We’re starting to wind down our blog series on Leveraging Adult Learning Principles at Work. If you’ve missed any of the previous posts, take a moment to revisit each principle and reflect on how they show up in your workplace, and how they could be better utilized to move the needle on communication, performance, employee experience, and more.
This week, we’re diving into the principle you’ve likely heard most about: self-concept.
So, what exactly does self-concept mean at work? Isn’t that more about the individual than the employer? The answer is: yes and no. Self-concept is indeed rooted in the individual. It’s the belief that adults see themselves as autonomous, self-directing people. However, the workplace plays a huge role in either reinforcing or restricting that autonomy. It’s a two-way street: individuals carry the self-concept, but the organization is the catalyst that determines how much of it can be seen, heard, and put into action.
Think back to your high school days. Your schedule was mapped out for you. Classes, meals, and even transportation had structure and routine. Fast-forward to adulthood, and while our days are still structured, adulting brings new layers of decision-making, responsibilities, and yes, the need for autonomy.
Every time I write a blog or work on my upcoming first book (wink), I seem to reference a podcast. Today is no exception. The truth is, podcasts keep me connected and continuously learning during the commute, running errands, or handling everyday life. When I’m not tuned into my favorite SiriusXM channels, Spotify fills the gap. This morning, I listened to the The Bob & Sheri Oddcast.
In this episode, co-host Sheri shared a story about nearly missing her daughter’s Phi Beta Kappa induction. She reflected on two things: how important it is to show up for her kids, and how her work tribe is her “I’m on my way” people who help make it happen. Me, you, and the people we work with are somebody’s “I’m on my way” person, too. Whether it’s a spouse, child, friend, or relative, there are occasions we may have to bolt at the drop of a hat to be there for a loved one.
It’s a perfect example of self-concept at work: autonomy balanced with support, flexibility grounded in trust.
Having autonomy in your job doesn’t mean a free-for-all. But too often, that’s the fear that arises when conversations about engagement and retention come up. Not all roles allow for the same levels of flexibility, but creativity goes a long way in building autonomy into any environment. When employees can co-design their workday, participate in benefit choices, and step away for life’s meaningful moments, their self-concept is affirmed. And that, in turn, builds engagement, ownership, and gratitude.
Supporting self-concept at work can be practical and simple in numerous ways:
- Rotate who leads team meetings to foster being seen and heard, and encourage diverse perspectives.
- Let team members take the ball and run with it. Monitor along the way, while letting everyone make mistakes and find their own solutions.
- Have L&D coaching conversations that allow employees to choose their own development paths.
- Extend grace to yourself and others. Being human these days is no walk in the park.
In learning and development, self-concept traditionally means giving adults control over their learning. But why stop there? Expand it into how we approach employment policies, engagement strategies, and career growth.
And if you have a little time on your commute, queue up that Oddcast episode. Then let us know what you think about self-concept in the workplace.
“Those three things – autonomy, complexity, and a connection between effort and reward – are, most people will agree, the three qualities that work has to have if it is to be satisfying.”
~ Malcolm Gladwell
