What Happens When You Feel Significant?
Insights to boost trust, motivation, and purpose at work.
Over the years, one lesson has stood out more than most in my experience as a leader: people do their best work when they feel truly seen.
I’ve always believed that work should align with what motivates you — not just with what needs to get done. Sure, every job has its less-than-glamorous parts. But when people connect to the purpose of what they’re doing, and feel recognised for their efforts, something shifts. They stay motivated — even when things get tough.
I’ve been fortunate to work for a few managers who made me feel that way — who saw potential in me, gave me space to grow, and supported me when it mattered most. Those experiences shaped how I choose to lead.
With the people I’ve led, I’ve found that taking time to understand what drives them makes all the difference. I don’t just assign tasks — I check in on how they feel about them. I clarify the bigger picture. And I apply a simple rule from Performance-Based Coaching: we agree when they need me to direct, and when they just need space to take ownership.
That mindset has led to some of the most rewarding working relationships I’ve had. When people feel supported and encouraged to bring their best, they grow faster, solve problems independently, and rise to challenges with confidence.
And it’s not just about direct reports. Over the years, I’ve noticed that even small gestures of curiosity and respect — especially toward people whose work is often overlooked — can unlock surprising sources of collaboration, goodwill, and trust.
Later, in my own coach training, Robert Dilts gave this idea a name: Sponsorship — the gift of helping someone feel valued simply for who they are. Zach Mercurio, in his new book, calls it The Power of Mattering and relates this to feeling significant at work.
According to humanist psychologist William Schutz's Fundamental Interpersonal Relations Orientation (FIRO) theory, feeling significant is a fundamental human need tied to inclusion. Schutz proposed that all human beings share three basic needs: to feel significant, competent, and likeable.
In this edition of The Leading Edge, I’m sharing insights and practical tips from three powerful conversations on my Leading People podcast — with Paul J. Zak, Stephan Meier, and Zach Mercurio, Ph.D. Each offers a fresh perspective on what makes people feel valued, trusted, and intrinsically motivated at work. You’ll find direct links to their full episodes below — they’re well worth a listen.
How Great Leaders Make Others Feel Significant
The Neuroscience of Trust
According to Professor Paul Zak, trust isn’t fluffy — it’s measurable, neurochemical, and drives performance. Oxytocin, the “trust hormone”, spikes when we feel safe and valued, fuelling collaboration and effort.
Test this out: Want to build trust? Recognise people immediately after they’ve done something great. Zak’s research found that this has the strongest effect on sustained motivation.
"High-trust cultures are more productive, more innovative, and more resilient."
🎧 Listen to Paul Zak’s episode:
Motivation that Lasts
According to Professor Stephan Meier’s research, financial incentives may boost short-term compliance but rarely build long-term engagement. What matters is meaningful work, autonomy, and a clear sense of purpose.
Test this out: Before launching any new initiative or goal, ask: “Why would they want to do this?”
Design roles and tasks to tap into intrinsic motivations — not just KPIs.
"If people don’t see the why, they won’t sustain the effort."
🎧 Listen to Stephan Meier’s episode:
The Power of Mattering
Zach Mercurio’s research reveals that people don’t just want to be successful — they want to know they matter. They want to feel significant. When people feel seen, appreciated, and believe their work has value, they perform better and stay longer.
Test this out: Build a “mattering mindset” into your leadership habits. Start meetings by recognising someone’s contribution. Regularly ask, “What would help you feel more valued at work?”
“The opposite of mattering isn’t failure — it’s being invisible.”
🎧 Listen to Zach Mercurio’s episode:
Performance Multipliers
These are proven insights and strategies to increase motivation, build purpose-driven workplaces, and turn your people into your greatest advantage.
When people feel trusted, intrinsically motivated, and know they matter — they don’t just show up. They show up at their best.
Trust. Purpose. Recognition. These are not ‘nice-to-haves.’ They’re performance multipliers.
Quick Wins to Humanise Performance
Whether you’re leading a team, designing HR practices, or coaching leaders:
- Recognise early and often – Don’t wait for formal reviews. Real-time appreciation builds trust.
- Reframe incentives – Focus less on “what we want from them” and more on “what motivates them.”
- Start with significance – Before diving into tasks or goals, remind people why they, and their work, matter.
- Model trust – Show vulnerability, delegate meaningfully, and resist micromanagement.
- Make people visible – Publicly acknowledge contributions, especially the less obvious ones.
Are You Building a Culture Where People Matter?
At Wide Circle, we help organisations strengthen performance by elevating trust, intrinsic motivation, and purpose.
From our Team Leader Essentials and Performance Accelerator programmes, to our Leadership Impact Survey and Harrison Talent Insights tools — we equip leaders with practical, science-based approaches to engage and retain their people.
Want to work with us?
Let’s have a chat about how we can support your team or HR strategy.
https://www.widecircle.eu/lets-chat-page
Let’s Start a Conversation
Which of these insights most resonated with you?
Share your thoughts in the comments — or tag someone who consistently brings out the best in others.
Maintain your Leading Edge
Subscribe for practical, human-centred leadership ideas — delivered twice a month.
Share this edition with someone who’s building a more trusting, purposeful workplace.
Responses