Matthew Biggar

The sharpest version of the idea distinguishes satisfaction, which comes from getting things done and fades, from fulfillment, which comes from helping others with your best and gives something back. Fulfillment is a readable signal, not a feeling to chase: it is present when someone applies their purpose with intention and absent when they have drifted from it.

One post opens, “Success can quietly cost you the energy to enjoy it,” describes high performers chasing revenue while treating fulfillment as “someday later,” and warns that treating fulfillment as optional leaves people performing on less and less.

• A second separates impulsive wins and busy days from the fulfillment that comes from using your best to help others.
• It cites a 2025 Gallup and Stand Together study of 4,475 working adults, reporting that people with a strong sense of purpose are 5.6 times more engaged at work.
• Biggar cites the study as external research, not as his own finding.

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The practical response is to judge a week by what returns energy and what drains it, then protect the meaningful work, real rest, and time with people, while removing commitments taken on from guilt or people-pleasing, wins that leave you empty, and rest treated as a reward to be earned later. The point is that work handing energy back funds the hard stretches instead of flattening you.

One post lays out a named “ENERGY RETURN PROTOCOL” in two lists.

• PROTECT covers work that genuinely means something, time and presence with the people it is all for, and real rest fully off the clock.
• REMOVE covers saying yes out of guilt, pressure, or people pleasing; overemphasizing wins that leave you empty; and treating rest as a later reward.
• It ends: “A full week looks productive.
• An empty tank is harder to see.”

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Grinding at weaknesses is framed as the thing to drop, partly because some work belongs with someone else. Helping others with your best is described as the activity that produces fulfillment instead of draining the person doing it.

A post says that after stopping the grind to fix weaknesses and rebuilding the week around what comes naturally, the quality climbed and the friction dropped.

• It then lays out a “NATURAL STRENGTH PROTOCOL”: PROTECT helping others with your best, one strength-practice block daily, and work you lose track of time in; REMOVE tasks that drain you to finish, grinding to fix your weaknesses, and work better handed to someone else.
• Biggar writes that this kind of work feels like play while looking like mastery to everyone else.

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They describe producing a weekly YouTube video for three years, realizing by the second year that the videos were getting done but no longer mattered to them, and finding the solo routine isolating, with no connection to other people. Walking away in 2021 became the origin of their coaching work: they looked for people they could actually help and found them on LinkedIn.

The post says being a “YouTuber” was isolating and that they were phoning it in, without the courage to admit they had outgrown the work. It draws the distinction between satisfaction and fulfillment from that experience, then asks readers what they stopped doing to make space for something better and whether they have noticed the difference between temporary satisfaction and deep fulfillment.

A post dates the shift from producing on a fixed schedule to coaching to the 2021 decision to leave the channel.

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The same material that says to stop grinding to fix weaknesses also frames fulfillment and energy in performance terms, promising more from the same person rather than less. That framing runs through the commercial pitch: Biggar says they help high performers stop grinding alone and create far more from their time, effort, and energy, and invites direct messages from people whose effort is leaking.

One post identifies Biggar as creator of The Multiplier Zone and says they help high performers “stop grinding alone and start creating 3X the results from their time, effort and energy,” with an invitation to send a direct message.

• Another cites the 5.6-times-engagement figure to argue that purpose drives engagement, not just a soft benefit.
• The posts assert the specific multiplier without explaining it, so it reads as the promise attached to the approach.

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Matthew Biggar describes making a YouTube video every week for three years, then says they stopped caring about the videos somewhere in year two.

• The post says being a "YouTuber" was isolating: the videos kept getting done, but it felt like phoning it in, and they had outgrown the work.
• It distinguishes satisfaction, which comes from getting things done and is fleeting, from fulfillment, which comes from helping others with your best and giving back.
• In 2021, they walked away from the channel, found people to help on LinkedIn, and became a coach.
• The post ends with questions about what readers stopped doing and whether they noticed the difference between temporary satisfaction and deep fulfillment.

For brands planning a campaign

This is the strongest origin story for a workshop on sustainable high performance. It makes the case for separating consistency and output from meaningful work, and offers discussion questions a partner could adapt for a session on disengagement.

The post argues that people often treat fulfillment as a luxury reserved for those who have everything figured out, or as a reward for hard work.

• Matthew Biggar reframes it as the result of applying purpose with intention.
• Fulfillment, the post says, comes from using the best of what you have to help others; its absence signals that you have drifted from that.
• It warns that impulsive wins and busy days feel good but are not the same signal.
• Citing a Gallup and Stand Together study of 4,475 working adults in 2025, it says people with a strong sense of purpose are 5.6 times more engaged at work than those without it.
• It closes by asking readers to imagine being 5.6 times more engaged.

For brands planning a campaign

This original offers the clearest thesis statement and the only named study in these posts. A leadership development partner could use it to frame purpose as an engagement driver, but should verify the Gallup and Stand Together figure before including it in public-facing workshop material.

The post opens with the idea that success can quietly cost you the energy to enjoy it.

• It says many high performers chase revenue and opportunities while putting fulfillment and joy off until "someday later," and argues these are fuel, not summit rewards.
• Treating them as optional for too long, it warns, leaves you performing on less and less.
• It ends by asking what goes first when someone is drained.
• The post also includes a short bio: "I'm Matt, creator of The Multiplier Zone™," offering to help high performers stop grinding alone and create "3X the results from their time, effort and energy," with an invitation to send a direct message.

For brands planning a campaign

This is a compact hook for a burnout-prevention or energy-management workshop: it names the hidden cost of sustained striving. Ask for evidence before presenting the "3X the results" claim as a verified outcome.

The post argues that the best work should feel lighter, not harder, and comes from the right fit with someone's wiring rather than more discipline.

• Matthew Biggar says that after they stopped grinding to fix weaknesses and built the week around what came naturally, quality climbed and friction dropped.
• The post then lays out a "NATURAL STRENGTH PROTOCOL" with two lists.
• PROTECT includes helping others with your best, one strength practice block daily, and work you lose track of time in.
• REMOVE includes tasks that drain you to finish, grinding to fix your weaknesses, and work better handed to someone else.
• The post says helping others with your best creates fulfillment and feels like play while looking like mastery to others.
• The bio says they co-founded the Biggar Together community with Jamie and practice The Multiplier Zone™ weekly.

For brands planning a campaign

This original offers a reusable workshop structure: a strengths-based protect-and-remove exercise. It is more directly teachable than the other posts and could become a worksheet or breakout activity for a leadership audience.

The post says the right work pays twice: once in the result and once in the recharge.

• It argues that the real shortage is rarely time but energy, and that measuring a week by energy rather than output made hard stretches less flattening.
• It then lays out an "ENERGY RETURN PROTOCOL."
• PROTECT includes work that genuinely means something, time and presence with people, and real rest fully off the clock.
• REMOVE includes saying yes out of guilt, pressure, or people pleasing; overemphasizing wins that leave you empty; and treating rest as a reward to earn later.
• The post says work that hands energy back funds challenges and carries you when a week goes sideways.
• It ends with the line, "A full week looks productive.
• An empty tank is harder to see," and a bio describing Matthew and Jamie as co-founders of the Biggar Together community, practicing The Multiplier Zone™ weekly, and inviting readers to send a direct message to apply for membership.

For brands planning a campaign

This is the best starting point for an energy-budgeting module: it offers a concrete two-list exercise and a memorable line about invisible depletion. The material is tied to a paid community membership, so a brand partnership should account for that commercial context rather than present the framework as neutral.

One post says success can quietly cost people the energy to enjoy it, while high performers treat fulfillment as 'someday later' and their tank empties. Another frames fulfillment as a signal of purpose in action, not a luxury, and contrasts fleeting satisfaction from getting things done with fulfillment from helping others with your best and giving back.

Reframes a common assumption, then supports it with personal observation and a contrast between fulfillment and satisfaction.

One post cites a 2025 Gallup and Stand Together study of 4,475 working adults, stating that people with a strong sense of purpose are 5.6 times more engaged at work. The other posts do not cite external research.

For brands planning a campaign

Use this reframe to open a sustainable-performance session: ask participants where they rely on output alone and how they would measure fulfillment as a leading indicator.

Examples: Source 1 · Source 2 · Source 3

One says the real shortage is rarely time but energy, and suggests measuring a week by energy rather than output.

• Another says success can quietly drain the tank until performing on less and less feels normal.
• The suggested response is to protect meaningful work, rest, and relationships, and remove guilt-driven commitments, overemphasis on empty wins, and treating rest as a later reward.

Uses a named ENERGY RETURN PROTOCOL with PROTECT and REMOVE lists and a closing reflection question.

For brands planning a campaign

Turn the energy-return idea into a practical workshop module: have participants audit one week for energy gains and drains, then choose one activity to protect and one to remove.

Examples: Source 1 · Source 2

They write that they stopped grinding to fix weaknesses and built their week around what comes naturally, raising quality and lowering friction. The NATURAL STRENGTH PROTOCOL asks people to protect helping others with their best, a daily strength-practice block, and work they lose track of time in, while removing draining tasks, weakness grinding, and work better handed to someone else.

Uses a repeated PROTECT and REMOVE exercise and contrasts play-like work with visible strain.

This is the only post here that focuses on strengths and weakness repair as the central argument.

For brands planning a campaign

Build a leadership development session around identifying naturally energizing strengths and reallocating low-fit work, rather than prescribing more discipline.

Examples: Source 1

They call being a YouTuber isolating, with no connection to other humans.

• In 2021, they walked away from the channel, stopped chasing consistency, and looked for people they could actually help.
• They found them on LinkedIn and say the shift made them a coach.

Uses a first-person narrative, a turning point, and a lesson contrasting satisfaction with fulfillment.

This is the only post here with a dated career transition and the only one that describes the YouTube period.

For brands planning a campaign

For a sustainable high-performance workshop, this provides a concrete story about the cost of performing consistently without fulfillment and can anchor a discussion about when to change a format, role, or channel.

Examples: Source 1

Another identifies them as creator of The Multiplier Zone and says they help high performers stop grinding alone and start creating 3X the results from their time, effort, and energy, with a DM invitation for people whose effort is leaking.

Each post pairs a performance lesson with a short community or coaching call to action.

The posts do not document sponsored formats or brand partnerships. Ask for examples of past brand work; the commercial offer described is membership and direct inquiry.

For brands planning a campaign

Assess a workshop or content partnership against this existing community model: the offer is built around shared momentum, weekly practice, and direct inquiry. A partnership would need a clear role for the brand within that structure, rather than a separate one-off campaign.

Examples: Source 1 · Source 2 · Source 3

Two posts use explicit PROTECT and REMOVE protocol lists, one cites an external workplace study, one tells a career-change story, and three end with a direct invitation to send a DM. Each aims to give the reader a usable distinction or exercise, not just a motivational statement.

Posts repeatedly use a hook, reframe, personal or research support, practical protocol, reader question and, sometimes, a direct inquiry.

The study citation and career narrative each appear once.

For brands planning a campaign

Use this native structure for brand-led posts or workshop handouts: start with a recognizable high-performance tension, offer a practice with PROTECT and REMOVE choices, and close with a question that prompts audience input.

Examples: Source 1 · Source 2 · Source 3 · Source 4 · Source 5

The community helps ambitious people move from isolated grind to shared momentum and invites DMs to apply for membership.

Original disclosure

I'm Matt, co-founder of the Biggar Together community.

• My wife Jamie and I help ambitious people move from isolated grind to shared momentum.
• We practice The Multiplier Zone™ every week.
• Send a DM to apply for membership.

View example

Biggar Together practices it every week; a separate post frames it as a way to help high performers stop grinding alone and create 3X the results from their time, effort, and energy.

Original disclosure

I'm Matt, creator of The Multiplier Zone™

View example

One post argues that treating a child's achievements as a parent's scorecard creates pressure that 'rarely leads to fulfillment'; another describes the finish line moving for anyone who believes happiness lives in the next milestone. Both writers offer a plain-language reframe of a common belief.

Blanchford focuses on family and parenting psychology rather than workplace performance, and their posts stop at the reframe: there is no exercise, protocol or coaching offer. Biggar's posts give readers something to run and a community to join.

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The style also resembles Biggar's: a short scene or question, one quoted line, then a takeaway, usually tied to a recurring event readers can join.

Gonzalez grounds the argument in values alignment and integrity, citing named influences such as Eckhart Tolle and Tony Robbins, while Biggar offers short protect-and-remove protocols. Gonzalez hosts a live Monday conversation with a co-host; Biggar offers a membership community practised weekly with Jamie.

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Both frame the problem as waiting too long to tell yourself the truth about what is not working.

Jones draws on a personal account of surviving two heart attacks and a published book, and questions whether the pursuit of human potential has been pushed too far. Biggar's posts, by contrast, offer practical weekly protocols attached to a community.

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The two posts argue that achievement becomes a parent's scorecard, children learn what adults really value and choose to match expectations rather than their own strengths, and people who believe happiness lies in the next promotion keep moving the finish line. For a session on why capable managers chase milestones without feeling satisfied, this directly addresses the cause and names what achievement pressure costs the high performer’s family.

The posts stop at the diagnosis: there’s no workplace exercise, protect-and-remove structure, live-session format, or visible membership, community, or inquiry route to build a partnership around.

• The leadership company would need to create the working session from scratch.
• One of the two posts credits Robert C.
• DeLena, so authorship of that piece is shared.
• Compared with Biggar, the swap trades ready-made manager exercises on energy and workload for a sharper account of why achievement alone stops paying off, set mostly at home rather than at work.
• Ask for a proposed session outline and partnership route before proceeding.

Examples: Source 1 · Source 2

The posts promote the Leadership Huddle, a Monday 9 AM ET show co-hosted with Saurel Quettan, and lay out a clear argument for executive audiences: integrity is alignment between who you say you are and how you lead, while comparing your strategy to stronger leaders accelerates growth and comparing your identity to theirs erodes confidence.

• For a content partnership built around a standing series managers can register for and return to, this format already exists.
• Biggar’s route is a single workshop plus follow-up posts.

The material promotes and invites people to a show; it doesn’t offer a repeatable method.

• Neither post contains an exercise, protocol, or sequence a facilitator can run in the room, so a workshop would require new work.
• The vocabulary leans toward conscious leadership and quotes Eckhart Tolle, Tony Robbins, John Maxwell, and Deepak Chopra, which may not land with a compliance-driven or operations-heavy management audience.
• The commercial route shown here is event registration, not community membership.
• Compared with Biggar, the trade is published exercises and a personal origin story for an established recurring format and an executive-coaching frame.
• Ask for audience size, engagement, and fees before booking.

Examples: Source 1 · Source 2

The posts announce Powered by Authenticity, published June 2026, and describe surviving two widowmaker heart attacks, leaving corporate America, starting MORE, moving across the country, and writing the book that followed.

• The stated lesson: waiting for a crisis to force honesty is an expensive strategy.
• For a leadership company seeking an author with a promotable title to drive registration, or a session for accomplished professionals asking whether their success still fits them, this is a closer match than a creator whose material centres on weekly energy management.

Neither post contains an exercise, framework, or facilitation sequence.

• One is a book announcement with promotional pricing; the other is an open question about human potential.
• The workshop would require new work.
• The commercial route shown is the book, not a membership or inquiry process.
• Compared with Biggar, the trade is two published protocols and a three-year weekly-video origin story for a transformation narrative and a released book that can carry an event.
• Ask for audience size, engagement figures, fees, and partnership terms before booking.

Examples: Source 1 · Source 2