well-being

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Redefining Purpose as Everyday Direction: Lessons from Patrick Hill

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In this episode of Meaningful Work Matters, host Andrew Soren sits down with Patrick Hill, a professor of psychological and brain sciences at Washington University in St. Louis. Hill's research focuses on purpose and identity development, and he offers a fresh perspectives on what it means to live a purposeful life.

Hill received his PhD from the University of Notre Dame and his BA from Indiana University. His research program examines how to cultivate a life direction and how purpose promotes adaptive lifespan development.

Hill's work challenges traditional notions of purpose; presenting it not as a lofty, unattainable goal, but as something adaptable, accessible, and actionable in our everyday lives. His insights shed light on the role of purpose in well-being, personal growth, and even physical health, often in unexpected ways.

Redefining Purpose

To start, Hill introduces a nuanced understanding of purpose, breaking it down into three key elements:

  1. Self-defining: Purpose should be personally attached and definitive.

  2. Engaging and energizing: It should lead to greater life engagement and personal agency.

  3. Future-oriented: Purpose provides direction and intentionality.

Hill emphasizes the importance of distinguishing between "big P" Purpose - often seen as world-changing and potentially anxiety-inducing - and "small p" purpose, which focuses on everyday actions that provide direction and lead to positive outcomes. This shift in perspective makes purpose more accessible and actionable for individuals in their daily lives.

"Purpose is this self-defining, self-informative life aim that gives you a direction towards engagement in life from one day to the next, one year to the next throughout the lifespan."

The Three A's of Purpose

Hill introduces the concept of purpose being adaptable, accessible, and actionable:

  • Adaptable: Purpose should evolve with an individual's life circumstances.

  • Accessible: It should be attainable for everyone, not just a privileged few.

  • Actionable: Purpose should guide daily decisions and behaviors.

This framework helps demystify purpose and makes it more approachable for individuals who might feel overwhelmed by traditional, lofty notions of purpose.

Challenges and Considerations

One significant challenge Hill addresses is "purpose anxiety" - the stress and pressure individuals feel when asked to define their life's purpose. This anxiety can be particularly prevalent in workplace settings where employees are asked to align with organizational purpose statements.

Hill suggests that instead of focusing on grand, overarching purposes, individuals and organizations should concentrate on identifying smaller, more immediate sources of meaning and direction. This approach can help alleviate anxiety and make purpose more accessible to everyone.

Hill's Model: Sense of Purpose

Dr. Hill's research emphasizes the importance of fostering a "sense of purpose" rather than identifying a single, grand purpose. This model focuses on:

  1. Feeling a sense of direction

  2. Having goals that provide personal definition

  3. Engaging in activities that energize and feel meaningful

This approach has been linked to various positive outcomes, including reduced risk of cognitive impairment, lower mortality rates, and improved well-being.

Practical Applications and Implications

For individuals:

  1. Reflect on daily activities that provide a sense of direction and energy

  2. Engage in dialogue about purpose with peers and colleagues

  3. Focus on building a sense of purpose rather than defining a single, grand purpose

For organizations:

  1. Foster environments where employees can discuss and explore purpose

  2. Break down organizational purpose into specific, actionable activities

  3. Allow for individual interpretation and alignment with organizational purpose

Hill emphasizes the importance of dialogue in exploring purpose:

"The most important thing for the purpose anxiety is having the scaffolding and the social connections along the way to help you explore."

Conclusion

Patrick Hill's research offers a refreshing and practical approach to understanding purpose in our lives and work. By reframing purpose as something adaptable, accessible, and actionable, Hill provides a pathway for individuals and organizations to cultivate meaningful engagement without the anxiety often associated with grand purpose statements.

As we navigate the complexities of modern work life, this nuanced understanding of purpose can help foster environments where individuals can thrive, find direction, and contribute meaningfully - not just to their organizations but to their own sense of fulfillment and well-being.

Resources for Further Exploration

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Balancing Passion and Boundaries: Lessons from Frank Martela

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In this episode of Meaningful Work Matters, host Andrew engages in an insightful conversation with Frank Martela, PhD about the nature of meaningful work, the dimensions of well-being, and the interconnections between sustainability and human thriving.

Dr. Martela is an Assistant Professor at Aalto University, Finland, with dual doctorates in organizational research and practical philosophy. His work focuses on meaningfulness, human motivation, and how organizations can unleash human potential. A renowned expert on meaning and happiness, his research seeks to understand the fundamentals of happiness, meaningfulness, and the good life.

Defining Meaningful Work

Martela begins by discussing his influential research on defining meaningful work. He explains that meaningful work generally refers to work that has intrinsic value beyond just financial compensation.

Through a comprehensive review of existing literature, Martela and his colleagues identified three key dimensions of meaningful work: overall significance, self-realization, and broader purpose.

Overall significance refers to the sense that work is worthwhile and valuable in itself.

Self-realization involves the ability to express oneself and engage in activities aligned with one's interests and values.

Broader purpose encompasses the feeling of contributing to something beyond oneself and having a positive impact on others or society.

Martela emphasizes that meaningful work involves both a connection to oneself and a connection to others or the wider world. This conceptualization provides a useful framework for understanding and fostering meaningfulness in various work contexts.

The Relationship Between Meaning and Purpose

An interesting discussion unfolds about the relationship between meaning and purpose, two concepts that are often intertwined in research and popular discourse.

Martela offers a nuanced perspective, suggesting that meaning is a broader concept encompassing all things that make life or work feel valuable, while purpose is more future-oriented, involving goals and projects that contribute to meaning. He notes that while purpose is often a key source of meaning, meaningful experiences can occur without explicit purpose, such as enjoying time with friends.

This distinction helps clarify the roles of meaning and purpose in both work and life contexts, highlighting the importance of considering both in efforts to enhance well-being and fulfillment.

The Dark Side of Meaningful Work

While meaningful work is generally associated with positive outcomes, Martela acknowledges potential downsides. He points out that people who find their work highly meaningful may be more susceptible to exploitation or overwork. Additionally, strong dedication to meaningful work might lead to neglecting other important life domains, resulting in work-life imbalance.

These insights underscore the importance of maintaining balance and boundaries, even when engaged in deeply meaningful work.

A New Model of Well-being

Martela introduces his innovative model of well-being, which is grounded in human needs and nature. The model consists of four dimensions:

  • Having: Meeting basic physical and safety needs.

  • Loving: Fulfilling social needs and relationships.

  • Doing: Engaging in purposeful activities and growth.

  • Being: Experiencing positive emotions and life satisfaction.

This framework offers a nuanced approach to understanding and measuring well-being, with potential applications in both policy and organizational contexts.

Applying the Model to Work Contexts

The conversation explores how Martela's well-being model can be applied specifically to work settings.

In the workplace, "having" involves basic safety, security, and fair compensation. "Loving" at work relates to belongingness, community, and supportive relationships. "Doing" encompasses learning, growth, competence, and purposeful impact. "Being" reflects job satisfaction and positive emotional experiences at work.

This application provides a holistic lens for evaluating and enhancing employee well-being across multiple dimensions. Soren and Martela discuss how these concepts can be measured and implemented in organizational settings, highlighting the importance of both comprehensive annual surveys and more frequent, simplified check-ins to gauge employee well-being.

Sustainability and Well-being

The episode concludes with a discussion on the crucial relationship between sustainability and well-being. Martela argues that the ultimate goal of politics and policy should be to promote well-being in a sustainable manner. This involves recognizing environmental limits and planetary boundaries, designing economic and social systems that maximize well-being within these limits, and developing standardized measures for both well-being and environmental impact to inform decision-making.

Martela emphasizes the need for an integrated approach to human flourishing and environmental stewardship, highlighting the importance of long-term thinking in our pursuit of well-being. He suggests that by considering well-being and sustainability together, we can create policies and practices that support human thriving while respecting the constraints of our planet.

Resources for further exploration:

For more information on Frank Martela's work and the topics discussed, listeners are encouraged to explore his website and visit the Aalto University website.

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Principled Insubordination: Lessons From Dr. Todd Kashdan

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In this episode of Meaningful Work Matters, Andrew sits down with Dr. Todd B. Kashdan, Professor of Psychology at George Mason University and author of "The Art of Insubordination: How to Dissent and Defy Effectively."

As one of the main figures in the positive psychology movement, Dr. Kashdan brings over 20 years of research on purpose, meaning, and well-being to this conversation about the value of principled rebellion in creating more meaningful work environments.

The Evolution of Purpose Research

The conversation begins with a reflection on how research on purpose and meaning has evolved over the past two decades. Kashdan highlights a key insight: "A lot of the things that were originally discussed as the defining features of purpose in life are actually things that could amplify it, or there are things in the environment that could influence it."

This distinction is crucial because it shifts our focus to potential intervention targets.

For example, rather than seeing an enriching environment as an inherent part of having purpose, we can now explore how factors like green spaces might influence the development of purpose in young people.

Kashdan also emphasizes that while disadvantaged circumstances can make it harder to commit time and effort to one's purpose, they don't inherently prevent someone from having a sense of purpose.

This nuanced understanding opens up new avenues for supporting purpose development across diverse populations.

The Value of Principled Rebellion

The heart of the conversation centers on Kashdan's recent book, "The Art of Insubordination." He argues that fostering principled rebellion is crucial for creating more innovative, inclusive, and meaningful work environments. Kashdan presents an equation of principled insubordination:

(Defiance x Authenticity + Contribution) / Social Pressure

This equation highlights the importance of genuine, constructive dissent in the face of social conformity pressures.

Kashdan asserts that "Dissent opens people's minds, conformity closes people's minds." Even when a dissenting idea is ultimately wrong, it stimulates "cognitive liberation," encouraging more creative problem-solving within the group. He further argues that "permitting and embracing dissent unlocks the benefits of diversity." It's not enough to have diverse team members; organizations need to create environments where unique perspectives are truly heard and valued.

Navigating the Challenges of Principled Rebellion

While advocating for more principled rebellion, Kashdan doesn't shy away from discussing the potential pitfalls. He introduces the concept of the "Black Sheep Effect," where dissenters often face harsher criticism from their in-group than outsiders would. This can make speaking up emotionally challenging. He also discusses the "Power Paradox," noting a tendency for successful dissenters to become inflexible once they gain majority support, potentially stifling future innovation.

Kashdan acknowledges that embracing dissent can create short-term inefficiencies but argues it leads to more robust, innovative solutions in the long run.

Strategies for Fostering Constructive Dissent

Kashdan offers several practical strategies for individuals and organizations looking to cultivate healthier dissent. He recommends that individuals diversify their identity portfolio, investing in multiple dimensions of their identity beyond work. This creates resilience, allowing people to better weather potential backlash from speaking up.

For organizations, he emphasizes the importance of separating task conflict from relationship conflict. This distinction allows for more productive discussions about ideas or methods without damaging working relationships.

When dissenting, individuals should focus on how their ideas contribute to shared goals rather than simply opposing the status quo. Kashdan also stresses the importance of creating safe spaces for minority perspectives. Even as formerly marginalized groups gain acceptance, it's crucial to maintain spaces where unique cultural identities can be fully expressed and honored.

Implications for Meaningful Work

This conversation has profound implications for how we think about creating meaningful work environments. It underscores the importance of psychological safety, where people feel secure expressing dissenting views without fear of personal repercussions. Leaders must recognize that fostering meaningful dissent often involves navigating complex trade-offs between short-term efficiency and long-term innovation.

Kashdan's insights challenge us to redefine success in organizational culture. Rather than seeing unanimity as a sign of strong culture, organizations should celebrate constructive disagreement as a marker of psychological safety and innovation potential. For individuals, engaging in principled rebellion can be a powerful source of meaning, allowing them to align their work with deeply held values and contribute to positive change.

By fostering environments that welcome principled rebellion, organizations can unlock greater innovation, inclusivity, and, ultimately, more meaningful work for all.

Resources for further exploration:

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Work-Family Interface: Lessons from Joe Grzywacz

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In this episode of Meaningful Work Matters, Andrew Soren spoke with Joe Grzywacz, the Associate Dean of Research and Faculty Development at San Jose State University in the College of Health and Sciences. His research expertise lies at the intersection of work and family life and their profound impact on health and well-being.

Grzywacz recognized early in his career that work can be a challenge to push through, but at other times, it can be a place to flourish and do well. The key difference is how work is designed and positioned to achieve the latter.

Midlife in the United States (MIDUS)

Grzywacz has been deeply involved in a landmark research project called Midlife Development in the U.S. (MIDUS). Since it started in 1995, this national longitudinal study of health and wellbeing has aimed to understand successful aging. MIDUS is unique because it measures social, biological, economic, and psychological factors across disciplines. Today, it is one of the largest studies of its kind, funded by the National Institute on Health.

Grzywacz oversees all areas related to the topic of work within the study - a critical factor for understanding health and well-being, given that the average person spends more time at work than just about anywhere else across the lifespan.

The Design of Work

There are different ways to think about the design of work. The National Institute for Occupational Health and Safety, for example, looks at job characteristics, which, boiled down, include buckets like:

  • What are the opportunities workers have on the job to exercise control or decision-making regarding their work?

  • How much external pressure or demand is put on workers?

  • Is what I am doing meaningful, or does what I am doing matter in a lasting way?

  • Am I treated fairly and equitably?

Grzywacz notes that these job characteristics are often very different for black and brown individuals, for younger workers compared to older workers, for men compared to women, etc. The job market is segregated in many ways that tend to benefit some people and not others.

The Impact on Psychological Well-Being

Based on about 40+ years of research, there are substantial consequences when these fundamental characteristics are unmet. These characteristics are tied to a concept called cognitive reserve. If you think of your mind as a muscle, the more you use it, the longer it will stay robust and healthy.

Likewise, many of these job characteristics are linked to how well your cognitive functioning holds up later in life and how physical health plays out in the face of chronic disease.

To Grzywacz, it’s crystal clear that work underlies our health and well-being, even if it takes a bit to catch up to us.

The Work-Family Interface

The work-family interface is all about how our jobs and families intersect. Grzywacz highlights that the two influence each other in various ways - sometimes good, sometimes bad.

On the one hand, we are caretakers and loved ones within a family structure, and on the other, we are operating in an economy that likely requires us also to be a worker. We are often splitting our time to satisfy both roles.

Finding a balance between these two important roles can be a challenge for all of us at one point or another. However, as Grzywacz explains, the synergy between work and life can also be enriching. In the Western world, this works very well. For example, for those who earn a living wage, or even a climbing wage, that’s a form of work-family enrichment because our work life ends up benefitting our family life.

Those with a synergistic or enriching work and family life have higher levels of well-being - and that is associated with less chronic conditions and lower stress levels, etc. A positive work-life interface benefits individuals, their families, organizations, and society.

Cross-Cultural Differences

According to Grzywacz, the research shows that job characteristics are relatively universal across cultural contexts.

By contrast, there are distinctive cultural differences when combining work and family. In the US, we’ve lived a ‘segmented reality’ throughout the industrial area. This means we spend 8 hours a day at work, then come home and attend to home life. In the US, work tends to be viewed as a different space than our family life.

The US is relatively unique in this separation. Other parts of the world see work and family as more integrated. For example, one might say they work for their family, and their commitment to their family is reflected in their work.

The Research on Alienation

Another area of Grzywacz’s research is alienation. This refers to when a worker is separated or alienated from the more significant impact, meaning, or context of their work AND the other individuals who are part of the final product.

The evidence tells us that alienated work is linked to a variety of mental health including depression. We have only recently connected this concept to the biology of successful aging. People with higher levels of alienated work show more wear and tear on their bodies at an organ and tissue level than those who experience less alienation at work.

Final Thoughts

In wrapping up, Grzywacz offers a reflection on pursuing meaningful work. He urges listeners to consider the balance between seeking meaning in work and finding contentment with what they have. He posits that while meaningful work is important, the constant chase for the 'perfect' job can lead to dissatisfaction and overlook the value of other life domains.

For further exploration:

  • Mid-Life in the United States - link