Showing posts from March, 2014

The tilt intervention for working with involuntary clients

In coaching, supporting the autonomy of clients is extra important with involuntary clients. Involuntary clients are clients who's own idea it wasn't to go to a coach but who were sent by someone else. Although these clients may at first be reserved or uncooperative it is usually possible to reach a good cooperation with them rather fast. The key to doing that is to recognize their perspective and to acknowledge and accentuate their autonomy.

Interests as drivers of competence development

Coert Visser (2014) Competence development is important for individuals and organizations. This article outlines the advantages of interest-focused development which is to structurally engage yourself with and train yourself in what interests you, both in the short and the long term. Interest-focused development An important motivation of people is what psychologists call competence motivation (Elliott & Dweck, 2005). Competence motivation is the tendency of people to make efforts to retain their level of competence and to develop it further. People from all cultures and of all ages have this motivation. The extent to which people feel competent contributes to their well-being and their functioning. Competence development will not come about automatically; it requires an investment. For anyone who wants to become more competent, the question is therefore important how that investment can be made most wisely.

Autonomy support at work

Self-determination theory (SDT) is one of the most powerful frameworks to understand how human flourishing can develop. Here is a very brief recap of what it is*. SDT assumes two things about human beings: 1) that they are naturally active and growth-oriented, and 2) that they have a tendency toward psychological integration . This second process means that, as people encounter new experiences, they are challenged to integrate them with existing aspects of themselves. This process of integration leads individuals to develop increasingly complex self-structures in which values and regulatory processes from outside are internalized.

Using social network incentives to stimulate engagement, trust and results

In this article I mentioned Alex Pentland's book Social Physics . One of the points frequently made in the book is that engagement , direct strong, positive interactions between people, within work groups is very important. By repeatedly interacting in cooperative manners, trust grows between team members and common beliefs, habits and norms emerge.