A clear company purpose gets people fired up. It’s even more powerful when it clearly and specifically articulates the difference your business strives to make in the world. It inspires passion, and shapes the organizational culture.
Without a fundamental purpose, organizations cannot steer efforts in any general direction. Employees need a reason to serve, shared goals, a common cause and focus. They need to know what their organization stands for so they can embrace its stance. They need an answer to “why.”
People don’t buy what you do; they buy into why you do it.
Simon Sinek
Your “why” can, and should, be answered in every way possible. Consider the Six Components of a Great Corporate Culturethat John Coleman described in HBR:
- A unifying vision or mission that fashions one’s purpose and plans
- A code of values that influences behavior and mindsets
- Practices that support and enhance people
- A recruiting process that matches people to the desired culture
- A celebrated heritage that tells the company’s story and what it stands for
- A beneficial working environment to optimize synergy
Leaders are charged with creating a vision of the organization’s future. They’re required to disseminate and promote it in answer to the question “why”. Purpose or mission statements are noble callings to serve, respond to and meet the public’s needs.
How Great Leaders Reinforce Purpose and Passion
A purpose can tell a story, hinge on a legacy or chase a dream. Each unites people as they endeavor to achieve something together. Culture is enhanced by accomplishing something that’s possible only when everyone shares the same purpose.
But here’s the thing: effective leaders know that hitting people over the head with mission statements causes more harm than good. In the organizations where I consult, I see people respond best to small, frequent, unobtrusive reminders of their purpose. Offer frequent encouragement and feedback.
Hone Your Skills
When this topic comes up with my coaching clients, we discuss the importance of honing vital skills to:
- Clearly state individual and collective priorities. People want to know what’s expected of them.
- Overstate priorities to ensure everyone is in sync. There’s no need to be forceful or indignant. Aim for supportive and motivational.
- Provide high-feedback training. This allows people to fail and find ways to improve. Culture blooms when people are empowered to learn and grow. Be sure to celebrate small victories.
What do you think? How do you reinforce purpose and passion? How does this affect your organizational culture? You can call me at 561-582-6060, let’s talk. And as always, I can be reached here, or on LinkedIn.
