Last Updated on: April 11, 2025

The Fulfillment-Centric Approach to Leadership: How Engaged Employees Drive Business Success – A Conversation with Bernie Borges

Workplace engagement is at an all-time low, with 77% of employees globally feeling disengaged in their roles. This disengagement doesn’t just affect morale—it costs businesses an estimated $8.9 trillion annually in lost productivity. For business leaders, sales professionals, and insurance agency owners, leadership in addressing this issue isn’t optional—it’s essential for long-term success.

One of the most effective solutions is fulfillment-centric leadership, a framework designed to enhance both personal and professional satisfaction within the workforce. Unlike traditional leadership models that focus solely on productivity and bottom-line results, this approach centers on the idea that fulfilled employees perform better, stay longer, and contribute more to their organizations.

In this blog, we’ll explore why fulfillment matters more than happiness, the role of self-awareness in leadership, and how authenticity in digital marketing and wellness initiatives can drive employee engagement. We’ll also cover actionable leadership strategies to retain top talent and develop future leaders, ensuring your organization thrives in today’s evolving workplace.

The Difference Between Fulfillment and Happiness

Many leaders assume that a happy employee is an engaged employee, but that’s not necessarily true. Happiness is a fleeting emotion, while fulfillment is a deeper, lasting sense of achievement.

A recent survey from the Thriving in Midlife Research Report asked employees:

“If you could only choose fulfillment or happiness, which would you prefer?”

A staggering 80% chose fulfillment over happiness.

Why? Because fulfillment is tied to a sense of progress and purpose. People can have bad days or frustrating moments at work, but if they feel their role contributes to a bigger mission, they’ll remain engaged.

Another study found that 61% of employees said they were highly fulfilled in their careers, but 75% said they were highly satisfied—highlighting the distinction between feeling content and feeling truly fulfilled.

For business owners and leaders, this means that job satisfaction alone isn’t enough. Instead, companies must intentionally create an environment where employees can experience personal and professional fulfillment through opportunities for growth, mentorship, and achievement.

The Role of Self-Awareness in Leadership

To lead employees effectively, business owners and executives must first assess their own levels of fulfillment. A truly effective leader should be able to honestly evaluate how fulfilled they are in these five key areas:

Health – Physical and mental well-being
Fitness – Consistent habits for energy and longevity
Career – Purpose-driven work and professional growth
Relationships – Connections with family, friends, and colleagues
Legacy – The long-term impact and contributions they leave behind

Leaders who lack self-awareness often make critical mistakes—from micromanaging employees to failing to recognize burnout. A self-assessment can illuminate blind spots and help leaders understand how their fulfillment (or lack of it) affects their teams.

Key Takeaway: When leaders prioritize their own fulfillment, they become better equipped to guide their employees toward engagement and success.

Digital Marketing, AI, and Authentic Leadership

With AI-driven automation rapidly transforming the digital marketing landscape, many businesses are tempted to replace human interactions with AI-generated content. However, authenticity remains king in marketing and sales.

As David Carothers puts it:

“The key to making online marketing work is authenticity and consistency, and that can’t happen when you’re outsourcing or automating it.”

AI tools can help with efficiency, but they can’t replace the human connection that builds trust, credibility, and brand loyalty. Businesses that automate content without personal engagement risk alienating their audience and losing authenticity in their brand voice.

Key Insight: The best digital strategies blend automation with human storytelling, ensuring that online engagement feels personal and genuine.

How to Develop Fulfillment-Centric Employees

A fulfillment-centric workplace doesn’t happen by accident—it’s the result of intentional leadership strategies.

Structuring Work Activities for Maximum Engagement

To keep employees engaged, work should be structured into three levels of complexity:

Low – Routine tasks with quick wins (e.g., submitting reports)
Medium – Skill-building projects (e.g., cross-functional collaborations)
High – High-stakes initiatives (e.g., leading strategic efforts)

Encouraging regular small achievements fosters momentum and motivation, leading to higher levels of long-term fulfillment.

Recognizing Employee Accomplishments

Many companies fail to acknowledge employee achievements, leaving workers feeling undervalued. Implementing structured recognition programs—even for routine accomplishments—enhances engagement and job satisfaction.

Key Quote: “Providing employees with more opportunities for achievement increases fulfillment and engagement.” – Bernie Borges

Employee Wellness: A Business Imperative

A growing body of research shows that physical and mental wellness play a crucial role in workplace productivity.

The Connection Between Wellness and Profitability

Investing in employee wellness isn’t just about doing the right thing—it’s also a smart financial decision. Companies that implement proactive wellness programs see:

Lower absenteeism
Higher productivity
Reduced healthcare costs

Key Quote: “A focus on wellness isn’t just good for people, it’s good for business.” – David Carothers

Addressing Mental Health in the Workplace

In industries like construction, suicide rates are alarmingly high, yet many leaders overlook mental wellness initiatives. A simple “How are you doing?” conversation can make a significant impact in preventing workplace stress from escalating into a crisis.

Key Insight: Leaders should foster an open culture where employees feel comfortable discussing mental health challenges without stigma.

Retaining and Developing Future Leaders

One of the most costly mistakes companies make is failing to identify and develop potential leaders within their workforce.

Identifying Future Leaders

A simple way to spot leadership potential is to observe who others naturally follow. Employees who:

Take initiative
Inspire peers
Solve problems creatively

…are strong candidates for leadership development programs.

Moving from Control to Collaboration

Today’s workforce values collaboration over hierarchy. Leaders who actively listen and involve employees in decision-making create a workplace where employees feel valued and heard.

Key Quote: “Every relationship in life has an emotional bank account. You make deposits, and you make withdrawals.” – David Carothers

The Power of Hope in Leadership

A recent Gallup study found that the #1 thing employees want from their leaders is HOPE—more than promotions, salary increases, or remote work flexibility.

Key Quote: “People don’t want a raise or a title—they want hope.” – Bernie Borges

This means leaders must provide clarity, vision, and a sense of direction that gives employees confidence in their future within the organization.

Final Thoughts & Call to Action

Fulfillment-centric leadership isn’t just a buzzword—it’s a necessity.

If businesses want to reduce turnover, increase engagement, and create thriving workplaces, they must adopt strategies that prioritize both personal and professional fulfillment.

Want to learn more about implementing fulfillment-driven leadership in your organization?

🔹 Download the Thriving in Midlife Research Report at MidlifeFulfilled.com
🔹 Join the Power Producers Podcast Community for insights on leadership, marketing, and sales strategy

What are you doing to create fulfillment in your workplace?

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