By now, you should have at least a foundation for Why You Do What You Do and a reasonable understanding of How Our Wiring Impacts How We Purpose Our Purpose… With those things in place, let’s build on that so we can be sure we’re always keeping our purpose top-of-mind!

I want you to think of some o...

If you’re a leader with this final primary behavioral style, I have no doubt whatsoever that you’ve developed complete clarity around how each task you perform ties to your purpose and why all the other junk you deal with through the process shouldn’t bog you down. But developing that clarity and ke...

If we’re in a leadership role and have this third primary behavioral style, where we’re more Reserved and People-Oriented, we’re part of the largest group across the population as a whole. That said, I haven’t personally seen nearly as many folks who are wired this way jump at opportunities to be fr...

Just as much as I get fulfillment by getting things done, there’s a large group of folks who will thrive on having as much fun as they can while they work at achieving their purpose. While this group will likely be every bit as Outgoing and move at a pace that’s just as fast, they’re much more tuned...

I’ve said it before and I’ll say it again: Leadership is HARD! I’m not suggesting that it’s complicated or difficult, just that it nearly always brings a heavy mental and emotional burden. Fulfilling our own responsibilities is often a complicated task in itself but accepting responsibility for the ...

Leading with a clear purpose, whether that’s drawing from the power of having a clear purpose for why and how we lead the team members who are counting on us or through how we provide that same kind of clear purpose for each individual on the team, is often some of the most important work we’ll do f...

More than ever, the topic of core values and specifically how to better ingrain core values into an organization's culture comes up in our leadership conversations. Anytime we talk about core values and how to keep them relevant, we have to talk about company culture. 

No matter what company value...

As we’re working to provide our best team members with a reason to stay by fulfilling their need for purpose through the work they do, I’ve never seen this be accomplished more effectively than applying the same idea I referenced to address the high cost of turnover; by breaking the golden rule! But...

With just a basic understanding of why people do what they do, Matt was about to intentionally break the golden rule with his team and avoid so many of the costs of poor communication! By following a simple pattern, he was able to begin adding fuel to a different fire… Instead of the fire responsibl...

Once we’ve come to terms with just how high the cost of poor communication can be, and how any poor communication skills existing in our organizations add fuel to other fires that are killing our profitability, we have plenty of reason to address the lack of communication between our managers and em...

Once we’ve been intentional about providing each individual team member with that crystal clear understanding of how each specific task they’re responsible for ties back to our mission, vision, and even values, we should certainly be seeing them buy in at a higher level. But that’s not always as sim...

Think back to the statements I shared from the article, To Find Success at Work, Match Your Job With Your Personality, suggesting that “Certain jobs attract people with predictable personalities” and “personality correlates so tightly with jobs that it may affect job choices more than skills, experi...