Many career professionals are striving for meaningful work. 

In 2019, we conducted world-first research into this area, initially involving an academic review, discovering there had never been any research on meaningful work specifically for Australians.

As a result, we initially surveyed approximately 1000 people, and since 2021 have had more than 4000 participate in the Meaningful Work Profile Tool, providing additional data.

We discovered there are four factors of meaningful work, with the first of these factors the individual factor. It involves aligning our personal values, interests, abilities, personality traits, goals and personal motives with the work we do on a daily basis.

Doing so successfully has been proven to significantly improve the meaning you find in work.

The librarian’s dilemma

To grasp the importance of the individual factor of meaningful work, consider a job that resonates with most aspects of your personality, but falls short in one specific area.

For me, I imagine being a librarian—a role that aligns with my deep love for books, my belief in the importance of the written word, and in the transformative power of education. However, as an extrovert, the need for silence and minimal interaction would pose a significant challenge.

Despite being a great match in many ways, this job would ultimately fall short of providing me with meaningful work.

A strength-based approach aligns with the individual factor

Taking a strength-based approach can help to maximise the power of the individual factor.

Extensive evidence suggests that working to our strengths can lead to lower stress levels, increased engagement, higher vitality, enhanced self-esteem, improved performance, and a greater likelihood of achieving goals – all outcomes that go a long way to improving career fulfillment.

By identifying our strengths—whether inherent, acquired, or developed over time—we gain valuable insights into our abilities and areas for growth. This knowledge fosters self-acceptance, confidence, and improved communication in the workplace.

Although many of us (95 per cent) believe we are self-aware, studies by expert Tasha Eurich indicate that only 10-15 per cent truly are, emphasising the importance of developing this skill.

Strengths can be measured through observation, discussion and analysis, or the most thorough method is via one of the formal assessment tools, such as Strengths Profile (a Cappfinity product).

A personal example

When I took a Strengths Profile in 2020, two unrealised strengths — curiosity and writing — were revealed.

This discovery prompted me to incorporate these strengths into my work by creating leadership presentations turned webinars during the pandemic.

By researching topics of interest and crafting content, we provided valuable information to a wide audience, positively impacting many lives, and this made my work meaningful during a time when it was otherwise incredibly challenging.

The power of collaboration

When you are aware of your own strengths and those of your colleagues, you can collaborate more effectively, unlocking the true potential of your individual factors.

Understanding each other’s strengths and weaknesses helps bring out the best in team members, generating meaningful work aligned with their unique qualities.

On an individual level, this can be done through observation or internal discussion and analysis. Alternatively, if you use one of the formal strengths assessment tools, you can generate team strengths reports.

Regardless of the method you use, you are looking to gather insights into collective strengths and highlight areas where additional capacity may be needed.

By understanding their respective strengths, individuals within the team can counterbalance weaknesses, provide fresh perspectives, and reinvigorate projects. Collaboration among team members with matching strengths can improve results. For example, if two people with curiosity as a strength work together, they may well spark off each other, resulting in co-creation, idea enhancement, and deeper exploration.

Recognising contradictory approaches, such as action-orientation versus incubator strengths, enables you, as a leader, to allocate tasks according to the best strength needed in the circumstances, optimising team performance.

This allows you to allocate resources effectively to uncover hidden value, and promote a mission-aligned, outcome-based work environment.

The power of recognising strengths

Discovering meaningful work begins with understanding the individual factor. By aligning interests, abilities, personality traits, goals, and personal narratives, you can find greater job satisfaction, purpose and success.

Recognising strengths, fostering self-awareness, and embracing collaboration are key steps in unleashing the impetus of this factor, at both the individual and team level, improving outcomes for all.

As an individual you will find greater career fulfillment, and as a leader your team will be more engaged and perform to a higher level.