Welcome. This week, we're gonna focus on what motivates people to perform. What do people value? What do they need? And how can you leverage those values to inspire and motivate them to perform above and beyond what one might expect? In order to effectively motivate individuals, whether it be at work or outside of work, you truly have to understand what drives them to perform. These drivers of performance, these values and needs and then figure out how to be able to leverage those values, those needs, to compel them, to inspire them, to motivate them to want to perform. That's our focus this week. To get started, I'd like to begin with a short quiz. There are no right or wrong answers on this quiz. What you see here are a number of different values that people may have. Different needs, and people are gonna place different priorities on these. I call these the drivers of performance. The drivers of motivation at work. I'd like you to look at these. And rank order them for yourself and for your team. And when you think about your team, it can be a team at work, it can be a team outside of work, your choice. But I want you to rank each of these needs or values, these drivers of motivation based on how important they are to you. So the most important, one, least important, seven, and then also what your perception is of your team in terms of how important each of these components, these drivers of motivation, is to your team. So if salary you perceive to be most important, you would give it a one. If meaning in work is least important, you would give it a seven. I want you to take a minute, again, there are no right or wrong answers. And complete this assessment both for yourself and what your perceptions are of your team. Take a few minutes and complete the assessment. Okay you had an opportunity to complete the assessment both for yourself and for your team. Now I'd like you to look at each of the drivers of motivation. There are some key differences that we're gonna to talk about today that are captured in this very short simple assessment. For example, salary and bonus, or recognition. Those are drivers of motivation that we talk about or we call extrinsic motives or extrinsic drivers. These are components that the organization provides, if you will, to motivate performance. At the same time, there are other components, or other drivers of motivation listed here. For example, meaning in work, or relationships with supervisors or coworkers that are much more intrinsic in nature. These are drivers of motivation that come from within us, things that we genuinely care about but that come from within us, that motivate us to perform at an exceptionally high level. One of the key things that we will talk about today is those differences between extrinsic and intrinsic drivers of motivation. So as we go through today, keep this assessment handy so you can refer back to it to test your understanding of what your drivers of motivation are. But then also what is driving your team members to motivate and to perform at a high level.