We often talk about “success” as if it means the same thing for everyone. Traditionally, it’s defined by external markers: more responsibilities, a bigger role, a fancier title, a higher salary. And of course, these benchmarks are valid, but they don’t always tell the whole story.

For many people, myself included, success shows up in more nuanced and personal ways.

For me, it’s about feeling truly needed by my team, filling gaps before they become cracks, and building meaningful connections with my colleagues. It’s also about getting to take on stretch projects that challenge me, keep things fresh, and make me feel like I’m growing (not just moving up a ladder). It’s about being in the right seat, doing valuable work, and feeling seen and trusted in that work. For others, it’s mastering a craft, maintaining balance, driving impact behind the scenes, or being a steady, trusted voice in times of change.

When leaders lead with curiosity and openness around how each person on their team defines success, something powerful is unlocked:

• Greater engagement because people feel genuinely heard
• Stronger retention because people feel invested in
• Deeper trust because people feel safe to be themselves
• Wider team success because alignment becomes possible across diverse motivations

When people feel that their version of success is valid and supported, they thrive, and so does the team.

Here are a few tangible strategies practiced by our leaders and highlighted in our leadership training:

• Use coaching in 1:1s: Move beyond status updates, ask questions like, “What’s been energizing you lately?” or “What does success look like for you in this season?”
• Set personalized goals: Work together to define individual development goals that reflect what your team member values, not just what the org needs.
• Keep the dialogue open: Success definitions can shift over time. Normalize revisiting these conversations regularly, not just during performance reviews.
• Share feedback continuously: Real-time feedback helps employees course-correct, feel recognized, and understand their growth in real terms.

Success isn’t one-size-fits-all, and it never really has been. But when leaders take the time to see and support each person’s unique version of success, they build teams that are not only high-performing but also deeply human.