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Understanding the Motive of Leader: A Guide for Employees to Assess Their Boss’s True Intentions

Jul 10, 2025

Leadership is a word we hear often, especially in workplaces, schools, and communities. But what truly defines a leader? More importantly, how can you, as an employee or team member, discern the real motive of your boss or organization leader? This question matters deeply because your growth, satisfaction, and success at work hinge on the quality and intention behind the leadership guiding you.


Patrick Lencioni, a renowned leadership expert, dives into this very topic in his insightful video "The Motive". He reveals a fundamental principle that many overlook: the motive behind leadership. Understanding this principle can empower you to evaluate whether your leaders are genuinely invested in your development or merely seeking personal gain.


In this blog post, we will unpack the concept of the motive of leader from the perspective of an employee. We will explore the difference between reward-centered and responsibility-centered leadership, identify key behaviors that reveal a leader’s true motive, and provide practical guidance to help you navigate your relationship with your boss or team manager. By the end, you will be equipped to assess whether your leadership is aligned with your long-term developmental interests or if you need to reconsider your position within your organization.


Table of Contents


Why the Motive of Leader Matters to You as an Employee

Leadership is often portrayed as a glamorous role filled with perks like power, recognition, and influence. Graduation speeches and corporate pep talks encourage people to “go out and be leaders,” but Patrick Lencioni warns us to pause and reflect on why someone wants to lead in the first place.
As an employee, this distinction is crucial. A leader’s motive directly impacts how they manage you, how they invest in your growth, and how they handle challenges within the team. If your leader views leadership as a reward, they are more likely to prioritize their own benefits over the well-being of the team. Conversely, a leader who sees leadership as a responsibility will focus on serving others and creating an environment where you can thrive.
Recognizing the motive of leader helps you make informed decisions. Are you working under someone who truly has your best interests at heart, or are they simply in it for the status and perks? This awareness can guide you to seek better leadership, advocate for yourself, or adjust your expectations accordingly.


The Two Fundamental Motives of Leadership


1. Reward-Centered Leadership: The Incorrect Motive

Many leaders, especially early in their careers, fall into this trap. They see leadership as a reward — a title, a position of power, fame, or financial gain. This motive is attractive because it promises personal benefits and external validation.
For example, a young person might run for student body president because it looks good on a resume or offers social status. Similarly, in the corporate world, some leaders relish the perks of the CEO role but shy away from the hard work that leadership demands.
While this motive might seem harmless, it is actually dangerous. A reward-centered leader prioritizes what they get out of the role rather than what they give. This self-serving mindset can lead to neglecting difficult but necessary leadership tasks, ultimately harming the team and the organization.


2. Responsibility-Centered Leadership: The Correct Motive

The purest and most effective motive for leadership is responsibility. This means viewing leadership as a burden, a sacrifice, and an opportunity to serve others. A responsibility-centered leader leads because they feel accountable for the success and well-being of their team, not because they want personal gain.
This approach aligns with the concept of servant leadership, but Patrick Lencioni cautions against treating servant leadership as a niche. Instead, he argues that all great leaders must be responsibility-centered to be truly effective.
Such leaders embrace the hard work, uncomfortable conversations, and continuous effort required to help their people grow and succeed. They understand that leadership is about others, not themselves.


How to Spot if Your Leader is Reward-Centered or Responsibility-Centered

As an employee, it can be challenging to know your leader’s true motive. However, certain behaviors and attitudes can serve as clear indicators. Here are five common signs that your leader might be reward-centered, along with what to expect from a responsibility-centered leader in those areas:


1. Avoidance of Difficult Conversations

  • Reward-Centered Leaders: They dislike confronting people about behavioral or performance issues. They avoid uncomfortable conversations because it disrupts their comfort.
  • Responsibility-Centered Leaders: They recognize that addressing tough issues is part of their duty. They engage in these conversations to improve the team environment and help individuals grow.

If your boss tends to sweep problems under the rug or ignores conflicts, it may be a sign they are more focused on their own comfort than on fostering a healthy workplace.


2. Neglecting Management Responsibilities

  • Reward-Centered Leaders: They enjoy the title of leader but dislike the day-to-day management tasks, such as checking in on projects, supporting team members, and solving problems.
  • Responsibility-Centered Leaders: They actively manage their teams, know what everyone is working on, and prioritize developing their people.

A leader who is rarely available or indifferent to your progress may be more interested in the status of leadership than its responsibilities.


3. Ignoring Team Building

  • Reward-Centered Leaders: They often delegate or avoid the task of building a cohesive team, leaving it to HR or consultants.
  • Responsibility-Centered Leaders: They take personal initiative to foster team unity and culture, knowing that a strong team is essential for success.

Watch how your leader invests in team morale and relationships. If they don’t prioritize this, it might reflect a lack of genuine responsibility.


4. Ineffective Meetings

  • Reward-Centered Leaders: They view meetings as a chore or punishment and fail to make them productive or engaging.
  • Responsibility-Centered Leaders: They run organized, meaningful meetings that respect everyone’s time and focus on moving the team forward.

If your meetings feel disorganized, unproductive, or like a waste of time, your leader might be neglecting their duty to lead effectively.


5. Under-Communicating Important Information

  • Reward-Centered Leaders: They assume that once they’ve said something once, it’s enough. They avoid repetitive communication because it bores them.
  • Responsibility-Centered Leaders: They understand the importance of repetition and clarity, serving as the chief “reminding officer” to ensure everyone is aligned and informed.

If you find yourself constantly in the dark or confused about priorities, your leader may not be putting enough effort into communication.


Why Reward-Centered Leadership is a Risk for Your Development

When leaders focus on rewards rather than responsibility, they often fail to provide the environment you need to grow professionally and personally. Here’s why this matters to you:

  • Lack of Support: Reward-centered leaders may be less willing to invest time and resources in your development.
  • Poor Feedback: Avoiding difficult conversations means you miss opportunities to improve and learn.
  • Weak Team Culture: Without intentional team building, collaboration and trust suffer.
  • Confusion and Misalignment: Ineffective meetings and poor communication leave you unclear about goals and priorities.
  • Stagnation: Without a leader committed to responsibility, your career growth may stall.

Ultimately, working under a reward-centered leader can leave you feeling undervalued, frustrated, and stuck.


What Responsibility-Centered Leadership Means for Your Growth

In contrast, when your leader embraces responsibility, you can expect:

  • Consistent Feedback: Leaders who engage in tough conversations help you improve and reach your potential.
  • Active Support: They manage effectively, remove obstacles, and provide resources for your success.
  • Strong Team Dynamics: Intentional team building fosters trust, collaboration, and a positive work environment.
  • Clear Communication: Repeated, transparent communication ensures everyone is aligned and motivated.
  • Opportunities for Growth: Responsibility-centered leaders invest in your development and career path.

Such leadership creates a foundation where you can excel, innovate, and find fulfillment in your work.


How to Assess the Motive of Your Leader

Now that you know the signs, how do you actively evaluate your boss or organizational leader’s motive? Here are some practical steps you can take:

  1. Observe Their Behavior Over Time: Look beyond words to actions. Do they consistently engage in the five key leadership activities discussed above?
  2. Reflect on Your Experiences: Do you feel supported, challenged, and heard? Or do you feel ignored or undervalued?
  3. Seek Feedback from Peers: Talk to colleagues about their experiences with the leader. Patterns often emerge when multiple people share similar views.
  4. Consider Their Priorities: What does your leader spend most of their time and energy on? Personal advancement or team success?
  5. Notice Their Reaction to Challenges: How do they handle setbacks or conflicts? Do they take responsibility or deflect blame?
  6. Evaluate Communication Style: Are they transparent and repetitive in sharing important information, or do they communicate sporadically and vaguely?

By systematically assessing these factors, you can form a clearer picture of your leader’s true motive.


What to Do If Your Leader’s Motive Doesn’t Serve You

Discovering that your leader is reward-centered can be disheartening, but it’s not the end of the road. Here are some strategies to protect your growth and well-being:

  • Set Boundaries: Protect your time and energy by managing expectations and avoiding unnecessary conflicts.
  • Seek Alternative Mentors: Find leaders or colleagues within or outside your organization who embody responsibility-centered leadership to guide your development.
  • Communicate Your Needs: Politely and clearly express your desire for more feedback, support, or clarity.
  • Document Your Work: Keep records of your achievements and communications to maintain control over your career narrative.
  • Consider Your Options: If the leadership environment is toxic or stagnant, it may be time to explore new roles or organizations aligned with your values.

Remember, your career and personal growth are in your hands. Understanding the motive of leader is a powerful tool to navigate your workplace wisely.


TLDR: Why You Should Care About the Motive of Leader

Leadership shapes your daily work experience, your opportunities for growth, and your overall satisfaction. But not all leaders are created equal—much depends on their underlying motive.

Patrick Lencioni’s concept of the motive of leader offers a lens through which you can evaluate whether your boss or organization leader is truly serving your long-term developmental interests. Reward-centered leaders seek personal gain and often fall short in the responsibilities that matter most to your growth. Responsibility-centered leaders embrace the burden of leadership to serve and develop their teams.

As an employee, recognizing these motives empowers you to advocate for yourself, seek better mentorship, and make strategic career decisions. Leadership is not just about titles or perks; it’s about responsibility, sacrifice, and service.
So, take a moment to reflect: What is the motive of your leader? And more importantly, what does that mean for your future?


Frequently Asked Questions (FAQ)

Q1: What exactly is the “motive of leader”?

The “motive of leader” refers to the underlying reason or intention behind why a person chooses to lead. According to Patrick Lencioni, there are two fundamental motives: reward-centered (seeking personal gain) and responsibility-centered (serving others).


Q2: Why is it important for employees to understand their leader’s motive?

Understanding your leader’s motive helps you gauge whether they prioritize your growth and team success or their own status and rewards. This awareness impacts your career development, job satisfaction, and workplace environment.


Q3: Can leaders change their motive from reward-centered to responsibility-centered?

Yes, leaders can become more responsibility-centered by consciously reflecting on their motives and committing to serve their teams better. However, this requires ongoing self-awareness and effort.


Q4: What signs should I look for to identify a reward-centered leader?

Look for avoidance of difficult conversations, neglect of management duties, lack of team building, poor meeting facilitation, and under-communication. These behaviors suggest a leader more focused on personal comfort than responsibility.


Q5: How can I protect myself if my leader is reward-centered?

Set boundaries, seek mentors, communicate your needs clearly, document your work, and consider alternative career paths if necessary. Prioritize your growth and well-being regardless of leadership shortcomings.


Q6: Where can I learn more about Patrick Lencioni’s ideas on leadership?

You can explore Patrick Lencioni’s work through his company, The Table Group, at www.tablegroup.com, and listen to discussions on leadership motives, such as the podcast episode linked in the video description.