Above and Beyond: Who You Are and What You Do
By Brent Davis, PhD
Identity Shapes Effort and Meaning
Education tends to emphasize intellect and memory, but research increasingly suggests that success—beyond a basic threshold of intelligence—depends on something deeper: the drive to become who one is meant to be, despite obstacles, and the wisdom to know who one is not. This insight aligns with identity-based motivation theory, which explains how identity shapes effort, persistence, and meaning.
As Oyserman (2015) explains:
If an action feels identity-congruent, then experienced difficulty in engaging in it will reinforce the identity-congruent interpretation, so that difficulty will be interpreted as meaning that the action is important and meaningful. Conversely, if an action feels identity-incongruent, then experienced difficulty in engaging in it will reinforce the identity-incongruence interpretation, so that difficulty will be interpreted as meaning that the action is pointless and “not for me” (or if the incongruence is with a social identity, “not for people like me”). (p. 3)
The implication is clear: identity-congruence leads to greater effort, persistence, and grit. Grit—defined as sustained effort toward long-term goals despite adversity—is itself a predictor of success across domains (Hermosillo & Brocas, 2024). Difficulty does not necessarily discourage people; rather, when difficulty aligns with identity, it often motivates.
When Identity Precedes Performance
One might assume, then, that the identity most critical for success at work would be one’s work identity. Yet public statements from Super Bowl–winning coaches challenge this assumption. Seattle Seahawks coaches Mike Macdonald and Klint Kubiak (now head coach of the Raiders) have both emphasized that their primary identity is not rooted in professional achievement but in their faith and identity in Christ.
“Your identity is not in your job; our identity is in Christ,” Kubiak explained. “When I learned that, and I spent more time in the Word… it took a really heavy load off just knowing that I’m a child of God” (Sports Spectrum, 2026).
Similarly, Macdonald described his faith as the source of his strength and leadership capacity, noting that gratitude and resilience flow from the belief that God has placed him in a position to lead (Sports Spectrum, 2026).
A Biblical Account of Identity
These reflections echo the claim that identity precedes behavior. In Christian formation, this identity can be summarized as being accepted, secure, and significant.
Neil Anderson (2019) provides this biblical account of identity in Christ. In Christ, a believer is fully accepted—adopted, forgiven, redeemed, justified, and united with the Lord. She is secure—free from condemnation, sealed by the Spirit, hidden with Christ, and confident that nothing can separate her from God’s love. She is also significant—chosen by God, indwelt by the Spirit, called to bear fruit, serve as a witness, and participate (coworker) in God’s redemptive work (as His ambassadors: 2 Corinthians 5: 20). This identity is not achieved through performance but received as a gift, grounding both confidence and calling.
For the present discussion, one aspect of this identity deserves special attention: being coworkers with God (2 Corinthians 6:1). This is a striking relational identity. The Apostle Paul situates believers within a new covenant and a new kingdom reality, declaring that “if anyone is in Christ, the new creation has come” (2 Corinthians 5:17). Identity, relationship, and mission are inseparably linked.
Identity Synergy and Relational Alignment
Notably, the Greek term translated as coworkers shares a linguistic root with the concept of synergy—working together in a way that produces more than isolated effort. Modern organizational research affirms this intuition. When individuals experience identity synergy—rather than identity conflict—across roles and teams, their innovative performance improves significantly (Chen et al., 2021). In other words, when identities align rather than compete, motivation and effectiveness increase.
Scripture echoes this relational logic. Believers are invited to be “yoked” with Christ (Matthew 11:29, NIV), learning His way of life, while being cautioned against yoking themselves to relationships that undermine shared purpose and direction (2 Corinthians 6:14, NIV). Identity is not formed in isolation but through relational attachment to the right partners.
Accountability or Relational Modeling?
This brings us to a crucial character formation distinction: accountability versus relatability.
In Rare Leadership, Wilder and Warner (2016) argue that lasting transformation does not occur through behavior monitoring or fear-based accountability systems. Instead, change happens when people internalize a shared identity and learn, through relationships, what it is like for “people like us” to act. As they write:
Lasting transformation takes place when a person’s identity changes and that person becomes comfortable in living out their new identity. The best leaders instill a clear sense of identity into their group and help people understand, “This is who we are and this is how it is like us to act.” (Wilder & Warner, 2016, p. 46)
This perspective integrates seamlessly with identity-based motivation theory (Oyserman), grit research, and organizational studies on identity synergy (Chen et al., 2021). Accountability alone can modify behavior temporarily, but godly relational modeling shapes identity, which in turn sustains motivation over time.
Long-term motivation, then, flows from being rightly yoked—first with God, and then with others who share a coherent, life-giving identity. When identity is secure, relationships are aligned, and purpose is shared, effort becomes meaningful rather than burdensome.
In short: link up to level up!
How to Link Up
- Attach to a Model of Mature Practice
What to do:
Identify at least one faculty member, preceptor, senior student, or clinician whose character, habits, and clinical judgment you respect—and spend time observing how they think, prioritize, and respond under pressure.
Why it works:
Motivation increases when students can see what “people like me” do in difficult situations. This is identity-based modeling, not comparison. Watching a calm, ethical clinician handle stress reframes difficulty as meaningful rather than discouraging.
How to apply this week:
- Ask to shadow for one shift or simulation
- Notice how they manage errors, fatigue, and uncertainty
- Ask: “How did you learn to think this way?”
- Form an Identity-Aligned Study Team
What to do:
Create or join a group of 2–4 peers who share both academic goals and values (e.g., excellence, service, integrity, faith, or vocation). Meet regularly, even briefly.
Why it works:
Research on team synergy shows that motivation increases when people experience identity alignment and positive interdependence—when success feels shared, not competitive. This counters burnout and isolation, which are common in healthcare training.
How to apply this week:
- Set one standing weekly check-in (30–45 minutes)
- Share goals before studying, not just content
- End with: “What helped you stay engaged this week?”
- Stay “yoked” to purpose beyond performance
What to do:
Regularly reconnect your coursework to why you entered healthcare—serving patients, honoring God, reducing suffering, or promoting human flourishing. Do this personally and relationally.
Why it works:
Students persist longer when effort is connected to identity and calling, not just grades. Purpose reframes exhaustion as investment, not failure—especially critical during clinical rotations and exam-heavy terms.
How to apply this week:
- Write a one-sentence purpose statement and keep it visible
- Pray, reflect, or journal briefly before difficult study sessions
- Discuss purpose openly with trusted peers or mentors
In short:
- Link up to people who model who you want to become
- Link up to peers who share your values, not just your schedule
- Link up to purpose that anchors you when effort is costly
When students are relationally connected, identity-secure, and purpose-driven, motivation becomes sustainable—and performance follows.
References
Anderson, N. T. (2019). Your identity in Christ. Harvest House Publishers.
Chen, H., Jiao, J., Yang, N., & Wang, X.-H. (2021). How identity conflict and identity synergy influence innovative performance of employees with multiple team membership. Psychological Reports, 124(2), 792–808. https://doi.org/10.1177/0033294120916863
Hermosillo, J., & Brocas, I. (2024). Grit, perseverance, and performance under adversity. Journal of Economic Psychology, 98, Article 102694. https://doi.org/10.1016/j.joep.2024.102694
Oyserman, D. (2015). Pathways to success through identity-based motivation. Oxford University Press.
Sports Spectrum. (2026, February 3). Seahawks coaches Mike Macdonald and Klint Kubiak share how their identity in Christ shapes their leadership. Sports Spectrum. https://sportsspectrum.com/sport/football/2026/02/03/seahawks-coaches-mike-macdonald-klint-kubiak-identity-christ-super-bowl/
Wilder, J. E., & Warner, M. (2016). Rare leadership: 4 uncommon habits for increasing trust, joy, and engagement in the people you lead. Moody Publishers.
ChatGPT was used to help edit the text and to propose the practical steps to link up
