I have previously written about Self Determination theory (SDT) concerning understanding client motivation (Simper, 2023). Here, we consider the potential benefits of applying SDT within counselling interactions and focus primarily on clients with work issues.  Self-determination theory (SDT) is a psychological framework developed by Edward L. Deci and Richard M. Ryan that focuses on human motivation and personality development. The theory proposes that individuals have innate psychological needs that drive their behaviour and influence their well-being. These basic psychological needs are:

  1. Autonomy: The need to feel in control of one’s actions and choices. Autonomy involves a sense of volition and the ability to make independent decisions.
  2. Competence: The need to feel capable and effective in one’s interactions with the environment. This involves a desire to master tasks and experience a sense of accomplishment.
  3. Relatedness: The need for social connections and meaningful relationships with others. Feeling connected to others and having a sense of belonging is crucial for well-being.

Consider the above concerning situations where clients are unhappy about their employment with a toxic boss.

Toxic Boss =
poor relatedness and under-paid/appreciated =
feelings of low competence and micro-managed =
lack of autonomy

Use the above to relate to your work. If you are satisfied to a reasonable degree with your work, you will likely have good relatedness with the people you interact with at work, some autonomy over your work, and a feeling of being valued/having competency, perhaps through good pay or positive feedback. Conversely, if you are unhappy with your work, you would need to examine which element is not being fulfilled.

According to SDT, when these three psychological needs are satisfied, individuals are more likely to experience ‘optimal development’, motivation, and well-being. Therefore, the frustration of unmet needs leads to adverse outcomes, including diminished motivation, mental health issues, and a decrease in overall well-being.
SDT also distinguishes between two different types of motivation:

  • Intrinsic Motivation: Engaging in an activity because it is inherently satisfying and enjoyable. Individuals with high intrinsic motivation are more likely to pursue activities for the inherent rewards they provide.
  • Extrinsic Motivation: Engaging in an activity for external rewards or to avoid punishment. Extrinsic motivation can be further divided into external regulation, introjected regulation, identified regulation, and integrated regulation, each reflecting different degrees of self-determination.

SDT has already been applied in various domains, including education, work, sports, and healthcare, to understand and enhance motivation and well-being. It provides insights into how creating environments (or personal situations) that support autonomy, competence, and relatedness can foster intrinsic motivation and positive outcomes.

SDT can be effectively applied within counselling practice to enhance motivation, well-being, and positive outcomes. There are several ways in which counsellors can integrate SDT principles into their practice:

Firstly, people are unlikely even to have heard of self-determination theory. However, very often, when clients are presented with the three factors present in a balanced, satisfying job, they will immediately see how essential these factors are. Furthermore, the model helps them identify where the problem lies. In the worst cases, clients will shake their heads and say: ‘I have none of them…’ in which case, it is probably necessary to change jobs… however more subtly, where two of the three are going well (let’s say you are working autonomously and are competent but experience poor relatedness with others), it may be that working on the missing aspect will be critical, e.g. trying to work out if there is anything that can be done about relatedness that would improve or even solve the issue.

Here are some tips for using SDT to work with clients:

  1. Support Autonomy:
    • Encourage Client Autonomy: Foster an environment where clients control their decisions and actions. Respect their choices and provide options, allowing them to make decisions that align with their values and preferences.
    • Collaborative Goal Setting: Involve clients in setting their therapeutic goals. Collaboratively establish objectives that are meaningful to them, enhancing their sense of ownership and commitment.
  2. Foster Competence:
    • Strengths-Based Approach: Identify and emphasise clients’ strengths and competencies. Help them recognise their abilities and achievements, fostering a sense of competence and self-efficacy.
    • Incremental Progress: Break down larger goals into smaller, manageable steps. Celebrate clients’ progress and accomplishments, reinforcing their sense of competence.
  3. Promote Relatedness:
    • Building a Therapeutic Alliance: Establish a strong and trusting relationship with clients. Create a safe and supportive space where clients feel connected and understood, addressing their need for relatedness.
    • Social Support: Explore and strengthen clients’ social connections outside the therapeutic setting and encourage them to build and maintain positive relationships with friends, family, or support groups.
  4. Facilitate Intrinsic Motivation:
    • Exploring Values and Passions: Help clients connect with their intrinsic motivations by exploring their values, passions, and personal interests. Align therapeutic goals with these internal drivers.
    • Exploring Meaning and Purpose: Assist clients in finding meaning and purpose. Connecting actions and goals to deeper values enhances intrinsic motivation.
  • Communication and Feedback:
    • Providing Information: Communicate the rationale behind therapeutic interventions, empowering clients with information. This transparency supports informed decision-making and enhances autonomy.
    • Positive and Constructive Feedback: Offer positive and constructive feedback that reinforces clients’ efforts and progress. This feedback can contribute to a sense of competence and motivation.
  • Address Basic Psychological Needs:
    • Assessment: Assess clients’ experiences of autonomy, competence, and relatedness within various life domains. Identify areas where their basic psychological needs may be unmet and work collaboratively to address them.

By integrating these SDT principles, counsellors can create a therapeutic environment that aligns with clients’ innate psychological needs, ultimately promoting self-determination, motivation, and well-being.

Here are some counsellor/client interactions focusing on using SDT to help the process:

Client: I’ve been feeling really stuck and overwhelmed lately. I don’t even know where to begin to make things better.

Counsellor: You feel overwhelmed. Let’s explore what areas of your life you’d like to focus on and how we can work together to make progress. What aspects are most important to you right now?

Client: I guess my relationships and my career are the main sources of stress. I feel like I’m not making any progress, and it’s affecting my overall well-being.

Counsellor: Those are two massive areas of life, and with both being affected, it is no wonder you feel your well-being is affected.

Client: Well, I want to feel more connected to my family and friends, and at work, I want to be recognised for my contributions. It’s just hard to see how I can achieve that right now.

Counsellor: You seem to have a good awareness of your needs, but you need to figure out how to meet them. Is that right?  Let’s break down these broad areas into smaller steps to make them more manageable. What specific actions might help you improve your connections with family?

Client: I guess I could start by scheduling more quality time with my family and friends.

Counsellor: That sounds like a great plan. What might happen if you start doing this?

Client: Well, spending time with loved ones is important to me, and I’ve always wanted to feel more fulfilled in my career. These steps seem to align with my values.
This interaction reflects the principles of self-determination theory by acknowledging the client’s autonomy in setting goals, exploring their intrinsic motivations, and collaboratively developing a plan that aligns with their values and preferences. The Counsellor empowers the client to take an active role in their therapeutic journey, fostering a sense of self-determination.

Here is a second example:

Client: I’ve been struggling a lot with my weight, and it’s affecting my self-esteem. I feel like I should do something about it, but I just don’t know where to start.

Counsellor: This is a challenging area for you. Let’s explore what changes you might want to make and how we can approach this in a way that feels right for you. What aspects of your health and well-being are most important to you?

Client: I really want to feel healthier, both physically and mentally. I’ve tried diets before, but they never seem to work for me.

Counsellor: You’re prioritising your overall well-being. Let’s take a moment to consider what strategies might align with your values and be sustainable for you. What physical activities or dietary changes do you enjoy or think you could incorporate into your life?

Client: Well, I used to enjoy hiking, and I like cooking. Maybe I could try incorporating those activities back into my routine.

Counsellor: That sounds like a positive approach. How do you envision incorporating hiking and cooking into your routine? What specific steps could you take to make these activities a regular part of your life?

Client: I could start by planning a hike once a week and preparing healthier meals at home. I think that might be a good way to get back into a healthier lifestyle.

Counsellor: Those are fantastic steps. It is important that we focus on strategies that are not only effective but also align with your interests and preferences. How can I support you in taking these steps, and what additional resources or information do you think would be helpful for you?

Research centred around SDT and employment issues has been evolving over recent decades and offers some clear insight into how the principles of the approach fit well for work-based issues (Van Den Broeck et al., 2008), but SDT extends beyond employment into many other areas of life including relationships and also how goal achievement, in general, can be understood and facilitated (Deci & Ryan, 2000). It is the most explicit and evidence-based theory of human motivation. SDT extends to our basic psychological needs. Autonomy, relatedness, and competence are needs within our personal relationships, vacation experiences, and even our hobbies (Vansteenkiste et al., 2020; Williams et al., 1996; Ng et al., 2012).


References

Simper, T. What Is Self-Determination Theory? (2023) Evoke Your Client’s Intrinsic Motivation – IDEA Health & Fitness (ideafit.com)

Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
 
Vansteenekiste, M., Ryan, R. M., & Deci, E. L. (2020). Basic psychological need theory: Advancements, critical themes, and future directions. Motivation and Emotion, 44(1), 1-31.
 
Williams, G. C., & Deci, E. L. (1996). Internalization of biopsychosocial values by medical students: A test of self-determination theory. Journal of Personality and Social Psychology, 70(4), 767-779.
 
Ng, J. Y. Y., Ntoumanis, N., Thøgersen-Ntoumani, C., Deci, E. L., Ryan, R. M., Duda, J. L., & Williams, G. C. (2012). Self-determination theory applied to health contexts: A meta-analysis. Perspectives on Psychological Science, 7(4), 325-340.
 
Van den Broeck, A., Vansteenkiste, M., De Witte, H., & Lens, W. (2008). Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction. Work & Stress, 22(3), 277-294.