26 Sep [Part 3 of 3] Building Autonomy in Teams
Imagine being trusted to make decisions at work, where your ideas are valued, and you have the freedom to choose how best to approach tasks. This sense of autonomy, the third pillar of Self-Determination Theory, is vital to creating engaged and innovative teams. Now, picture a workplace where every decision is dictated, tasks are rigidly assigned, and every move is monitored. In this environment, creativity is stifled, motivation fades, and you end up doing the bare minimum. This absence of autonomy breeds disengagement and a lack of initiative.
As we discussed in Transforming Your Team from Caterpillars to High-Fliers, autonomy isn’t about “hands-off” leadership but balancing support with independence. Teams often struggle when overly guided or when expectations are unclear, fostering dependence rather than ownership. Shifting from dependence to empowerment is crucial for unlocking your team’s potential.
Driving Performance with Autonomy
According to Self-Determination Theory, autonomy is the need to feel that your actions are self-directed and align with your values (Deci & Ryan, 2000). When team members experience autonomy, they take initiative, solve problems creatively, and feel accountable. Autonomy inspires responsibility, ownership, and pride.
Autonomy doesn’t mean abandoning structure. It’s about giving team members the freedom to make decisions within a defined framework, allowing creativity to flourish while staying aligned with organisational goals. Research by Gagné and Deci (2005) shows that when employees feel a sense of autonomy, they are more motivated, creative, and satisfied with their work.
The Impact of Lack of Autonomy
In contrast, teams without autonomy feel restricted and dependent on direction. As we previously highlighted, in rigid environments, people hesitate to deviate from processes, stifling creativity and slowing progress. This leads to disconnection, making teams less adaptable and innovative.
Empowering Your Team
- Set clear objectives but allow flexibility: Provide your team with clear goals, but let them decide how to achieve them. Teams that experiment and find their own way are often the most innovative.
- Encourage decision-making: Give your team a say in decisions that impact their work, boosting confidence and engagement. Even small choices make a big difference.
- Minimise unnecessary oversight: Avoid micromanaging. Give your team room to operate independently, checking in without dictating every step. Create a culture of trust.
- Create a safe space for feedback: Autonomy thrives when team members feel safe to share ideas and opinions. Encourage open feedback to show that their contributions are valued.
- Recognise and reward initiative: Celebrate autonomy-driven achievements to reinforce that self-direction leads to positive outcomes, motivating others to take ownership.
- Engage in open conversations about values and vision: As a leader, support your team as they grow by having conversations about their personal values and how these align with the team’s vision. Ask questions like, “Do you feel like you have a meaningful role in our success?” and “How well do our goals align with your values and career aspirations?” These discussions help create a sense of belonging.
- Assess and support training needs: Regularly assess your team’s training needs and make learning opportunities accessible. Ensure clarity around decision-making processes, actively support your team when they make decisions, and protect their autonomy to help them step into greater responsibility.
The Power of Self-Determination in Teams
The three pillars of Self-Determination Theory—relatedness, competence, and autonomy—are essential for high-performing teams. By fostering connection, capability, and empowerment, you create the conditions for sustained motivation, creativity, and collaboration.
Create a team that thrives on autonomy, competence, and belonging, setting them up for long-term success!
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Written by: Mbali Masinga