The Modern Leader series: Wall or castle: Helping employees know how they fit in

Modern leadership attribute No.13: Wall or castle: Helping employees know how they fit in

Two bricklayers stood side by side, both performing the exact same task. When asked what they’re doing, one responds, “I’m building a wall.” The other says, “I’m building a castle.” Same job, but dramatically different perspectives.

In today’s fast-paced workplace, it’s easy to get lost in the day-to-day grind. But here’s the truth: Employees crave more than completing tasks. They want to understand how their work matters — how they’re not solely laying bricks, but creating something extraordinary.

Understanding your wall and your castle

Every employee needs to articulate two critical things:

1. What they do (the Wall): A tactical description of their role. For example: “I work at corporate and am developing an app for farmers.”
2. How they contribute (the Castle): The meaningful impact behind their work. Continuing our example: “What I’m really doing is helping farmers increase their crop yield, sustaining their business, feeding more people, and supporting global food security.”

Consider these additional examples:

1. “I process payroll reports” vs. “I ensure our employees can provide for their families”
2. “I write code” vs. “I’m making technology accessible to everyone”
3. “I answer customer calls” vs. “I help people solve problems that matter to them”

The difference isn’t semantic — it’s transformative. When people understand their “castle,” they bring more energy, creativity and commitment to their work.

The castle-building exercise: A powerful team activity

Ready to transform your team’s perspective? Here’s a six-step approach to help employees articulate their unique contributions:

1. Challenge employees’ thinking: Encourage team members to explore how their work connects to broader organizational goals.
2. Explain the why: Help them understand that this exercise isn’t simply an activity—it’s about recognizing each person’s genuine value.
3. Lead by example: Share your own understanding of how your role contributes to the larger mission. Vulnerability breeds connection.
4. Encourage personal reflection: Ask employees to write down their thoughts. Remind them there are no “right” or “wrong” answers.
5. Create a sharing moment: Have each team member share their insights. Pro tip: Promise (and deliver) enthusiastic applause!
6. Gather collective wisdom: After sharing, discuss what worked well and how the team can further clarify their collective purpose.

What you might discover

This exercise often reveals surprising insights:

1. Employees may not fully understand the organization’s strategy
2. Team priorities might need clarification
3. Individual roles can be better aligned with organizational goals

Common pitfalls to avoid

1. Over-inflating impact: Be honest and realistic about contributions while still acknowledging their importance
2. One-size-fits-all messaging: Different employees may find meaning in different aspects of their work
3. Set-and-forget communication: Connection to purpose needs regular reinforcement and discussion

Reflection questions for leaders

Take a moment to consider:

1. How well can your team members articulate the “castle” they’re building, beyond their daily tasks?
2. Can you clearly describe how your own role contributes to the organization’s larger mission?
3. Are there team members who seem disconnected or “building a wall”? How might you reignite their sense of purpose?
4. What small, consistent steps can you take to regularly reinforce the importance of each team member’s unique contribution?

Remember: When employees see their castle, they bring their best selves to work. More importantly, they become architects of something greater than themselves — and that’s what exceptional leadership is all about.

Want more actionable insights like this? Sign up now to be the first to know when David Grossman’s latest book, The Heart Work of Modern Leadership, launches. Or, visit his blog in the meantime.

About The Modern Leader series

Discover actionable insights released biweekly, designed to help you elevate your own leadership impact and drive the business results you seek.

So, how do you know if you’re a modern leader?

Modern leaders stand apart through their ability to balance head and heart in today’s complex workplace, integrating emotional intelligence with strategic thinking.

New research with The Harris Poll (publishing Summer 2025) shows only 30% of leaders truly meet their teams’ evolving needs — but that elite group leads with “their heart IN their head” and consistently demonstrates six key differentiators.

They:

• Lead with gratitude.
• Listen and empathize.
• Foster an inclusive culture.
• Communicate with context.
• Connect strategy to employee growth.
• Enable employees to meet the moment.

To see additional ways you can differentiate yourself as a modern leader, check out the collection of modern leadership attributes (added bi-weekly) here.