Finding Career Satisfaction

Last week, after a keynote at a multi-national firm, someone asked me a great question: “How do you help people feel their work actually matters?” It’s a deceptively simple question, but one every leader should sit with. According to a 2023 Harvard Business Review study, meaning ranked as the single most important factor for employees, outweighing salary, promotions, or working conditions. When people don’t see how their work matters, even the best perks fall flat. But when they do? They go further than any mandate requires. The mistake we often make is assuming that meaning trickles down from mission statements or culture decks. But meaning isn’t inherited. It’s built, reinforced, and modeled. And much of that building happens in the ordinary moments: - The way you talk to your team - The moments you celebrate - The behaviors you tolerate - The actions you choose to reward Leaders who help others feel their work matters do it with specificity. They connect effort to outcomes. They remind people: This is who you’re helping. And this is why it counts. In high-pressure environments, meaning is a psychological buffer. It lowers burnout, and it increases loyalty. We need to be needed. Work becomes meaningful when it combines earned success with service to others. If people know their work matters, they show up like it does. So the better question for leaders might be: Can the people you lead see why their work matters, and who is better off because of it?

10 years ago, while still in finance, I was interviewed about navigating my path as a woman in business. Looking back a decade later, it's interesting that none of these lessons I shared feel outdated and more importantly, they apply to all genders and roles. I see it every day at Luminary. While technology, AI, remote work, and the pace of business have transformed how we work, the fundamentals of building a meaningful career haven't changed: 1. Walk it off Don't let setbacks define you. Every career includes disappointments, missed opportunities, and criticism. Resilience—learning from them and moving forward—is still one of the most important leadership traits. Still true today: Careers are marathons, not sprints. The ability to recover quickly is a competitive advantage. 2. Grab the wheel Take ownership of your career instead of waiting for someone else to create opportunities for you. Speak up, volunteer, and advocate for yourself. Still true today: In a world of flatter organizations and AI-driven change, self-direction/advocacy is more important than ever. 3. Laugh loud and often Bring your personality to work. Building authentic relationships doesn't require being "Work Cate" all the time. Still true today: Emotional intelligence and authenticity have become leadership superpowers. 4. Know your numbers Understand your value and the business itself. Know your results, your impact, and be prepared. Still true today: Data and measurable outcomes matter. Build your case. 5. Work harder Talent helps, but preparation, consistency, and putting in the work is critical. Still true today: Hard work alone isn't enough—but combining it with strategic thinking and adaptability remains essential. 6. Network, network, network Invest in relationships before you need them. Networking is about learning, helping others, and building community, not collecting contacts. Still true today: Real relationships continue to open doors that resumes and algorithms can't. 7. Use LinkedIn wisely Be intentional about how you connect with people. Use the platform to build meaningful connections. Still true today: It has become the digital first impression for many professionals, founders, and investors. 8. Take it personally Let people know who you are. Authenticity builds trust and confidence. Still true today: People increasingly choose to work with leaders they know, trust, and relate to. 9. Be patient Career growth takes time. Success is built through consistent effort over years not overnight. Still true today: In an era of instant gratification, patience is a skill. 10. Call your mom Find trusted mentors, advisors, people who will tell you the truth. Everyone needs a sounding board. Still true today: No matter who it is, having honest counsel is invaluable. P.S. I still call my mom every day. The tools have evolved, but the principles remain. It's why this advice still resonates just as strongly in 2026 as it did in 2016, no matter your path.

This is the story of my student who told me: “Maybe I’m just not meant for these big companies.” She applied for 40+ roles. She got ghosted. Rejected. Ignored. When she came to me, I knew: She didn’t need a miracle role. She needed to become the candidate no recruiter could ignore. 6 months later… the same student had offers from Google, Deloitte, Accenture, and EY. Not because the “perfect job” appeared. But because she built herself into the perfect candidate. Here’s the step-by-step blueprint we used 👇 1️⃣ Shift from “job-hunting” to “skill-building.” Instead of refreshing job portals, she spent 2 hours daily upskilling on LinkedIn Learning & Coursera. One new certification = higher visibility in recruiter searches. 2️⃣ Turn failures into data. Every rejection email was feedback. We dissected where she fell short: skills, keywords, or storytelling and fixed it before the next round. 3️⃣ Network like your next role depends on it (because it does). 80% of top roles are never posted publicly. She joined niche LinkedIn groups, reached out to alumni, and commented daily on industry leaders’ posts. 4️⃣ Stop chasing “passion.” Start stacking skills. She wanted “strategy roles” but lacked analytics exposure. So she built a portfolio on Kaggle & GitHub showing proof before asking for trust. 5️⃣ Practice interviews like athletes practice drills. We did mock interviews thrice a week. She learned to pause, structure, and narrate results. Her nervous “umms” turned into confident stories. 6️⃣ Negotiate instead of nodding. When she finally got her first offer, she was ready with research from Glassdoor & Levels.fyi. The result? A 22% higher package than the initial offer. 7️⃣ Treat side projects as your secret CV. She built a case study on “How Zomato could cut delivery time by 12%.” Guess what? A recruiter spotted it on LinkedIn and asked about it in an interview. 8️⃣ Consistency beats intensity. She didn’t transform overnight. But 1% improvement daily → 180 days later, she wasn’t just employable. She was in demand. Dream jobs aren’t waiting around the corner. They’re built brick by brick through skills, consistency, and positioning. If you’re waiting for an opportunity, remember: opportunities chase prepared people. 👉 If you want me to help you build yourself into the candidate recruiters fight for, drop me a message. #careercoach #dreamjob #careergrowth #jobsearch #interviewtips

Feeling unfulfilled at work. But quitting isn't an option? You're not alone. Gallup reports that nearly 80% of employees worldwide are disengaged or actively disengaged at work. The common response is to assume “𝘮𝘺 𝘫𝘰𝘣 𝘴𝘩𝘰𝘶𝘭𝘥 𝘣𝘦 𝘮𝘰𝘳𝘦 𝘧𝘶𝘭𝘧𝘪𝘭𝘭𝘪𝘯𝘨.” But here’s the science-backed truth: Fulfillment isn’t something you 𝘨𝘦𝘵 from your job.   It’s something you 𝘤𝘳𝘦𝘢𝘵𝘦. When work feels meaningless, our brains look for escape. That’s when distraction creeps in: scrolling, inbox refreshes, busywork. But avoiding discomfort only deepens the cycle of frustration. The shift comes when you ask a different question: ❌ Not “𝘞𝘩𝘺 𝘪𝘴𝘯’𝘵 𝘮𝘺 𝘫𝘰𝘣 𝘧𝘶𝘭𝘧𝘪𝘭𝘭𝘪𝘯𝘨 𝘮𝘦?” ✅ But “𝘏𝘰𝘸 𝘤𝘢𝘯 𝘐 𝘣𝘳𝘪𝘯𝘨 𝘮𝘰𝘳𝘦 𝘧𝘶𝘭𝘧𝘪𝘭𝘭𝘮𝘦𝘯𝘵 𝘪𝘯𝘵𝘰 𝘮𝘺 𝘫𝘰𝘣?” 👉 Here are 9 practical ways to start: 1. Propose a project that excites you 2. Timebox deep work on meaningful tasks 3. Turn a routine task into a game 4. Zoom out to see how your role impacts the wider organization  5. Block weekly “thinking time" 6. Volunteer for a cross-team project 7. Reframe one boring task around your values 8. Build fulfillment outside work (hobby, volunteering, side project) 9. Run a weekly energy audit: what drained you vs. what fueled you The goal isn’t to make every task your passion. It’s to create small shifts - inside and outside of work - that align your actions with your values. ⚡️If you found this useful, download my 1-page guide on “How to find fulfillment at work” here: https://lnkd.in/ehvdikW9 

Pizza parties can't mask poor management. Real change requires leadership, not lunch. Companies keep throwing money at surface-level fixes while missing the core issues. We've focused on the flashy stuff. But the best people keep leaving. Without drama. Without notice. Workplace culture isn't about having cool offices. It's about creating genuine trust and strong leadership. What really drives employee satisfaction: ➜ 𝗢𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽 – Give people control over their projects and decisions. ➜ 𝗙𝗮𝗶𝗿 𝗰𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 – Pay what the role is actually worth in today's market. ➜ 𝗪𝗼𝗿𝗸 𝗳𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆 – Let them decide when and where they're most productive. ➜ 𝗠𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 – Celebrate the work, not just the wins. ➜ 𝗖𝗮𝗿𝗲𝗲𝗿 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 – Show them a clear path forward. ➜ 𝗦𝘁𝗿𝗼𝗻𝗴 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽– Lead with clarity, understanding, and honesty. The fundamentals matter more than the extras. 𝗗𝗼𝗻'𝘁 𝗼𝘃𝗲𝗿𝗹𝗼𝗼𝗸 𝘁𝗵𝗲𝘀𝗲 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝗲𝗹𝗲𝗺𝗲𝗻𝘁𝘀: 𝟭/ 𝗣𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝗦𝗮𝗳𝗲𝘁𝘆 – Create space where people can share honest feedback without fear. 𝟮/ 𝗔𝘂𝘁𝗼𝗻𝗼𝗺𝘆 – Set clear goals, then step back and let them figure out how to get there. 𝟯/ 𝗥𝗲𝗮𝗹 𝗲𝗺𝗽𝗼𝘄𝗲𝗿𝗺𝗲𝗻𝘁 – Give people the authority to make decisions that affect their work. 𝟰/ 𝗛𝗼𝗻𝗲𝘀𝘁 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 – Be direct about what's important and follow through on what you say. 𝟱/ 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 & 𝗢𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽 - Make sure everyone, including leadership, is held accountable for their actions. 𝟲/ 𝗠𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹 𝘄𝗼𝗿𝗸 – Help people see how their daily tasks connect to something bigger. 𝗧𝗵𝗲 𝘀𝗵𝗶𝗳𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗺𝗮𝗸𝗲: Stop thinking "What benefits can we add?" Start asking "What barriers can we remove?" 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀: What's one thing you could change tomorrow to make your team's work life better? Share this to remind leaders what really matters. Follow Adeline Tiah for more content on leadership and future of work.

I'm 3 years and 2 full-time jobs into my early career journey. Here are 3 lessons I've learned along the way to help motivate the soon-to-be/ new college graduate who's scared of what their future holds: 1) It's okay and never too late to pivot Spring semester of my senior year, I decided to make a career change from maternal and child health to tech. I dove into my job search with a loose plan, lots of manifestation, and a healthy dose of delusion. What's not seen is the 100s of crappy applications I submitted, a job offer I had to turn down, and the endless job rejections until I finally landed my offer at TikTok. My career pivot and the realization that there weren't a lot of early career resources for new grads led to the creation of The Ninth Semester blog, ultimately leading to my new career path in early career recruiting. One decision I made in college has positively impacted my career ever since and now I get to help 150,000 early career professionals navigate their careers. 2) It's okay to be multi-passionate, that's your superpower I used to (and sometimes still do) feel embarrassed for having an inconsistent career path. I went from a communications internship at Planned Parenthood of Metropolitan Washington, DC, Inc. → a marketing internship at Penguin Random House → a public relations internship at Ulta Beauty → advertising at TikTok → early career recruiting/employer branding at WayUp. I quickly had to learn the art of painting a story with my career experiences and learned that my diverse career path is what makes me unique. There are skills, software, and niche industry knowledge that I've learned from every role that helped me become a well-rounded early career candidate. There's no shame in wanting to learn and explore something different, especially if you're able to take the lessons from past roles into a new one. Identifying and highlighting my transferrable skills has helped a lot with my career confidence. but the biggest lesson I learned? 3)You're on your own timeline. It was hard watching my classmates land opportunities before graduation while I was on my 20th job rejection of the month. Every step I took, including the mistakes I made on my first post-grad job hunt, brought me to where I am today. I wasn't "behind" or a "failure" - it just wasn't my time yet. And that's scary to believe when you're afraid of never landing a job and everyone around you is constantly talking about how the job market is trash. It's easier said than done, but you have to keep going. Even if you have to take breaks from applying or try something unconventional like a TikTok video resume (like me lol) to break through the void of endless job rejections. Or get real with yourself about what's working/what's not and make changes. But trust me, you WILL find a job and you will land exactly where you need to be. Everything always falls into place. #classof2024 #classof2025 #entryleveljobs #internships #jobhuntingtips #postgrad

Did you know that over the course of your adult life, you'll spend approximately 90,000 hours at work? That's a significant portion of your life dedicated to your career. Is your "good" job truly good enough to justify 90,000 hours of your life? Consider this: 𝟭. 𝗣𝘂𝗿𝗽𝗼𝘀𝗲 𝗮𝗻𝗱 𝗙𝘂𝗹𝗳𝗶𝗹𝗹𝗺𝗲𝗻𝘁: Are you passionate about what you do? Does your work give you a sense of purpose and fulfillment? These elements are crucial for long-term satisfaction and happiness. If your job feels like just a paycheck, it might be time to reassess your career path. 𝟮. 𝗚𝗿𝗼𝘄𝘁𝗵 𝗮𝗻𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: Is your current role helping you grow professionally and personally? A good job should challenge you, provide opportunities for learning, and help you develop new skills. If you feel stagnant, it may be worth exploring opportunities that offer more growth potential. 𝟯. 𝗪𝗼𝗿𝗸-𝗟𝗶𝗳𝗲 𝗕𝗮𝗹𝗮𝗻𝗰𝗲: How does your job impact your overall quality of life? A good job should support a healthy work-life balance, allowing you to spend time with loved ones and pursue personal interests. If your job consistently leaves you drained and stressed, it might not be as ""good"" as you think. 𝟰. 𝗜𝗺𝗽𝗮𝗰𝘁 𝗮𝗻𝗱 𝗖𝗼𝗻𝘁𝗿𝗶𝗯𝘂𝘁𝗶𝗼𝗻: Do you feel like you're making a meaningful impact through your work? Whether it's contributing to your company's success, helping others, or making a difference in your community, a sense of contribution can make your job more rewarding. 𝟱. 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 𝘄𝗶𝘁𝗵 𝗩𝗮𝗹𝘂𝗲𝘀: Does your job align with your personal values and beliefs? Working for an organization whose mission and culture resonate with you can significantly enhance your job satisfaction. 𝟲. 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀: While passion and fulfillment are vital, fair compensation and benefits are also crucial. Ensure that your job provides financial stability and the benefits you need to support your well-being. 𝟳. 𝗖𝗼𝗹𝗹𝗲𝗮𝗴𝘂𝗲 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀: Do you have positive relationships with your colleagues? A supportive and collaborative work environment can make a huge difference in your job satisfaction. 𝟴. 𝗙𝘂𝘁𝘂𝗿𝗲 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀: Does your job offer a clear path for advancement? Knowing that there are future opportunities can keep you motivated and engaged. What steps are you taking to ensure your job is worth your time? #CareerDevelopment #JobSatisfaction #WorkLifeBalance #ProfessionalGrowth #CareerAdvice

It’s not the raise that makes them stay. It’s how they’re treated every day. I’ve been studying cultures that retain high-potential employees - especially women - for over a decade. And here’s what I’ve consistently observed: It’s not perks or policies that keep people. It’s how safe they feel to speak. How seen they feel in their work. And how connected they feel to a purpose that matters. Here are 8 practices I’ve seen in workplaces where people actually love showing up: 1. 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝗣𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝗦𝗮𝗳𝗲𝘁𝘆 People aren’t happy where they don’t feel safe. Make it okay to speak up, make mistakes, and be human. ✨ FACT: Teams with high psychological safety are 76% more engaged and 50% more productive. (Gallup, 2022) *** 2. 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗣𝗿𝗼𝗴𝗿𝗲𝘀𝘀 - 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗕𝗶𝗴 𝗪𝗶𝗻𝘀 Recognition isn’t just for outcomes. It’s for effort. It’s for momentum. ✨ FACT: Progress on meaningful work is the #1 motivator for employees. (HBR, “The Progress Principle”) *** 3. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗔𝘂𝘁𝗼𝗻𝗼𝗺𝘆 𝘄𝗶𝘁𝗵 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 Freedom thrives when paired with purpose. Give people space to choose how they work - within clear, values-aligned boundaries. ✨ FACT: Autonomy is one of the top three predictors of job satisfaction. (Deci & Ryan, Self-Determination Theory) *** 4. 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗝𝗼𝗯 𝗖𝗿𝗮𝗳𝘁𝗶𝗻𝗴 - 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗥𝗼𝗹𝗲𝘀 Let people shape their roles around their strengths and curiosity. Purpose isn’t one-size-fits-all. ✨ FACT: Employees who find meaning in their work are 3x more likely to stay. (BetterUp, 2018) *** 5. 𝗗𝗲𝗳𝗮𝘂𝗹𝘁 𝘁𝗼 𝗚𝗲𝗻𝗲𝗿𝗼𝘀𝗶𝘁𝘆 Assume good intent. Offer support freely. Kindness creates psychological surplus - and happier teams. ✨ FACT: High-trust cultures lead to 106% more energy and 76% more engagement. (HBR, “The Neuroscience of Trust”) *** 6. 𝗡𝗼𝗿𝗺𝗮𝗹𝗶𝘇𝗲 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗖𝗵𝗲𝗰𝗸-𝗶𝗻𝘀 Ask: “How are you, really?” Creating space for emotions builds trust, resilience, and deeper connection. ✨ FACT: Companies with emotionally intelligent managers experience employee retention rates up to four times higher than those without. (Engagedly) *** 7. 𝗗𝗲𝘀𝗶𝗴𝗻 𝗳𝗼𝗿 𝗚𝗿𝗼𝘄𝘁𝗵 - 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗚𝗿𝗶𝗻𝗱 Challenge people to stretch - but with care. Sustainable growth is fueled by purpose, not pressure. ✨ FACT: Employees who feel they’re growing are 3.6x more likely to be engaged. (LinkedIn Workplace Learning Report, 2022) *** 8. 𝗠𝗮𝗸𝗲 𝗠𝗲𝗮𝗻𝗶𝗻𝗴 𝗩𝗶𝘀𝗶𝗯𝗹𝗲 Connect the dots between what people do and why it matters. Help them see their impact. ✨ FACT: 9 out of 10 employees would trade money for meaningful work. (HBR, 2018) *** A paycheck may get people in the door. But, culture is what makes them stay. And culture is a conscious choice. Which of these feels most alive - or most needed - where you work? 🔁 Repost to help create workplaces led by compassion. 🔔 Follow Bhavna Toor for more on conscious leadership.

When your actions align with your core values, you unlock a powerful psychological advantage: Values aren't just abstract concepts - they're your internal compass that guides decisions when the path isn't clear. Unlike goals (which are finite), values represent ongoing directions you want to move toward throughout life. I've seen this firsthand working with the Toronto Raptors - athletes who connected their daily training to deeper values consistently outperformed those motivated primarily by external rewards like contracts or fame. Here's why value alignment matters: When facing difficult choices under pressure, values provide a reliable framework for making decisions you won't regret. Research shows value-based decision-making engages specific regions of the prefrontal cortex connected to long-term planning and emotional regulation. Values also provide psychological suspension during setbacks - they absorb the impact of failure. Studies with injured athletes and professionals facing career challenges show values-clarity is one of the strongest predictors of resilience. Unlike motivation fueled by external rewards or fear, values-based motivation doesn't deplete your energy - it replenishes it. Psychologists call this "concordance" - when actions align with your authentic self, you experience less internal conflict and greater vitality. In team environments, shared values create powerful alignment. Teams with aligned values outperform teams with similar talent but divergent values. They coordinate more effectively and adapt to challenges more cohesively. Perhaps most importantly, values alignment contributes significantly to "eudaimonic well-being" - a sense of meaning and purpose that transcends momentary happiness. Multiple studies show people who consistently align actions with values report greater life satisfaction and better physical health outcomes. To strengthen your values-action connection: - Conduct a values audit to identify discrepancies causing internal friction. - Practice values-based reflection before making significant decisions. - Structure your environment and social connections to support your values. The next time you face a difficult choice or find your motivation waning, ask yourself: "What matters most to me, and how can my next action reflect that?" Your answer will guide you toward both greater performance and deeper fulfillment.

Our work experiences should bring more fulfillment than they take away. Does yours?" Work is hard. There are always going to be days when we feel drained, burned out, or fried—that’s part of the deal, and it’s why we’re compensated to do the job. But beyond the grind, at the ned of the year our net experiences should ultimately bring more fulfillment than they take away. Ask yourself: Does my work experience give more than it takes? Does it spark pride, growth, and connection—or does it leave you feeling stuck, unseen, and undervalued? As leaders, we can’t eliminate every challenge,nor should we, but we can create environments where the effort feels worth it. Here’s how: 🌟 Celebrate Contributions: Recognition is essential, not optional. Use simple, meaningful gestures like handwritten notes, shoutouts in team meetings, or specific praise that highlights the "why" behind someone’s work. Acknowledge effort, progress, and impact—not just results. 🌟 Build Relationships: Strengthen connections by prioritizing regular one-on-one check-ins, team-building activities, and open dialogues. Create space for authentic conversations and shared experiences that foster trust, empathy, and collaboration. 🌟 Balance the Scales: Show that you value your team’s well-being by encouraging unplugged vacations, flexible schedules, and regular breaks. Consider lightening workloads during intense periods or redistributing tasks to avoid burnout. 🌟 Invite Meaning: Help employees see the purpose behind their work. Tie daily tasks to broader goals and celebrate how their contributions support the team, organization, or community. Personalize the message to reflect their unique impact. A fulfilling workplace doesn’t mean every day is easy—it means that even on the hard days, you know your work matters, and so do you. Does your workplace create this balance? If not, what’s one small shift you can make today? Let’s build workplaces that give more than they take. 💡 #Leadership #WorkplaceCulture #EmployeeFulfillment #MeaningfulWork