Finding meaning and happiness in your career boils down to how you align your work with your values and passions. When we work on something that feels purposeful, it gives a sense of fulfillment that goes beyond a paycheck. How can we find a career that resonates with who we are?

In this episode, I chat with Debbie Morris, the founder of Live, Learn, Serve, a career transition coaching service. We talk about how to create a happier, more meaningful work life by focusing on things like employee engagement, career growth, and aligning your values with your work. Debbie breaks down why so many people feel disconnected at work and shares tips on finding purpose, practicing self-reflection, and adopting a positive mindset. Don’t miss this conversation—it’s packed with insight!
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Listen to the podcast here:

Finding Meaning and Happiness in Your Career with Debbie Morris
Welcome to Action’s Antidotes, your antidote to the mindset that keeps you settling for less. Today, I want to talk to you about a topic that’s really new to me as I’ve experienced it myself, I know a lot of other people have experienced it, which is how do we make work a better place to be, a happier place to be, a place that you really want to be? And I often comment that hating work is kind of built into our culture, if you think about Sunday scaries, Wednesday hump day, thank God it’s Friday, and I’ve often said to people that it doesn’t have to be that way. We can live a life where work is just one of the things we do along with weekends and you enjoy your weekend, you go, you dance, you party, and then you come to work on Monday and you also get to do something you love doing. To talk about how we can maybe help make that world a little bit more of a reality for more people, I would like to bring to you my guest today, Debbie Morris, the founder of Live Learn Serve career transition coaching service.
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Debbie, welcome to the program.

 

Thank you. I’m happy to be here. Thank you. I’m excited,

 

Well, I’m excited to talk to you about this because you’ve brought up the Gallup surveys that seem to be pretty consistently stuck with only about a third of the people in this country actually being engaged in their work, and then, globally, that number is even worse than the United States. So let’s start there. What leads to this result and this kind of stagnant result that, despite the fact that we’ve understood for so long that results in our organizations would be better if more people enjoy their job, why is it still that only a third of Americans are actually engaged in and what keeps it stagnant?

 

Well, I think first we have to sort of deconstruct the word and the intent of engagement. So, as organizations grow and they bring folks in, they want people to be committed to their work and to find alignment with the organization’s values. So, intrinsically, they want that level of commitment and they know that if you are intrinsically motivated, that you are more likely to stay and be high performing. So, the goal is to have that level of engagement. In order to do that, though, there has to be some level of alignment so there has to be alignment to what I believe in, what that organization believes in, and I think, first and foremost, what we’ve seen lately is that, oftentimes, there is a misalignment. So, people don’t necessarily feel like they are connected and believe in the same things their organization does. So, number one, there’s misalignment. Number two, I think people have said over and over again, we hear this all the time, is that they want opportunities to grow. So, career growth, that is a type of growth, but then as we look across generations, we see growth as meaning different things. So, growth could be vertical movement within an organization, but it could just also mean I want to expand as an individual or I want to expand as a global citizen or I want to contribute to something larger. So,