There’s a lot of talk about why organizations need to have a purpose beyond a mere marketing tagline: why they do what they do on behalf of those they seek to serve. What’s equally challenging to get at is how an organization defines its why, how they get staff buy-in — or better yet, staff input — and then has the discipline to choose activities that work towards fulfilling it.
I’m never saying that the lack of a real purpose is the only problem that causes organizational dysfunction. But it is one of the most foundational ones because people are looking to contribute with their roles.
— Brooke Erol
My guest to help walk us through this topic is Brooke Erol. Brooke is a corporate dropout who pursued her dream of having more meaningful work for herself and others where we are not only seeking money but also contributing to a bigger cause. All her life is spent on writing, speaking, coaching, and consulting on this topic of having a life of fulfilling and purposeful work. She works both with individuals- YourBestLife and organizations – Purposeful Business, Inc.
√ Many businesses focus on profits over purpose instead of figuring out how to do both.
√ An organization’s pain point is not necessarily an expressed lack of purpose, but lack of purpose is often the driver below the surface.
√ Leaders at the highest point of an organization — founder, and CEO — must have a deep consciousness to understand the imperative of having and living a purpose fully.
√ Companies often face a litmus test as to whether they are going to honor their purpose in their decision-making,
√ Customers and job seekers should monitor a company over time to see if it adheres to its purpose.
√ The number one reason for the purpose to stick is the 100% commitment of the CEO or the founder.
√ Instead of trying to save the whole world, find one area where you can have an impact, and let that be your purpose.