Image courtesy @tomcrewceramics
In an age that has become renowned for rewarding profit-making over all else, workers are justifiably skeptical when their leaders speak about values. The more mission statements circulate, the more suspicious they turn out to be. However, because a vigorous environment necessitates individuals to behave autonomously, often without explicit instructions or rules, a profound sense of shared purpose and values is more important than ever.
Indra Nooyi, former chairman, and CEO of PepsiCo, frequently spoke of performance with purpose. During an interview, she observed, "The most important part of a performance with purpose is the use of the word “with.” Meaning we should focus on embracing performance with purpose, not its opposite performance and purpose, or performance or purpose. Without our focus on purpose, we will fail to deliver on the promise of performance. Unless we deliver performance, we can't pay for the purpose.
What can you do?
Start by rewarding achievement with autonomy. Astute leaders have learned to reward individuals for what they accomplish instead of tracking tasks. Rather than relying solely on financial incentives, they motivate employees by giving them time to pursue individual passions. Understand that commitment comes from personal opportunities for autonomy, mastery, collaboration, and recognition.
Inclusion and Purpose
As businesses strive to meet their assurances to improve workplace inclusion and choose whom to push to leadership positions, they should remember what their workers, in fact, say about what makes an inclusive leader. Our experience has proven that one of the best ways to ensure workers feel equally valued with a shared sense of purpose.
About Jim Woods
Jim Woods is President of Woods Kovalova Group. Since 1998 he has developed the firm into one of the leading unconscious bias training providers in the world. Jim is a former U.S. Navy Seabee, University professor, and fifth-grade math and science teacher. He has authored four business books and two children’s books.
He strives to enable managers and frontline employees to have meaningful conversations on race and reimagine diversity and inclusion programs that create collaboration and increase the leadership capabilities of under-represented people everywhere through virtual programs and discussions. Hire Jim.