Introduction: When Strategy Fell Short and Purpose Took the LeadEarly on in my career, I worked on a student development team that was misaligned. It was obvious that coworkers did not agree and that priorities were set based on strategy and systems. The issue was that only a few people were actually aware of (let alone bought into) the priorities of the team. When I was leading part of this team, I started to recognize that each team member had their own agendas for their work and their own ideas of success. Some were just in it as a stepping stone. Others wanted to help students solve mental health challenges. Others want to just be a friend to whatever student they engaged with. All of these purposes are just fine in their own right (some better than others). The issue was that our leadership never set the priorities. I'm not talking about the day to day priorities and task lists. We had plenty of those. We didn't know what actually mattered about our day to day work. It's clear to me now that it wasn't for lack of strategy or systems that our work was difficult and misaligned. It was because we had never taken the time to sort out the purpose behind our work, the collective direction on what mattered most and set the tone for each decision and action. Strategy Isn’t Enough: Why Teams Still Feel MisalignedYou can have the best-laid plans and still feel the drag of disconnection. I’ve seen teams with beautifully crafted mission statements and five-year visions burn out and feel lost. But the problem wasn’t clarity - it was meaning. According to a 2023 McKinsey study, 70% of employees say their sense of purpose is defined by their work. But only 18% say they actually get that sense of purpose on the job. That gap isn’t just a missed opportunity — it’s a culture risk. Strategy and systems tells people what to do. Purpose tells them why it matters. Without that deeper anchor, even high-performing teams can feel like they’re sprinting without direction. Purpose is what helps teams not just execute, but care. What is Purpose-First Leadership?Purpose-First Leadership is practical. It's a way of leading and thinking that puts unified purpose front and center. Purpose-First Leadership means designing and leading with meaning in mind: aligning decisions, structures, and conversations around what truly matters. It's not about “adding purpose” to your culture like a mask or marketing ploy. It's about revealing and living it authentic purpose that brings your team together. Here’s the core shift: instead of asking “What’s the goal?”, Purpose-First Leaders ask, “What’s the impact? What are we really here to do together?” And that shift shows up in:
It’s not a "nice-to-have." It’s the foundation. The Four Pillars of Purpose-First LeadershipHere’s the framework that works for individuals and teams:  1. Values: The Non-Negotiables Values define what’s most important in how we work. When leaders consistently model and communicate values - not just in slogans, but in decisions - trust grows. Try this: In your next 1:1 or team meeting, ask: “What value guided your decisions this week?” It’ll tell you a lot more than performance metrics alone. 2. Strengths: What Comes Naturally When people use their natural strengths, work feels energizing. Gallup research shows that people who use their strengths daily are 6x more likely to be engaged. Tool tip: Use CliftonStrengths to start mapping your team’s core talents. 3. Passions: What Sparks Energy You can have two people in the same role, but what fuels and inspires them may be totally different. When leaders invite passion into the conversation, they unlock innovation. They create opportunities for passion to flourish in diverse settings. Prompt to try: Ask your team: “What part of your work do you wish you had more time to focus on?” That’s a clue to passion. 4. Calls to Action: Purpose in Motion This is the vortex, the drawing force that creates a sense of “I can’t not do this.” It’s where purpose becomes action. It’s often connected to a pain point someone wants to solve or a future they believe in. But no matter, what it should move you to action. Reflection prompt: “What issue or opportunity in our work do you feel especially drawn to lead or improve?” When teams align across these four, the workplace transforms - not from the top down, but from the inside out. What Happens When Purpose LeadsWhen purpose leads, culture follows. And it sticks. I’ve seen teams redefine performance conversations around values, not just numbers - and watch morale soar. I've seen teams flourish because they were able to address the four pillars and create a culture that made the most of each day in places that mattered to each person. This isn't just anecdotal. When purpose drives the process, teams become:
But there are still a lot of people who see purpose as just another hurdle they have to overcome. The result is typically a "strategy session" where vision is discussed but the true purpose is never defined. Not every organization is ready for the shift. Here are some common hurdles I see and how you can adjust:
You don’t need to have it all figured out to start leading with more intention. Five Purpose-First Micro-Practices You Can Try This Week
These aren’t huge overhauls. But practiced regularly, they reshape your culture from the inside out. Want to Align Your Team?If this post sparked something for you, I’d love to help you explore it further. I offer a free, no-pressure 15-minute coaching call to help you:
Send me a quick email to set up a time to talk — it’s real conversation, not a pitch. FAQ: Purpose-First Leadership1. Can I lead with purpose in a metrics-driven organization? Yes - purpose and performance aren’t opposites. Purpose gives metrics meaning. 2. What if I don’t feel clear on my own purpose? That’s normal. Start with values and strengths - they’ll point you in the right direction. Or let's talk and discover it together. 3. Will my team resist this approach? Maybe. But start with curiosity, not pressure. Invite, don’t impose. 4. How do I make time for this? Use what’s already there - 5 minutes at the top of a meeting can shift tone and energy. 5. What’s one book or resource I should read? Try Start with Why by Simon Sinek or Make Your Job a Calling by Bryan Dik and Ryan Duffy. 6. What if leadership above me doesn’t value purpose? Lead where you are. Influence is built through consistency, not position. 7. How do I measure the impact of purpose-first leadership? Look for signs: engagement, retention, initiative. Qualitative feedback is often your first signal.
0 Comments
Leave a Reply. |