Let’s face it – the days of treating employees like cogs in a machine are long gone. The most successful leaders today understand that their team members are whole people with complex lives, dreams, and needs. That’s where fulfillment-centric leadership comes in. I’ve seen firsthand how this approach transforms workplaces by putting employee well-being front and center. I’ve also seen how the opposite is true when employees are treated like “inventory” whose only purpose is to produce revenue.
Of course, employees need to contribute to the financial health of a business. But, that’s not a reason to ignore the needs of employees as whole persons. We live in an age where employees care as much about being cared for as they do about career advancement.
In my first leadership role in 1990, a member of my staff was killed in a domestic violence incident. This tragedy caused me to lead my team holistically as people, balancing genuine care for their well-being with requisite work outcomes. Fast forward to 2024, the insights in the Thriving in Midlife report produced with Udemy, as well as more than 200 conversations on the Midlife Fulfilled podcast, have empowered me to develop a ten-step framework to becoming a ‘conscious competent’ leader who prioritizes fulfillment for their teams. I call it the Fulfillment Centric Leadership™ Framework. Here are the ten steps to this framework.
- Start with Your Own Journey
Before you can guide others, take an honest look in the mirror. How fulfilled are you in your own life? I’m talking about the whole package – your health, fitness, career satisfaction, relationships, and the legacy you want to leave behind. Self-awareness of your own fulfillment journey across these five life pillars makes you better equipped to support others on theirs.
- Align Values with the Five Pillars of Fulfillment
Your values evolve throughout your lifetime. List all your current values and consider how each of the five pillars aligns with them. In each pillar, answer the question, “Am I aligned with my values and fulfilled?” Here’s how each pillar can impact members of your team.
– Health: Your team’s physical and mental well-being.
– Fitness: The energy to tackle each day with vigor.
– Career: Finding purpose and satisfaction in work.
– Relationships: Building meaningful connections in and outside of work.
– Legacy: Making an impact on someone or a cause.
Each pillar should align with a person’s values. When there is misalignment in any pillar, fulfillment suffers.
- Let the Data Guide You
Don’t just guess what your team needs – ask them! Regular check-ins and surveys can reveal what really matters to your people. Different generations often have different priorities, so one size definitely doesn’t fit all.
- Keep It Real
Nothing kills trust faster than a fake leader. Your team can spot insincere leadership from a mile away. Share your own struggles and victories. Be transparent about challenges. When you’re authentic, your team feels safe being genuine with their leader.
- Make Wellness Work
A healthy team is a productive team – it’s that simple. But this goes beyond just offering gym memberships or salad bars. Think flexible schedules for mental health, stress management, or even walking meetings. Small changes can make a big difference in energy and productivity.
- Help People Find Their Sweet Spot
Remember that project that made you lose track of time because you were so engaged? That’s what we want for everyone on the team. Take time to understand what lights each person up, then look for ways to align their work with those passions.
- Build Real Connections
Work relationships shouldn’t feel forced or fake. Create natural opportunities for people to connect – maybe it’s through mentorship programs, cross-team projects, or even just regular team lunches. When people feel connected, they’re more likely to stick around and give you their best.
- Go Long
Great leaders don’t just focus on quarterly results – they build something lasting. Help your team members see how their work contributes to something bigger. Maybe it’s mentoring the next generation, developing innovative solutions, or creating positive change in your industry.
- Make It Happen in Three’s
Ideas are great, but action is better. Work with each team member to create concrete steps toward their fulfillment goals. Break work activities into three levels of achievement; low, medium, and high. Or, determine your own benchmark for achievement levels. Celebrate each level, including the small wins.
- Keep Track and Adjust
Regular check-ins are crucial. How are people feeling about their progress? What’s working? What isn’t? Use this feedback to fine-tune your approach. Fulfillment Centric Leadership™ isn’t a set-it-and-forget-it thing – it’s an ongoing journey of learning and adapting.
The Bottom Line
Fulfillment-centric leadership isn’t just another business trend – it’s a fundamental shift in how we think about leadership and success. When your team members feel fulfilled in the key areas of their lives, they feel valued and bring their best selves to work. That’s good for them, good for your organization, and good for you as a leader.
Want to learn more about Fulfillment Centric Leadership™? I can help through keynotes and workshops. Get in touch with me here.
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