Aligning People With Purpose
The UK-based CIPD just released a report designed to stir interest in the benefits of organizational “shared sense of purpose.” CIPD defines shared purpose as an organization’s “identity and ‘the golden thread’ to which its strategy should be aligned.”
In a CIPD survey of 3,000 UK employees (May 2009), just under half said they experience a strong sense of shared purpose at work compared to 28 percent who certainly do not.
Based on this survey data and a literature review, CIPD researchers list six factors that drive a strong sense of shared purpose.
1. An invigorating organizational purpose
This goes beyond making money or making shareholders happy. The strongest driver is “creating a better world for customers, stakeholders, or society” (as long as the organization can deliver, of course).
2. Effective leadership
These are leaders who actively develop shared purpose and mobilize people’s energy, often through the use of storytelling.
3. A compelling vision and strategy
“Both vision and strategy need to be grounded in clear goals to be achieved and employees need to understand how their roles contribute to delivering those goals.” Don’t forget to celebrate progress toward achieving those goals.
4. A meaningful employee voice in decisions
Employees need to be consulted and to feel they have opportunities to be involved in making decisions.
5. Effective performance management
Employees need to understand what’s expected of them and receive clear feedback and coaching from their boss.
6. Common practices
Common practices, such as the adoption of a shared approach to quality, can break down functional and physical boundaries.
The CIPD report includes a “shared purpose in practice” case study of the Royal National Lifeboat Institution.
To download a copy of the report, go here or email me at Alan [at] AlanMorantz.com
