July 10, 2025
How understanding your brain's reward system can transform your approach to goal achievement
Picture this: You're three weeks into a fitness goal, motivation has evaporated, and your running shoes are gathering dust. Then your best friend texts: "Massage booked for you the day after you hit 5K. Can't wait to celebrate!" Suddenly, you're lacing up those trainers again.
What just happened? Your friend didn't change your goal, add extra time to your day, or give you superhuman willpower. They simply activated one of the most powerful systems in your brain- the reward circuit that has been driving human behaviour for millennia.
The difference between people who achieve their goals and those who abandon them often comes down to understanding this system. Most goal-setters rely on willpower alone, fighting against their brain's natural wiring. But what if you could work with your brain instead of against it?
Your brain operates on a reward system that evolved over millions of years to help humans survive and thrive. At the centre of this system is dopamine- often called the "reward chemical"- but its role is more nuanced than most people realise.
Contrary to popular belief, dopamine doesn't create the feeling of pleasure. Instead, it creates the feeling of wanting, seeking, and motivation. When your brain anticipates a reward, it releases dopamine, which drives you to take action to obtain that reward.
Research shows that dopamine levels spike highest not when you receive a reward, but when you anticipate receiving it. This is why the promise of your supporter's reward can be more motivating than the reward itself. Your brain gets a chemical boost every time you think about earning that incentive.
Your brain constantly tries to predict when rewards will come. When rewards arrive as expected, you feel satisfied. When they come unexpectedly, you get a massive dopamine surge. When expected rewards don't materialise, dopamine drops below baseline, creating disappointment and reduced motivation.
"The brain doesn't just respond to rewards- it responds to the anticipation of receiving that reward. This is why well-designed incentive systems can maintain motivation even during difficult periods."
Psychologists distinguish between two fundamental types of motivation.
This comes from internal satisfaction- the joy of running, the pride of learning, the sense of accomplishment from growth. Intrinsic motivation is self-sustaining and tends to last longer, but it can be harder to access when facing challenges.
This comes from external rewards- money, recognition, and promised incentives from supporters. Extrinsic motivation can be powerful for initiating behaviour and pushing through difficult periods. However, when extrinsic motivators are no longer present, then the behaviour is no longer sufficiently motivating.
The goal isn't to choose between intrinsic and extrinsic motivation- it's to use external rewards in ways that support and enhance your internal motivation rather than replacing it.
When you receive rewards matters too. Understanding reward timing can improve their effectiveness. Humans naturally value immediate rewards much more highly than future ones. A reward available today feels more valuable than the same reward available next month. This is why milestone-based rewards work better than single end-goal rewards, and why Huddel's milestone structure typically spaces rewards 2-4 weeks apart.
Not all rewards are created equal. Different types of rewards activate different psychological mechanisms and have different effects on motivation.
Physical items or money can be effective motivators, especially for goals that require significant effort or sacrifice. However, their motivational power tends to diminish over time as you adapt to them.
Experiences (like spa weekends or special outings) tend to provide longer-lasting satisfaction than material items. They create memories that continue to motivate even after the experience ends.
Recognition, praise, and social connection are among the most powerful human motivators. When supporters acknowledge your progress, they're providing a social reward that fulfils basic psychological needs.
Rewards that acknowledge skill development and mastery support intrinsic motivation. These might include certificates, new challenges, or opportunities to help others with similar goals.
Increased freedom and choice are powerful motivators. Earning the right to make decisions about your training or reward choices enhances motivation.
Understanding how your brain responds to rewards isn’t just about ticking off your next goal. It’s about becoming someone who can consistently follow through, long-term. When you align your environment, habits, and support network with your brain’s motivational wiring, you make success sustainable.
The most successful people don’t have more discipline—they have better systems. They create momentum, not by forcing themselves forward, but by designing goals that feel good to pursue.
Ready to put this into practice? Set your first goal on Huddel, and experience what happens when motivation works with your brain, not against it. Use the science of rewards to build habits that stick. Huddel makes it easier.
Apply cutting-edge reward science to your goals with Huddel. Create motivation systems that work with your brain, not against it, and discover the sustainable path to achievement.
