Leadership that supports autonomy

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Autonomifrämjande ledarskap

What is autonomy?

In our blog post about what makes us motivated, we went through the differences between intrinsic and extrinsic motivation. We also described that all people have three basic psychological needs that leaders can work with to create the right conditions for staff to feel and perform well: autonomy, competence, and relatedness. The need for autonomy means that we want be included and have influence, we want to participate and understand why we do different things. In this blog post, you get concrete tips on behavior in a leader that promotes autonomy, and we also give examples of behavior that counteract autonomy and thereby employee engagement.

What leadership supports autonomy?

Leadership that supports autonomy is about creating an experience of high self-governance. Here are some concrete examples of behavior that support autonomy:

Behavior that hurts the need for autonomy

If you see or do any of the following, you should watch out. Here are examples of leadership that hurts the need for autonomy, thereby reducing employee engagement:

Do you want to increase your team's motivation through your leadership?

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