How can Thought Leaders help employees find meaning in their work?

A thought leader has a unique and in-depth knowledge and expertise in a given industry or area of study. They have a special gift for interpreting the nuances of that field in a way, that compels others to think differently as well. Thought leaders are inspirational leaders who invariably challenge outdated concepts and principals, thus carving the way for innovation and improvement. Thought leadership appears to be a new concept, but in principal, is as old as mankind. Thought leaders through the ages have been the catalysts of evolution of human beings, from our primitive cave dwelling lives to our present civilized and highly intelligent avatars.

They're visionaries diving deep into their field, stirring change and innovation. They offer unique insights through various platforms, challenging norms and sparking inspiration for progress and transformation.

My personal goal is to inspire and impact people on our common journey in life. A thought leader should always be ahead of the latest trends in his/her field and inspire others to embrace change and innovation

Ter um terapeuta pessoal é extremamente importante para qualquer pessoa que tenha condições de pagar por esse serviço. Quando se tem a oportunidade de contar com um terapeuta profissional, como um psicólogo oferecido pela empresa, a importância é ainda maior, pois algumas empresas disponibilizam esse recurso. Contudo, essa questão é delicada. Ao ouvir um profissional de alta performance de uma grande empresa, percebe-se que, mesmo com a garantia do sigilo profissional, muitos colaboradores hesitam em se abrir completamente durante a terapia com o psicólogo da empresa, por temerem que suas questões pessoais possam, de alguma forma, chegar aos seus superiores.

This year has witnessed one of the biggest layoffs in the last decade. Organisations must be aware that employees are seeking meaning during lean times and layoffs, as it is a crucial aspect of their well-being and motivation. Even amid lean times, the alignment of values, the meaningfulness of work, contributions, and team cohesion foster a sense of belonging and commitment. Why does it matter? Productivity, adaptability and innovation. Employees who find purpose in their roles are more likely to deliver quality products or services.

According to Simon Sinek, everyone has a personal why, that drives us, and makes us get out of bed in the morning. The personal why is the sense of purpose or meaning that is described here. I personally believe that everyone should find out his own why and a great leader should be able to put it into the context of the work environment. Ideally it would be aligned with the organizations why.

Meaning speaks to our basic human nature of social acceptance and sense of value. It also provides some grounding to our existence and why we exist as a living, conscious human being.

Everyday, your team performs work. Employees without meaning will seek to meet expectations, and follow directions to the degree that their manager requires. Employees with a deep meaning and connection to their role, team, and most importantly… their customers will do more. Regardless of the expectation. There is a massive amount of discretionary output your employees are capable of, and only as an inspirational leader can you motivate them enough to do their very best.

When you like what you do and demonstrate passion for it, you take pride into your work and the company you work for. That’s why it’s important to show this to employees so that they can find a meaning to what they’re doing. One way to do this is by including employees in the process or project from its inception so that they can also own it. Passion leads to creativity, increase productivity for the benefit of the team and the whole organization.

Thought leadership allows employees to dive deeper into a topic of interest in their industry. It gives them an opportunity to connect and brainstorm with others outside of their company, to spark new ideas, innovate and progress their individual AND their company's work - all of which translates into a more engaged, more fulfilled culture, as well as talent that sticks around.

When I became a Head of Microbiology Lab, I realised how important to shift the perspective of my team from "get-it-done transaction" to purposeful mission. I followed these strategies and they worked well: 1- Perform a joint reflection session to assess how our work in the lab can help others. 2- Cultivate a culture of gratitude (so we initiated writing letters of appreciation to most cooperative team member). 3-Celabrate mico-achievements through recognition and link the wins to the overall mission of the lab. 4-Encourge the team to learn and develop then get out of their way if they decide to move to another section or another organisation. 5- Team-up with resourceful people to inject more wisdom, inspiration, and passion to the team.

One of the biggest challenges faced by organizations today, is a distracted and disengaged workforce. Thought leadership can play a vital role in improving employee engagement by aligning their goals and aspirations with the organizational vision. Creating discussion forums where employees can participate and share their views can help a disengaged work force find alignment and thereby meaning to their roles. It also helps them in improve their performance as they can clearly see how their work is positively impacting the organization achieve it's vision. Thought leaders within the organization use this alignment to motivate and retain the employees. In reality, an organization can be a Thought Leader too in it's domain.

There is some clarity needed between a leader and a thought leader. In my experience a good leader can accomplish what is listed in this definition as often they can inspire and change behavior without being a thought leader. Empathy and understanding as a leader is as important (maybe more) than a great mind for strategy or imagination.

After providing an appropriate level of the "direct" needs to an employee (salary, benefits), motivation comes to these, in this order: Opportunity, Responsibility, Achievement, Recognition (Herzberg) - and that's the order they work through to complete the work. However, motivational maturity occurs in the opposite direction...everyone starts with needing recognition for work done well, but as they mature they need less of it. Then they begin to self-motivate with their achievements, then their happiness in taking on more responsibilities, then ultimate their ability to create their own opportunities. Not that we don't all still need the occasional recognition, but the ultimate goal of providing motivation is to help people self-motivate.

Staying curious and reaching out have served me well in building relationships with thought leaders. Most thought leaders are recognized because they want to contribute ideas and positivity impact the world. Creating opportunities for that to happen is a way to show respect and appreciation for the ideas being shared by the thought leader. I am consistently surprised how often people will say yes when you request is coming from a place of genuine curiosity and learning.

Present day employees and the workforce in general is fortunate to be connected to a wide, ever growing pool of resources available to them over a plethora of platforms. Connecting with thought leaders in their domain and areas of interest is easier than it has ever been. The availability of diverse pool can be best harnessed by focusing on specific areas of interest and searching for relevant thought leaders. Their views expressed by means of their online content, whether written, audio or visual, can aid employees to understand them better. Following them on social media and interacting with them can start a conversation where employees can get more insights and relevant information.

From my experience, thought leaders can support employees in finding meaning in their work by offering valuable knowledge, expertise, and guidance. By reading books, blog articles, and newsletters written by thought leaders, employees can expand their understanding and gain valuable insights into their work. Listening to podcasts, interviews, and audiobooks featuring thought leaders can provide inspiration and practical strategies for making work more meaningful. Additionally, attending webinars, watching videos, or live streaming events with thought leaders can expose employees to new ideas and approaches that can enhance their sense of purpose and fulfilment.

Engaging with thought leaders offers employees a wealth of opportunities. Through interaction with these luminaries, individuals gain inspiration, learning, and empowerment. Visionaries' insights fuel passion, expand horizons, and foster personal and professional growth. Guidance and recognition from thought leaders instill confidence, encouraging autonomy and innovation. Ultimately, these interactions enable employees to create a meaningful impact within their work and the broader society, aligning their aspirations with transformative action.

Employees are waiting to be heard. Employees are looking for forums where they can be heard, without judgement. However, most of them are hesitant of speaking up. Thought Leadership encourages such employees to find their voice, speak up, connect, align and grow. In other words, effective thought leadership platforms within and outside the organization help employees not only find meaning, but express it as well. Present day thought leadership is all about expressing freely without being judged. Employers who have encouraged thought leadership within their organizations have found many gems hiding in plain sight within their workforce.