Motivation within the DMGT 2.0 framework

TLDR

The Differentiated Model of Giftedness and Talent (DMGT) defines talent development as the transformation of gifts into talents, moderated by intrapersonal and environmental catalysts, with motivation central to the intrapersonal domain. The study aims to describe the distinction between goals and motives within the DMGT framework. Using action control theory, the authors distinguish two goal‑management sets—motivation for goal identification and volition for goal attainment. The authors report that individual differences in motivation and volition have practical impacts on talent development.

Abstract

This article begins with a brief survey of the recent update of the Differentiated Model of Giftedness and Talent (DMGT). The DMGT defines talent development as the transformation of outstanding natural abilities (called gifts) into outstanding knowledge and skills (called talents). Two types of catalysts, intrapersonal and environmental, actively moderate the talent development process. The concept of motivation is situated at the core of the intrapersonal catalysts. Borrowing from action control theory, two goal management sets of processes are differentiated. The first set targets goal‐identification (pre‐decisional) activities, whereas the second set deals with goal‐attainment (post‐decisional) activities. They are labeled ‘motivation’ and ‘volition’ respectively. The article describes these two sets of processes, especially the distinction between goals and motives, as well as some practical impacts of individual differences in motivation and volition.