You finish the project. Deliver the results. The applause rolls in. Maybe there's a raise, a post that gets traction, or a nod from leadership. But inside? It's quiet. Too quiet.
You're seen, but are you felt? You're praised, but are you fulfilled?
This is the quiet crisis of high achievers. You're doing everything "right", yet something is missing, and that something is clarity.
According to a 2021 Harvard Business Review study, more than 70% of high performers report feeling successful but not significant. The accolades were there, but the impact? Hollow.
Why is that?
Because applause is a stimulant, the purpose is a stabiliser. One fades. The other builds.
Why Recognition Isn't Enough - The Neuroscience of Motivation
When you chase approval, your brain lights up, temporarily. Recognition triggers a dopamine spike, activating your brain's reward system. But that system is short-lived, tied to external feedback.
Research by Dr Richard Davidson at the University of Wisconsin shows that deeper states of well-being, such as purpose and connection, activate entirely different regions of the brain regions tied to long-term fulfilment, emotional resilience, and decision-making.
In other words, accolades reward your ego. Impact nourishes your identity.
Are You Aligned or Performing? A Self-Check
Ask yourself these questions,
Would I pursue this goal if no one saw it?
Am I energised by my work, or just good at it?
Do I feel clear, or just busy?
When Zara, a legal director, came to me, she had the titles and milestones others admired. But she admitted, "I can't remember the last time I felt proud of the work, not just the reward." Through strategy coaching, she pivoted toward social justice initiatives. And for the first time in years, her leadership had meaning, not just motion.
The Psychology of Impact
Martin Seligman's PERMA model, used in positive psychology, shows that true well-being comes not from status but from meaning and contribution. Those driven by internal clarity tend to recover faster from setbacks, show higher long-term motivation, and report deeper satisfaction (Seligman, Authentic Happiness, 2002).
Clarity isn't a luxury. It's your compass.
Anchor Identity Prompt
Ask yourself - Who am I when the applause fades?
That's the voice that sustains you when things get difficult. That's the identity that drives real progress, not just visible progress.
Accolades vs. Impact - What's the Real Difference?
Accolades are externally controlled. Impact is internally defined.
Accolades chase recognition. Impact solves real problems.
Accolades fade. Impact compounds.
According to the University of Michigan's Centre for Positive Organisations, professionals who focus on contribution over comparison experience significantly higher levels of job satisfaction and lower levels of burnout.
From Applause to Alignment - How to Shift
Values Audit
List your top five values. Write out how often they show up in your daily work. The gaps? Those are your next right moves.
Redefine Success
Write your own definition. What does success feel like when no one's watching? What legacy are you building?
Build a Meaning Feedback Loop
Ask those affected by your work, clients, team, and customers how it's helped. Track stories, not just stats.
Set Impact Goals
Move from "hit target" to "solve X problem for Y people." Make your goals about the ripple, not just the metric.
From Jonas to Vera - Real People Who Chose Impact
Jonas, a CFO I worked with, was next in line for the CEO chair. It was everything he had worked for. But in our sessions, he uncovered something deeper, a desire to transform broken corporate cultures. He stepped away, founded a consultancy for ethical leadership, and within months reported - "I've never felt more aligned."
Impact renewed what accolades had numbed.
Or take Vera Wang, who entered fashion design at 40. She wasn't chasing clout—she was solving a problem she saw with design fit and representation. Today, her name is synonymous with innovation.
And Samuel L. Jackson? He landed his breakout role at 46. His impact isn't in awards alone—but in how he redefined what's possible later in life.
What Neuroscience Teaches Us About Clarity
Dr. Bruce Perry's research shows that the brain prioritises emotional memory over logic in early development. That means our drive for validation, often rooted in childhood, can persist into high-performing adulthood—unless consciously redirected.
When you move from being reactive to reflective—when you choose clarity—you access the prefrontal cortex more reliably. This region governs vision, decision-making, and empathy. In short, impact sharpens your brain. Accolades just stimulate it.
The Clarity Compass - A Simple Framework
Audit Your Strengths
Use tools like the VIA Strengths Survey or Gallup StrengthsFinder.
Define Your Non-Negotiables
What are your top values? What compromises are costing too much?
Test Small, Fail Fast
Use lean principles. Pilot a value-driven project before you pivot everything.
Get Feedback From Meaningful Sources
Not just your manager. Ask mentors, clients, or peers you admire.
Make Clarity Your Daily Ritual
10 minutes every morning. Revisit your why. Realign before you perform.
You've outgrown performance for applause. It's time to perform with purpose.
Book your Strategy Call and build your personal clarity blueprint.
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