The Power of Autonomy: What Leaders Can Learn From a Ballet Class

Let’s be real—when we talk about Return to Office (RTO) mandates, we’re not just talking about where people work; we’re talking about overall autonomy. And autonomy isn’t just a buzzword—it’s fundamental to how we learn, grow, and thrive. But is it really that important in a workplace context?

Earlier this week, I came across a study that got me thinking. It explored the role of autonomy in learning and retention—yes, with 10-year-olds, but stay with me here because the findings are pretty eye-opening, no matter your age. The study split a group of young girls learning classical ballet positions into two: one group had control over if and when to watch video demos, and the other group didn’t.

What happened? Both groups improved, but the group with choice—the autonomy to decide when to view the videos—performed significantly better. Why? According to the study, the answer lies in self-efficacy. When we feel more in control, we feel more capable, which leads to better outcomes, whether it’s learning new skills, retaining information, or boosting productivity.

This has direct implications for how we work—and, more importantly, how we lead.

Autonomy = Better Performance

The idea that autonomy drives better results isn’t new. In fact, Self-Determination Theory (SDT) highlights autonomy as one of three core human needs, alongside competence and social connection. When we feel free to make decisions about how, where, and when we work, we’re not just happier—we perform better. The research is clear: autonomy increases motivation, learning, and even productivity.

For leaders, this means providing flexibility isn’t just a “nice to have”; it’s a strategic advantage. Whether it’s offering employees the freedom to work from where they feel most productive or giving them a say in how they structure their day, autonomy leads to more engaged, effective teams.

The Ripple Effect of Autonomy on Happiness

Another important takeaway from the study is the link between autonomy and happiness. When we have more freedom in our decisions, it doesn’t just improve learning or productivity—it boosts our well-being too. And happier employees are more creative, collaborative, and resilient.

At Radious, we’ve seen firsthand how giving people autonomy—whether it’s the flexibility to work from home, a local community space, or anywhere that works best for them—leads to better outcomes. When people feel trusted to make their own decisions, it creates a culture of accountability and motivation that benefits the whole team. We’ve seen this with our customers and internally with our own team.

Practical Ways to Foster Autonomy

So, how can leaders bring more autonomy into their organizations? Here are some practical ways to start:

• Flexibility in location: Allow employees to choose where they work best, whether it’s in the office, at home, or in a nearby Radious space.
• Flexibility in hours: Let employees set their own schedules when possible, allowing them to work during their most productive hours.
• Autonomy in decision-making: Empower teams to make decisions about how they approach their work. Giving them ownership over projects leads to better outcomes and a stronger sense of accountability.

It is important to make all of these possible through clear and frequent communication. Work collaboratively to set expectations and empower teammates to keep in touch regularly about their preferences, availability, project milestones, challenges, and wins.

Because at the heart of everything is trust.

A Lesson from Ballet Class

The autonomy lesson from this study is clear: When people are given control over their own decisions, they perform better and feel more engaged. This applies to any context, whether it’s learning ballet positions or navigating workplace challenges. By fostering a culture of autonomy, leaders can activate greater potential and create a more motivated, effective, and happy workforce.

It’s time to stop seeing autonomy as just a nice-to-have. Instead, let’s recognize it for what it really is: the key to better performance, greater satisfaction, and a more dynamic work environment.

For any leaders worried that too much employee autonomy may lead to a chaotic free-for-all, let’s have a chat about some strategies for taking things one step at a time. 

And if you’re ready to empower your team and lean into flexibility, reach out to Techworks so they can help connect you with close-to-home workspaces.