The Modern Misunderstanding of Passion
For years, well-meaning mentors, graduation speakers, and career coaches have urged us to “do what you’re passionate about.” It sounds inspiring. But too often, it leads people down confusing or disappointing paths.
Why? Because we’ve forgotten what “passion” really means.
Today, people interpret passion as something that makes them feel good—exciting, energizing, and enjoyable. But that wasn’t the original definition.
Historically, passion meant suffering. It comes from the Latin passio, referring to the willingness to endure pain or hardship for something deeply meaningful. Think: The Passion of the Christ. It wasn’t about what felt easy or fun. It was about enduring what was hard—because it mattered.
Let’s reframe the advice: Don’t just do what you love—do what you’re willing to suffer for.
Why This Matters for Careers and Compensation
As a compensation expert, I see this misunderstanding show up in people’s career decisions all the time. Talented professionals walk away from promising paths because they assume the discomfort or struggle they’re experiencing means it “isn’t their passion.” They expect passion to feel like a perpetual high.
But real passion often looks like this:
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Writing for hours with little feedback
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Practicing your instrument while others are relaxing
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Reworking failed strategies to solve stubborn business problems
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Learning the nuances of compensation regulations late at night
If your work never tests your limits, it likely won’t grow you—or fulfill you. True passion includes setbacks, repetition, frustration, and even self-doubt. The difference is: you choose to keep going anyway.
The Problem with Pleasure-First Passion
Here are three reasons the pleasure-first definition of passion leads professionals astray:
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Unrealistic Expectations
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Believing passion should feel good all the time creates a dangerous illusion.
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When the excitement fades—as it always does—people feel disillusioned.
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They think, “Maybe this isn’t my passion after all,” when really, they’ve just reached the hard part.
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Premature Abandonment
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Many give up at the first sign of friction.
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Instead of embracing difficulty as part of the journey, they retreat to search for something easier.
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This creates a cycle of starting over—without ever committing deeply.
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Career Misalignment
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People chase excitement, not endurance.
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They pick roles, industries, or projects that are trendy or instantly gratifying, rather than meaningful enough to sustain effort.
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This often leads to burnout or lack of long-term fulfillment.
Purpose Over Pleasure: The Deeper Wisdom of Passion
Let’s return to what passion truly implies: a purposeful commitment strong enough to endure hardship.
A passionate teacher isn’t someone who just loves kids—it’s someone who prepares lessons at 10 p.m., deals with classroom challenges, and still shows up because the work matters. A passionate entrepreneur doesn’t just love innovation—it’s someone who weathers failures, late nights, and financial risk because they believe in the mission.
Here’s the simple test:
What are you willing to suffer for, not just feel good about?
That’s your passion.
Why HR Needs to Reframe Passion
HR leaders and compensation professionals often play a pivotal role in helping people align their work with their values. But we have to stop telling people to chase pleasure and start encouraging them to identify purpose-driven resilience.
We can support this in three ways:
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Career Pathing: Encourage development plans that emphasize long-term commitment and effort, not just immediate interest.
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Performance Conversations: Highlight how growth includes struggle, and that frustration doesn’t mean failure—it often signals deep engagement.
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Compensation Design: Align rewards with effort and impact, not just outcomes. Recognize that passion-fueled work is often invisible (e.g., after-hours learning, quiet dedication).
Key Takeaways
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Passion originally meant suffering, not pleasure. The modern use has led to confusion and misaligned career choices.
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True passion means commitment through difficulty—not chasing what feels good.
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HR leaders can reshape conversations about passion to focus on endurance, not excitement.
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Doing what you’re passionate about really means doing what matters enough to suffer for.
Quick Implementation Checklist
✔ Ask team members: “What’s worth struggling for in your role?”
✔ Build career paths that support long-term development, not short-term pleasure
✔ Recognize effort and resilience in your compensation programs
✔ Reframe performance reviews to honor growth through challenge
✔ Create opportunities for people to reflect on meaningful progress, not just easy wins