Point to good things that wouldn’t have occurred otherwise

People come and go.

Indispensability is a myth.

Humility reminds us that we are all replaceable. Some more than others, for sure. But the reality of modern organizations is, they’re quite capable of going on without us.

People may be sad when we’re gone, and they will mourn our loss for a few weeks. But the broader group hardly misses anyone. With us or without is, the organization is not threatened. It ain’t gonna collapse if we’re not around.

The good news about this sobering reality is, we can still have a significant impact and be valued contributors. In fact, being able to effectively quantify this can be a source of strength, resilience and fulfillment.

Here’s one tool for doing so. One of the leading philosophers of effective altruism observed, making a difference requires doing something that wouldn’t have happened anyway.

This is the perfect place to start. Once we let go of the myth of indispensability, then we can focus on the cash value of our work. And we do this identifying how we bring about good things that wouldn’t have occurred otherwise. How we make change that would not have naturally occurred without our specific efforts.

This is a pragmatic and powerful filter. Even for a person like me, who isn’t particularly results oriented or goal driven, I still try to focus on impact. This exercise keeps my ego in check and promotes a more humble and realistic view of my role in the larger system.

Seven ago, my employer did a round of layoffs. I was sad, scared and confused, like the rest of the team. Not only because I saw my beloved coworkers disappear like a fart in the wind, but also because I started questioning my own value.

Survivor’s guilt will do that to your brain. After the corporate rug gets pulled out from under you, you doubt your own worthiness.

Wait, are they going to cut me in the next round? Does this mean my work isn’t appreciated? Does this experience confirm my biggest fear that I’m not as smart, special and useful as I thought?

To quell these neurotic voices, I conduct a personal cash value analysis.

• First, I will review the dozens of projects on my shipping log from the past year.
• Next, I honestly ask, how many of these same outcomes would’ve realistically occurred without my intervention? 

And it’s interesting, because most people only reflect in this way when they’re seeking a raise. Career coaches say that if we can demonstrate our impact, then we are more likely to be rewarded accordingly.

Which is true, although the definition of the word raise is important to define. Because articulating the cash value of our contributions may or may not be the reason we earn a bump in salary. For all we know, budgets are tight, there’s a recession on the horizon, the company failed to hit sales goals, and not a soul on the team is getting a pay increase this year.

Fine. Nothing we can do about that.

And so, the raise is psychological. It’s an emotional boost. Any time we point to good things that wouldn’t have occurred otherwise, the nonmonetary reward is undeniable. It sucks that we can’t pay our mortgage with that form of currency, but whatever. The cash simply gets deposited in a different account.

Even if the only person we share them with is ourselves. That’s enough of an audience to feel the impact.

How much psychological currency can you deposit into your own account with some strategic reflection?