Leading with Intent: Assembling Forces that Embrace Your Vision

Purpose oriented leadership is an agent of change in any organization but, it’s also an understatement. It’s not just about formulating set aims and accomplishing them, but rather creating an overarching sense of purpose which will unite people and inspire them to succeed. Boy, oh, boy, how resilient and innovative do you think the teams of leaders are whose missions they truly believe in? That’s right, they’re more engaged and highly motivated. But to build such teams, intention and authenticity alongside an unwavering commitment to the tenets in place defining the purpose is paramount. 

Clarity is enormously significant for purpose-driven leadership, and it is central to everything philanthropy. For the leader to know the ‘what and the why’ behind their mission enables them to inspire others, and that inspiration leads to action, which in turn builds trust and commitment – or vice versa. In an In a team, purpose trained leaders articulate the ‘why’ to inspire a ‘what’ others will want to be part. It has a unifying force because it bonds people with different skills and backgrounds who have faith that the work they do has a great purpose and meaning. 

As noted before, trust is a prerequisite for purpose-driven competency, but in order to build a committed team you must first go through the recruitment stage. This starts by target excluding people whose beliefs do not resonate with the purpose and values of the destination organization.

Engagement from new team members is above all collaterals necessary to meet the overall organizational mission. While as normal people, it may seem easier to get more engaged with self-initiated work, having a self-connection to the mission helps steer the vision of the team as well. Skills and experience to make inputs complement this.

Building belief in the mission requires leaders to be authentic and real. People’s leaders who practice what they preach have credibility. Because team members can see how their leader lives out the mission constantly, they’re more likely to buy into it. So too do authentic leaders support persistent and measurable effort. They talk about difficulties and failures. Both goals together answer the question of how to win respect: Authetic leaders answer it through earning belief.

This notion of leadership embraces allowing team members to take ownership of the mission as well. This type of leadership is easy to obtain and sustain. Believing and trusting in one’s own collaboration is very empowering. This feeling of ownership greatly assists in creating a positive and dynamic environment where team members feel encouraged to offer assistance and support one another.

Team members need to be able to know how to communicate with each other and that communication can be the most vital glue to build a strong belief in a mission.

Purpose-driven leaders help their teams in grasping the essence of the ‘why’ other than ‘what’ needs to be done. This is achieved through forging stories, retrospectives and feedback mechanisms on reaching milestones, which serve as reminders of the purpose to everyone involved with the case. Similarly, successful completion of particular tasks alongside acknowledging the individual efforts made on strategy and execution, strengthens the emotional ties further, shifting the goal from theoretical to practicable. 

Creating an environment and culture that support the goal of purpose driven purpose is the other component of the puzzle of purpose driven leadership. Rather, people are more likely to contribute to a cause if they have an ample access to development opportunities, respect and harmony within their teams, alongside healthy leaders that are centered around their people. When team members are nurtured, cared for, and appreciated, they are likely to be able to rally around a collective cause. 

Change and mission hand in hand is what this leadership style encompasses, with great focus set around core purpose vision. Nothing worthwhile is ever achieved without overcoming obstacles, particularly when revisions on the strategy are needed on top of the mission focus. And yet, leaders with strong faith in a cause are able to inspire others around them by being true in messages and flexible in strategies. This is how trust is further built, and why leaders show resilience to shift in certain strategies when the overall image is at stake. 

But at the end of the day it is only about leaving a legacy stronger than before that is headed by the reason to have purpose in the first place.

In organizations, high-performance teams tend to focus on a mission and are able to make an impact, which is valuable for stakeholders. Provided with a sense of purpose, their leadership makes the work worthwhile, and employees feel they are a part of something greater. The combination of self-belief and teamwork proves to be an effective driver of creativity, quality, and sustainability. 

Why would an employee do their job rather than look for other distractions? In such an environment where there is such a high burden and where politics keep changing, purpose-driven leaders offer clarity. It helps teams understand why their service is important and reminds every one of their worth in the grand scheme of things. Leaders having this mindset do not just create high-performance teams but also foster a purposeful culture that is long lasting and helps build a better tomorrow for their organizations and the people involved.