Most of us want growth opportunities, a sense of belonging, and fair compensation from the organizations we work for. Meanwhile, companies expect our best efforts, commitment, and accountability. Together, this "deal" is an agreement, a two-way relationship.
Leaders, ask your team members these questions:
What does work give you? What do you give work?
Reflecting on what is expected of them and what they can expect from the company provides clarity and peace of mind, especially for early-career team members, people starting new roles, or those experiencing significant life changes.
When leaders apply the four pillars of The Deliberate Path—Purpose, Prosperity, Joy, and Freedom—to this agreement, both the organization and its employees flourish.
What work gives employees
Purpose: Work connected to a mission, customer impact, or real problems so employees feel their efforts matter. This provides meaning well beyond a list of tasks.
Prosperity: Collaboration to create opportunities that foster long-term employability. Things like stretch assignments and mentoring.
Joy: A sense of belonging, meaningful feedback, and regularly celebrating progress. This creates a culture supported by intrinsic motivation rather than obligation.
Freedom: Empowerment to shape work in ways that fit the person and the role uniquely.
What employees give to work
Purpose: Attention, curiosity, and effort to fulfill meaningful work. This reflects commitment to the mission and genuine care for outcomes.
Prosperity: Ownership of growth and development, inside and outside of work, leveraging leadership as a partner.
Joy: An intentional positive contribution to team culture. This includes creating a positive, collaborative environment that others want to stay in.
Freedom: Responsible self-management, initiative, good judgment, and follow-through supported by empowerment and autonomy.
In my own career, one leader, I’ll call her Bailey, helped me realize I needed to work in ways that gave me the Freedom to deliver exceptional results without sacrificing the things I wanted to do outside of work. She pushed me out of a pattern of asking for permission that had been a part of my entire career up to that point. Her perspective was freeing for me. I could live my Purpose while doing what I was here to do, and support Bailey’s purpose of creating lasting change.
We were helping each other. We were both growing and learning. We were delivering great results for our organization and that brought Prosperity for us all. The freedom and prosperity allowed us to each enjoy the work. That's where Joy came in. We were doing good work, we were having fun, we were collaborating, and we were open. It came from our understanding of what work gave each of us and what we gave our work.
Using the Four Pillars this way is a path to fulfilling the “deal” that is unique to the needs of each individual. This approach builds stronger commitment because it clarifies the deal. Work should give employees a personal sense of growth, meaning and excellence, while they give the organization accountable performance and a real commitment to success.
You can think of the Four Pillars as a leadership ecosystem
Purpose sets direction
Prosperity provides resources
Joy sustains energy
Freedom enables action
When aligned
Purpose guides decisions
Prosperity ensures durability
Joy sustains engagement
Freedom empowers people to act
In future issues, we’ll provide more practical strategies and insights, along with real-life examples from leaders I’ve worked with, to help you lead in today’s complex world.
Stay tuned!
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