Two small words have the power to transform how we approach our work and lives: “but why?” These words, though simple, carry the weight to shift mindset, increase fulfillment, and bring clarity to daily choices. They invite us to pause—not just to focus on what we’re doing, but to reconnect with why we’re doing it in the first place.
Think about how often these thoughts have already crossed your mind today: • I have to sit through this team meeting.
- I have to finish this proposal.
- I have to catch up on email.
- I have to run the kids to practice.
We often move through the day as if we’re being pulled by forces outside our control. But the truth is, we do have a choice—about our roles, how we spend our time, and what we say yes to. The shift in mindset from have to to get to is subtle, but powerful. It reframes tasks as opportunities and invites appreciation for the freedom and ability to do them.
So why does this matter, beyond cultivating gratitude? Because it affects the way we lead, and the way we show up. If employees choose to be part of your team every day, it’s worth understanding what drives that choice. That reason—their “why”—is the key to unlocking engagement, motivation, and resilience. And the same goes for leaders: knowing your own why is essential to leading with clarity and conviction.
A helpful place to begin is with a simple, reflective exercise. Ask yourself: What is my why? Why do I show up for this job? Why this industry, this role, this organization? Go deeper than the surface answer of “I need to earn a living”—there are countless ways to do that. Why this path?
Your answers will likely fall into two broad categories. The first reflects foundational needs: financial stability, family support, security. These are valid, practical motivators that form the base of our choices. The second is purpose-driven: the desire to make an impact, to do meaningful work, to contribute something greater than yourself. Both categories matter. If you focus only on material goals, you risk burnout or emptiness. If you focus solely on purpose without structure, your ambitions can lose traction. True career satisfaction blends both.
If this is difficult to articulate, try asking guiding questions: • What drew me to this career in the beginning?
- What challenges have shaped me the most professionally?
- What motivates me to push harder, learn more, and grow?
- Who or what inspires me—and why?
- What feedback do I hear most often from others?
- What legacy do I want to leave behind when I retire?
Knowing your own why helps you better understand others’. Leaders who take the time to uncover what drives each person on their team are better equipped to coach, retain, and motivate them. And for employees, the process of exploring their own purpose builds a stronger sense of autonomy and commitment.
So when should you revisit your why? Honestly—often. In the middle of busy seasons, during burnout, when facing career crossroads, or even just on a random weekday that feels like a grind. Routine can dull our awareness. But linking even the most repetitive task to a deeper reason reintroduces meaning into the mundane.
As a leader, use what you know about your team’s why to connect their daily work with their personal motivations. Even the most routine tasks can feel purposeful when tied to something greater. The shift might sound like this:
- I get to attend this meeting because I’m working alongside a team that’s growing every day.
- I want to finish this proposal because we’re solving a real problem for our client.
- I’m catching up on emails because people are waiting on my insight to move forward.
- I’m driving my kids to practice because I have the privilege of supporting their passions.
Each day, we have a choice: to move through tasks mechanically or to infuse them with meaning. When the why is clear and strong, everything changes—from productivity to engagement to overall satisfaction. It’s not just what you do. It’s why you do it that determines how far you’ll go.
