Needs-Based Coaching is a vital skill set that supports daily performance by creating conditions in which employees strive to satisfy their needs for competence, relatedness, and autonomy. AchieveForum has worked closely with Edward L. Deci, co-founder of Self-Determination Theory, to develop Needs-Based Coaching, which helps leaders at all levels engage employees, who in turn drive business results.
Four pillars underpin this approach to developing coaching capability among a critically important cohort – your first and mid-level leaders.
1. Giving Needs-Based Feedback
People want to use their abilities, connect with others, and guide their own efforts. Global SDT research has unequivocally established that—regardless of gender, age, ethnicity, culture, or life experiences—everyone shares these needs for competence, relatedness, and autonomy. Leaders can support internal motivation in employees by applying three best practices.
2. Realising Talent in Others
When an employee’s choices clash with organizational needs, effective leaders share information and redirect efforts—in other words, they give feedback. Giving feedback without undermining internal motivation is a serious challenge for every leader and requires an employee centered approach.
3. Offering Reward & Recognition
External rewards—cash incentives, trophies, incentive trips, promotions, time off, and so on—are strong medicine that, if poorly prescribed, undermine internal motivation. But are rewards always bad? Not at all, if used in need-supporting ways.
4. Shaping a Motivational Workplace
Employees have latent talents and existing skills that leaders often fail to leverage. Turning these talents into capabilities is a leader’s most important work—and a requirement for long-term organisational success.
To promote increased engagement, improved performance, and measurable business results, leaders do need to master the practical skills for shaping a workplace in which internal employee motivation can become a daily reality.
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