205. DO YOU LEVERAGE IKIGAI? Jack’s Redundancy Empowerment - empowering redundancy - empowering redundant workers - empowering redundant staff - empowering redundant employees - making redundancy work for you - is redundancy a dead end? - is redundancy the end of the road? - making the most of redundancy - empowering the redundant worker - Jack Lookman - Rita Nnamani - Olayinka Carew - Ola Carew - Jack Lookman Limited - Amebo - Olofofo - Ire o - Ire kabiti - Empowerment and Inspiration - Empowering And Inspiring Generations - Yinka Carew - Olayinka Carew aka Jack Lookman - Jack’s Empowerment and Inspiration
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Ikigai is often misunderstood. Reduced to motivational posters and vague advice, it is dismissed as abstract or impractical. For redundant UK workers, that dismissal is understandable. When income is uncertain, philosophy feels indulgent. Yet ikigai, properly understood, is not about idealism. It is about alignment. And alignment accelerates recovery.
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At its core, ikigai asks four questions. What you are good at. What you enjoy. What the world needs. What you can be paid for. Redundancy forces confrontation with these questions whether you name them or not. Ignoring them often leads to repeated dissatisfaction. Engaging with them leads to coherence.
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Many people had jobs that answered only one or two of these questions. They were competent but bored. Paid but unfulfilled. Useful but undervalued. Redundancy disrupts the arrangement and exposes the imbalance. That discomfort signals misalignment, not failure. Leveraging ikigai does not mean waiting for perfection. It means increasing overlap. Small adjustments matter. Shifting roles. Adding responsibilities. Targeting industries that value your strengths. Even partial alignment improves motivation and resilience.
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UK workers often prioritise what pays and suppress what energises. This works until it doesn’t. Burnout, disengagement, or redundancy arrive and force recalibration. Ikigai offers a framework for making that recalibration intentional rather than reactive.
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The mistake is treating ikigai as an all or nothing solution. You do not need a dream job. You need a sustainable one. Sustainability comes from enough meaning to endure challenges and enough income to support life. Ikigai helps you identify where compromise is acceptable and where it is corrosive.
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Redundancy also removes external structure. Ikigai provides internal structure. It becomes a compass when options feel overwhelming. Instead of applying everywhere, you apply where alignment exists. Instead of chasing trends blindly, you choose paths that fit your strengths. This clarity shows in interviews. Employers sense coherence. They trust candidates who understand why they are there. Ikigai does not make you vague. It makes you specific.
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For some, redundancy becomes the first time they articulate what they actually want from work. Not status. Not security alone. Contribution. Growth. Balance. Ikigai gives language to these needs.
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Leveraging ikigai does not guarantee ease. It guarantees direction. In unstable markets, direction is invaluable. It reduces regret. It increases satisfaction. It makes future disruptions less destabilising.
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