Meaningful Work Matters

Collaboration and generosity are essential for meaningful work, but what happens when they become too much of a good thing? Could saying yes too often be holding you back?In part two of our conversation with Reb Rebele, we explore the hidden costs of collaboration and generosity in the workplace. Building on last week's discussion about personality dynamics, Reb shares why organizations face ‘collaborative overload’, how helpful employees often burn out first, and what individuals and teams can do to reclaim their time and energy. Reb shares practical strategies for balancing helping others with protecting our own wellbeing, from setting boundaries to reassessing team norms around meetings and communication. If you've ever felt overextended at work or struggled to manage the demands of collaboration, this episode offers valuable frameworks for creating more sustainable ways of working together.Key Takeaways:Organizations need systematic approaches to manage collaboration, from tech tools to meeting policies."Selfless" helping can actually reduce impact - maintaining healthy boundaries helps sustain meaningful contributions.Effective collaboration requires both individual strategies (like resource management) and organizational solutions.About Our Guest:Reb Rebele is a psychological scientist and advisor who teaches at the University of Melbourne and whose research on personality psychology and organizational behavior has been published in leading academic journals and outlets such as The Atlantic and Harvard Business Review. Reb’s work focuses on understanding how individuals and organizations can work together more effectively while supporting wellbeing.---Want to move from theory to practice? Join our pilot PodClub session on February 26th, where thoughtful professionals like you will explore how to make meaningful work a reality. Learn more at eubd.ca/podclub.

What if your personality isn't as fixed as you think?In this Meaningful Work Matters two-part episode, psychological scientist and organizational behavior expert Reb Rebele joins Andrew to explore how understanding personality dynamics can help us navigate meaningful work more effectively.Drawing from research at the University of Pennsylvania and the University of Melbourne, Reb challenges common assumptions about authenticity and explains how different aspects of personality can be intentionally adjusted to meet goals while maintaining sincerity.Key Takeaways:Everyone contains multitudes: We all have different sides to our personality that we can express in different situationsAuthenticity isn't about consistency: Being "true to yourself" means acknowledging and working with your various authentic expressionsResource management is crucial: Expressing different aspects of your personality at work requires understanding your energy needs and restoration patternsStrategic self-regulation: Learn how to be "the right version of yourself at the right time" through intentional personality regulationAbout Our Guest:Reb Rebele is a psychological scientist and advisor who teaches at the University of Melbourne and who’s research on personality psychology and organizational behavior has been published in leading academic journals and outlets such as The Atlantic and Harvard Business Review.Part 2 of this conversation, coming out next week, Reb and Andrew explore the dynamics of collaboration and generosity in the workplace.Want to move from theory to practice? Join our pilot PodClub session on February 26th, where thoughtful professionals like you will explore how to make meaningful work a reality. Learn more at eubd.ca/podclub.

In this episode of Meaningful Work Matters, host Andrew Soren sits down with Dr. Adam Murry and Alvan Yuan from the University of Calgary to explore Indigenous perspectives on meaningful work within settler institutions, particularly in post-secondary settings across Western Canada.Key Takeaways:Indigenous employees derive meaning from work through three core elements:A sense of belonging and contribution to a generational communityHolistic connectedness with both community and landCulturally relevant job design that aligns with personal and community valuesOrganizations often exploit Indigenous employees' community-driven motivations without providing proper support or recognitionMeaningful work can serve as a potential avenue for reconciliation but is not a substitution for structural changesAbout Our Guests:Dr. Adam Murry (Ukrainian, Irish, Apache) is an associate professor of psychology at the University of Calgary and director of the Indigenous Organizations and Communities Research Lab. With a PhD in industrial-organizational psychology, he focuses on applied mixed-method research contributing to Indigenous affairs in employment, education, health, and mental health.Alvan Yuan (Canadian, Taiwanese) is a PhD candidate in industrial-organizational psychology at the University of Calgary. Their research explores how individuals derive meaning and purpose from work, with a particular focus on understanding employment dynamics, sense-making, and learning through mixed-methods approaches.Resources Mentioned:Indigenous Organizations and Communities Research Lab at the University of CalgaryTuck and Yang's "Decolonization is Not a Metaphor" (2012)

In this episode of Meaningful Work Matters, Andrew explores the complex relationship between perfectionism, meaningful work, and personal fulfillment with Sonya Looney, a world champion mountain biker, podcast host, and positive psychology researcher.Through her personal journey from achievement-focused athlete to purpose-driven leader, Sonya shares insights from her research on how perfectionists can find deeper satisfaction by focusing on social impact rather than just personal accomplishment.Sonya also discusses her research on perfectionism, goal attainment, and mattering, and offers a fresh perspective on how high achievers can break free from the cycle of perpetual dissatisfaction.The conversation examines how shifting focus from individual achievement to "other-ish" goals - those that benefit both self and others - can lead to more fulfilling work and genuine sense of accomplishment.Key Takeaways:Perfectionism operates in three dimensions: high personal standards, high standards for others, and meeting societal expectationsThe importance of shifting from pride-based to impact-based measures of accomplishmentHow "other-ish" goals can help perfectionists find meaning beyond personal achievementThe value of immeasurable impacts in creating genuine satisfactionPractical strategies for balancing perfectionist tendencies with meaningful workAbout Our Guest: Sonya Looney is a world champion professional mountain biker with 20 years of racing experience across the globe. Beyond her athletic achievements, she hosts the Sonya Looney Show (soon to be rebranded as "Grow the Good" podcast) and recently completed her Master's in Applied Positive Psychology at the University of Pennsylvania, where she conducted innovative research on perfectionism and meaningful achievement.Resources Mentioned:Give and Take by Adam GrantTranscend by Scott Barry KaufmanConnect with Sonya:Website: sonyalooney.comPodcast: The Sonya Looney Show (soon to be "Grow the Good")

This is a special crossover episode where we're sharing a recent conversation between Andrew Soren and Sonya Looney from her podcast, The Sonya Looney Show.In this episode, Andrew takes the guest seat as Sonya interviews him about the complex relationship between meaningful work and well-being, exploring why work that feels deeply important can sometimes lead to exploitation or burnout.Key topics discussed:Understanding eudaimonia and its relationship to meaningful workThe "dark side" of meaningful work and how passion can lead to self-exploitationSix different ways people find meaning in their work, from utilitarian purposes to serviceThe critical balance between meaning and workplace decencyHow mattering—feeling valued and adding value—influences job satisfaction and retentionThe role of organizations and leadership in fostering sustainable meaningful workThis episode was originally recorded for The Sonya Looney Show and is shared here as part of a special two-part crossover series.Don't miss our next episode of Meaningful Work Matters where Sonya will join as our guest to discuss navigating perfectionism, redefining achievement, and using our goals to create positive impact.Connect with The Sonya Looney Show

In part two of her conversation on Meaningful Work Matters, Dr. Anne Brafford explores Self-Determination Theory (SDT) and its profound implications for creating meaningful work environments.[Click here to listen to Part One, where Anne discusses identity and meaning in the legal profession]As both a former Big Law equity partner and organizational psychologist, Brafford offers unique insights into how understanding and supporting basic psychological needs can transform workplace cultures. Through research-backed explanations and practical examples, she shares how motivation develops on a continuum from amotivation to various forms of extrinsic motivation to intrinsic autonomous motivationThe conversation examines how leaders can move beyond command-and-control to create environments where people genuinely want to engage in their work. Brafford unpacks the three fundamental psychological needs - autonomy, competence, and relatedness - and explains their crucial role in fostering meaningful work experiences.Drawing from both her academic research and real-world experience, she shares concrete strategies for "needs crafting", or, ways individuals can proactively shape their work experience to better satisfy their psychological needs.Key Takeaways:Self-Determination Theory provides a practical framework for understanding how psychological needs drive meaningful workAutonomous motivation is essential for experiencing meaningfulness - you won't find work meaningful without itLeaders can support psychological needs through perspective-taking, need-supportive communication, and helping frame work's significanceIndividuals can actively craft their work experience to better satisfy their psychological needs through intentional daily practicesAbout Our Guest:Dr. Anne Brafford is a thought leader in workplace wellbeing and organizational psychology, with a particular focus on the legal profession. As owner of Aspire and co-founder of the Institute for Well-Being in Law, she bridges academic research with practical application to help organizations create more engaging and meaningful work environments.Her book "Positive Professionals" provides science-based guidance for increasing engagement in law firms, and her forthcoming second edition will further explore how Self-Determination Theory can transform workplace cultures.Her unique background as both a practicing lawyer and organizational psychologist allows her to translate complex psychological theories into actionable strategies for professional service organizations.

In this first installment of a two-part conversation, Andrew explores the complex intersection of identity, ethics, and meaningful work with Anne Brafford, a former Big Law partner turned well-being consultant and researcher.Drawing from her two-decade career as an employment lawyer and subsequent academic work, Brafford shares her insights about how personal values, professional identity, and moral courage shape our experience of meaningful work.Brafford illuminates how lawyers find meaning in their work beyond the traditional narrative of public service, highlighting the importance of moral exemplars and ethical decision-making in corporate law. She also shares encouraging examples of how some law firms are evolving to create more inclusive, purposeful work environments in response to recent social changes.Key Takeaways:Meaningful work influences how different individuals experience purpose in similar rolesMoral exemplars in professional settings can help others navigate ethical challenges while maintaining meaningful engagementLocal, everyday meaning can be as important as broader purpose in creating fulfilling work experiencesAbout Our Guest: Dr. Anne Brafford (JD, MAPP, PhD) is a leading voice in lawyer well-being and workplace engagement. As the owner of Aspire, an education and consulting firm for the legal profession, and a founder of the Institute for Well-Being in Law, she brings both practical experience and academic rigor to her work.Previously an equity partner at one of the nation's largest law firms, Anne now focuses on helping the legal profession build engaging workplaces where people and businesses can grow and succeed together. She holds a PhD in positive organizational psychology from Claremont Graduate University and a Master's in Applied Positive Psychology from the University of Pennsylvania.Her research and consulting work centers on the intersection of inclusion, engagement, and well-being in professional settings.Resources Mentioned:Book: Positive Professionals: Creating High-Performing, Profitable Firms Through the Science of Engagement by Anne BraffordArticle: "Judges' Well-Being and the Importance of Meaningful Work" (Court Review)Article: "Five Ways to Foster Meaningful Work and Boost Lawyer Well-Being" (Texas Bar Journal)Lawyer Well-Being YouTube ChannelInstitute for Well-Being in LawThe Good Work ProjectNote: This is Part 1 of a two-part series. Tune in next week for Part 2, where Anne and Andrew dive deeper into Self-Determination Theory and its practical applications for creating meaningful work environments.

In this episode of Meaningful Work Matters, Andrew sits down with Dr. Gitima Sharma to explore the intersection of purpose, well-being, and meaningful work through both Eastern and Western perspectives.From her early years in India grappling with family mental health challenges to her current role as leading purpose researcher and coach, Sharma shares how Buddhist philosophy and academic research have shaped her understanding of purpose as something that rises above the pursuit of happiness towards creating positive change both within ourselves and society.Through personal stories and research insights, she introduces her five-part model for cultivating purpose - explore, engage, reflect, articulate, and actualize - offering a flexible framework for aligning daily work with values and fulfillment. The conversation tackles important themes around cultural context, gender, work-life harmony, and how to maintain purpose while navigating challenging organizational systems.Key Takeaways:Purpose involves both individual growth and contribution to collective well-being - it's not just about personal satisfactionHaving a sense of purpose is more protective against depression than life satisfactionThe five phases of purpose development: explore, engage, reflect, articulate, and actualizePurpose can be found both within and outside of work - sometimes work enables purpose in other life domainsThe importance of community support and mentorship in developing and maintaining purpose, especially for underrepresented groupsAbout Our Guest:Dr. Gitima Sharma is an Associate Professor of Counseling at California State University, Fresno and Founder of CoachInspire. With a Ph.D. in Counselor Education from Penn State, she has published over 30 research articles on purpose and well-being, while mentoring more than 100 students and clients. Her work integrates academic research, evidence-based practices, and humanistic principles to foster cultures of empathy, care, and positive impact.Resources Mentioned:Free eBook: Thriving Beyond StressPersonal Coaching ResourcesDr. Sharma's ResearchBuddhist Philosophy ResourceConnect with Dr. Sharma on LinkedIn

In this episode of Meaningful Work Matters, Andrew sits down with Zach Mercurio to explore the fundamental human need to matter.As both a researcher and practitioner in organizational psychology, Mercurio shares profound insights into how the experience of mattering shapes workplace behavior, engagement, and well-being. Through compelling stories and research-backed observations, he explains how mattering isn't just about feeling valued, but about the essential human instinct to be significant to others.The conversation delves into how recent global events like the pandemic have amplified people's search for meaning, leading to phenomena like the Great Resignation and Quiet Quitting.Mercurio offers practical leadership strategies for creating cultures where people feel noticed, affirmed, and needed, while also examining the potential dark sides of mattering when taken to extremes.Key Takeaways:Mattering is both a survival instinct and psychological need that requires systemic support through organizational culture, practices, and leadership behaviorsLeaders need specific skills and practices to help others feel noticed, affirmed, and needed - intuition alone isn't enoughThe experience of anti-mattering often leads to either withdrawal behaviors or acts of desperation in the workplaceOrganizations need to move beyond relying on intuition and create concrete practices and systems that enable and ensure mattering behaviorsAbout Our Guest:Dr. Zach Mercurio is a researcher, author, and thought leader in purposeful leadership and organizational psychology. As a Research and Teaching Fellow at Colorado State University's Center for Meaning and Purpose, his work focuses on how mattering and meaningful work drive human behavior and organizational success.His research has been recognized by leading academic and professional organizations, and his forthcoming book "The Power of Mattering: How Leaders Can Create a Culture of Significance" will be published by Harvard Business Review Press in 2025.Beyond his academic work, Zach consults with global organizations to develop purposeful leaders and cultures where people experience significance. His unique position as both a researcher and practitioner allows him to bridge the gap between academic insights and practical application in organizational settings.

In Part 2 of our conversation with Dr. Carrie Oelberger on Meaningful Work Matters, we explore the "myth of agency" in mission-driven work and discover how rethinking our approach to helping professions can lead to more sustainable and effective outcomes for both workers and those they serve.Dr. Oelberger shares her research about frontline workers in caring professions, introducing a revolutionary approach called "human accompaniment" that challenges traditional assumptions about meaningful work in helping roles.Key Topics Explored:The myth of agency in mission-driven workThree distinct approaches to frontline workHuman accompaniment as a sustainable practiceRethinking hiring practices and qualificationsPolicy-level changes needed to support meaningful workCross-cultural perspectives on workplace supportQuote from the Episode: "The myth of agency is this false cultural idea that an individual can fully overcome structural and institutional barriers through strategic individual behaviors... this often leads to burnout, because people enter this work with these huge inflated understandings of how they're going to be able to make change." - Dr. Carrie OelbergerKey Takeaways:Traditional approaches to frontline work often lead to burnout or apathyHuman accompaniment offers a sustainable alternative to "fixing" or "processing" approachesFormal qualifications may sometimes hinder rather than help effective caring workLived experience and emotional intelligence are often more valuable than academic credentialsSystemic support is needed to create sustainable meaningful workAbout Our Guest: Dr. Carrie Oelberger is an Associate Professor at the University of Minnesota's Humphrey School of Public Affairs and a McKnight Land Grant Professor. Combining sociology and psychology in her approach to organizational studies, she brings both academic rigor and practical experience to her research on meaningful work. Her current work focuses on creating systemic changes to support sustainable meaningful work at societal, organizational, and individual levels.