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Find Your Want Power
Short episode on turning intention into systems, habits and measurable results.
Find Your Want Power
When leaders ask me why change is so hard, I often answer with this: willpower is a sprint; want power is a marathon. Willpower pushes for a week. Want power—the deep, chosen reason you care—keeps you showing up long after the first burst of motivation fades.
“Willpower gets you started; want power keeps you showing up.”
— Donald Fleming
This article is for CEOs, managers, and HR leaders who want their teams to move from knowing to doing—consistently and humanly. We’ll translate the idea of want power into daily behaviors, supporting systems, and measurable results. Along the way, I’ll share a client story and a few research-backed markers to keep things credible, practical, and kind.
Want power vs. willpower (and why the difference matters)
Willpower is the conscious effort you expend to resist or push through. It is finite. By 4 p.m., most of us feel its limits. Want power is different: it connects action to values and chosen goals. Researchers call this autonomous motivation—and decades of Self-Determination Theory show that when people experience more choice, purpose, and mastery, they persist longer and perform better. selfdeterminationtheory.org
There’s also a simple execution trick: turning “I will” into “If-then” plans. In multiple studies, making specific implementation intentions (e.g., “If it’s 9:00 Monday, then I open the dashboard and review our priorities”) reliably increases follow-through. cancercontrol.cancer.gov
And because sustained behavior becomes easier when it becomes a habit, it’s useful to remember a widely cited finding: on average, habits take about 66 days to become automatic (with wide variation depending on the person and behavior). onlinelibrary.wiley.com
The noise that drains willpower—daily
Even the most motivated leaders face overload. Microsoft’s Work Trend Index shows people spend 57% of their time communicating (meetings, email, chat) versus creating, while 68% say they don’t get enough uninterrupted focus time, and 62% feel they waste time searching for information. If work feels fragmented, you’re not imagining it. assets.ctfassets.net
That fragmentation erodes willpower. The antidote isn’t “try harder”—it’s design better systems that make the right behaviors feel natural and purposeful.
Turning want power into systems: the M360 ecosystem
| Lever | What it looks like | M360 support |
|---|---|---|
| Purpose & choice | Teams know why and feel they have a say | LPR clarifies the story; Compass connects work to outcomes |
| Cue-based execution | “If X, then Y” plans; friction removed | M360+ Habit Tracker with daily cues & micro-commitments (evidence) |
| Protected focus | Blocks for deep work; fewer, tighter meetings | M360meet shows real-time cost; leaders guard focus time (data) |
| Fast feedback | Weekly recognition; short loops on skills & conduct | Compass feedback on responsibilities, competencies, conduct |
| Visible progress | Simple dashboards, shared wins | Compass objectives and status visible to all |
A human case: “From pressure to purpose” (90 days)
Context. Elena, an operations director in a 220-person services company, felt her team was busy—but not moving the needles that mattered. She described a high-noise environment: too many meetings, unclear ownership, and feedback that arrived only during quarterly reviews.
What we did. We clarified want power (Weeks 1–2), installed daily/weekly rituals (Weeks 2–4) with the M360+ Habit Tracker, reclaimed time (Weeks 3–6) with M360meet, and made performance visible (Weeks 1–12) in M360 Compass—with Key Responsibilities, 60-day objectives, and fast feedback on competencies and conduct. Evidence for if-then plans: cancercontrol.cancer.gov.
What changed. The team reported clearer ownership, fewer back-and-forths, and higher energy. Meeting time went down; decisions moved up a level (faster and closer to the work). People described a shift from “I have to” to “I choose to, because it matters.”
“Discipline fades when it’s lonely. Give it allies—purpose, clarity, and rhythm—and it becomes part of who you are.”
— Pascal Dubois
Evidence leaders can trust
- Engagement → results: Gallup meta-analyses (2.7M employees, 112k work units). Gallup.com
- Overload is real: Microsoft Work Trend Index (57% communication time; 68% lack focus; 62% search too long). assets.ctfassets.net
- Autonomous motivation sustains effort: selfdeterminationtheory.org
- If-then plans work: cancercontrol.cancer.gov
- Habits need time (~66 days median): onlinelibrary.wiley.com
- Self-awareness gap: “95% think they’re self-aware; only 10–15% are.” lians.ca
Quick references
Start small. Start human.
“Make the first step so small it makes you smile.”
Try this for the next four weeks
- Name one must-win outcome and two behaviors that move it.
- Write one if-then plan for each behavior.
- Protect 90 minutes of focus time on your calendar daily.
- Recognize one person every week for a specific, earned contribution.
- Make progress visible—a one-page dashboard everyone can see.
1) Our goals are…
2) Habits & execution
3) Focus time vs meetings
4) Feedback & recognition
5) Visibility of progress
How M360 can help—at a glance
LPR Program: align purpose, goals, and leadership rituals.
M360+: make chosen behaviors automatic.
M360meet: compress meetings, expand focus.
M360 Compass: clarify responsibilities, track objectives, and give fast feedback so people know where they stand.
— Donald Fleming, President, M360 Leader
— Pascal Dubois, Executive Coach
#wantpower #leadershipdevelopment #m360compass
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