self-determination
In respect of your coaching journey, empowerment and a sense of control can be a defining catalyst on your journey, particularly after the coaching sessions are completed. That is where the distinct resonance of self-determination can play a part in the success of your journey. This has been a wonderful unearthing recently for a client who found that ‘aha’ moment during one of our sessions.
Self-determination, as outlined by Deci & Ryan's (2000) Self-Determination Theory (SDT), is a critical concept that explores how intrinsic motivation, personal autonomy, and relatedness significantly influence an individual's behaviors and life outcomes. With a greater lucidity of the self, the client is empowered and able to seize a modicum of control for their next steps on their journey.
Self-determination empowers individuals to make their own decisions and follow their personal interests, leading to more satisfaction and a higher degree of well-being (Ryan & Deci, 2000). This freedom to choose fosters personal growth and contributes significantly to self-fulfillment (Deci & Ryan, 2011).
Sheldon and Elliot's (1999) research on personal goal-setting illuminates the potency of self-determination. They found that setting self-determined goals positively impacts performance, psychological well-being, and self-esteem. These outcomes align with the tenets of SDT, stressing the value of autonomy and personal choice in determining successful life outcomes (Sheldon, Arndt, & Houser-Marko, 2003).
Nielsen and colleagues (2017) also validated these findings in the workplace, highlighting that self-determined workers display higher job satisfaction and productivity. This provides a compelling case for organizations to foster environments that support employee autonomy and self-determined goals.
Embracing self-determination encourages individuals to be proactive architects of their destiny. As per the evidence from psychological research, harnessing this power can significantly enhance well-being, achievement, and satisfaction across various life domains. Beyond your coaching sessions, look to yourself for the consolidation of your thinking, your concepts, and your continuing journey.
References:
Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
Deci, E. L., & Ryan, R. M. (2011). Levels of analysis, regnant causes of behavior and well-being: The role of psychological needs. Psychological Inquiry, 11(1), 1-19.
Nielsen, K., Nielsen, M. B., Ogbonnaya, C., Känsälä, M., Saari, E., & Isaksson, K. (2017). Workplace resources to improve both employee well-being and performance: A systematic review and meta-analysis. Work & Stress, 31(2), 101-120.
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68-78.
Sheldon, K. M., & Elliot, A. J. (1999). Goal striving, need satisfaction, and longitudinal well-being: The self-concordance model. Journal of Personality and Social Psychology, 76(3), 482-497.
Sheldon, K. M., Arndt, J., & Houser-Marko, L. (2003). In search of the organismic valuing process: The human tendency to move towards beneficial goal choices. Journal of Personality, 71(5), 835-869.