Life Purpose Discovery

A senior consultant at a strategy firm just received an offer to join the partnership track. The promotion comes with significant financial upside and prestige, but they find themselves hesitating for reasons they cannot articulate. They entered coaching to 'figure out if this is the right move.'

Frame this as a calibration check before a major decision. 'Before we evaluate the partnership opportunity, let's map what actually drives you - not what should drive you.' Many high achievers resist the values section because naming what matters feels like limiting options. Address this directly: 'This isn't about ruling things out - it's about knowing what you're optimizing for.'

Values responses that sound like consulting frameworks rather than personal drivers. If all five values could appear in a firm's marketing materials, the client is performing professionalism instead of reflecting. The Energy Audit often reveals the real tension - partnership responsibilities may cluster heavily in the 'drains energy' column.

Start with the Energy Audit results. Ask: 'Read me what you wrote under drains energy. How much of the partnership role involves these activities?' Then move to values: 'Which of these five values does the partnership track honor? Which does it compromise?' The question that opens this up: 'What would have to be true about this role for it to feel like the right choice?'

A marketing director at a Fortune 500 company realizes they chose their career path based on family expectations and financial security rather than personal interest. Approaching 40, they feel successful but empty and want to understand what they actually care about before making any major changes.

Position this as archaeology, not aspiration. 'We're looking for evidence of what has always been true about you, not what you think should be true.' Expect resistance in the Values section - clients who lived others' expectations often struggle to distinguish their values from inherited ones. Say upfront: 'If you find yourself writing what sounds right rather than what feels right, that's useful information.'

Values that sound borrowed - 'success,' 'excellence,' 'leadership' without personal context. Watch for the client rushing through 'why it matters to me' or giving textbook answers. In the Energy Audit, pay attention to whether energizing activities are all outside work. The Impact Statement may be where they stall completely - they may have no clear sense of who they want to serve.

Start with what they couldn't answer easily. 'Which section took the longest? What made it difficult?' Then focus on the Energy Audit: 'What do the activities that energize you have in common? When did you first notice you enjoyed these things?' The key question: 'If you had to guess, what would 25-year-old you be surprised to learn about your current work?'

An executive director of a mid-size nonprofit is experiencing burnout symptoms despite working for a cause they believe in. They assumed purpose alignment would prevent burnout, but find themselves exhausted and questioning their effectiveness. They want to understand why meaningful work feels so draining.

Frame this as a diagnostic tool, not a purpose-finding exercise. 'You already work in purpose-driven work, but something isn't aligned. Let's figure out what.' Many nonprofit leaders resist examining their personal values because they assume organizational mission should be enough. Address this: 'Believing in the cause and being energized by the work are different things. We're looking at the second part.'

Values responses that mirror organizational mission statements rather than personal drivers. The Energy Audit is critical here - watch for a pattern where mission-related activities drain energy while relationship or creative work energizes. The client may resist this data because it challenges their identity as someone who should be energized by the cause itself.

Start with the Energy Audit contradiction. 'You work for a cause you believe in, but look at what actually energizes you. What do you notice?' Then examine the values: 'Which of these values does your current role honor? Which does it compromise?' The question that creates movement: 'What would it look like to serve this mission in a way that energizes rather than drains you?'

A product manager at a startup loves the problem-solving and user focus of their role but struggles with strategic planning and long-term vision work. Recently diagnosed with ADHD, they want to understand if their purpose aligns with work that requires sustained abstract thinking and planning they find difficult.

Frame this as separating what energizes them from what the role demands. 'ADHD brains often have strong purpose alignment but struggle with certain execution formats. We're mapping your actual drivers separate from role requirements.' Expect the Values section to be completed quickly - ADHD clients often have clear values. The Energy Audit will be more revealing about sustainable work patterns.

The Energy Audit may show a pattern where immediate, concrete problem-solving energizes while abstract planning drains. Watch for the client dismissing energizing activities as 'not real work' or apologizing for finding strategic planning difficult. The Purpose Draft may be strong on impact but vague on sustainable methods for creating that impact.

Start with the Energy Audit patterns. 'What do the energizing activities have in common? What makes them different from the draining ones?' Focus on specificity: 'When you say user research energizes you, what specifically about it?' The key question: 'How could you create the impact you want through more of what energizes you and less of what drains you?'