We live in a world where people are judged by their results and measured by their goals. This mindset affects everything we do and how we view our team members and ourselves. Your leadership establishes the tone and influences the company’s work culture. Results are unpredictable—they’re not always what we want, but they’re always real. And that’s what makes them so valuable to the company.
On the other hand, I see purpose as the WHY of your work. It’s what drives you, and it’s not always easy to explain. So, how do you make sure your leadership approach is balanced in both aspects?
You’ve probably heard the saying that if you want to be a successful leader, you need to focus on your purpose, not just your results. And it’s true—you can’t get anywhere if you’re not clear about why what you do matters.
Traditional Leadership versus Purpose-driven Leadership
Traditional leadership, as you know, often centers around hierarchical structure and achieving immediate business goals. Leaders in this style typically prioritize financial performance and operational efficiency, with a strong focus on control, stability, and maintaining the status quo. Decision-making is often more top-down, with less emphasis on employee involvement or alignment with a larger purpose beyond profitability. While this approach can lead to quick results and clear directives, it may lack the inspirational and motivational elements that foster long-term engagement and fulfillment among employees. Traditional leadership may also be less adaptable to change, as it is more focused on established practices and short-term objectives.
In contrast, Purpose-driven leadership focuses on aligning the organization’s mission and values with a purpose that goes beyond profit. Leaders in this style emphasize inspiring and motivating their team by connecting their work to a broader meaning and societal impact.
At the heart of purpose-driven leadership lies a clear and compelling vision beyond mere profit. One of the key pillars of purpose-driven leadership is its ability to enhance employee engagement and motivation. We’ve all seen it happen: when individuals feel connected to a meaningful purpose, their work transcends routine tasks and becomes a source of personal fulfillment and contribution to a greater cause.
Discovering Your Purpose as a Leader
If we had to name the most critical quality in you as a new leader, our first thoughts might be attributes like strategic foresight, business acumen, or technical expertise.
While it might come as a surprise, purpose-driven leadership searches give short redirection to “self-awareness,” which should actually be a top criterion. A high self-awareness score was the strongest predictor of overall success.
Living a purpose-driven life involves more than just reading and reflecting on philosophical or spiritual books; it requires actionable steps and a committed mindset.
Your purpose is often closely linked to the activities that others recognize you for and value your input on. By paying attention to these patterns and acknowledging the trust others place in you, you can uncover your inherent passions and talents. This self-awareness can guide you toward finding and embracing your true purpose, too.