Fortunately, there are proven strategies that build your motivation overall, and techniques that help you find that silver of motivation when it all feels too hard.

We have gathered four strategies from leading motivation experts: Dr Julie Smith, Dr Aleyet Fishbach, Daniel Pink and Scott Geller.

1. “Just do it”

Do not wait for motivation to strike. Act first, then motivation will follow. This is the advice of clinical psychologist, social media star and author of Why Has Nobody Told Me This Before?, Dr Julie Smith.

She says when we take action on something that is important to us, it generates energy and motivation.

Dr Smith suggests you start by taking small steps towards your bigger goal, and celebrate your small achievements to encourage yourself to keep going.

2. Reward yourself

When you are low on motivation, you are often low on intrinsic motivation – that is the type that comes from within you, and is built or broken by your goals, values and sense of self. In these cases, you can ramp up the extrinsic motivation – things outside yourself, like praise or tangible rewards.

Dr Aleyet Fishbach, Professor of Behavioural Science and Marketing at the University of Chicago, Booth School of Business, and the author of GET IT DONE: Surprising Lessons from the Science of Motivation, has won international awards for her research on human motivation. She suggests that when you are facing a lack of motivation, focus on anything enjoyable. This can include remembering one element of your work that you do find enjoyable, or taking time to visualise the enjoyable outcome you will get, or making the process more enjoyable, such as listening to music while you do it.

Then, reward yourself for getting the job done well. Dr Fishbach advises against rewarding yourself for getting it done quickly, as this may lead to mistakes and reduced motivation down the line.

3. Clarify your purpose

Daniel Pink is the author of Drive: The Surprising Truth About What Motivates Us.

He says the “carrot and stick” approach to motivation, as in external reward and punishment, is ineffective. It only works for small, basic tasks and does not inspire creativity, engagement, and high performance in complex, cognitive work.

Pink says we need to focus on intrinsic factors such as autonomy, mastery, and purpose.

• Autonomy: we are in control of what we do and how we do it
• Mastery: we are improving our skills and selves
• Purpose: we are working towards something that is worthwhile

Purpose is one of the most powerful factors of motivation, says Pink.

He defines purpose as the desire to contribute to something greater than yourself.

That is why organisations who can communicate a shared mission and vision with their employees are more successful than others.