Four Attributes of a CORE Purpose

Why your organization needs to find its Purpose

To keep your organization afloat you need to have positive cashflow. But that can’t be what your organization is all about. It’s important to focus on what’s deeper than making money—especially if you want to make more money. To secure your long-term future, it’s crucial to think about your organization’s CORE Purpose.

CORE

Your organization’s CORE Purpose is more than just making money. It’s more than your mission or vision. Your purpose is more than just what you do. Your organization’s purpose is the difference you want to make in the world as a result of what you do.

While the word “CORE” is a descriptive word for purpose, it is also an acronym for the four main attributes of having a CORE Purpose.

Are You and Your Board in Alignment?

Is Your Relationship Characterized by Cooperation or Confrontation?

How would you describe your relationship with your board? Would you say that is harmonious? Or would you say that it is contentious? If you and your board are at odds with each other, then it is likely that you are not in alignment.

Alignment

I have found in working with myriad boards and CEOs that oftentimes the confrontation is caused by confusion. There is discord between the CEO and the board because they are not in alignment.

The good news is that—as long as there is no executive malfeasance— a skilled facilitator can usually restore CEO-board relations by clearing up the confusion. However, a mediator may be required if the standoff is deep-seated.

If you are your board are not in alignment, here are the three areas where there may be confusion in the CEO-board relationship.

Friction between Brand and Culture Costs You Money

Why You Can’t Ignore the Relationship Between Your Brand and Culture

The relationship between your brand and your culture must be frictionless. Your employees’ interactions with customers and with each other need to be like a well-oiled machine. The way your employees interact with customers and fellow employees is indicative of your company’s cultural health. If internal and external interactions are not lubricated sufficiently with a healthy cultural perspective, then there will be friction between the engine parts. And friction between your employees—and especially your customers—will cost you money.

Friction

Your marketing messages and your employee culture must be in alignment. If they are not in alignment, then your customers will be confused. And confusion kills branding.

If your culture in your organization is not optimal, then you cannot optimize customer retention. Until the culture improves, there will be customer churn. And that friction in your brand-culture relationship will cost you money. And you especially cannot afford that friction in this difficult economy.

Here are three points to remember in reducing friction in your organization’s brand-culture relationship.

 

Diversity Starts with You

Five Key Fundamentals for Culture Change

Culture change starts with you as a leader. In your role at your organization, you can have a profound impact on the people employed there. You have the potential to be an agent of transformation. You can make a contribution to society by making an impact on your company culture. Diversity starts with you.

Diversity

We all arrive where we are based on our own experiences, and our experiences affect our worldview. But here’s the tricky thing: we are usually oblivious of our worldview. We usually think we are more open-minded than we actually are. We usually don’t realize what our worldview is until something challenges that view.

Culture change is a process, and a process takes time. It requires intentionality, clarity, and consistency. It requires doing things that we typically haven’t done before. We can’t expect a short diversity training session to change behavior. It needs to be woven into the fabric of our organizations. It requires us to operationalize our organizational values into a systemized training process.

Here are five key concepts for incorporating diversity into your company culture through a systemized training process.

Vision Provides Both Power and Focus

Why Vision Is the Centerpiece of Your Company Core Fundamentals

To get a rocket to lift off, you need to have a combination of both incredible power and precise focus. Leaving the atmosphere requires that you have an enormous amount of thrust, but that thrust has to be channeled in precisely the same direction. In your business, you need to the same combination of power and focus. And you can harness both through vision.

Power and Focus

Vision is the centerpiece of your core fundamentals. Every organization needs to have both the power and focus that vision provides. Your Purpose, Values, and Vision provide the power; and your Mission, Customer, and Vision provide the focus. Vision is the only one in common between the Power Fundamentals and the Focus Fundamentals. Vision will get your team moving in the same direction over a longer period of time.

Here’s why Vision provides you with both power and focus.

How to Get the Most from Your Training Program

Integrate Your Culture Building Process into Your Training Curriculum

Your training program in your company may be incomplete. Training is an essential part of building your culture, but many organizations don’t understand how comprehensive it should be. Culture building should be integrated into your training program in order to get the most out of your training dollars. Otherwise you are throwing money away.

training program

Training is not expensive: lack of training is expensive. Take The Container Store, for example. They provide their employees with more than 10x the amount of training their industry average provides. And they pay their employees significantly more than the industry average. And yet their employees have only 1/10 of the industry turnover rate.

The training The Container Store provides their team serves to create the culture that keeps employees working for the company. Similarly, your company needs to incorporate your culture building process into your training program.

Here are the four levels necessary for your training program to mutually reinforce your culture building process.

Four Signs of a Toxic Culture

Four Steps that Make Your Company Culture Spiral Downward

Your culture defines how things are done at your organization. But it’s possible your culture defines how things are not done at your organization. Instead of moving your organization forward, it’s possible your culture is holding you back. If that’s the case, you have a toxic culture.

toxic culture

A toxic culture makes everything more difficult at your organization. Eventually a toxic culture will cause you to lose your best people, decrease your productivity, and reduce your profitability. And it will only get worse unless it’s identified and addressed.

Here are four signs that you have a toxic culture at your workplace.

(Re)Discovering Your Company Purpose

Digging Deep to Recover Your Reason for Being

Your company purpose is key to your brand differentiation. Knowing why you do what you do will help you draw the right customers to your company. But what if along the way you have lost hold of your company purpose? Or what if you never identified your company purpose? The good news it’s never too late for you to (re)discover your company purpose.

company purpose

Now, it’s important to remember that your company purpose has nothing to do with making money. It can’t have anything to do with making money. Because making money is only a by-product of your company purpose.

Here are three ways you can (re)discover your company purpose.

Why Even CEOs Need Leadership Coaching

CEOs Need Leadership Coaching More Than Anyone Else

CEOs need leadership coaching. It may not seem like it because they are already in the top job. But the fact is that CEOs need leadership coaching probably more than anyone else in the organization.

leadership coaching

Now, it’s true that you want to build your future leaders through leadership coaching. They do need to be coached in how to lead better than they currently do. No one disputes that. But many CEOs don’t realize they need leadership coaching for themselves.

Here are four reasons why CEOs need leadership coaching more than anyone else in the organization.