Purposeful living means having a clear idea of what you want to achieve in life and taking active steps to make it happen. It's all about setting goals and working towards them, even when it's tough. It's about making a difference in the world and leaving a lasting legacy.
When you have a sense of purpose as an organisation as a whole, you believe that what you're doing is essential and makes a difference to other people. This comes from your values and beliefs as a group.
Here are some considerations regarding the importance of having a sense of purpose:
Why a Sense of Purpose Matters for Organisations
A sense of purpose is essential for any organisation, whether it's a business, a charity, or a government department. It gives members of the organisation something to work hard for and customers and clients something to believe in.
There are several benefits to establishing a strong sense of purpose within an organisation. It can improve employee engagement, customer satisfaction and retention, and overall business performance.
A sense of purpose can also help to attract and retain the best talent. People want to work for organisations that have a clear sense of purpose and are making a positive difference in the world.
A sense of purpose helps to create a unique identity. It's what makes an organisation stand out from the competition and allows it to build a loyal following.
How Can You Discover or Determine Your Sense of Purpose?
Losing your sense of purpose can be incredibly detrimental to both your individual and organisational success. When you lose sight of what you're working towards, you can quickly become unmotivated and unhappy. This can lead to a decline in work performance and lower morale within the organisation.
There are many ways that you can determine or rediscover your sense of purpose:
1. Define your values: What matters most to you? What do you stand for? Once you understand your organisation's values, you can start to think about how you can align your work with those values.
2. Ask yourself what problems you want to solve: What issues or challenges excite or interest you? What can you possibly do to make a positive impact in the world?
3. Consider your individual and team talents and passions: What do you do well and enjoy doing? How could you use those talents and passions to make a difference in the world?
4. Look for opportunities to give back: Are there any causes in your organisation that are important to you? Can you find ways to volunteer or donate your time and resources?
5. Set goals: Once you have a sense of purpose, it's essential to set goals that will help you achieve them. Ensure that you set achievable goals that are specific, measurable, achievable, and relevant.
If your sense of purpose is clear, you will be able to make better decisions for your organisation and be more efficient in achieving your goals. You will also be more inspiring to others and create a positive work environment as they will enjoy having a shared vision and understanding.
Furthermore, if your organisation's sense of purpose is clear, it will be more efficient, and attracting top talent will be easier. Ultimately leading to increased profitability and successful outcomes. So, if you want your organisation to be successful with consistently high performing teams make sure its sense of purpose is clear and shared throughout the fabric and structure of the company.
If you need help identifying the root causes that are impacting organisational sense of purpose you should consider an executive coach who has helped lead and guide teams through uncertainty with clarity, sense of purpose and shared understanding.
Stuart Andrews is a reputable executive coach in Australia who has been providing leadership and transformation coaching to executive leaders and organisations across the globe. Get a copy of The Leadership Shift: How to Lead Successful Business Transformations in the New Normal - a book filled with thought provoking insights from Australia’s trusted executive coach!
Professional development programs are avoided by many employers because they believe they are useless or don’t allocate the required funding to learning and development. There are various ways these programs can help your business and your employees.
Professional development increases an employee’s value and guarantees they remain relevant in their career field, in addition to the advantages of productivity and efficiency enhancements through additional training for their role.
An employee’s professional growth may also include earning a certification in a subject area that is related to their current job or a future role.
Staff members can increase their value to their employers and the workforce at large by demonstrating their ability to undertake bigger and cross functional tasks through development certification.
Retention and Job Satisfaction
Businesses that do not give their personnel the opportunity for career-building education typically experience higher employee turnover than those that do. Lack of interest and motivation is correlated with why organisations find hiring and retention so difficult. Employees quit because companies don’t invest in their professional development.
Employees expect engaging, challenging, and career-enhancing experiences and education. Companies risk losing their employees to rival employers if they don’t invest in a culture that values educational training programs for their workforce.
Ideas for Professional Growth of Employees
Employees can pursue professional development in a variety of methods. Find the programs that work best for your team by using the steps below.
1. Ask Staff Members about their Professional Needs
For business owners and managers, addressing staff skill gaps is crucial. Address each employee’s job performance and areas where professional development would be advantageous for them and the business.
In order to do this, work collaboratively with your team managers and HR representatives to have regular meetings with your staff with respect to their personal development. Ensure the conversations with the employee demonstrate that the organisation truly cares about them individually, their growth and their future.
Furthermore, by sharing ideas for professional development inside the office, staff members are given the opportunity to contribute significantly to the overall programs while fostering their own personal and professional development.
It is a collective obligation to foster learning in the workplace. Employee suggestions for academic or professional development programs should be welcomed.
2. Establish Alliances with Other Businesses and Experts in the Field
Companies should think about joining forces or offering access to workplace education via online courses and in-house training sessions. You might also use online resources for your industry or make contact with professional bodies both locally and globally. E.g. create learning innovation hubs where employees get to experience some time out working on their own initiatives in a group with other internal and external stakeholders that can inspire new ways of operating.
3. Take Advantage of Technology
Employees must stay current with technological advancements. Since most businesses are affected by disruption with the rapid improvements in technology, individuals who possess a variety of skills and talents are more flexible and valuable to employers than those whose learning has stalled. Technology and online education have made it simpler and more affordable than ever to promote a learning culture in the workplace.
4. Launch a Regular Expert Learning Program
Invite a competent team member or expert speaker to instruct your colleagues at a casual lunch. The expert can give a presentation to the group, and afterwards, team members can interact creatively with the expert to learn firsthand information about a certain subject. This fantastic monthly activity can impart knowledge to workers without consuming a lot of their time.
Opportunities for professional development are welcomed by some employees but not by others. Employers should support employees’ efforts to further their education both on and off the job. You could also set up new & unique initiatives that inspire innovation.
If you’re looking for a motivating executive leadership coach in Australia, you should call Stuart Andrews. He offers leadership coaching to support executives and business leaders in driving successful initiatives while their teams consistently perform at the highest level.
Start your journey to success by reading his newest book, The Leadership Shift
As the years go by, what defines a leader, or rather, how to develop a leader, changes. In the past, leaders may have been seen as managers who just sit down behind a desk and give orders. Nowadays, people want leaders that lead the team by example. So, what does this mean? Well, our ideal leaders may change as the years go by. However, if there is one thing for certain, it is the fact that we have to train the leaders of the future right now!
So, are you an executive looking to train leaders in your team? If so, let's discuss the importance of training leaders and the various strategies you can implement:
What's the Importance of Training Leaders in Your Team?
No one could deny the fact that leaders are the ones who inspire teams and show them the way forward. Leaders are the rocks that the team can rely on when times get tough. However, both leaders and teams alike need to be trained and developed to make the most out of their talents and ways of working. Not only is it important to develop leaders so they can lead better but also help the team build a growth mindset and improve productivity.
Here's why training your leaders is important:
1. Improved Communication
When leaders participate in training courses, they are able to learn how to communicate more effectively. We all know how communication is key in order to maintain close relationships, so this is an imperative especially in dealing with remote and a hybrid workforce.
2. Improved Leadership Skills
Training courses complemented with executive coaching also provide leaders with the tools and insights needed to learn how to lead better. This is an important consideration, especially if you have a new leader who has joined the organisation or taken up a new role.
3. Boosts Creativity
A training course can also give your team the chance to learn new ideas and concepts that you may not have thought of before. They can even surprise customers with new and exciting innovation and ideas!
4. Improved Soft Skills
If you have employees who are looking to develop their soft skills, training courses can be helpful. This can reduce waste in an organisation to ensure it is efficient. e.g. well thought out emails can reduce time wasted in going back and forth with clarifications.
5. Increased Confidence
Another benefit of participating in training courses is that when your team learns new skills and shares them with everyone else, their confidence as leaders will be boosted. As a result, they’ll be more prepared when facing new challenges and inspire confidence in their teams.
Strategies to Train Your Team Members into Leaders
There are many strategies you can employ to train the leaders of tomorrow, and here are just a few of them:
1. Mentorship and Coaching
If there is one thing that can help a leader fulfill the responsibilities of their position, it is guidance. Therefore, if you want to make leaders out of your team, you need to look to mentor and coach them. This is important as it will allow them to develop the necessary skills they need in order to become a good leader.
2. Encourage a Positive Working Environment
The best way to develop leaders is to encourage a positive working environment. Of course, you can't just give them a positive working environment. What you need to do is to lay down the ground rules and encourage an environment where both you and your employees feel comfortable working. You can even invest in various technologies and tools to promote such an environment, such as defining what a high performing team looks like and their ways of working. Not only will your team be much happier to work in such an environment, but it also motivates them to become leaders!
3. Be a Good Role Model
Ensure you are a good role model. This is important as it will allow you to convey good values to your team, not only through telling them what you expect of them but by being an example to them. Just imagine telling your team they need to listen carefully but you don’t encourage an open door policy yourself.
4. Set Core Values
Another important aspect is to lay down core values. This is important as it will allow you to determine what values you want to instill in your team. For example, you can tell your team to always strive for excellence, to treat others with respect, etc. When the core work values are set, your team knows exactly what to strive for and how to embed them in daily activities.
5. Be Supportive
While it is important to be a good role model, it is also important to be supportive. Being supportive means that you not only tell your team what they have to focus on, but you are there to back them up as well. Your team needs to feel your presence and have access to discuss challenges to obtain guidance.
6. Emphasise Personal Growth
One of the most important things you can ever do is to emphasise personal growth for your employees. This is extremely important as it lets your employees know that you care about them as individuals, their personal interests and not just a company resource.
7. Keep Them Motivated
Instill motivation by creating an environment that is united on a sense of purpose and shared understanding. Complement them regularly and offer opportunities to celebrate the wins as a team. Anything from simply telling them that you are proud of them or rewarding them with perks! You can also provide opportunities to be challenged (stretch assignments) where they can work as a united team solving problems and being rewarded for their innovation and team spirit.
In order to build high performing teams and inspire them, leaders need training, development and coaching. With a shortage of successful leaders, it’s important we start developing tomorrow’s leaders now. The various strategies mentioned above, can help create a new high performing team of leaders in your organisation, leading not only your business towards a brighter future, but a world to a better place too!
Stuart Andrews offers leadership coaching to help business leaders and executives enjoy high-performing teams that lead their organisations to success. Find our more about his executive coaching and more. Also, if you would like to lead successful transformations, check out his book today!