I’ve reflected on the nuances of decision-making. In the past, I unconsciously used the same approach for all decisions – or, at the very least, failed to give enough thought to why I chose a particular approach. This is the beauty of publishing a reflection – when you write it down so clearly, it seems flipping obvious.

The power of goal mastery lies in creating an environment where individuals not only set adequately-challenging targets, but also have the accountability and support needed to achieve them.

SALESPEOPLE – I get it – targets are a part of your work world. But – can we do better?

SALES LEADERS – read on to truly understand how to balance autonomy and structure. The results will speak for themselves. Higher conversion rates, stronger client relationships, and long-term commitment to success.

Salespeople and athletes share some valuable similarities—you are both performers with your own stage. Today, we focus on the importance of being deeply connected to your work to maximize self-driven effort and commitment.

When we enhance your internal connection, we increase the chance of wonderful results: higher closing rates, improved client retention, and faster recovery from setbacks.

Autonomy in the workplace, often misunderstood, is a powerful tool that drives individual fulfilment and organisational success when applied correctly. In this article, we explore the role of autonomy through the lens of self-determination theory, its benefits, and common misconceptions.

There are three basic needs essential for individual satisfaction and high-performance organisational success: A – C – R.

Those familiar with the Spark Intent Performer Framework (Figure 1) will recognise that the entire model is built on three words:

Autonomy
Competence
Relatedness.

Imagine a workplace where every employee is deeply engaged in their role, intent on giving their best effort as standard, and where a palpable connection exists between individuals, leadership, and the company’s purpose.