Turns out, it's about people... who would have guessed?

We've been doing research and consulting into accountability and engagement for nearly 20 years.

As we outgrow the management style of the industrial age (which we're still using BTW), I'm glad to see that we're finally realizing that great employee, and subsequently company, performance, is all about purpose and contribution.

While I've been lucky enough to see this first hand with the companies we've been collaborating with. I'm continuing to see some great thrid-party-validation from some other sources that make me think we're finally getting figuring it out.

Simon Sinek has talked about it in "Start With Why: How Great Leaders Inspire Everyone to Take Action." (ISBN 978-1591846444)

Dan Pink covered it in "Drive: The Surprising Truth About What Motivates Us." (ISBN 978-1-59448-884-9)

Even before that, Deci and Ryan found that purpose and meaningful involvement were directly linked to internalization of goals that drove INTRINSIC motivation - a key aspect of long-term engagement and quality. 

Check out their work in Self Determination Theory - https://bit.ly/1WFFwZ6.

Most recently, as I devour content in my personal life, I listened to an interview with Johann Hari author of "Lost Connections" (ISBN-10: 163286830X) in which Purpose in one's life looks to possibly help with things like depression, anxiety, and addiction - I'm hoping his research is on point. 

I don't know if Hari's research and findings are without skew, but the general narrative is in-line with the role that Purpose and Belonging seem to be taking in driving personal performance in the other areas in which we research.

Lastly, I just read "Tribe" by Sebastian Junger (ISBN: 1455540838). Again, Purpose and Contribution lead the way on fulfillment, performance, and personal satisfaction. 

It always comes back to Maslow, doesn't it?

So the questions for the leaders of tomorrow wanting to drive performance through engagement are:

1. Is the purpose of your company well defined? 

2. Can your managers link the company's purpose to the individual purposes of employees the best they can?

This is engagement. Engagement of people through great strategies lead by inclusive leaders.

This is hard work. It is about clear strategy designs and quality execution through managers that TRANSLATE objectives and purpose to the front line. And these leaders need to seek out and include the diverse experience and ideas in the company. Especially at the fringe. 

This is where the work gets done. This is where problems are found, and solved, by those doing the work. This is where the ideas about "what could be" are found.

Ultimately, this results in a working culture of engagement, innovation, accountability and sustained performance. 

Let us know what you think!