What Happens in Vegas? Discover Insights You’ ll Take Home
Purpose and leadership PULSE: What misconceptions do leaders often have about“ purpose,” especially when it comes to how it shows up in daily work? Zach Mercurio: Purpose arises where our unique gifts make a unique impact. Purpose is not a grand cause, a statement on the wall or an inspirational strategy. Purpose is experienced daily when we can see clearly how our uniqueness makes a unique impact. Our purpose is our contribution; it is how we add value to those around us. It asks: Of what use are you to others today?
One misconception some leaders have about purpose is that it’ s up to the individual to figure out, and fostering it isn’ t a real practice or skill set.
But leaders play a critical role in making it easier for people to see their purpose daily. Adding value is only one part of a more fundamental human need: the need to matter. The second part is feeling valued. In the workplace, many leaders subconsciously believe people should be valued only when they add value. But the opposite is true psychologically: People need to feel valued to add value.
That means that if leaders want employees to contribute, they must first ensure they feel worthy of contributing. If leaders want people to use their strengths, they must first believe they have them. In other words, one of the best ways to incite contribution is through connection.
PULSE: You’ ve worked with a wide range of teams, from the U. S. Army to hospitality organizations. What universal human needs show up in these vastly different settings? ZM: Every human being is born with the survival instinct to matter— to be important to those around them. That instinct turns into the universal psychological need to feel seen, heard and valued at work. It doesn’ t go away and is ubiquitous across generations, occupations and cultures. I’ ve never met or interviewed anyone— plumbers, generals, accountants, CEOs, Gen Z or Boomers— who said they’ d prefer to feel insignificant at work.
Our research shows that everyone, in every occupation, has the fundamental needs to feel noticed( seen and heard), affirmed( knowing our unique gifts and talents make a difference) and needed( knowing that we’ re relied on).
PULSE: Your research focuses heavily on the psychology behind motivation. What is one finding that surprised you or changed how you think about leadership? ZM: If I were to summarize the last 50 years of work motivation research in one line, this is it: It’ s hard for anything to matter to a human being who doesn’ t first believe that they matter.
Motivation is energy. Think about the last time you were energized to do something when you felt it was unimportant, futile or unnecessary.
EDUCATION SESSIONS
What Happens in Vegas? Discover Insights You’ ll Take Home
THE 2026 ISPA CONFERENCE FEATURES more than a dozen all-new Education Sessions designed to deliver actionable insights on the industry’ s most pressing challenges— from AI and guest experience to staffing, operations and profitability. Spread across three days, these sessions offer spa leaders a powerful professional development opportunity.
Plan your schedule in advance, divide and conquer with teammates, then maximize ROI by capturing key takeaways to share with your organization. Attend to gain fresh ideas, new contacts and strategies you can implement immediately— ensuring the inspiration you gain in Las Vegas helps you discover new opportunities long after the Conference ends.
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