Purpose

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The 3 Types Of Work Everyone Should Know



There are only three types of work. You either have a job, a career, or a calling. I have been a career coach for over 20 years and I can tell you that after working with thousands of people what you do for work falls into one of these three categories.

What To Know About The 3 Types Of Work


@j.t.odonnell

THE 3 TYPES OF WORK ##IKnowWhatYouDid ##jobsearch ##job ##career ##calling ##careerdecoder ##careeradvice ##careertiktok ##joblife ##careertok ##work ##1

♬ original sound - J.T. O'Donnell

As a professional, you either have:

  1. A job – it just pays the bills and doesn't bring you a lot of satisfaction other than the fact that it's taking care of you financially.
  2. A career – not only does it pay the bills, but you feel like you're leveraging some of your strengths, so it makes you feel a little satisfied.
  3. A calling – you're leveraging your strengths, and it feels like it's what you were meant to do, and you're getting paid for it.

The Problem


Professional man works from home

Now, the problem with this is that over the years, society has convinced all of us that the only thing we should be striving for is the calling—that we should be in love with our work. Everything we do should feel effortless and we should get a big paycheck for it. And that's not how it works.

Your life is forever changing. There are times in your life when a job is the only thing you need. It's the only thing you can handle. It pays the bills, and that's good enough. And every job is temporary.

Then, there's the career. There are times in your life when you feel like you're doing satisfying work and you're getting the paycheck.

Then, sometimes, people reach the calling; they find exactly what they want to do in life. But the thing about the calling is that you need to be willing to sacrifice—you need to be willing to do it even if you can't get a paycheck. Most people don't have the strength or the resources to go after the calling.

Stop Looking For A Calling And Do This Instead...


Professional women smile as they work

As a career coach, I want to manage people's expectations and I want them to be as happy as they possibly can be in the situation they're in. But to do that, everyone needs to understand that it's not one-size-fits-all.

Stop searching for the perfect calling in the big paycheck. Learn to assess where you are today. Understand what's currently going on in your life. Let's make a conscious decision about what type of work—a job, a career, and (maybe) a calling—you need right now. And then let's work to improve that step by step.

They didn't teach us this in school. And, candidly, employers don't want you to know this because they want you to be forever stuck in a job, don't they? But there are good employers out there.

Good employers want you to feel fulfilled and satisfied. They can take you to the career level and maybe even the calling level. But they don't just grow on trees and they don't just fall in front of you. There's no magic fairy godmother to give you that calling or career. You have to figure out who you are and what your strengths are, and then we start to work with that and, like a puzzle, we piece it together—a beautiful, unique puzzle that is all you.

So, stop looking for a calling and simply focus on growing your career. If you "work it daily," you'll get to where you want to be in your professional life. I promise.

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The 3 Types Of Work Everyone Should …

Ikigai: Are You Doing What Brings You Joy?

Ikigai: Are You Doing What Brings You Joy?

Ikigai is a Japanese concept and is comprised of two Japanese characters—iki (meaning life) and gai (meaning value or worth) which together signify values that make life worth living or your “reason to get up in the morning.” It encompasses a sense of purpose and fulfillment in daily life including the pursuit of personal passions, hobbies, family/personal/social relationships, and community. So not only does ikigai represent finding joy, but it recognizes how individuals are interconnected, and their impact in a broader social sense.

You may have more than one ikigai with different things fulfilling different parts of your life. Also, depending on your experiences or stage of life, your ikigai can change or evolve over time. For example, if you have a baby, that child may become your ikigai (or a grandparent’s ikigai).

The concept of ikigai originated in Japan. A high concentration of centenarians (100+-year-olds) live in Okinawa, and they believe that finding ikigai improves your overall well-being and longevity and provides a sense of purpose (with a healthy diet, regular exercise, social connections, and a positive attitude). These individuals have figured out that finding their ikigai gives them a reason to get up in the morning, giving them fulfillment each day to live such long active lives. Ikigai doesn’t have to be complicated and may be as simple as gardening, dancing/singing, or even sipping a favorite tea. My mom’s friend, Tsuchino (who is over 90 years old), told me that her ikigai is playing sudoku.

My ikigai is cooking, which was inspired by my mom. Not only did she cook every day for our family, but she loved to cook for friends and neighbors. I remember them sitting around the kitchen table, talking/laughing, and savoring her homemade gyozas. My mom was sharing a part of herself, and I cherish her gyoza recipe. Despite how hectic my life can be sometimes, it energizes me to cook for others (curiously trying new recipes). I even bake and mail cookies to unsuspecting family/friends. Someone may not be having a “great” day and that box of cookies shows them that I was thinking of them. Sharing my love for cooking gives me immense joy and is my ikigai!

The Western Interpretation Of Ikigai


Ikigai concept

The Western interpretation of ikigai captures some of the original Japanese concept, but it focuses on career-centric aspects and is typically depicted by the above Venn diagram. Even within the Japanese concept, your ikigai could be work. The philosophy is to align personal passions with professional pursuits to find meaningful work by determining:

  • What you love,
  • What you are good at,
  • What you can be paid for, and
  • What the world needs.

The intersection and convergence of these four elements is your ikigai (although ikigai is not necessarily something you need to be paid for within the Japanese concept). Again, depending on the stage of your career, your ikigai can change or evolve over time. For example, maybe you’re considering pivoting and starting your own company or buying a franchise. Also, you can have more than one ikigai. Besides your regular job, maybe you get fulfilled from volunteering or helping the community.

There is a quote by Confucius, “Choose a job you love, and you will never have to work a day in your life.” So don’t wait until you’ve retired to find your ikigai. Finding your passion and mission can increase your work satisfaction and overall career fulfillment.

For me, I gravitate towards roles where I transform chaos into calm and figured out that this is my “work” ikigai. I understand why I’m passionate about helping companies that have been enduring too much distress and solving those complex problems with practical solutions. I also love sharing my knowledge through mentoring, volunteering (such as STEM organizations), and even creating LinkedIn content.

Understanding Your Ikigai


Ikigai is understanding your whole self over your lifetime, and the key is to appreciate the present moment and do the things you value and give your life meaning. Even after you “retire from work,” what will bring you joy and give you a reason to get up in the morning?

What is your ikigai? If you don’t know, you can start by self-reflecting. When are you the happiest (putting a smile on your face just thinking about it)? Or what activities do you look forward to doing in the future? Realizing what’s important to you and what you enjoy actively doing will bring you closer to finding your ikigai. To me, life is too short not to enjoy it . . . and find the simple things that will bring you joy each day!

For more information about ikigai and finding values that make life worth living, follow me on LinkedIn!

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7 Ways Women Can Achieve Happiness & Satisfaction In Their Careers



"Happiness is not something ready made. It comes from your own actions." —Dalai Lama

Studies have shown that people who derive meaning from their profession or feel commitment toward their organization's mission are people who are much more resilient and satisfied in their economic environment. Average career professionals will work approximately 90,000 hours in their lifetime, so finding happiness and satisfaction is critical.

The good news is that life doesn't have to be perfect for you to find happiness at work. Below are seven ways women can achieve happiness and satisfaction.

1. Discover The Five Cs


Woman on laptop smiles while working from home

You must maintain high levels of confidence, commitment, conviction, and contribution, and choose a cultural fit.

With the five Cs, you will have a feeling of recognition, pride, and trust in your company.

2. Find Purpose In Your Work


Woman on laptop finds purpose in her career

Too frequently, we get caught up in the day-to-day grind of our jobs and forget to look at the big picture—the "why" or the reason that motivates us to work.

Tapping back into the true purpose of your job will make your daily tasks and accomplishments more meaningful. Discover ways that your work can improve the lives of other people.

3. Challenge Yourself


Professional woman at work

Challenging yourself is one way to intensify your "joy" factor. Why not offer to step in where you normally wouldn't be accountable? Why not ask your boss if you can shadow a colleague in another department to learn how various aspects of the company work?

This will create variety in your work (making it inherently more interesting) and you will score points for being a proactive employee who's ready to take on new challenges. It might even land you a promotion and/or raise.

4. Look Beyond The Corporate Ladder


Older woman on laptop happy in her career

Studies indicate that eight out of the 10 jobs that make people happiest in America are not on the corporate ladder. Instead, they were positions with perks like flexible hours or positions that offered high levels of independence.

These facts suggest that choosing work that aligns with your values—even if those values take you further off the beaten path—is a good foundation for career satisfaction.

5. Work Toward Your Goals


Happy woman on laptop and phone works toward her career goals

San Francisco State University's Ryan Howell co-authored a study in 2009 and found that working hard to improve a skill or ability may induce greater stress in the moment but also guarantees greater happiness on a daily basis and in the long term. "No pain, no gain," he says.

If tasks aren't enjoyable in the moment, the sense of accomplishment when the task is over changes that perspective. Howell found that reaching the goal isn't even necessary to increase happiness—the process of trying and stretching yourself is enough.

Learning new skills may make you happier, but it also makes you more valuable to your current and future employers.

6. Develop A Social Circle


Group of happy women at work talk during a meeting

Having a strong social (professional) network is key. It's easy to hate your job when you don't know your co-workers and it is even easier if you continue to avoid them. If you hate your co-workers, the situation isn't going to change.

Don't let another day go by without learning about your co-workers. Reach out to them and be curious about their lives. Two people can't become friends without one of them starting the conversation.

7. Look For Opportunities For Growth


Young woman on laptop happy while working from home

If you feel like you're always on the defensive in your job, then take a deep breath and look for an opportunity instead. Take joy in the fact that there is always a new project to start in the workplace. It doesn't matter what you do or where you work, there is always something new that could be done.

Instead of punching the clock and settling into the same routine, take some time to search for new opportunities. Constantly defending yourself is draining for everyone involved. You'll find it much easier—and much more pleasant—to look for opportunities to grow instead of making excuses.

Most of us are happy when people say good things about us. When you do good things for other people, you create happiness for them and set the stage to receive it in return. For example, compliments are so simple to give that we often forget about them, but they are so powerful that we should always find ways to recognize others. Try spending a day giving compliments instead of criticizing.

Gaining respect and happiness in the workplace is easy to accomplish when goodwill is abundant. Finding happiness is as much about the decisions and actions you take as it is about having good things happen to you. Try some of the above strategies and put yourself in a better position to achieve happiness.

Remember, if you are not enjoying your life...change it! Doing the same thing today will create the same results tomorrow.

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Executive Spotlight: How To Boost Happiness At Work



With increasing emphasis on productivity and performance in the workplace, it's easy for professionals to feel overwhelmed and stressed in their jobs. Happiness at work can be elusive, and we all know that the quality of our professional lives directly impacts our overall well-being. However, the good news is that there are practical and effective strategies that can significantly boost happiness at work.

We recently asked our leading executives for their best tips on how to boost happiness at work.

Here are their responses...

John Schembari, Senior Education Academic And Operations Executive


Boosting happiness at work depends on many factors, some of which will be in your control and some not. However, the following are some strategies I would use for boosting happiness at work.

Have regular sit-downs with your supervisor. Be clear on both success to date and clear next steps for your work. Base this on organizational strategic plans as well as on personal/professional development plans.

If your leadership has not provided this, consider how you and other team members might develop a professional learning community that studies and acts upon problems of practice. Grow both your own professional knowledge and the number of opportunities for collaboration with colleagues.

Also, join relevant outside networks related to your job/profession. How might you show leadership in your industry as well as in your office?

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Ana Smith, Leadership Development & Learning Strategist


Happy employees huddle up and celebrate at work

The neuroscience of happiness offers valuable insights that can be applied to create happier work environments. Here's a summary of how to boost happiness at work considering the neurological foundations:

1. Neurochemicals of Happiness:

There are four primary neurochemicals associated with happiness and well-being: dopamine, oxytocin, serotonin, and endorphins. Understanding and harnessing these chemicals can foster happiness:

  • Dopamine: Often referred to as the "reward chemical." It's released when we achieve goals.
    • Tip: Break tasks into smaller milestones and celebrate small achievements. This constant release of dopamine from frequent achievements can foster more sustained happiness.
  • Oxytocin: Sometimes called the "love hormone" or "social bond hormone." It's associated with trust and bonding.
    • Tip: Encourage teamwork, appreciation, and constructive feedback. Building trust and connections between team members releases oxytocin.
  • Serotonin: This mood stabilizer is linked with well-being and feelings of significance.
    • Tip: Recognize and appreciate employees' contributions. Mentorship programs can also elevate serotonin levels, making individuals feel valued.
  • Endorphins: These act as natural painkillers and are released in response to stress or discomfort.
    • Tip: Promote physical activity. Things like group exercises, stretching sessions, or even short walks can trigger endorphin release.

2. Positive Reinforcement:

Using positive reinforcement can stimulate the release of dopamine. Regularly acknowledge and reward efforts, which in turn will encourage similar behavior in the future.

3. Social Connectivity:

The human brain is wired for social interaction. Encourage socializing, teamwork, and group activities. Spaces for casual interaction or team-building exercises can foster connections, contributing to happiness.

4. Learning and Growth:

Novel experiences and learning stimulate the brain and can result in the release of dopamine. Providing opportunities for personal development, training, or workshops can elevate mood and job satisfaction.

5. Mindfulness and Meditation:

Engaging in mindfulness activities strengthens the prefrontal cortex and reduces activity in the amygdala, the brain's stress center. Consider offering meditation or mindfulness sessions.

6. Autonomy and Mastery:

Allowing employees some level of autonomy can stimulate their intrinsic motivation, leading to greater job satisfaction. Let employees have a say in how they accomplish tasks.

7. Physical Environment:

Lighting, especially natural light, can affect mood and productivity. Serotonin production is influenced by the amount of sunlight you receive. Ensure workspaces are well-lit, preferably with natural light.

8. Work-Life Balance:

Constant stress or overworking can produce excessive cortisol, a stress hormone that hinders happiness. Encourage a balanced work-life dynamic, ensuring employees have time to recuperate.

9. Feedback Loops:

Regular constructive feedback can stimulate areas of the brain associated with learning and growth, fostering a sense of progression and development.

10. Purpose and Meaning:

The brain seeks meaning in activities. If employees understand the bigger picture and the impact of their work, it can boost their sense of purpose and happiness.

By understanding the neuroscience behind happiness, employers can create environments that not only enhance productivity but also cultivate a sense of well-being and satisfaction among employees.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Kirsten Yurich, Executive Coach & Vistage Chair


Happy business woman/employee/professional smiles while working on her laptop

The good news about happiness—let’s say the kind that comes from building strong relationships—is further correlated with 10 years of additional longevity, lower cortisol levels, and a stronger immune response.

Happiness at work is likely unattainable as a goal and, in my opinion, not the responsibility of the employer. It is better thought of as a result. Therefore, there are some very important things that ARE the responsibility of the employer. And when leaders focus on those influencers, it can result in happiness.

Steve Nobel authored a book called Joy at Work. It is a concept that focuses on finding happiness and fulfillment in your job. It involves having a positive mindset, a sense of purpose, and finding daily satisfaction in your work. The common elements to highlight here for joy stem from the employee, not the employer.

That said, what can the employer do to (what I call) “enable conditions” for the employee to find joy? I believe there are many things they can do, falling into only a few select categories.

The top three categories I like to focus on include: "providing expectations and feedback," "selection and assignment," and "motives and preferences."

1. Expectations and feedback – workplaces are more likely to produce workers who experience happiness if…

  • They can connect day-to-day behavior to organizational results and purpose.
  • Managers set clear expectations for success.
  • Managers provide feedback based on agreed-upon criteria accomplishments.
  • Overall there is an environment of 5:1 of positive to negative feedback.

2. Selection and assignment – happiness will correlate with employees who…

  • Are hired into the right roles using clear and tight job descriptions.
  • Promotions are carefully orchestrated so as to not undo careful selection procedures.
  • Assign employees within a department to projects and tasks that match unique skills and talents.

3. Motives and preferences – the matching values and what motivates us. When workplaces can…

  • Communicate their values clearly and use them in hiring practices. Happiness results when you have people on your team who are generally motivated by the same things that align with your company’s ethos.
  • Discover what gets your people up out of bed each day. What drives them about life and work? Use this information to build individual development plans; find ways to build in their uniqueness as contributions to your overall culture.

Happiness is often elusive, contextual, or temporal. Instead of focusing on happiness as a goal, arrange these influencers to improve the chances that your employees will experience happiness or joy at work more often!

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Michael Willis, Sports Business Operations Executive


Happy employees/professionals celebrate at work

As I reflect on my incredible journey of two decades with the NFL, I can't help but feel an overwhelming sense of joy and gratitude. My happiness draws from my experiences and the unique culture of the NFL.

1. Embrace the Passion for the Game

At the NFL, we understand that passion is the heartbeat of our organization. Encourage employees to find their passion within their roles, igniting a sense of purpose and happiness that fuels every task.

2. Cultivate a Winning Team Spirit

A jubilant workplace thrives on teamwork. At the NFL, we've seen that nothing can match the joy of celebrating victories together—fostering camaraderie, collaboration, and a shared sense of purpose among your team members. When you win together, happiness follows.

3. Celebrate Milestones and Achievements

The NFL celebrates touchdowns, and so should your organization celebrate achievements. Whether it's hitting sales targets, completing a project, or reaching a company milestone, revel in your victories. Recognizing success brings happiness and motivation.

4. Inspire Leadership with Enthusiasm

Leadership is more than just managing tasks; it's about inspiring with enthusiasm. At the NFL, our coaches and leaders lead with passion and drive. Infuse your leadership style with infectious enthusiasm, and you'll boost your team to be equally excited about their work.

5. Create a Fun Work Environment

In the NFL, we know that fun is a vital ingredient in our recipe for success. Organize team-building events, theme days, or friendly competitions. A fun work environment boosts morale, creativity, and happiness.

6. Acknowledge the Importance of Health and Wellness

The NFL strongly emphasizes the health and well-being of its players and employees. Encourage physical fitness, mental well-being, and work-life balance. A healthy workforce is a happy and productive one.

7. Promote Continuous Learning and Development

At the NFL, we never stop learning and improving. Invest in training and development programs to help your employees grow personally and professionally. A culture of learning and growth contributes significantly to happiness and job satisfaction.

8. Engage in Acts of Giving Back

One of the most triumphant experiences is giving back to the community. Encourage your team to participate in charitable activities or volunteer work. Kindness and philanthropy create a sense of fulfillment that extends to the workplace.

Conclusion

In my 20 years with the NFL, I've learned that happiness at work is not just an aspiration; it's a way of life. By embracing passion, fostering teamwork, celebrating achievements, inspiring with enthusiasm, empowering employees, creating a fun work environment, prioritizing well-being, promoting learning, giving back, and expressing gratitude, you can create a jubilant workplace where employees thrive and success becomes an everyday celebration.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive


Happy employees talk to each other at work

Research has shown the impact of employee happiness on the bottom line. Organizations with happy employees outperform the competition by 20%, show a 12% boost in productivity, and happy sales teams close 37% more sales.

Being happy at work correlates with developing emotional intelligence and heightened self-awareness.

Self-awareness is a transformative trait that holds immense power both personally and professionally. Research shows that 95% of us believe we are self-aware, yet the actual number is 10 or 15%. Most of us are oblivious to how others truly perceive us. As a result, we may unknowingly alienate our peers and inadvertently disengage those around us.

Consider this: What if your interpersonal weaknesses overshadowed your remarkable qualities and technical abilities, such as being a sales or coding dynamo? What if these weaknesses then caused others to lose motivation and become disengaged with you? Wouldn’t you want to know? Herein lies the power of self-awareness: it allows you to reshape how you present yourself to the world by aligning your self-perception with the perception of others.

The benefits of self-awareness can propel your career forward, foster success, nurture healthier relationships, contribute to better mental health, and ignite innate curiosity, leading you to ask more questions and seek continuous improvement.

To enhance your self-awareness, follow these practices:

  • Stay curious and ask questions. Embrace a curious mindset and actively seek knowledge.
  • Listen to opposing views and opinions. Be open to diverse perspectives, as they can broaden your understanding.
  • Don’t take things personally. Cultivate resilience and avoid letting criticism affect your self-worth.
  • Seek to understand and then be understood. Prioritize effective communication by truly comprehending others’ viewpoints.
  • Be a great listener. Practice active listening to hear what is said and discern what remains unsaid.

Focus on becoming the best version of yourself. Ask questions like, “Who is the person I aspire to be? What actions can I take right now to embody that ideal version of myself? How would the best ‘me’ handle this situation?”

Next, let’s explore emotional intelligence. Emotions are contagious, making it imperative for leaders to pay attention to their emotional intelligence. This awareness begins with you, whether you’re a manager or the CEO. Your emotional cues serve as guideposts for those around you, shaping how they should feel and picking up your feelings through subtle signals conveyed by your tone, body language, and demeanor.

Consider this scenario: You step into a meeting where everything appears harmonious, and there is a thick tension that hangs in the air, causing an unsettling discomfort. Your body registers something is amiss, even though there are no signs of conflict. This is a great example of the impact that emotional intelligence has on our workplace experiences.

Emotional intelligence ranks as one of the most vital leadership skills. It empowers individuals to comprehend and regulate their emotions at work. The workplace can be stressful and pressure-filled, with the occasional drama thrown in. It can also be exciting, joyful, and a source of contentment. How we navigate these emotions reflects our emotional intelligence.

Teams composed of emotionally intelligent individuals tend to outperform their peers, boost higher job satisfaction levels, and improve employee retention rates. This is because emotional intelligence helps you:

  • Interpret Nonverbal Cues: Discern subtle nonverbal signals that address potential issues before they escalate.
  • Be Self-Aware of Personal Emotions: Self-awareness of your emotions empowers you to control your behavior, preventing potential disruptions to relationships.
  • Improve Efficiencies: Emotional intelligence streamlines decision-making and task completion by fostering empathy and understanding of others’ emotions.
  • Advance Your Career: Emotional intelligence and leadership skills go hand in hand. Demonstrating qualities such as patience, active listening, positivity, and empathy can pave the way for career progression, promotions, and salary increases.
  • Inspire Strong Interpersonal Skills: By radiating motivation, empathy, responsibility, and teamwork, you set a contagious emotional tone that encourages your team to follow suit.

To enhance your emotional intelligence, consider these steps:

  • Prioritize Happiness: Reflect on what brings you joy and strive to incorporate it into your daily life.
  • Embrace the Present: Recognize that you are precisely where you need to be at this moment. Live in the present and savor the small, meaningful moments.
  • Adaptability: Cultivate adaptability in your approach to various emotional situations.
  • Cultivate Meaningful Relationships: Foster genuine connections with those around you, emphasizing empathy and understanding.
  • Acknowledge Your Feelings: Start by recognizing and acknowledging your own emotions.
  • Identify Weaknesses: Self-assessment is key to identifying areas for improvement.
  • Seek Feedback: Invite constructive feedback from colleagues and mentors to gain valuable insights.

You have the power to create and boost your own happiness at work by making intentional choices and having a positive mindset. If you’re eager to delve deeper into effective strategies, I invite you to explore my book "How to Develop a Brand Strategy" and brand marketing articles.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

How do you boost happiness at work? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Boost Happiness At …



During a seven-year run as a president, I learned a lot along the way and got my MBA and Ph.D. by listening to learn and hear versus telling and explaining. Why?

Our HR team had an individual who led the learning and development team and she came to see me one day and asked if I had a minute. And when I did, she said she had good and bad news for me and which did I want to hear first? I said the good news, so she said, “Mike, you have been here a few short months and your leadership team respects your business sense and loves your passion for people and being here.”

I said, “Great, that is good to hear,” yet I was bracing for the bad news.

So she continued. The bad news was, “You are getting compliant leaders on your team but not committed ones because your standards are too high.”

Those last five words stung. "How can standards be too high?" I asked.

She said, "You have not taken time to understand how to MASTER your ability to lead with purpose, have you? People will only trust you as far as you have built trust with them and you don’t spend quality time getting to know and understand your people but when you do you will create followership like you have never experienced. Give people purpose with your passion and then watch what happens."

I took all this in and began to understand that just because I was clear, was everyone else? This is when I started to focus deeply on using purposeful passion as a leader.

What Is "Purposeful Passion" And How Do Leaders Use It?


CEO/leader talks about purpose during a team meeting

It involves the idea that when individuals pursue work that aligns with their personal values and passions, they are likely to be more engaged, productive, and fulfilled in their roles. Studies show that people’s number one goal at the end of the day is to know they did meaningful work. Yes, the boss matters, as does the pay, but when you dig deep, PURPOSE is key. As a leader, you have to invest time to really understand people at a deeper level and it takes work and commitment and a level of humility but it's well worth it.

3 Ways To Utilize Purposeful Passion As A Leader


CEO/leader talks to an employee at work

As you get more skilled at incorporating purposeful passion into your leadership style, you’ll see lots of opportunities to leverage it. But, if you’re just getting started, here are a few ways to incorporate it into your existing leadership best practices:

1. Find examples of what you want: Share examples of individuals who have pursued work that aligns with their purposeful passion and the positive outcomes they achieved as a result. This could include individuals who started their own businesses, pursued social impact projects, or made career changes to align their work with their personal values.

2. Encourage exploration: Encourage individuals within the organization to explore their own purposeful passions and find ways to align their work with those passions. This could involve offering opportunities for personal and professional development or creating a more flexible work environment that allows individuals to pursue projects that align with their passions.

3. Lead by example: Finally, lead by example. Show your own commitment to purposeful passion by pursuing work that aligns with your values and encouraging others to do the same.

Mastering leadership requires discipline and patience and it isn't for everyone. To build a business beyond you, I would argue requires it. Let me know if you want to discuss this further or debate the thinking above by connecting with me on LinkedIn or by email at [email protected]. As a Vistage Chair, I love connecting with high-integrity, growth-oriented business owners/CEOs who also care deeply about the environment and humanity.

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Why CEOs Need To Give Employees Purpose …

Job, Career, Or Calling: Which One Do You Need?



If you read my article from last week, I talked about COVID-19 career PTSD. There are so many people who are stuck in their careers right now and can't figure out what to do next. I know from 20 years of career coaching that the answer lies in figuring out whether you need a job, a career, or a calling.

The Difference Between A Job, A Career, And A Calling


@j.t.odonnell Do you need a JOB, CAREER or CALLING right now???? @j.t.odonnell #careers #jobs #jobtok #careertok #tiktok #howto #dreamjob #workitdaily ♬ original sound - J.T. O'Donnell

A job is something that just pays the bills. It's serving a singular purpose. You don't feel any identity tied to it. A really great example of people who work jobs would be Olympic athletes. A lot of them will work at places like Home Depot because they can just go in and do the job. A job like that has flexible hours, which is perfect for them because their main pursuit is becoming an Olympic athlete. Or maybe you've got something going on with family right now that's way more important than feeling connected to the work that you do. Whatever the reason, you just need a job where you can punch in and collect a paycheck.

Then there's a career. I would say the majority of people fall into this category. These are people who want work to be meaningful to them. We've seen a big shift in this as a result of the pandemic. People are becoming purpose-driven professionals who don't just want to do a job. They want the work that they do to have some sort of impact or meaning or at least make them feel satisfied. Careers support intrinsic motivation, meaning you do the work because of the connection that you feel to it, whether it's the connection to the work itself or maybe to the organization and what they do. And that becomes very important for satisfaction. We have to do work that works for us. So when you know you want a career, you have to pursue it differently. You have to become a job shopper. That's how you'll find the right career for you.

The last category is a calling. Very few people fall into this type of work. This is when what you do becomes a large part of your identity. Finding a calling happens when people get super passionate about solving a problem, alleviating a pain, and creating more happiness. I have a calling. I left corporate America 20 years ago because I got very frustrated about the fact that the people that we were recruiting that we weren't able to place could have secured better jobs if they had received coaching. So I became a career coach, and for the last 20 years, I've been trying to disrupt that industry and build an online platform for people. It's come at a sacrifice. I've traded out a lot of hobbies and recreation to put toward work. Also, financially, this isn't overly lucrative. But I'm doing it because it makes a difference. And that's important to me. That's a calling. It's not for everyone, but it might be for you.

So which one do you need right now? A job, a career, or a calling?

Need more help finding a job, career, or calling?

I'd love it if you signed up for Work It Daily's Event Subscription! I look forward to answering all of your career questions in our next live event!

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5 Brand Pillars That Are The Foundation Of Your Brand



Brand pillars are the foundation of your brand and contribute to your overall brand DNA. There are five pillars: purpose, positioning, perception, personality, and promotion. Brand pillars help you define your unique characteristics and experiences, driving every consumer touchpoint to differentiate you from your competitors.

Let’s review the five brand pillars and how to implement them within your organization.

Purpose


Brand purpose is "why" you exist. It's the reason for being beyond making a profit. A great brand purpose will always put the consumers first and manifest itself in everything it does.

Knowing the deeper "why" your company or brand exists provides the foundation on which to build everything else.

Simon Sinek, author of the book Start with Why, introduced the idea of defining brand purpose to a global audience in his 2009 TED talk.

"People don't buy what you do; they buy why you do it. The goal is not to do business with everybody who needs what you have. The goal is to do business with people who believe what you believe."—Simon Sinek, How Great Leaders Inspire Action.

Here are some key questions to ask yourself to get at the "why" when developing your brand purpose:

  • Why does our company exist?
  • What drives our brand?
  • What is unique about our business? What is our secret sauce that no one else has?
  • What problem are we trying to solve?
  • Why would our ideal customer choose our product/service?
  • What are we exceptional at?
  • What inspires us day in, day out?
  • What do we want our legacy to be?
  • What are we most proud of as an organization?
  • Where do we want to be a year from now? Five years? Ten years?

Brand purpose is critical in today's market as it shows your customers, employees, and competitors that you're bigger than just turning a profit.

Positioning


Brand positioning is the process of positioning your brand in the mind of your customers based on your brand purpose and values that gives you a competitive advantage.

What do you think of when you hear "search engine"? Did Google come to mind? This product is positioned to dominate its category. What about a company that provides "overnight shipping"? FedEx owns the transportation category even though other companies provide overnight shipping.

A well-developed and implemented brand position provides a sustainable competitive advantage, communicates value to customers, is a vehicle to help manage brand consistency, and impacts the bottom line.

Here are five steps to consider when creating your brand positioning.

  • Evaluate Current Standing: Evaluate your current brand positioning. Is it working? Does it reach your target audience? Is it helping to achieve your business goals? If not, you may need to look at repositioning your brand.
  • Research Your Competitors: You can't stand out from the crowd if you don't know what the crowd is doing. Conduct a competitive analysis to evaluate your competitor's brand position by looking at their social media feeds, company websites, marketing & advertising materials, and customer service. Look at who they're targeting, what their messaging is, their unique selling proposition, and their positioning strategies. For more information on how to gather competitive research, check out my article.
  • Identify Your Target Audience: Understanding your target audience is critical as this information will define every strategy you execute. Your goal is to define your target audience into a simple statement: Our target market is (gender) aged (age range), who live in (place or type of place) and like to (activity). For more information on how to develop your target audience, check out my article.
  • Identify Your Differentiators: Just like everyone is unique and different, so is your brand. It's your job to find those characteristics and differentiators that will make your brand stand out from the competitive crowd. List all the things that your competitors do well. List all of the things you do well. List what your customers want. Now start comparing your most unique angles against your audience's needs. Are there any needs that haven't been filled? Is there anything that you provide that your competitors can't easily copy or reproduce? Check out my article on how to develop your unique differentiators
  • Craft Brand Positioning Statement: Here is a template to follow when crafting your brand positioning statement.

Personality


A brand personality can be defined as the set of human characteristics associated with your brand. It’s communicated through tone of voice, visuals, and even policies. They’re expressed as adjectives that convey how you want people to perceive your brand. For example, is your brand cheerful, funny, friendly, youthful, innovative, spirited, dependable, responsible, credible, sophisticated, rebellious, cunning, powerful, honest, and so on? Here is a list of 200+ adjectives to get you started.

Let’s look at an example: Coca-Cola is considered real and authentic while Pepsi tends to be young, spirited, and exciting, and Dr. Pepper is seen as nonconforming, unique, and fun. Source.

A brand can also be described by demographics (age, gender, social class, and race), lifestyle (activities, interests, and opinions), or human personality traits (extroversion, agreeableness, and dependability). Source.

There are three approaches on how to find your brand personality.

  • Jennifer Aaker’s Dimensions of Brand Personality framework contains 15 traits organized into five factors (Sincerity, Excitement, Competence, Sophistication, and Ruggedness).
  • Carl Jung’s Brand Archetypes Framework believes that archetypes are models of people, behaviors, or personalities, thus making them more recognizable and relatable to target audiences. Jung identified 12 archetypes. The idea is that any brand can relate to one of the 12 archetypes that help define the brand.
  • There is the Combo Brand Archetypes & Brand Personality Framework. This model combines the Brand Archetypes and the Dimensions of Brand Personality frameworks mentioned above.

Perception


The first three brand pillars, purpose, positioning, and personality, are driven by the brand through targeting, messaging, and execution. The fourth brand pillar, perception, is owned by your customers. It’s how they view and experience your brand. Jeff Bezos famously said, “Your brand is what people say about you when you’re not in the room.”

When you’re starting your business, list out the traits and characteristics that you want your customers to associate your brand with. If you have an established brand and want information on how your brand is perceived, gather customer, employee, and/or vendor feedback:

  • Online reviews/ratings
  • Testimonials
  • Social media listening
  • Live chats
  • Emails
  • Customer service calls
  • Research (polls, surveys, focus groups)

You can also gain further insights into your brand perceptions by asking customers, employees, and/or vendors questions through various research tools (i.e. polls, surveys, focus groups, etc.):

  • How do you perceive our brand? How would you describe it?
  • What do you perceive our value to be?
  • What terms or adjectives would you use to describe our brand?
  • What do you consider to be our brand strength?
  • What problems or challenges does our brand solve?
  • What do you think of our competitor’s products (list them)? Have you used them?

Your goal is to evaluate customers’ perceptions to see if you need to make changes to your brand strategy. It’s important to create a positive perception of your brand that aligns with your mission, vision, and purpose.

Promotion


Brand promotion is a way to inform, persuade, convince, and influence consumers by driving their decision-making process towards purchasing your brand.

A strong brand promotion strategy places your brand in the right place, at the right time, and in the right context for your customers and prospects.

The goal of brand promotion is to increase brand awareness in order to drive revenue and convert consumers to loyal customers, building long-term, lasting relationships.

To start identifying how to promote your brand, consider asking the following questions:

  • What is your current brand awareness?
  • How are you currently promoting your brand?
  • Where do your customers expect to find you or your competitors?
  • How are customers interacting with you online and offline?
  • When do your customers need you?
  • What kind of experience do you want your customers to have with your brand?
  • How do you handle bad experiences?
  • Who are your greatest brand ambassadors?

Final Thoughts

Brand pillars are the foundation of your brand. They help you define your brand for your internal and external customers, ensuring you capture your audience and convert them to brand loyalists. Start building your brand leadership today. You’ve got this!

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3 Questions That Will Help You Find Your Dream Job



Why is figuring out what we want to do with our lives so painfully difficult? Seriously! It's like we've all been given this massive amount of energy that we're aching to use in a productive and enjoyable way. Yet discovering what to use it on eludes us. And the longer it takes to discover what we really want to do, the more uncomfortable we feel. That restless energy builds, and we long to be utilized for a worthy purpose.

The hard part for most of us is figuring out what that purpose is. And if you're in a similar position, then this article is going to help you focus that energy. These three powerful questions will help you figure out what you're meant to be doing:

What Are Your "Super Human" Strengths?


Happy woman at her dream job

According to a Gallup study, people who use their strengths and like what they're doing are 127% more productive than the average employee! It makes sense. When you're doing what you're naturally good at, you're more likely to be in flow, that magical state when you're in the zone and feel like you can achieve anything.

So, how do you figure out your work strengths? You can take Work It Daily's FREE Workplace Personas Quiz to see what your professional strengths are, and how to use them to your advantage!

What Are Your Core Values?


Happy man works his dream job from home

Do you value freedom, adventure, and risk-taking? You might not want to get a desk job. Or what if you value family, relationships, and security? Perhaps you'll find your best fit working from home, or at an office nearby with flexible work hours.

Figuring out what's most important to you helps narrow down the field of possible career choices, not only in terms of lifestyle but also in terms of what kind of company and people you want to work with. Strong values of corporate responsibility and environmental consciousness will mean that a certain group of organizations won't appeal to you, while others will.

So, do some deep reflection and list out everything that's important to you, keeping in mind the eight key areas of life. Narrow that list down to 10 items. Then, try to get it down to your top three or five, and make sure that any opportunity you accept fits with those values. This is an incredibly powerful exercise for me each time I do it, and I think it will be for you as well.

What Inspires You Like Nothing Else?


Happy woman at work

Doing something that inspires you is at the core of reaching high states of happiness, and the most inspiring thing you can do is contribute to something you feel has a higher purpose. Something bigger than yourself. Like Batman, except without all the violence...hopefully.

Yet similar to Batman, one excellent way of figuring out what inspires you is to think about what makes you really, really angry in the world. What can't you stand? Bruce Wayne, or Batman, couldn't stand the fact that criminals were taking over his city, so he took a stand against crime. In doing so, he inspired others.

So, what bugs you the most in the entire world? And who's doing the best job of solving that problem? When you tap into your strengths, figure out your core values, and contribute those to a purpose that inspires you, then you've found your dream job.

Bonus Tip: Find A Mentor!


Woman talks to her mentor about work

Once you answer these three questions, there's a way to speed up your progress even more and get your dream job as quickly as possible: find a mentor. More specifically, by following in the footsteps of people who have already done what you want to do.

Answering these questions and taking these steps will help you get closer to figuring out what your dream job is. If you need more help finding and landing your dream job, especially if you're feeling lost, trapped, or burned out in your career, we're here for you.

We'd love it if you joined our FREE community. It’s a private, online platform where workers, just like you, are coming together to learn and grow into powerful Workplace Renegades.

It's time to find work that makes you feel happy, satisfied, and fulfilled. Join our FREE community today to finally become an empowered business-of-one!

This article was originally published at an earlier date.


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Win Hearts And Wallets With Purpose



Purpose-driven companies grow on average three times faster than their competitors and witness higher market share gains, all while achieving higher employee and customer satisfaction. So, why are only 24% of companies doing this?

It's safe to say that traditional brand trust is declining. I would go even further to say that brand loyalty is waning as well. With supply chain issues and the various shortages of the past two years, people were forced to try brands they may not have otherwise tried had they not needed to. Do you want a different brand of toilet paper or none at all? In light of the ever-changing brand landscape and what I see as a pretty huge shift in consumer behavior, brands are going to have to work harder than ever to get and keep customers.

Purpose Is More Than A Buzzword


Just think about how many brands you interact with every day. How many do you feel an emotional connection with? How many of them do you feel truly understand you? How many would you buy again? My point is that it is getting harder and harder for brands to create a lasting connection with a customer. Enter Purpose.

When customers understand the "why" behind your brand, they become more loyal. When it comes to building a strong customer strategy, knowing your "why" is everything. Your "why" is the reason your company exists; it's not just your mission statement—it's what drives you to do what you do. It's why you chose to start or invest in this company. It's the purpose that drives you forward.

According to a recent Salesforce report, customers are looking for companies that have good values and are focused on social responsibility. In fact, 66 percent of consumers would prefer to buy from a company whose values align with their own. It doesn't matter if you're selling products or services—if you can share your vision and purpose with your clients and customers, it leads to better relationships with them and greater loyalty for your brand in the long run.

A 2020 study revealed that when consumers think a brand has a strong purpose, they are:

  • 4 times more likely to purchase from the company
  • 6 times more likely to protect or defend the company in the event of a misstep or public criticism
  • 4.5 times more likely to champion the company by recommending it to friends and family
  • 4.1 times more likely to trust the company

That same study also found that the power of purpose related to a company can transcend age. The likelihood of taking positive action (to champion, protect, trust, or purchase) from a purpose-driven brand spanned all generations from Gen Z to the 74+ age group.

All that to say that being a purpose-driven company can affect your bottom line in a pretty significant way.

So, What Does That Mean For You As A Brand?


You can keep assuming that putting out a quality product at a decent price is going to keep you in the game. Or you can get an edge on competitors and infuse purpose into your brand.

While purpose would metaphorically be like the foundation of a house, you can't usually add the foundation to a house once it is built. But companies, unlike foundations, have the ability to grow and change over time. If your company is considering a rebrand or brand refresh, that is a perfect time to weave purpose into your brand in an authentic way. For smaller companies, an aligned strategic giving strategy is a good place to start.

Strategic giving is a conscious effort to donate money, time, or both to charity in order to promote and further your business objectives. The difference between strategic giving and traditional philanthropy is that strategic giving has clear, tangible business goals behind it. Most companies have a charitable donation program of some type in place already. But unless there are clear goals behind the donation, it won't help the business grow. In fact, research shows that 70% of customers believe it's important for companies to donate to charity, but only 27% of companies actually do so.

At its most basic, finding your brand purpose starts with the process of discovery. Honing in on your company's core values and beliefs and then using those discoveries to build practices around. Then activating those practices and bringing them to life in the real world. Seems easy enough, right? Depending on the size of your organization it can be quite an undertaking to get buy-off from all levels, but the benefits are worth it.

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Win Hearts And Wallets With Purpose