We have all heard the advice: “Just follow your passion.” It’s presented as the key to professional happiness, but this mindset turns career planning into a high-stakes gamble. For young professionals, this feels less like a strategy and more like a spin at a high-stakes table. Whilst taking a chance at fortunica can be a thrilling diversion, betting your entire professional future on the elusive concept of ‘passion’ is a deeply flawed strategy.
When you don’t feel that all-consuming fire, you feel stuck and anxious. The truth is, “follow your passion” is a trap. Fortunately, psychology offers a more practical, evidence-based framework for a fulfilling career: Self-Determination Theory.
The Flaw in the ‘Passion Mindset’
The ‘passion’ advice promotes a “fixed mindset”—the idea that passion is a rare entity you must find. This can be paralysing for those with many interests but no single ‘calling’. This advice also ignores that passions change; what you loved at 22 may not engage you at 35. Fixating on one perfect fit closes us off from growth and sets an impossible standard, often leading to dissatisfaction.
We need to shift our focus from finding a job we love to building a work life we love.
A Better Framework: Understanding Self-Determination Theory (SDT)
Self-Determination Theory (SDT), from researchers Edward Deci and Richard Ryan, is a leading theory of human motivation. It argues we have an innate drive to be engaged, which flourishes when three core psychological needs are met.
SDT encourages focusing on the “how” (our work conditions) rather than the “what” (our passion). When a role satisfies these needs, the result is engagement, mastery, and the deep fulfilment we call passion.
The Three Pillars of Workplace Fulfilment
SDT posits three innate, universal needs. When met at work, motivation flourishes. Here is what they mean in a professional context:
- Autonomy: This is the need to feel in control of our own behaviours and goals. In the workplace, this translates to having a sense of choice, feeling empowered to make decisions, and having trust from management.
- Competence: This is the need to feel effective, capable, and masterful in what we do. It is the satisfaction of overcoming a challenge, learning a new skill, and feeling that we are good at our jobs.
- Relatedness: This is the need to feel connected to others, to belong, and to care for and be cared for by those around us. In a career, this means feeling respected by our colleagues and having positive social interactions.
When these elements are present, we feel intrinsically motivated. This leads to the most critical mindset shift.
Passion as a By-product, Not a Prerequisite
The ‘passion trap’ teaches that passion is the input. Self-Determination Theory proves it is the output.
It is hard to be passionate about something you are bad at (low Competence) or forced to do (low Autonomy). But as you build valuable skills (Competence) and earn trust (Autonomy), a deep engagement emerges. That feeling is passion—something you cultivate through effort, not something you discover. How can we apply this?
How to Apply SDT to Your Career
Perform a practical audit of your job, shifting your focus from “Is this my passion?” to “Does this role build Autonomy, Competence, and Relatedness?”
This table outlines the practical mindset shift:
| ‘Passion’ Mindset (Fixed) | ‘SDT’ Mindset (Growth-Oriented) |
| Primary Question: “What is my one true passion?” | Primary Question: “How can I build my competence, autonomy, and relatedness?” |
| Focus: Finding the one perfect job. | Focus: Finding a good job and working to make it great. |
| Goal: To feel passionate from day one. | Goal: To build mastery, connections, and a sense of control over time. |
| Reaction to Boring Tasks: “This isn’t my passion; I should quit.” | Reaction to Boring Tasks: “How can I master this task (Competence) or redesign the workflow (Autonomy)?” |
| Career Moves: Making large, anxious leaps hoping to ‘find it’. | CareerMoves: Making strategic moves to increase one of the three core needs. |
This comparison shows SDT is an active process of building, not a passive search.
Action 1: Cultivate Competence
Instead of wondering about passion, focus on getting good at something. Author Cal Newport calls this “career capital.” Developing valuable skills builds mastery (Competence) and makes you more valuable. This increased value is the leverage you need to negotiate for autonomy.
Action 2: Negotiate for Autonomy
As you build competence, you earn the trust to take more control. You don’t always have to change jobs; look for ways to increase control in your current role. This could mean leading a project, suggesting a new workflow, or taking charge of a client account. Small acts of ownership boost autonomy and motivation.
Action 3: Build Relatedness
Finally, a masterful, autonomous job can feel empty in isolation. The ‘passion’ script ignores the human element. Make a conscious effort to connect with colleagues—get to know your team, help others, or mentor a new hire. Feeling respected in a community is a powerful motivator for long-term happiness.
Stop Searching and Start Building
The journey from ‘stuck’ to ‘engaged’ isn’t a quest for a mythical passion; it’s a practical process of construction. The “passion trap” sets us up for disappointment. Self-Determination Theory gives us a roadmap to build the conditions for fulfilment.
Stop asking the world for your passion. Instead, ask: What can I get good at? How can I take ownership? How can I connect with others? Your career is not a treasure hunt. Stop searching and start building a fulfilling work life, one brick of competence, autonomy, and relatedness at a time.