Why the Why Really Matters
In the bustling world of business, where deadlines loom and targets are ever-present, it's easy to get caught up in the "what" and the "how." But let's take a moment to talk about the "why." Why does the "why" really matter? Spoiler alert: it's the secret sauce that turns a good team into a great one. Here are three recent examples from my own experience that highlight the importance of always sharing the purpose behind our actions.
Example 1: Welcoming New Graduates
Picture this: a room full of eager, fresh-faced graduates, ready to embark on their careers. It's Day One, and I have the honor of introducing them to our company. Now, I could have just rattled off a list of company policies and procedures, but instead, I focused on our "why."
I led a session on patient impact, emphasizing how every role in our company, no matter how seemingly small, contributes to improving patients' lives. This wasn't just a feel-good speech; it was the very first session these new employees had. By starting with our "why," we set the tone for their entire career journey with us. They left that room not just as employees, but as ambassadors of our mission. And let me tell you, the energy in that room was palpable.
Example 2: Mid-Year Reviews
Ah, mid-year reviews. The phrase alone can make even the most seasoned manager groan. It's often seen as an administrative exercise, a box-ticking exercise to ensure we've recorded everything in our HR system. But here's the twist: by explaining the "why" behind these reviews, we transformed them from a chore into a meaningful exercise.
I emphasized the importance of preparing for these reviews, being detailed and concise with feedback, and making them a priority. Why? Because it shows respect for our team members and provides them with timely, actionable feedback. When people understand that the purpose of these reviews is to help them grow and succeed, they approach them with a completely different mindset. Suddenly, it's not just about filling out forms; it's about fostering a culture of continuous improvement and mutual respect.
Example 3: Organizational Change
Change is never easy, especially in a large organization. Recently, we underwent a significant organizational change. The first thing we discussed? You guessed it: the "why."
We explained why we were making the change, what benefits it would bring to our customers, our teams, our company, and ourselves. By starting with the "why," we addressed the inevitable concerns and resistance head-on. People understood the purpose behind the change and were more willing to embrace it. It wasn't just a top-down directive; it was a collective journey towards a better future.
The Golden Thread: Leadership and the Why
So, what's the golden thread that ties these examples together? It's the importance of always anchoring back to the "why." As business leaders, it's our responsibility to ensure that our teams understand the purpose behind their work. When people know the "why," they're more engaged, motivated, and committed. They see the bigger picture and understand how their contributions make a difference.
In conclusion, the "why" really does matter. It's the foundation of effective leadership and the key to building a motivated, engaged, and high-performing team. So, let's make it a priority to always share the purpose behind our actions. Because when we do, we create a workplace where everyone understands their role, feels valued, and is inspired to do their best work. And that, my friends, is why the "why" really matters.