Meaningful Work Matters

A Note Before You ListenWe are sharing this episode in memory of Dr. Isaac Prilleltensky, who passed away on May 7, 2026. Isaac was a giant in the field of positive psychology — a scholar, a humanist, and a tireless advocate for fairness and well-being. He touched the lives of tens of thousands of students, researchers, and practitioners around the world, and his influence on this podcast, and on our work, runs deep. We are grateful this conversation exists, and we hope it introduces him — or reintroduces him — to a new generation of listeners.About This EpisodeDr. Isaac Prilleltensky was Mautner Endowed Chair in Community Well-Being and Professor of Educational and Psychological Studies at the University of Miami — as well as an internationally renowned keynote speaker, author, researcher, and well-being advocate.In this conversation, Andrew and Isaac explore the importance of meaningful work and mattering. Drawing from decades of scholarly research on justice, fairness, and well-being, Isaac makes the case that we cannot thrive as individuals unless the systems around us are designed to help us do so. He unpacks what it truly means to feel valued through recognition while adding value through meaningful contribution — and why these are among the most overlooked drivers of workplace engagement.For people managers and leaders, this episode offers concrete ways to foster what Isaac called a "WE culture" — where fairness, dignity, and belonging are prioritized over individual pursuits, and where everyone has a fighting chance to matter.There is no wellness without fairness. That was Isaac's north star. We think you'll feel it in every minute of this conversation.

In this episode, Andrew moderates a live panel hosted by the Intellectual Property Institute of Canada (IPIC), a professional association representing over 1,800 IP lawyers, patent agents, and trademark agents across Canada, now celebrating its 100th year. The conversation brings together three IP professionals to explore what thriving actually looks like inside a demanding, high-stakes profession, not in theory, but in the day-to-day realities of the work.IP professionals face real and familiar pressures: billable hours, client expectations, collaboration across competitive environments, and the challenge of finding meaning in highly specialized, often invisible work. This episode grew out of IPIC's strategic commitment to making well-being a priority, and what emerges is a frank, grounded conversation about what it actually takes to thrive.Together, Andrew and the panelists examine how well-being shifts across a career, what it means to struggle well rather than perform happiness, and how the profession's culture, both its demands and its community, shapes the conditions for a life of meaningful work.Key TakeawaysWell-being is not one-size-fits-all. Understanding what “it” means for you is the only way to be "in it to win it."The shift from individual contributor to leader often requires finding new sources of meaning, learning to derive satisfaction from others' success rather than your own technical output.Creating "brave spaces" rather than safe spaces means making room for difficult conversations, not despite a commitment to well-being, but because of it.Struggling well is different from being happy, and the most powerful thing a team can offer someone going through something hard is not positivity, but presence.Why This Episode MattersProfessional services environments are often places where well-being initiatives can feel like add-ons or perks masking unchanged structures and cultures.This conversation pushes back on that, not with sweeping prescriptions, but with honest reflection from professionals who are living these questions.About the Panellists and IPICIPIC is Canada's professional association for intellectual property professionals, representing lawyers, patent agents, and trademark agents nationwide. The panellists, Dominique Hussey, Jaime-Lynn Kraft, and Ryan Holland, bring perspectives spanning senior leadership, mid-career practice, and earlier-stage professional development within the IP field.This conversation reflects IPIC's broader commitment, championed during Nathaniel Lipkus' presidency, to making well-being a defining feature of a world-class IP community.

In this episode, Andrew is joined by Joel Vos, researcher, philosopher, and psychotherapist, to explore where our ideas about meaningful work actually come from, and how the broader economic and historical context shapes what people seek from their jobs today.Joel approaches meaningful work from the outside in. Rather than starting with the workplace, he starts with evolutionary psychology, philosophy, and centuries of social history, and uses that vantage point to explain why the very question "what does my work mean to me?" is a uniquely modern one.Together, Andrew and Joel examine how we moved from a world where meaning was assigned by tradition and authority to one where individuals are expected to construct it themselves, and what that shift has cost us, both personally and collectively.Key TakeawaysMeaning in life has seven identifiable components, including motivation, values, dignity, and a sense that your own experience matters, and all of them show up in how people relate to their work.Joel identifies six types of meaning people find at work, ranging from the material and hedonistic to the social, ethical, and existential, and research suggests the types we prioritize have real consequences for wellbeing.The expectation that work should be your primary source of meaning is relatively new. Sometimes, a job that simply funds a meaningful life outside of work is enough.The shift toward a meaning-oriented economy is real, but so is the risk of "meaning-washing": organizations using the language of purpose to manipulate rather than genuinely support the people who work for them.Why This Episode MattersWe live in a moment when people are increasingly unwilling to spend their working lives on things that feel hollow, and increasingly uncertain about where to look instead. Joel's historical and philosophical lens offers something rare: not a framework for optimizing meaning at work, but a genuine reckoning with why we want it in the first place, and what gets in the way of actually having it.About Our GuestDr. Joel Vos is a Senior Lecturer in Counselling Psychology at the Metanoia Institute in London. His work sits at the intersection of meaning in life research, existential psychology, and socioeconomic history, and he brings both rigorous empirical grounding and decades of clinical practice to this conversation. His book The Economics of Meaning in Life draws on a systematic review of thousands of studies on meaning, economics, and wellbeing.

In this episode, Andrew is joined by Kathy Miller, a former senior operations executive whose career spans large-scale manufacturing, unionized environments, and global operations leadership. Kathy brings a rare perspective shaped by decades of leading under intense performance pressure, followed by formal training in positive psychology.Rather than approaching meaningful work as a matter of motivation or engagement tactics, Kathy focuses on how work is designed, how standards are held, and how leaders relate to people when conditions are demanding. Her experience “on the concrete,” not just in offices, grounds the conversation in the realities many leaders face daily.Together, Andrew and Kathy explore what it means to create meaningful work in operational environments, where the consequences of leadership decisions are immediate and visible, and where dignity and performance must coexist.Key TakeawaysMeaningful work is shaped less by inspiration and more by how systems are designed and sustained under pressure.Dignity and high standards are not competing values, they depend on one another.Leaders communicate meaning through everyday behaviors such as feedback, presence, and accountability, not just through vision or intent.Operational environments reveal how leadership choices affect people when work is physical, repetitive, and time constrained.Why This Episode MattersMany conversations about meaningful work focus on autonomy, purpose, or culture at a conceptual level. This episode brings the conversation into environments where work is highly structured, performance is tightly measured, and leadership is tested daily. Kathy challenges the idea that care for people requires lowering expectations and offers a grounded view of how meaning is built through systems, relationships, and consistent leadership choices. The conversation is especially relevant for leaders navigating complexity, fatigue, and pressure while still wanting to take people seriously.About Our GuestKathy Miller is a senior manufacturing executive, author, and leadership advisor with more than 25 years of global experience across aerospace, automotive, and diversified industrial organizations. Over the course of her career, she has led multi-billion-dollar operations and worked across hundreds of plants worldwide, earning recognition for her work in operational excellence and culture change.Kathy is the author of MORE Is Better: Leading Operations with Meaning, Optimism, and Relationships for Excellence, and co-author of Steel Toes and Stilettos. She holds a Master of Applied Positive Psychology from the University of Pennsylvania, an MBA, and is an ICF-certified leadership coach.

In this episode, Andrew is joined by Sue der Kinderen, organizational health psychologist and researcher. Rather than focusing only on how people feel at work, Sue invites us to pay closer attention to what people actually do.Drawing on her research into eudaimonic well-being at work, Sue introduces a behavioral view of meaningful work, one rooted in personal growth, pursuit of purpose, and positive relationships. Together, Andrew and Sue explore how these behaviors show up in real organizational settings, why context and culture matter so much, and how leaders can create environments that support reflection, courage, and sustainable well-being.Key TakeawaysMeaningful work is not only about well-being, but about well-doing through everyday behaviorsEudaimonic work shows up through personal growth, pursuit of purpose, and positive relationshipsThese behaviors are partly stable but strongly shaped by work climate and leadershipReflection and social support are essential for sustaining meaningful work, especially during changeEudaimonia requires courage and discomfort, not constant positivityWhy This Episode MattersAs work becomes faster, more complex, and increasingly shaped by technology, many people struggle to find meaning in what they do. This conversation offers a grounded alternative to abstract ideas about purpose by showing how meaningful work can be built through concrete actions and supportive contexts.About Our GuestSue der Kinderen is an organizational health psychologist, coach, and thought leader with over 20 years of experience at the intersection of work, health, and human potential. Originally trained as a counselling psychologist in South Africa, she later completed a PhD in Organizational Psychology at the Vrije Universiteit Amsterdam, where her research focused on eudaimonic well-being behaviors at work.Through her platform Ncourage, Sue translates psychological science into speaking, thought leadership, and bespoke workplace interventions, with a strong emphasis on social support and peer reflection as drivers of sustainable change.

In this episode, Andrew speaks with Bree Groff about why our days at work deserve protection on their own terms and how leaders can build healthier, more human team environments.Together, they explore why burnout often signals a deeper business issue, how time becomes the most undervalued resource in the workplace, and what it looks like to create systems that support real people rather than extract from them.Bree Groff is a workplace culture expert and author of Today Was Fun, with a career spent guiding leaders at companies like Microsoft, Google, Pfizer, and Memorial Sloan Kettering through complex change.Key TakeawaysHuman happiness is not a business case. Bree argues that engagement is simply human happiness in corporate language, and she invites leaders to value the finite days people give to work rather than justify them through productivity gains.Burnout has structural roots. Chronic overwork often reveals a broken business model. When the math no longer works, leaders must rethink priorities, resources, and expectations instead of placing the burden on individual resilience.Practical systems make work more human. Bree shares several tools that help teams reset and reconnect, including protected “golden time,” deep work blocks, and open narration when the workload is unusually heavy. These small practices build trust and reduce isolation.Fun and hard work can coexist. The goal is not to avoid effort but to create an environment where people can show up fully and work hard without sacrificing well-being or dignity. Joy, collaboration, and emotional steadiness help teams move through demanding moments together.Why This Episode MattersMeaningful work requires leaders who understand that every workday is a real day in someone’s life, and that structure, pacing, and expectations shape whether people thrive or slowly burn out. Bree’s insights offer a blueprint for designing team environments that honor time, reduce unnecessary suffering, and rebuild the human connections that make work sustainable.These ideas have clear implications for anyone responsible for people, culture, or performance.About Our GuestBree Groff is a workplace culture expert and author of Today Was Fun: A Book About Work (Seriously). She advises senior leaders on transformation, culture, and organizational change, informed by her work with Microsoft, Google, Pfizer, and Memorial Sloan Kettering. Bree’s career includes serving as CEO of NOBL Collective and working as a Senior Advisor at SYPartners. Her approach to work centers on humanity, practical design, and the belief that our days are precious and worth spending well, which sits at the heart of this conversation.ResourcesBree’s website: https://www.breegroff.comToday Was Fun: A Book About Work (Seriously)

In this episode, philosopher Kevin Aho joins Andrew Soren to explore how modern life has turned meaning into measurement. Together, they examine how neoliberal values have reshaped higher education, the wellness industry, and even our sense of self.Kevin and Andrew discuss how the culture of busyness and the commodification of well-being have left many people feeling unmoored, and why rediscovering our shared humanity might be the most important work of all.Kevin Aho is Professor of Philosophy and Chair of the Department of Communication and Philosophy at Florida Gulf Coast University. His work explores existentialism, phenomenology, and the philosophy of health and illness.Key TakeawaysMeaning has become a metric. When education and work are reduced to measurable outputs, we lose sight of their deeper purpose: to help people grow, think critically, and engage with one another as human beings.The wellness industry reflects a deeper emptiness. The rise of “self-care” culture often masks structural problems, placing responsibility for well-being entirely on individuals instead of addressing the social conditions that shape health and belonging.The self is not a solo project. Kevin challenges the notion of a separate, autonomous self, suggesting that meaning and identity only exist through relationships with others.Community is the antidote to alienation. Small acts of connection, through art, education, or shared spaces, can help rebuild the collective life that neoliberal culture erodes.Why This Episode MattersIn a time when organizations are driven by efficiency and individuals feel pressured to optimize every part of life, this conversation reminds us that meaning cannot be measured or achieved alone.For leaders and changemakers, Kevin’s ideas offer a call to design systems and workplaces that honor interdependence, nurture reflection, and restore our sense of community and care.About Our GuestKevin Aho is Professor of Philosophy and Chair of the Department of Communication and Philosophy at Florida Gulf Coast University. His research spans existentialism, phenomenology, hermeneutics, and the philosophy of health and illness. Through his books, Kevin explores what it means to live well, face suffering, and find meaning in our finite lives. His forthcoming work, A Phenomenology of Functional Neurological Disorder, continues this inquiry into how illness and vulnerability reveal what it truly means to be human.

What makes people feel they truly matter at work? In this episode, we talk with Dr. Beverly Kaye, a trailblazer in career development, employee engagement, and retention. For more than 50 years, Bev has shown that the small things leaders do, like noticing and naming what they see, can have the biggest impact on whether people grow, feel valued, and choose to stay.In their conversation, Andrew and Bev explore why growth is more than climbing the ladder, how everyday conversations shape engagement, and what it means to lead with an “opportunity minded” approach.Key TakeawaysNoticing creates mattering. Saying out loud what you see in someone is the simplest way to show they matter.Growth is not just up. Careers can be kaleidoscopes, shifting through lateral moves and fresh perspectives.Conversations are retention tools. Stay interviews and everyday check-ins build trust and engagement.Opportunity mindset matters. Leaders and employees can either be opportunity minded or opportunity blinded.Why This Episode MattersMeaningful work isn’t only about the tasks we do, but how others see us and help us grow. Bev’s lifetime of work shows that noticing, mattering, and honest conversations are the foundation of engagement and retention.About Our GuestDr. Beverly Kaye is recognized internationally as one of the most knowledgeable voices on career development, employee engagement, and retention. Her books have become classics for managers and organizations worldwide, offering simple, practical tools for growth and retention that stand the test of time.In the blog, we expand on Kaye’s ideas with more context and examples, including her concept of kaleidoscope careers. Read more here: https://www.eudaimonicbydesign.com/resilience/bev-kaye

What makes work worth doing? In this episode, Andrew sits down with Jennifer Tosti-Kharas and Christopher Wong Michaelson, co-authors of Is Your Work Worth It? and The Meaning and Purpose of Work. Jennifer is a psychologist and Christopher is a philosopher, and together they bring complementary perspectives to one of the most important questions of our time: how do we define meaningful work, and what are the risks and responsibilities that come with it? Their dialogue touches on everything from the double-edged sword of calling, to the ethical obligations of organizations, to what AI and automation might mean for the future of work.Key TakeawaysMeaningful work is both personal and ethical. It is about how work feels to us, and whether it contributes to the greater good.Calling can be inspiring but also harmful. Leaders must recognize both the promise and the risks.Organizations have real responsibility. Beyond mission statements, they must design jobs and cultures that allow people to thrive.The future of work will test us. From “bullshit jobs” to AI, leaders and employees alike must wrestle with what work should be, not just what it is.Why This Episode MattersConversations about meaningful work often stop at the individual level, but this episode pushes us to think bigger. Leaders and organizations hold real power in shaping whether work supports or undermines human flourishing. At a time when burnout is widespread, purpose is marketed as a recruitment tool, and technology is reshaping jobs, Jennifer and Christopher remind us that meaning is a collective responsibility. For organizations, this means creating conditions where people can thrive without being exploited. For leaders, it means asking not only whether your work feels meaningful, but also whether it contributes to a greater good.About Our GuestsJennifer Tosti-Kharas is the Camilla Latino Spinelli Endowed Term Chair and Professor of Management at Babson College. She researches and teaches about what it means to craft a meaningful career and the risks and rewards of work as a calling.Christopher Wong Michaelson is the Barbara and David A. Koch Endowed Chair in Business Ethics and Academic Director of the Melrose and The Toro Company Center for Principled Leadership at the University of St. Thomas. He also teaches at NYU’s Stern School of Business. A philosopher with decades of experience advising business leaders, Christopher writes and teaches on meaning, purpose, and the ethical responsibilities of work.

In this episode of Meaningful Work Matters, we speak with Lesley-Ann Noel, Dean of Design at OCAD University and author of Design Social Change. They explore how design can be a radical, joyful act of agency that shapes the world we want to live in. From understanding your own positionality to deeply listening to others, Lesley-Ann shares how embracing both joy and anger can fuel social transformation. She also introduces the “abolitionist mindset,” a way of identifying when systems are too harmful to improve incrementally and must be dismantled entirely.Key TakeawaysKnow yourself to create change. Self-awareness is the foundation of meaningful design work. Understanding your values, biases, and lived experiences shapes the questions you ask and the solutions you imagine.Listen beyond empathy. True change requires more than understanding another’s feelings. It calls for co-creation, proximity to the people affected, and attention to the unspoken cues that reveal deeper needs.Adopt the abolitionist mindset when needed. Not all systems can be fixed gradually. Recognizing when something must end entirely can be a catalyst for lasting, equitable change.Balance anger with joy. Anger can be a powerful motivator for action, while joy sustains the energy required to keep going in the face of long-term challenges.Why This Episode MattersWhether you lead a team, manage a project, or simply want to make a difference in your community, Lesley-Ann’s approach to design offers a practical and hopeful roadmap.By combining critical reflection with bold action, she invites us to see ourselves as active participants in shaping a more just and joyful future.About Our GuestLesley-Ann Noel is a Trinidadian design educator and Dean of Design at OCAD University in Toronto, Canada. She is the author of Design Social Change and co-editor of The Black Experience in Design. Her work includes the creation of critical reflection tools such as The Designer’s Critical Alphabet and the Positionality Wheel. Before joining OCAD U, she taught at North Carolina State University, Tulane University, Stanford University, and the University of the West Indies.

How can caregiving, especially the kinds we rarely talk about, become a powerful form of leadership?In this episode, Andrew Soren speaks with Terrance L. (T. L.) Boyd, Ph.D., Assistant Professor of Management and Leadership at Texas Christian University.T.L. brings both personal insight and academic rigor to a conversation about non-traditional caregiving. His research explores how responsibilities outside of work, often overlooked or undervalued, can shape the way people lead, connect, and grow. As a scholar deeply committed to representation and equity, T.L. centers the lived experiences of historically marginalized communities in his work and teaching.This conversation is a reminder that people’s lives outside of work often influence their impact inside the workplace. Recognizing that reality opens up new ways to support, include, and empower each other.Key TakeawaysCaregiving is part of professional life: T.L. explains that caregiving responsibilities, especially those outside of traditional roles, often strengthen qualities like empathy, flexibility, and resilience.We need to broaden the definition of caregiving: Workplace systems are usually built with only traditional caregivers in mind. People caring for parents, siblings, or chosen family are often left out of policies and support.Caregiving can lead to growth, not just strain: While it comes with challenges, caregiving can also develop skills that are powerfully applicable in the workplace. These experiences can build the kind of character and emotional intelligence that is otherwise hard to develop on the job.Leaders set the tone: Managers act as “climate engineers.” The way they respond to caregiving disclosures shapes whether people feel safe sharing their realities or choose to stay silent.Why This Episode MattersThis episode encourages us to see caregiving as part of what makes people effective and human at work. It invites leaders to move past assumptions and to notice the invisible responsibilities their people may be carrying. By doing so, they can build more inclusive and supportive workplaces.About Our GuestTerrance L. (T. L.) Boyd, Ph.D. is an Assistant Professor of Management and Leadership at Texas Christian University’s Neeley School of Business. A firm believer that representation matters, his research explores how historically marginalized communities show up in dyadic and group interactions, with a particular focus on emotion and cognition in the workplace.Prior to entering academia, he served as the inaugural director of the Honors College Path Program at the University of Arkansas, a mentoring initiative designed to increase diversity in honors education and graduation. His scholarship seeks to create knowledge that reflects the nuanced realities of those often excluded from mainstream research.T.L. is a co-author of the paper “Out of the Shadows: Bringing Nontraditional Caregiving to the Foreground of Management Research,” which can be found here.Connect with him on LinkedIn and visit the companion blog on our website for deeper insights from this episode.

What does it take to grow into a new professional identity—especially when the role doesn’t yet feel like your own?In this episode of Meaningful Work Matters, Andrew is joined by Dr. Latika Nirula, Director of the Centre for Faculty Development at the Temerty Faculty of Medicine at the University of Toronto. Latika supports healthcare professionals as they step into the role of educator (often for the first time) and helps them navigate the inner conflict that can arise when their identity doesn’t yet align with their responsibilities.This conversation reflects on the role of storytelling, reflection, and community in shaping how people see themselves. Andrew and Latika also share their own experiences with imposter syndrome and speak candidly about what it feels like to be in a role where you’re still finding your footing.Key TakeawaysTeaching is more than a task. For many, it becomes an identity they grow into over time.Clinical educators often carry a strong sense of who they are as healthcare providers but need support to build confidence in their role as teachers.Imposter syndrome can be a sign that someone is stretching into something new. With the right support, those feelings can lead to growth.Community plays a critical role in how people make meaning of their work. Feeling part of something bigger can help people reconnect to purpose.Reflection and relationship are key to making professional growth feel meaningful and sustainable.Why This Episode MattersMany people take on roles they were never formally trained for. This episode offers a clear look at what helps people build confidence and find meaning when the path feels uncertain. It also highlights the kinds of conversations and communities that make that journey easier.About Our GuestDr. Latika Nirula is an educational psychologist and the Director of the Centre for Faculty Development at the University of Toronto’s Temerty Faculty of Medicine. Her work focuses on coaching, faculty development, and helping clinical educators build their identity and capacity as teachers. She leads initiatives that bring people together through shared reflection and professional community.P.S. Looking to bring more reflection and shared learning into your own team?We’ve outlined one of Latika’s team rituals, called Critical Conversations, in our companion blog post. Check it out here!

Has work ever felt like dodging a storm of flying bricks?In this episode of Meaningful Work Matters, Andrew is joined by Jordan Friesen, occupational therapist and President of Mindset Mental Health Strategy. Jordan draws on both lived experience and years of consulting with organizations across Canada to challenge a common assumption: that workplace mental health is something employees should manage alone.Together, they explore why many well-being efforts fall short, what it means to take a systems-based approach to mental health, and how leaders can build environments where people aren’t just coping—but actually able to thrive. With a focus on systems, leadership, and accountability, Jordan offers a practical roadmap for making workplaces safer, healthier, and more supportive.Key Takeaways:Supporting mental health at work starts with redesigning harmful systems—not offering more individual coping tools.Meaning and purpose can only flourish when people feel safe, supported, and not overwhelmed by structural stressors.Managers have as much impact on employee well-being as a spouse or partner—and need training to support that role.Emotional literacy, feedback, and vulnerability are essential leadership skills in today’s workplaces.Measuring impact—through story, data, or both—is critical to sustaining mental health initiatives over time.Why This Episode Matters:If we want people to find meaning at work, we need to start by eliminating the harm work can cause. This episode highlights how meaningful work starts with responsibility, thoughtful systems, and a commitment to well-being by design.About Our Guest:Jordan Friesen is the President of Mindset Mental Health Strategy Inc. He is a mental health expert with experience leading national programs and initiatives focused on workplace mental health. Jordan helps organizations take progressive action to support employee well-being—grounded in research, systems thinking, and his own lived experience of illness and recovery. A skilled educator and registered occupational therapist, he’s known for his pragmatic approach and ability to influence leaders at all levels.