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Lead with Purpose — to Lead the Way!

In the wilderness, a simple tool, like a compass, is the difference between finding

safety or endless wandering. With magnetic magic, the needle aims the way.

Now, each stride has purpose and direction. Leading your team and company is

no different. So, what do we use to point our leadership True North?

Strong and effective leadership is rooted in purpose and principle, which

provides us with decision-making direction – a course forward. Purpose-focused

statements of vision, mission, values and guiding principles become our

leadership compass. They drive intent and answer the “Why” – which is vital for

employee engagement, alignment, strategic focus and coordinated action.

The challenge is whether these statements are mere words or a call to action that

resonates with all employees. Let’s test these statements.

The Prince Health Purpose Statement Test

If you can answer, YES to each question, your statements – vision, mission, values

and principles - are on-target to provide the right direction and action:

1) “Are they Clear?” Can the statement be fully understood? Do employees

have to think about what the statement means or does the statement

immediately inspire emotion and action? Ask employees to review the

statements and to provide feedback on their clarity.

2) “Are they Concise?” Use simple, action-oriented words. Keep vision and

mission statements to a single sentence. Write values & principle statements in

bulleted sentences that connect employee action to the your mission & goals.

3) “Do they move people?” Purpose-driven statements need to arouse a call

to action. They need to be attainable while stretching people to achieve great

success. The vision statement should tell people where the organization is

heading and the mission states the current aim.

4) “Do they help leaders make decisions?” Statements that define values

help leaders keep their teams on course. During times of change and uncertainty,

leaders rely on these statements to answer the challenging “Why” questions and

to help steer direction and set expectations. Schedule a meeting or retreat to

renew team commitment to organizational values and principles.

5) “Are they Integrated?” Incorporate purpose-driven statements into the

performance management process. Evaluate people on exemplifying the values

and guiding principles. Provide specific feedback when they are living these

values and ensure there is frank discussion when they do not. Model it yourself.

Use this simple five-question test to ensure your purpose-driven statements are

strategic, clear, concise, inspire and help people make sound decisions.

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