As 2025 kicks off, many of us are back at work, navigating the second or third week post-holidays. It’s a time when energy levels can feel low, and the January Blues might creep in. How is your motivation doing? Are you ready to rock, or are you waiting for inspiration to strike? Perhaps you’ve noticed how the people around you impact your mood and drive. Tackling this seasonal dip isn’t just about perseverance; it’s about strategy.

The Mystery of Motivation

Motivation is often misunderstood. Many people say, “I don’t have enough motivation for X,” as if it’s a finite resource locked within. This “inside-out” perspective assumes motivation must spark internally before action can follow. But what if we flip the script? What if action itself is the catalyst for motivation? This “outside-in” approach puts the power back in your hands, allowing you to create momentum through deliberate steps.

Four Motivation Theories to Empower You

Understanding what drives us – and those around us – can make a significant difference in combating demotivation. Here are four powerful theories that offer actionable insights:

1. Self-Determination Theory (SDT)

Self-Determination Theory emphasizes that people are most motivated and fulfilled when three basic psychological needs are met:

• Autonomy: The desire to have control over one’s actions and make choices aligned with personal values.
• Competence: The need to feel effective, capable, and successful in what one does.
• Relatedness: The need to feel connected, supported, and valued in relationships with others.

SDT differentiates between intrinsic motivation (driven by internal satisfaction) and extrinsic motivation (driven by external rewards). Intrinsic motivation leads to higher engagement, creativity, and well-being, while external factors can either support or hinder motivation depending on how they impact autonomy, competence, and relatedness. For example, micromanagement at work might erode autonomy and reduce intrinsic motivation, while recognition of achievements can enhance feelings of competence and drive.

2. Equity Theory

The Equity Theory of motivation explains how fairness impacts people’s drive in the workplace. It suggests that individuals evaluate the ratio of their inputs (effort, skills, time) to their outcomes (pay, recognition, rewards) in comparison to others. When they perceive inequity – such as feeling under-rewarded for their contributions – dissatisfaction sets in. This can lead to demotivation or actions to restore balance, such as reducing effort or seeking alternative opportunities.

The model highlights the importance of transparency, fairness, and recognition in maintaining motivation. If people feel fairly treated, they’re more likely to engage fully and perform at their best.

3. Goal Setting Theory

Goal Setting Theory emphasizes the powerful role that specific and challenging goals play in enhancing motivation and performance. This theory offers a structured way to create focus and drive through meaningful objectives. Key principles include:

• Clarity: Clearly defined goals eliminate ambiguity and provide a roadmap for success.
• Challenge: Difficult yet achievable goals spark effort and commitment.
• Commitment: A strong belief in the value of a goal enhances motivation.
• Feedback: Regular feedback on progress helps individuals adjust and maintain momentum.
• Task Complexity: Goals should be appropriately challenging without becoming overwhelming.

By aligning goals with personal values and providing a sense of purpose, this theory fosters persistence and resilience. For example, breaking a large project into smaller milestones can make the journey feel achievable and rewarding.

4. Temporal Motivation Theory (TMT)

Temporal Motivation Theory explains how time and deadlines influence human motivation and behavior. This theory integrates principles from goal-setting, self-regulation, and procrastination research. The key factors influencing motivation include:

• Expectancy: The belief that one can successfully achieve the goal or task.
• Value: The importance or reward associated with completing the task.
• Time Sensitivity: Deadlines create urgency and heighten motivation as the deadline approaches.
• Impulsivity: The tendency to prioritize immediate gratification over long-term goals.

TMT also explores hyperbolic discounting – our tendency to overvalue immediate rewards. For example, choosing to watch TV instead of preparing for a presentation may provide instant gratification but hurt long-term goals. Strategies such as setting shorter deadlines and breaking tasks into manageable steps can help overcome procrastination.

From Setback to Comeback

Let’s make this more personal. In 2023, I set an ambitious goal: climbing Sweden’s highest mountain, Kebnekaise. This wasn’t a casual challenge; it represented a personal milestone after overcoming past injuries. For months, I trained diligently and felt ready for the climb by late August.

However, less than two hours into the ascent, I slipped, and my knee gave out. The aftermath was devastating: a torn cruciate ligament and other injuries. Not only did I lose the chance to reach the summit, but I also lost my momentum. What followed was a period of lost motivation and increased procrastination, as I struggled to find my footing both physically and mentally.

Analyzing my journey through the lens of Temporal Motivation Theory, I saw the following things went off track:

1. Expectation: Before the accident, my confidence was high. Post-injury, I doubted my ability to recover, let alone climb a mountain.
2. Value: The thrill of summiting Kebnekaise had been a powerful motivator. Rehabilitation, by contrast, felt slow and unrewarding.
3. Time Sensitivity: The climb had a clear date, creating urgency. Recovery, however, felt open-ended and indefinite.
4. Impulsivity: Without a structured plan, distractions took over, and procrastination grew.

To regain motivation, I redefined my goals. Instead of aiming for the distant and overwhelming goal of climbing a mountain, I focused on smaller, manageable steps. My new target was simple: train at least once a week, ideally three times. This approach made progress tangible, reduced the effort required to get started, and restored my sense of control. Each small win built momentum, and over time, my confidence grew. While the mountain remains unconquered for now, I’ve made strides in my recovery and mindset.

Boost Your Motivation in 2025

As you face January’s challenges, consider how you can:

1. Align Actions with Values: Tap into intrinsic motivation by connecting goals to what matters most to you.
2. Support Autonomy, Competence, and Relatedness: Build an environment where you and others can thrive
3. Redefine Goals: Break large objectives into smaller, actionable steps.
4. Foster Equity: Ensure fairness and recognition in your team or workplace.

Inspire Your Team

Motivation isn’t just personal – it’s contagious. How will you support your team to sustain energy and focus in the weeks ahead? By understanding their needs and applying the principles above, you can inspire those around you to rise above the January Blues.

Let me know, what are your best tips for boosting motivation?

Learn & Lead the Way,
Frida