Purposeful leadership without losing the path

Most of us in positions of leading change have had to observe when transformation happens. To navigate through the subsequent challenges, we try and test out the solutions. Sometimes, we make mistakes which adds to the pressure of rectifying them without pausing the problem-solving process.

This is a pattern that is followed each time a new revolution hits the corporate world. Since these change initiatives involve not only data and systems but also our most valuable assets, our workplace community – the struggles become more complex.

Even though acclimating to change — be it learning new technology, implementing new ESG protocols, or adopting new working modes — is a mutual responsibility, leaders need to drive and catalyze the transformation.

While making efforts to keep employees happy and engaged, they often ignore their own well-being. Their intrinsic wish to be available at all times for their people gradually takes a toll on them. Slowly, which seems suddenly, this takes a toll on them, making them prone to burnout. ?

Struggles to serve others

The compassion that leaders imbibe for employees convinces them to put more on their plate than necessary. From making decisions on the board and networking actively to solving problems for employees and mentoring those in need – they want to do it all, willingly. This switching from one role to another while tending to their own deliverables leaves no time and space for themselves.

There is no clear boundary between professional and personal life for them. They might not bring work home, but they definitely take work home. Adapting to both offline meetings and conferences and virtual brainstorming sessions and relationship-building activities, their schedule is packed. Exhausted by the ever-evolving demands, their productivity level decreases, creativity takes a backseat, and their mental health suffers.

On the path to serving others, they forget to be empathetic toward self.

The real challenge actually begins here. No matter, what definition and description of a leader are relevant today – we want to be perfect. The realization that employees look up to us for inspiration drives us to do better at all times. Guiding them along whenever an unprecedented problem occurs is our responsibility. And so is achieving the organization’s objective, building and sustaining new bonds, establishing and impacting the workplace culture positively, finding innovative solutions and setting higher goals for future leaders. This list goes on and on.

Where is the time to seek help, especially when they assume it is their duty?

Purpose to tackle problems

Evidently, the evolution of servant leadership was to lead us to the path of human-oriented leadership. However, to be human at every level, we need more balance.

Center for Creative Leadership recommends purpose-driven leadership to equip yourself to navigate challenges while developing strong connections. It enables us to create a shared sense of direction, alignment, and commitment. When all people work toward the same goal with the same amount of dedication and consistency, the responsibility to deliver results becomes mutual.

We know that the majority of the workforce now prioritizes purpose over paycheck. The lack of purpose in their job roles actually forces them to quite quit or feel less engaged at work. Consequently, their performance declines and their interpersonal relationships also suffer.

Leadership driven by purpose is a panacea for people at all hierarchical levels. No, it doesn’t imply that every individual and team are following the same path, applying a fixed method and contributing in a similar way. Actually, it means that every individual is driven toward one goal. However, since their values are aligned with the objective, they voluntarily work to reach it.

People get their purpose from different sources:

- Utility:?The work they are doing holds relevance to their personal goals or aspirations.

- Personal Development:?They might want to facilitate individual growth by expanding the horizons of their skill sets and gaining new experiences.

- Impact:?The organization is helping them to contribute their share for the greater good and make a positive impact.

- Identity Reinforcement:?Work is enforcing a sense of self that is more evolved and developed.

- Intrinsic Interest:?Energizing and interesting, work is fun and aligns with private interests.

- External Rewards:?Recognition, raises and rewards might drive them to earn desired payoffs.

Regardless of what you derive your purpose from, every source is relevant.

The meanings might be different but everyone makes a meaningful contribution. The pressure is off one person in one role, but rather the responsibilities are shared as a collective where it has been established that the objective is bigger than anything else. When we, as individuals, as teams, find purpose in what we are expected to do, our job becomes our passion.