“Mattering,” is one of the most underrated superpowers in the workplace!. Not "I got a cupcake on my work anniversary" mattering—but the real, gut-level kind where you feel seen, valued, and essential. Turns out, this isn't fluff. According to Crina, It's fuel.

Now, let’s clear something up: mattering isn’t the same as belonging. Belonging says, “You’re one of us.” Mattering says, “You’re essential to us.” It’s not just about being invited to the meeting—it’s knowing your presence changes what happens in the room.

We explore how leaders can make mattering happen through one simple (but wildly uncommon) practice: noticing. It’s seeing your team for more than their output. It’s remembering that Ava’s prepping for a big client meeting or that Margaret is quietly holding the team together. As an example, it is the lovely leader who wrote down one meaningful detail about each employee every Friday and followed up on Mondays. No grand gestures—just consistent, personal attention. Her team was consistently the most engaged in the building.

And it’s not just about seeing—it’s about hearing. We go beyond the nod-and-smile version of active listening to something deeper. It’s listening for total meaning—what people say, how they say it, what they don’t say, and what they’re feeling underneath. It’s following up. It’s asking, “What did you mean by that?” or “How did that feel?” or “Tell me more” and being ready to actually hear the answer.

We also talk about how to affirm people without sounding like a motivational poster. True affirmation is personal and specific. It’s not “you’re amazing”—it’s “your attention to detail really added to the quality of our work product.” When people feel their unique strengths are noticed, they show up stronger, take feedback better, and stay longer.

Ease. Meaning. Joy. They’re not nice-to-haves. They’re what happens when people know they matter. Let’s get after creating some mattering!

More to read:

The Power of Mattering at Work

There’s a persistent and punishing myth out there: that a college degree is the only ticket to a good life. Spoiler alert—it’s not. And the people hit hardest by this myth? Women without degrees, especially women of color, who are holding up families, caregiving, and entire communities while being boxed out of opportunity by arbitrary job requirements and social stigma.

Four out of five non-graduates say they’ve experienced some form of judgment for not having a degree. Education-based stigma and discrimination among young adults not in 4-year college | BMC Psychology. Many employers still cling to degree requirements as if they are a magic wand for competence. Meanwhile, a generation of students is waking up to the fact that college isn’t the only (or even the best) path. In 2023, there were four million fewer college students than a decade ago. Interesting.

But for non-college women, the journey without packing a college degree is anything but scenic. The economic reality is significant. Half of working-age non-college women aren’t working full-time. Their median annual income is just $35,000—30% less than non-college men. And while non-college men still find decent-paying jobs in fields like manufacturing or construction, the landscape for women is shrinking fast. Their sectors—think retail, caregiving, service—are unstable, underpaid, and rarely lead to careers. Third Way.

And yet, these women are the backbone of millions of households. Nearly four million homes with children rely solely on the income of a woman without a college degree. And while certificates and credentials could help, they don’t offer women the same financial bump they give men. A woman earns just a 16% wage premium from a certificate; men get 27%.

So why do degree requirements still rule? Employers think they signal capability. But studies are questioning the ROI of four-year degrees, and forward-thinking companies (and states!) are finally ditching the B.A. bias. More than 20 states have scrapped degree mandates for government jobs, and Congress is cooking up bipartisan plans to fund non-traditional learning paths through the Stronger Workforce for America Act and the Workforce Pell Act.

The takeaway? The “paper ceiling” is cracking. But breaking it wide open means recognizing that skill, drive, and talent don’t come with a diploma. It’s time we rewrite the rules—and the résumés—to build a workforce that actually works for everyone.

Another good read:

Americans can get behind dropping degree requirements—but employers and hiring managers keep propping up the 'paper ceiling' | Fortune

Trust in leadership is eroding, with only about one in five employees reporting confidence in their leaders (Gallup, 2023). What’s going wrong—and more importantly, what does it take to lead in a way that earns trust? The answer to this question is simply bringing our authentic selves to our leadership.

Research on authentic leadership shows that effective leaders don’t follow a specific checklist of traits or styles. Instead, leadership grows from a much deeper place: our life stories. Drawing from interviews with over 100 leaders and thousands of pages of transcripts, researchers found that great leadership is shaped through real-world challenges, self-reflection, and a willingness to lead from our values. Discovering Your Authentic Leadership

Authentic leaders aren’t simply “being themselves”—they’re doing the ongoing work of knowing themselves. That includes:

-Reflecting on life experiences, including adversity, to understand what drives them -Practicing their values, especially when it’s hard or costly -Balancing extrinsic rewards (recognition, promotions) with intrinsic purpose (meaning, impact) -Building strong support teams that offer perspective, truth, and unconditional encouragement

This research challenges the idea that leadership is about image, status, or "executive presence." Instead, proposes effective leadership grounded in honesty, clarity, and the courage to lead with integrity—even when it is uncomfortable or comes at a price.

Our life experiences are what can create a platform for strong leadership - everything from working with some not-so-great bosses to how parents, losses, and major setbacks can unexpectedly shape our leadership style.

Authentic leadership isn’t about having all the answers. It’s about having the courage to live your questions out loud.

Another good read:

Why Trust in Leaders Is Faltering and How to Gain It Back.