Simon Sinek’s well-known TED Talk, How Great Leaders Inspire Action, popularized a simple but powerful idea: people and organizations are more compelling when they start with why—their purpose, cause, or belief—rather than only focusing on whatthey do. His Golden Circle framework begins with the question, “why?” because purpose drives clarity, trust, and action.
I believe the same principle applies to careers, leadership, and success.
Before chasing a title, a salary target, a promotion, or a new opportunity, it is worth asking: Why do I want this? What does success actually mean to me? Is this path aligned with who I am, how I am wired, and the kind of life I want to build? Those questions matter more than many people realize.
I have found that, too often, people pursue someone else’s definition of success – a parent, friend, teacher, or “influencer.” They pursue perceived high-paying power positions, a prestigious title, or a role with greater authority because it looks impressive from the outside or supports their overinflated self-image. But if that path does not fit their values, strengths, interests, and desired quality of life, the outcome can feel underwhelming even after they achieve it. (Reality checks from honest and caring family members, friends, and colleagues are useful.)
I encourage people to self-reflect and define what success really means to them, and why, before they chase the dream. Here are a few thought-starters to help you define “What Does Success Mean to You?”
Start with “Why,” Not Just with What
Sinek argues that many individuals and organizations communicate from the outside in: what they do, sometimes how they do it, and rarely why they do it. By contrast, inspiring leaders start from the inside out. They are clear on purpose first. Career decisions are no different. Here is a recent blog I wrote on “How Knowing Your Why Transforms Your Impact.”
A lot of professionals can clearly explain what they do. They can often explain how they do it as well. But few can clearly explain why they are pursuing a certain direction in the first place.
Is it because the work is meaningful? Because it fits their natural abilities? Because it gives them a sense of contribution and growth? Or is it because they feel pressure to keep up, impress others, or follow a path that looks successful on paper?
When your “why” is unclear, it is easy to drift into a career that rewards you externally but drains you internally. When your “why” is clear, decisions become more intentional and lead to fulfillment.
Sustainable Success Is Built on Alignment
I’ve realized in my own life, and for people I coach, success becomes meaningful and truly sustainable when there is internal alignment.
The alignment I’m referring to resides with:
- Your deepest values, beliefs, and personal goals
- Your strengths and talents
- Your behavioural and personality style
- Your actual, not imagined, capabilities
Here are three important questions to ask yourself when deciding whether to stay the course you’re on or pivot to a new path.
First:Have you set yourself up for success? Do you have the right education, experience, background, and preparation for where you want to go?
Second: Are you working from your strengths? Or are you constantly fighting against your natural leanings rather than being driven by them?
Third: Do you allow “truth-speakers” into your life? (Notice I stated “allow,” not ignore.)
All three are important. Qualifications without alignment can produce competence without fulfillment. Alignment without preparation can produce passion without traction. Ability and skill versus desire. Progress usually requires all three.
Let me share a few resources I’ve discovered to be useful personally and in my coaching practice. This is where assessment tools can add real value.
CliftonStrengths Helps You Understand What You Naturally Bring to the Table
CliftonStrengths helps people identify recurring patterns in how they think, contribute, influence, build relationships, and execute. It gives language to natural talent patterns and helps people better understand where they are likely to create value most consistently.
That matters because many people spend too much of their workday doing tasks that drain them or force them to operate too far outside their strengths and talents. When that happens, performance and energy often decline. On the other hand, when people spend more time in areas where they are naturally strong, they tend to experience more engagement, more confidence, and more momentum.
Playing to your strengths is not about avoiding hard things. It is about building on a stronger foundation.
It helps answer questions like: What am I really good at? What kind of work gives me energy? Where do I create value most naturally? What roles or responsibilities are likely to fit me better?
TRAITS Helps You Understand How You Are Wired to Operate
I also find TRAITS incredibly useful because it adds another important layer of self-awareness. If CliftonStrengths helps clarify what you naturally bring, TRAITS helps clarify how you tend to operate.
It can help people better understand:
- How assertive or reserved they tend to be
- How much structure or flexibility they prefer
- How they respond to pressure
- How they communicate, lead, and make decisions
- What kind of environment will help them perform at their best
That insight is powerful. Sometimes a person is not failing because they lack ability. Sometimes they are simply in a role, culture, or leadership context that does not fit how they are naturally wired to contribute. In other cases, they may need to stretch and grow, but the starting point is still self-awareness.
We use TRAITS and CliftonStrengths as complementary tools. Together, they can help people understand both their potential and their patterns.
Surround Yourself with the Right People
Another success principle that matters is environment. Who are you surrounding yourself with?
If you spend time around people who embody the kind of meaningful success you want, you can often shorten your learning curve, avoid unnecessary mistakes, and raise your own standards. But there is a catch: you need to be clear about your own definition of success first. Otherwise, you may end up chasing someone else’s path and wonder why it does not feel right once you get there.
Once your definition is clear, better questions emerge:
- Who has built the kind of life or career I respect?
- What can I learn from their behaviour and habits?
- Where can I connect with them?
- What beliefs or behaviours do I need to let go of so I can grow?
Future-Proofing Starts with Human Strengths
This conversation also matters because the world of work is changing quickly. Technology, AI, and outsourcing are reshaping the marketplace, which means professionals need to keep increasing the value they bring. One strong response is to build a powerful network and continue strengthening human skills machines will never fully replace: communication, leadership, creativity, personal branding, relationship-building, and soul.
That brings us full circle. Future-proofing your career is not only about technical knowledge. It is also about clarity, adaptability, and self-awareness. It is about knowing your “why,” understanding your strengths, recognizing your behavioural patterns, and intentionally choosing paths and environments where you can thrive.
Success is not just about getting more. It is about getting clearer.
- Clear on your why (that is anchored in heart, values, and soul)
- Clear on your definition of success
- Clear on your strengths
- Clear on how you are wired
- Clear on where and with whom you can do your best work
So before you chase the next opportunity, promotion, or milestone, pause and ask: Why does this matter to me?
That question may not give you every answer immediately. But it is one of the best places to start.
Let me leave you with this short video to reflect on.
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