Bringing more of your authentic self to work - every day.

Imagine Hanna, a talented manager, who excels at her job but feels like something is missing. Every day, she goes through the motions—meeting deadlines, leading teams, and checking off tasks—but deep down, she feels disconnected from the person she knows she can be. At home, she’s vibrant, curious, and full of passion, yet at work, she feels stifled, like she’s leaving a crucial part of herself at the door. Hanna often wonders, “What would it be like to bring my full, authentic self into my role?”

In his book Love + Work, which I strongly encourage everyone to read, Marcus Buckingham argues that our true potential is unlocked when we’re able to bring what we love into the work we do. He emphasises that the intersection of love and work is where we find the energy to thrive, not just survive. Yet, like Hanna, many professionals – including yours truly at stages - struggle to integrate these two essential parts of life.

Hanna’s struggle is not uncommon. Many professionals feel the tension between the expectations of their roles and the deeper sense of self they yearn to express. They may feel like they have to conform to a certain mold, or expectations, leaving sometimes our personal values, creativity, and strengths untapped… or as I put it in workshops: parked outside the building with the electric scooters and the bikes. The result, if left untendered? Burnout, disengagement, quiet quitting, and a sense that they are merely going through the motions rather than thriving.

However, bringing more of your authentic self to work isn’t just a ‘nice-to-have’—it’s essential for long-term fulfillment and impact. When you align your actions with your true self, you cultivate deeper engagement, resilience, and satisfaction in your role.

But how can you start bridging the gap between who you are and what you do? Hopefully, the following seven steps and curated resources can offer a pathway for professionals like Hanna—and perhaps you and I—to unlock our potential by embracing more intentionally and consistently who we truly are.

1. Self-reflection:

Identify your strengths: reflecting on moments where you feel most alive and engaged is crucial. Think of a time when you were so much “in the flow” with an activity that the time seemed to fly by; or when you led a successful workshop or made a breakthrough in a project—what skills were you using that made you come alive? For example, an EMEIA leader I once worked with found his strength in simplifying complex ideas, which he discovered after repeatedly getting positive feedback for doing just that in high-stakes meetings.

Best practice: Dedicate 10 minutes each week for reflective journaling. Write down key moments where you felt at your best and identify patterns. This practice brings clarity to how you can integrate your strengths more intentionally into your role.

Resource: Gallup StrengthsFinder

2. Set clear Intentions:

Define your values: Grounding your work in your personal values fosters alignment between who you are and what you do. Michael Thompson, one of my mentors at EY, many years ago made me realise that “continuous learning” was a key core value of mine. Once I started infusing this value into my work-related projects, not only did I feel more engaged, but I also inspired my Assurance Markets team to adopt a healthier “learning mindset”.

Best practice: Write down your top three core values (find out here what they are if unsure) and, before starting any project or initiative, check if your actions are aligned with these values. This ensures a sense of purpose and authenticity in your work.

Resource: Dare to Lead by Brené Brown

3. Goal setting:

SMART Goals: Having clear, actionable goals enables you to focus your energy, not just your time! Most of the times it can feel overwhelming, managing ongoing projects while also trying to develop new initiatives. A good approach is to implement the SMART framework to streamline our efforts. You start by setting a Specific goal, for instance: “I will design a new onboarding program for new hires.” To make it Measurable, you outline clear deliverables, including for instance a checklist and scheduling orientation sessions. The goal is Achievable, given your past experience with similar projects, and it is definitely Relevant to the firm’s need for making the new EVP come alive. Finally, you set a Time-bound deadline: “I will launch the program in three months.”

Best practice: Break down larger career or role goals into SMART components and revisit them every quarter. This structured approach ensures ongoing progress while allowing you to course-correct when necessary.

Resource: The power of smart goals

4. Continuous learning:

Stay curious: Curiosity is the gateway to growth and career development. In EMEIA Assurance, I worked with a manager who embraced with curiosity the application of emerging technology (analytics, RPA) to the work he was doing in Consumer products. Driven by curiosity, he streamlined processes but also allowed audit teams in his accounts to focus on key client risks and more strategic tasks. Marc became Partner rapidly and is today the Assurance global Digital and Innovation leader. His journEY demonstrates how a curious mindset can drive innovation, paving the way for markets success and personal, professional development.

Best practice: Commit to one learning activity each month—be our Learning Fridays, or a workshop, podcast, book. Create a learning journal to track insights and note how new knowledge can be applied to your role.

Resource: The curious advantage podcast by Simon Brown

5. Feedback loop:

Regular feedback: Honest feedback helps you see blind spots and areas of potential you might overlook. One of my most significant growth moments came after receiving tough but constructive feedback on my “way too expressive style” in communication. It wasn't easy to hear, but hopefully (the jury is still out ??) it helped me refine my approach and build stronger relationships.

Best practice: Actively seek regular feedback – leveraging the SBI / BI framework - from (up and down the chain), not just for LEAD purposes, but as reactions “just in time” after projects or presentations. Frame your request around specific areas you want to improve, and use the feedback to guide your development.

Resource: Radical Candor by Kim Scott

6. Address limiting beliefs:

Challenge negative thoughts: We all have internal doubts that hold us back. The author of Positive Intelligence, Shirzad Chamine, calls them our “saboteurs”. Way too often we undervalue our expertise, believing we are not “ready” to lead or take the next leap in our careers. Coaching can be great to erase these limiting beliefs, or at least to enable us to reframe our thinking and help us step into new roles with confidence.

Best practice: When faced with self-doubt, write down your negative thoughts and then list evidence against them. Pair this with positive affirmations that reinforce your capabilities, like “I am equipped to handle challenges in this role.”

Resource: The big leap by Gay Hendricks

7. Regularly reassess and adjust:

Self-reflect and adjust: Flexibility in how you pursue your goals is vital for sustainable growth. A mentor once told me, “Your plans will change, and that’s okay. What matters is staying true to your purpose: the impact you intend to have in the world. Because success is none other than constancy of purpose.” Regular self-reflection allows you to stay the course or pivot - without losing sight of your long-term vision.

Best practice: Schedule quarterly check-ins with yourself to assess your progress toward personal and professional goals. Use these “me-sessions” or mini-sabbaticals (I am trying to convince my wife that I need a week in the lake District, alone ??) to adjust your strategies and reaffirm your purpose in your role.

Resource: Atomic Habits by James Clear

Bringing your authentic self to your role isn’t a one-time shift; it’s a continuous process of self-discovery, learning, and growth. By reflecting on your strengths, setting intentions that align with your values, and staying open to feedback, you create a dynamic and evolving relationship with your work. Just like Hanna, who took the leap to integrate her passions and values into her leadership style, you too can find a way to bridge the gap between your true self and your professional role.

And as you move forward, remember that authenticity is not about perfection—it’s about consistency and honesty with yourself. When you bring more of your authentic self into your work, not only will you feel more energized and purposeful, but you’ll also inspire those around you to do the same. Take these steps as an invitation to reconnect with who you are and what you do, and you may find that the rewards—both personal and professional—are more profound than you ever imagined.

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