Tamara Miles - on LevelUp
Three Cs” framework: Community, Contribution, and Challenge.
I recently had a fascinating conversation with Tamara Myles, a leading authority on performance and workplace culture. We explored one of the biggest challenges in leadership today: how do you drive for exceptional results while also building a team culture where people feel genuinely motivated and find meaning in their work?
Tamara, author of The Secret to Peak Productivity and co-author of Meaningful Work, brings a wealth of research from positive psychology to this question. Our discussion was packed with practical insights, but the core idea that resonated deeply was her framework of the “3 Cs” that truly define meaningful work. It’s a simple yet powerful model that every leader and coach should understand.
Introducing the Core Concepts: Meaning vs Purpose, and the 3 Cs
Often, we use the words ‘meaning’ and ‘purpose’ interchangeably when talking about work. Tamara offered a crucial distinction. Think of meaning as the umbrella. Purpose lives under that umbrella; it is part of what makes work meaningful, but it is not the whole story. Working for a purpose-driven organisation, like in healthcare or education, does not automatically guarantee a meaningful daily experience if other elements are missing.
So, what creates meaningful work? Based on extensive research involving thousands of people across 25 industries, Tamara defines it through three core elements, the 3 Cs:
Community: The belief that you belong and can show up authentically.
Contribution: Understanding the impact your work has and believing that what you do matters.
Challenge: Being pushed to learn, grow, and develop, with the right support.
Crucially, all three Cs need to be present. They create a multiplier effect; if any one of them is missing (effectively zero), the overall sense of meaning collapses. However, they do not need to be present at the same high level all the time.
Digging Deeper into the 3 Cs
Let’s unpack each of these elements based on Tamara’s insights.
Community: “I Matter Here”
This is about feeling connected and cared for. Do people notice if you are not there? Are colleagues interested in your life outside of work? It is about creating an environment where people feel seen and valued as individuals.
One of the most powerful predictors of community in Tamara’s research was the answer to this question: “Does your leader care about what’s happening in your life outside of work?”. It is not about knowing every detail, but showing genuine interest.
How can busy leaders foster this, especially in hybrid settings? It is often about micro-moments. Showing up a few minutes early to a virtual meeting to chat, asking about someone’s weekend or a family event they mentioned, remembering details and following up. Research shows it can take as little as 40 seconds to create a high-quality connection. These small, consistent acts build the foundation of belonging. Sharing a little about yourself helps too; it needs to go both ways.
Contribution: “What I Do Matters Here”
This is where purpose connects strongly. People want to feel their work makes a difference. While an organisation’s mission might attract talent, the daily feeling of contribution comes from understanding the impact of specific tasks.
Leaders play a huge role here. Burnout often stems from working hard without seeing the impact. Reinforcing contribution can be as simple as:
Sharing stories of impact, like positive customer feedback.
Explicitly linking individual tasks to larger team or organisational goals.
Offering specific, timely positive feedback. A simple “Thank you, because of your work on that presentation, we closed the deal” makes a huge difference.
Tamara stressed that positive feedback is a simple, powerful, yet underutilised tool.
Challenge: “My Growth Matters Here”
This C is perhaps the most nuanced. It is not just about piling on more work. Meaningful challenge happens in what Tamara calls the “Zone of Possibility” – where high expectations meet high support.
Think of it as having one hand on someone’s back, pushing them to be their best, while the other hand is under their arm, supporting them through tricky terrain.
Too often, leaders fail to provide this. Research from exit interviews shows that in the three months before leaving, many employees had no conversations about their development or potential.
To create meaningful challenge, leaders need to:
Believe in their people’s potential and see their strengths.
Have frequent development conversations. Ask people where they want to learn and grow.
Provide stretch opportunities, coupled with explicit belief (”I know you can do this”) and offers of help (”How can I support you?”).
Highlight available resources like mentorship programs, training budgets, or book clubs.
It requires knowing your people – understanding their current capabilities and where their ‘edge’ is. But the simplest way to start? Just ask them.
What This Means For You
Applying the 3 Cs framework can significantly enhance your effectiveness.
For Leaders
Prioritise Connection: Schedule time for informal check-ins. Start meetings by asking about something non-work-related. Remember details and follow up. Show you care.
Make Contribution Visible: Regularly share stories of impact. Connect daily tasks to the bigger picture. Use specific, positive feedback liberally.
Coach for Growth in the Zone of Possibility: Have regular development conversations. Ask about aspirations. Offer stretch assignments with support. Explicitly state your belief in their potential.
Lead with Curiosity: Do not assume you know what your team needs. Ask them about their experience with community, contribution, and challenge.
For Coaches
Introduce the 3 Cs Framework: Help your clients understand this model and reflect on how well they are fostering each C within their teams.
Explore Blind Spots: Use the 3 Cs to identify areas where a leader might be falling short. Are they great at challenge but neglecting community?
Role-Play Development Conversations: Practice asking powerful questions about growth and potential. Help leaders shift from directing to coaching.
Focus on Micro-Moments: Help busy leaders see that building community and showing care can happen in small, consistent interactions, not just grand gestures.
Cultivating Meaningful Work
Tamara’s research provides a clear roadmap. Meaningful work is not a mystery; it is the result of intentionally cultivating community, highlighting contribution, and providing challenge with genuine support.
When leaders focus on these three elements, they unlock higher performance, engagement, retention, and resilience. As Tamara puts it, it’s hard for someone to care if they don’t feel cared for. It all comes down to caring – about the person, their impact, and their growth.
I thoroughly enjoyed my discussion with Tamara and highly recommend listening to the full episode of the LevelUp Leadership podcast to hear more of her insights.