Do You Play to Win—or to Not Lose?

It enhances and sustains the value of the individual. When managers' motivational strategies do not align with the dominant focus of one employee (prevention or promotion), then it is less likely the individual will achieve one’s goal.

Different personality types are inspired and motivated by different types of stories.

The promotion-focused ones find inspirational leaders stories to be engaging and effective, whereas the prevention-focused individuals are impressed with cautionary tales of someone who didn’t follow the path.

The right mentors and bosses play a significant role in the motivation of the individual.

When there is a mismatch between the employee and the boss, the work commitment and enjoyment declines.

The right language, especially in framing a goal has a big impact on the performance of an employee.

• The prevention-focused employee gets motivated by a different kind of language, which emphasizes on the inconvenience and the pitfalls of their assignments.
• The promotion-focused employees get motivated by language that is inspiring and makes the work enjoyable and tantalizing.

Promotion-focused employees like to receive feedback in which the manager is acknowledging and praising their excellent efforts. Prevention-focused employees respond well to criticism and the looming possibility of failure and try harder to achieve the goal when they are made to feel insecure.

It is a sound strategy not to be overly positive with the prevention-focused, or overly critical with the promotion-focused.

Rewards and incentives vary according to personality type.

• The fear-based strategies that instil insecurity in the employees (The Stick) work well with the prevention-based employee.
• 'Carrot' based strategies that are rewarding success, work best with the promotion-based employees.