The average American will spend more than 90,000 hours at work. It is no wonder, then, that the vast majority of people feel finding fulfillment in their job is important. The Charles Koch Foundation (CKF) supports Americans in their pursuit of meaningful work. Specifically, we partner with innovators and employers who are helping people identify what motivates them, hone their aptitudes, and learn new skills that help them lead a life of purpose and contribution.
This fall, CKF was a founding sponsor of the inaugural Human Potential Summit (HPS). The sold-out convening brought together employers, educators, and investors for three days to discuss how to build new learning pathways that will help people find meaningful work.
Here is what we learned.
We need a movement that puts people at the center of workplace culture
In opening remarks, HPS founder Taylor McLemore and CKF Executive Director Ryan Stowers focused on the purpose of the summit.
“This is what the Human Potential Summit is all about: seeing the gifts, skills, strengths, creativity, and experience that people possess and empowering them to contribute in new and meaningful ways,” said Stowers.
McLemore was inspired to launch the summit to address the frustration many Americans currently experience at work. He believes this feeling stems from the fact that a large percentage of people are not in the right job, meaning they are not in one that maximizes their ability to contribute.
“We need a movement,” said McLemore. “We need something that focuses on why our work and learning systems matter. They matter because of people. People are both our ‘why’ and our ‘how’ in this movement.”
Christensen Institute Co-Founder and Chairman Michael Horn also explored the frustration many U.S. workers feel.
“If you look at the data, we are not doing a great job of creating a world where people can fulfill their potential,” said Horn. “When an individual’s sense of progress no longer matches with the career ladder, that’s where we get quiet quitting.”
Helping people fulfill their potential at work is good for employers too
Matching people with jobs they find fulfilling is good for employers since workers who are mission-driven are more likely to be productive and innovative contributors. Gallup has determined companies with a higher level of employee engagement also have deeper customer loyalty, better quality products, and safer jobsites.
Summit participants, including Colorado Gov. Jared Polis, all voiced a strong belief that the employer-employee relationship should not be merely transactional — that it should be mutually beneficial.
“In Colorado, we know when we work together and innovate, we can build a bright and prosperous future, both at the individual level and then collectively for the economy,” said Gov. Polis. “In Colorado, we really view our human capital, our people, as our greatest resource. When we invest in helping to upgrade skills across the continuum, we are only increasing Colorado’s competitive advantage for companies that are looking to relocate to a place where they can attract and retain the people that they need to continue to succeed and grow.”
Western Governors University President Scott Pulsipher articulated how putting people at the center of workplace culture will benefit employers and society. “When you start with the individual, and you make that self-determined mindset possible, you’re solving workforce gaps,” explained Pulsipher. “That’s how you achieve generational and societal impact.”
Educators, philanthropies must help employers build future of work
The summit featured a heterogeneous group of employers and education providers who provided both inspirational and practical advice to summit participants.
In a keynote address, Antong Lucky discussed why employers should provide opportunities to individuals from marginalized communities, including people who have been involved in the criminal justice system. “When you truly support people and give them agency, you get the best work out of them,” said Lucky. “Those employees are the hardest working, most loyal employees. … If businesses are to keep up in this ever-changing economy, they must look to marginalized communities because they are missing some great talent if they don’t.”
Employer panelists offered examples of how to help people build skills for meaningful work. They also discussed how to attract motivated workers who want to contribute to their company and industry, and how to measure the effectiveness of their talent practices.
Railcar manufacturer Stadler US is addressing its skilled workforce needs through an apprenticeship program for high school seniors, for example. CEO Martin Ritter said the program has helped the company identify new sources of talent. “The amount of missing skilled laborers was really eye-popping,” said Ritter. “Two pieces of advice: first, just do it. We built the plane while we were flying. Don’t overthink it. It’s going to be rewarding emotionally, financially, and it’s something that has a big impact on society. Secondly, think big. Not in terms of size, but if you’re thinking just in terms of your company, that might not be the right approach. It’s part of an ecosystem, and we all must be part of it.”
Employers who want to join this movement have many potential partners. Solutions providers like Opportunity@Work, which helps employers transform their talent practices, are ready to assist.
Opportunity@Work CEO Byron Auguste closed the summit by telling attendees he envisions a future where it is easier for people to connect to the learning opportunities they need to find a job they are good at a love.
“My father was a shipping clerk in a factory, and he didn’t feel like he was going anywhere,” recalled Auguste. “He took a chance, quit his job, and learned Cobalt. It turned out he was an excellent programmer. That was our family’s path into the American middle class. When I started Opportunity@Work, one of the things that really struck me was: how can it be so much harder 50 years later for people like my dad to contribute?”