How to Make Your Team More Purpose-Driven (Even if You Aren’t the Boss)

When you have a lens on something, you can’t not see it.

For example: When you start redecorating your house, you begin noticing (and are maybe judgmental about) other people's houses. If you're on a new diet, you suddenly start analyzing your spouse’s takeout order. 

The same is true about activating a sense of higher purpose at work. When you foster a purpose-driven mindset, you start looking at everyone else through that lens.

It’s natural. When we focus on something, that something colors our thoughts and our conversations.

I work with many leaders (both formal and informal) who are eager to bring the power of higher purpose to their teams. When they start observing the language and behaviors of their teams through the lens of purpose, they become acutely aware of the hyper-transactional (non- higher-purpose-oriented) conversations around them.

Upon initial observation, it’s can be easy to get discouraged. Many reach the (usually wrong) conclusion that those other people just “don’t get it.”

The skepticism is typically rooted in one of two dangerous assumptions:

1.    “No one else wants higher purpose but me.”

The truth is, we all want meaning and fulfillment out of our work. Yet, oftentimes, we assume we are alone in that desire because no one else has voiced the same. The operative word here being voiced. In reality, we don’t know what’s inside other people’s hearts.  

2.    “You are either purpose-driven or NOT.”

People are complex and have multiple motivations. Like everything, being a purpose-driven leader is a spectrum. Just like being creative or being a good communicator. Our mindset and our success with sticking to our best intentions changes by the day and sometimes we slide back a little bit.

The reality is, purpose has both proven economic benefits to the organization as well as deep personal benefits to the employees. Creating a culture of purpose isn’t accomplished with a CEO-Memo; it’s an intentional effort made by individual employees in the cadence of daily business.

Here are three ways you can help your team foster a mindset of purpose:

1.    Be invitational in your positioning. Purpose is an "in addition to" more than an "instead of.” 

You can say things like, "You know, I've been thinking about how our work really impacts so-and-so. Just wanted to keep the end game in mind as we dig into the details!” Small mentions and framing are much better received than, "Please reassess the last 30 years of your leadership philosophy." 

2.     Speak their language. When you talk about the benefits of a purpose-driven mindset, read the room. This about who you're talking to and what's important to them. If you're talking to someone in finance, outlining the economic benefits of purpose can be really helpful. If you're talking to HR, highlight the elements of engagement and fulfillment that purpose can bring to a workforce. 

3.    Don't let perfection be the enemy of great. If someone expresses a little interest, tells a story about making a difference, or even politely smiles as you talk about purpose at work, that is a great start. You went on an intellectual journey to arrive at the place you are now; It took time. Give other people that same opportunity, to reflect, explore, and make incremental gains.

You don’t have to quit your day job to find purpose, meaning, and fulfillment at work. With some intention (and a little patience) you have the opportunity to bring higher purpose to the fore of your team, even if you aren’t the formal leader.