Purpose Statement

Why You Need a Purpose Statement – and How To Write Yours

September 19, 2018ColleenIndustry News, UncategorizedLeave a comment

Last month, I wrote about knowing your “why.”  Knowing your why is crucial to anything you do.

It can help:

  • Inspire you to remain focused on what’s really important
  • Deepen your capacity for meaningful introspection
  • Guide you to set intentions which will help you become all that you are meant to be
  • Help you make decisions more effectively – and mindfully
  • Save you time and energy by avoiding wasted effort on meaningless things
  • Help you create much more joy, fulfillment and, yes, purpose in your life

The deeper we can get down on the “why” scale, the better. “Getting ahead”, for example, will only keep us like a hamster in a wheel.

“Helping women leaders over 40 understand their innate worth”, however, will help us to narrow down our activities to those helping move this “why” forward.

Purpose StatementOne concrete way to get crystal clear on our why is to have a purpose statement.

This is different than a mission statement.

Forbes contributor Steve Cooper makes the analogy of your purpose being like your guiding light when the going gets tough. He also makes an important distinction between your personal purpose and a business mission:

“It might be easy to understand that your business mission is to create a suite of apps that will help educate children, but that doesn’t answer the question of why you are doing it.

What’s your personal mission?”

-Steve Cooper

The Oxford Dictionary refers to “purpose” as “The reason for which something is done or created or for which something exists.” In other words, your purpose is very closely linked with your “why”.

A brief history on personal purpose statements…

Decades ago, the renowned author Stephen Covey recommended that we create a “purpose statement” as part of his now infamous 7 Habits of Highly Successful People –specifically, Habit #2: begin with the end in mind.

Covey observed that people were working harder and harder without enjoying the fruits of their efforts. Why? A deficiency of clarity and vision. He compared this to “pushing a rope with all of their might.”

How many times have we done the same? Pushing and pushing, like being on a continuous treadmill – thinking we are taking all the right actions and yet wondering why we are still so unhappy.

It’s because either we are doing the right things for the wrong reasons or because we are doing the wrong things. Either way, when we are not clear on our purpose, things get all muddled up in our heads and we begin living someone else’s life – or, at least, the life we think we are supposed to be living according to society’s or someone else’s standards.

We have forgotten who we are and why we are here.Purpose Statement

Purpose statements can help with that.

Today, some of the world’s most powerful leaders use purpose statements to set the stage for greater alignment with self, for growth and ultimately, for higher levels of success and fulfillment.

Here are some sample purpose statements from well-known business leaders, courtesy of this Fast Company article:

Sir Richard Branson, founder of The Virgin Group:

“To have fun in [my] journey through life and learn from [my] mistakes.”

Oprah Winfrey, founder of OWN, the Oprah Winfrey Network:

“To be a teacher. And to be known for inspiring my students to be more than they thought they could be.”

Denise Morrison, CEO of Campbell Soup Company:

“To serve as a leader, live a balanced life, and apply ethical principles to make a significant difference.”

A purpose statement isn’t set in stone – a ‘one and done’ exercise. In fact, your purpose statement is meant to be revisited, revised…and sometimes entirely re-written. As you transform and understand more about yourself, so, too will your purpose statement evolve!

To take more of a hand in your own evolution, please sign up here to access my free Weekly Bold Move.

Workplace culture | Corporate culture in the workplace | Inclusion in the workplace

Leaders, Inclusiveness Improves Corporate Culture

December 12, 2017ColleenUncategorizedLeave a comment

“Our belief is that if you get the culture right, most of the other stuff, like great customer service or building a great long-term brand, or empowering passionate employees and customers will happen on its own.”
– Tony Hsieh CEO, Zappos

Recent news headlines have given us much to think about when it comes to what’s accepted within an organization’s culture. It begs the question: What would it be like if all workplace cultures were built on mutual respect and openness? And how do we make that happen?

Let’s start by understanding the importance of culture in business and then consider how leaders can be the catalysts for positive change in their specific organizations.

Culture: The “Immune System” Of The Workplace

There are myriads of ways that workplace culture impacts an organization’s short- and long-term success. In a recent article on Time.com, Arianna Huffington referred to corporate culture as a company’s “immune system.”

When a workplace culture is healthy, it values and celebrates each person’s contributions, so current employees want to stay and potential employees are eager to come on board. Conversely, an unhealthy culture will damage a company’s reputation and make employees more prone to the “illnesses” of human nature.

The more fit and strong the culture at your organization, the more easily employees can recognize the onset of these issues and take steps to remedy them.

What Makes A Healthy Workplace Culture?

Rather than focus on negatives, here are a few of the positive aspects that define a fit and thriving corporate culture. If they don’t necessarily describe your company right now, consider how you might incorporate them going forward, starting with your teams.

  • Diversity – Do you find yourself (or those within your organization) saying, “That’s the way we’ve always done it”? No more! This is essential if you want to foster well-being and improve performance. Diversity enables new thoughts, ideas, and possibilities to emerge so that you’re continually thinking, looking, and moving forward.
  • Transparency – In a culture of openness, you can spot issues and correct them before they create a crisis. Transparency makes it safe for people to admit their mistakes, learn from them, and use those lessons to benefit the organization. Be honest – could your organization benefit from greater levels of transparency?
  • A Larger Purpose – Millennials, in particular, thrive in a culture where principles are as important as profits. But doesn’t everyone want to feel they’re part of something beneficial -not only for customers but for the world as a whole? Where does your organization stand on this?

Your Role As A Leader: Build Inclusiveness

If a healthy corporate culture could be summed up in one word, it’s “inclusiveness.” An Inc.com article states that inclusive workplace cultures are healthier, more productive, and make team members feel more valued.

However, leaders can’t always gauge their efforts at inclusiveness, according to a ten-year study by leadership consultants Jack Zenger and Joseph Folkman. So here are some key benchmarks to help you be a more inclusive leader and create a healthier corporate culture:

  1. Try to ignore your ego. – It’s human nature to think of ourselves first, but our role as leaders is to keep the focus on success for our team and for our organization as a whole. When you make this shift toward intellectual humility, you almost automatically create inclusiveness.
  2. Remember the value of listening. – As a leader, there’s a time to talk. But often, the way to reach the best ideas and solutions is to listen, and you create inclusiveness when you do. This doesn’t mean you have to use every suggestion, but you should always be willing to at least hear them.
  3. Encourage collaboration on your teams. – When your team members contribute to a project or solve an issue, they gain a great sense of motivation and accomplishment. Bill Gates said, “As we look ahead into the next century, leaders will be those who empower others.” And empowerment often starts with collaboration.

Every person deserves to work in a culture where they are valued, supported, empowered, and encouraged to be all they can be. As leaders, we play a major role in creating this safe and nurturing environment not only for the benefit of our employees but for the success of our companies in the long term. Are you ready for the challenge?

Looking for ways to be a bold leader who is a catalyst for creating a healthier, more inclusive culture within your organization? Sign up here to access my free Weekly Bold Move.