivation is needed to keep you focused on your goals and carry them into the future. Similarly, mission statements are about what, why, and how we are living our best lives, whereas vision statements are about where we plan to be in the future.

Thinking about the future is all well and good, but without figuring out what motivates us on a deeper level, we are apt to lose sight of our long-term goals or give up altogether. The book, “Drive” carefully explores the concept of intrinsic motivation and how we can harness the power of it to achieve great things.

Like many of the books I have on my reading list this year, “Drive” is primarily written with businesses in mind. However, all of these books can be applied to personal goals, and this book actually has a section at the end with suggestions for using its concepts in our personal lives as well as with our kids.

Below are some of my takeaways from the book. I then provide some suggestions for using the books’ concepts in writing personal vision statements.

“Drive”

In Daniel Pink’s book, he explains that, like human history itself, human motivation has evolved over time. In the beginning, we were obviously motivated by survival. Using computer operating system terms, he describes this first phase as Motivation 1.0.

It makes sense, doesn’t it? When humans were fighting the elements and hunting and scavenging for food, the main thing that kept us going was the desire to stay alive.

Of course, as we started to cultivate land and generally create more stable and secure societies, we had our division of labor and folks could do more than just scrounge around to survive. Instead, we evolved to respond to other motivations, namely the desire to seek out rewards and avoid punishments. This carrot and stick approach to motivation is what Pink calls Motivation 2.0, and it’s based on extrinsic motivation- that is things outside of ourselves are what drive us to achieve and accomplish tasks.

While Pink notes that we have successfully used this operating system for the better part of recorded human history, and it has done a decent job of propelling us into our modern age, our society has now evolved to a point where we need to see the limitations of this model. Basically, Pink explains that rewards and punishments are only helpful in motivating people when their jobs are routine (for example, working on an assembly line).

Now that we live in a world where our jobs and interactions are far more based on creativity and ingenuity, the carrot and stick model is not as effective at getting us humans to innovate. Instead, he suggests reaching toward Motivation 3.0, which harnesses our “intrinsic” motivation ( being driven by the things that we personally desire to do).

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The Main Problems with Rewards and Punishments

Whether we are paid by the hour or provided regular bonuses to perform, this book explains that where creativity is the goal, rewards and punishments have the opposite effect- they disincentivize people rather than motivate them. While it seems counter-intuitive, I could actually relate to this.

Pink refers to a concept called the “Sawyer Effect.” Named after Mark Twain’s title character, Tom Sawyer, he describes the scene in the book where Tom, eager to finish whitewashing his aunt’s fence, convinces the local kids to do his work for him. And, he does it by convincing them that they are missing out on all the fun. Twain’s main lesson is that work is what we have to do while play is what we do not have to do (or, simply what we ourselves choose to do).

Once we are regularly rewarded or paid for our services, this very act drains the spark of creativity that produces great ideas or innovations. Pink cites several studies that show how promising monetary or some other “reward” in exchange for excellent work actually stifled the creative process. Basically, it becomes a job rather than a passion.

Moreover, depending on the rewards and punishments, we also risk creating environments where the response to the incentive can lead to unethical conduct. He cited the demise of Enron as an example.

He also highlighted models of creativity and ingenuity (Wikipedia, Firefox) where individuals who were essentially volunteers created high quality products or innovations that have outlasted some of their competitors which were essentially commissioned to do similar work by corporations for a large fee.

Now, Pink is not suggesting that people should work for free. In fact, he states that people should be paid well for their work. What he is saying is that if we structure our motivational systems with just rewards and punishments, we are likely to discourage people from meeting their maximum potential where creativity is concerned.

How to Harness Intrinsic Motivation

In order to inspire people to meet their potential and tap into their intrinsic motivation, Pink has three “elements” he claims are key:

1. Autonomy. Pointing out the success of companies that have granted their employees more freedom and independence in getting their work done, Pink notes that granting people autonomy makes them more creative. This means that folks are able to work flexible schedules so they can get things done at times they are most productive. Autonomy also means allowing people to pursue their passion projects. In business this would be limited to the type of work the business does. In a school setting, it could be within the confines of the lessons the students covered. However, allowing people to decide what aspect of a project they want to work on, when they’ll work on it, and with whom makes for more a more creative environment. It also means that they no longer have a manager looking over their shoulder or keeping tabs on their comings and goings. The only requirement is that they produce results.
2. Mastery. This concept is basically what video game makers employ when they create those games on our phones that suck us in for hours. We keep playing the game because the task is just challenging enough to hold our interest but not so challenging that we become discouraged and shut it down. As long as we make some progress, we keep going because the game keeps us engaged. This sweet spot of a task’s difficulty level (not too easy, and not too hard) is what Pink calls the “Goldilocks” effect. So long as the task assigned is just above the person’s level of mastery, it will inspire them to keep improving.
3. Purpose. It always comes down to this, doesn’t it? We are coming back to this concept of why. Presenting someone with a greater purpose (more than just “to make more money”) is what inspires people to innovate. Just look at how vaccines were rolled out in less than a year to combat a pandemic! Some said it couldn’t be done, but the purpose- to help people around the world and save lives- motivated scientists and doctors to make the impossible a reality. The same goes for inspiring others and ourselves. This helps to explain why the old rewards and punishments system doesn’t truly motivate us to create. It’s not as inspiring as knowing that what we are doing has true meaning.

Pink states that by applying these principles, we move people from being a “Type X” (people who are motivated by extrinsic motivations) to a “Type I” (people who are motivated intrinsically). This will bring about Motivation 3.0- a societal operating system where people are inspired in their jobs and lives to do their best and achieve great things.

Applying the Concepts from “Drive” to Harness Our Own Intrinsic Motivation

Near the end of the book, Daniel Pink notes some ways to apply the principles we learned to help us become more Type I in our own lives. In the chapter titled “Type I for Individuals” Pink provides 9 strategies for becoming more intrinsically motivated. Here are the ones that resonated most for me:

• Gauge your “flow.” Being in a state of “flow” is simply being in a mental state where you have essentially lost yourself in what you are doing. It’s also known by other phrases such as “being in the zone.” Just check in with yourself throughout the day and note the times you feel like you’ve gotten in the zone. That will help you identify that Goldilocks state where you are working on something in an effort to achieve mastery.
• Identify your purpose. Think about your why and how it motivates you to do your best work or be your best self. Go back to last month’s article if you need some inspiration about figuring out your why. It should be something beyond just making money or having expensive possessions.
• Note your progress. Ask yourself, am I better or further along today than I was yesterday? If that answer is no, figure out what would inspire you to move more toward your better self.
• Make time to be creative. In the autonomy section, Pink notes that in addition to companies providing time for their employees to work on passion projects, there are people who take sabbaticals to allow themselves the same freedom. It can be an afternoon a week or just a few hours, but take some time just for you (if that works for your season in life).
• Declutter your obligations. Pink notes that what you choose not to do is just as important as what you choose not to do. If we have cluttered up our schedules with things that do not reflect our purpose, values, and goals, we are wasting time that could be spent on the sort of passion projects and tasks that move us toward who we wish to become.
• Practice mastery. There’s another book I may review this year- Grit. It’s all about how to remain focused and dedicated to the kind of practice that brings about mastery. I like to think of it as perseverance with a purpose. When we demonstrate grit, we push through sometimes boring or painful aspects of practice or training in order to improve in our skills. The ultimate result is that we become true masters in our craft. Whether it’s learning an instrument, training for a 10K, or learning hand lettering, these are all skills that help us develop grit. For those interested in the book, a purchase link can be found here: (#Ad)

Personal Vision Statements

As I noted above, Mission Statements and Vision Statements are not the same (although they are sometimes confused). While a mission statement is presented on how we are currently meeting goals, vision statements project goals and focus on where we plan to be in the future.

That said, as with Mission Statements, we can have Vision Statements about many aspects of our lives. See the list of areas in the Personal Mission Statements article I wrote last month.

And, while many of the same questions we ask of ourselves when we write mission statements can apply in this context, there are a few other questions that can help us to further hone in on what we wish for our futures. Clearly, focusing on what motivates us can help us settle on a vision statement that more accurately captures what we hope to achieve later.

Here are some motivational factors to consider before you write your vision statement:

• What is your why for this particular vision statement? What do you believe is your greater purpose in this area of your life? Revisit your mission statement if you have one.
• What do you want your life (or some aspect of it) to look like in the future?
• What impact do you want to have made in 5, 10, 20+ years?
• If you could do something you love every day, and not worry about being paid, what would that be?
• What kind of person do you wish to be in the future? (Be specific in identifying the characteristics, values, and lifestyle).
• After you are no longer here, what do you hope you will you be known for? What will be your legacy?

Writing Your Own Vision Statement

Much like for mission statements, there are several websites that break down the structure of a vision statement. I still say that the simpler the better.

Once again, start with a “To” and note the objective after this word- usually an action of some sort and the impact it has. Follow that with the target of the impact.

Most sources recommend keeping a vision statement in the present tense, as it helps to make the statement more of a self-fulfilling prophesy.

Examples of Vision Statements

Here are the vision statements of some influential businesses:

Amazon: “Our vision is to be earth’s most customer-centric company; to build a place where people can come to find and discover anything they might want to buy online.”

Facebook: “People use Facebook to stay connected with friends and family, to discover what’s going on in the world, and to share and express what matters to them.”

Google: “to provide access to the world’s information in one click.”

Microsoft: “to help people and businesses throughout the world realize their full potential.”

Disney: “to be one of the world’s leading producers and providers of entertainment and information.”

Apple: “to make the best products on earth, and to leave the world better than we found it.”

Examples of Personal Mission Statements

Here are some examples for personal mission statements:

Family: “To be the mother and grandmother of a large family bound together by mutual respect and love.”

Career: “To have served my community through dedicated medical care and left it better than when I started.”

Finance: “To retire with enough money to travel the world, pursue my passions, and leave behind enough to help others.”

Whether you call it finding your “drive,” “motivation,” or “passion,” knowing what motivates you can foster the perseverance and focus needed to continue a life of consistent personal progress. Writing out a personal vision statement that encapsulates both your purpose and what inspires you to keep going can help you focus on reaching your future goals.

As with mission statements, your personal vision statement may change over time. It is yours to mold and use as you see fit, so continue to work with and revise it as you learn more about yourself and what motivates you.

Did you write your personal mission statement? Do you see the benefit of having a personal vision statement in addition to a mission statement?  Leave a comment and share your thoughts!

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** Images of car driving in forest, the word “motivation,” red car driving, and the word “vision’ found on Pixabay. Images of carrot, stick, rock climber, and car driving under blue sky found on Unsplash.

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