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Mission Driven – To Be or Not To Be

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Is your organization mission-driven?   As a board member, owner, investor or senior executive did you make an active decision to be or not to be mission-driven?  Or is this a topic that requires further thought and attention?

 

Historically, many of us associated being mission-driven with non-profit organizations.  Today, more and more for-profit organizations are becoming increasingly mission-driven. I would personally argue that most organizations should be mission-driven.

 

For purposes of this discussion let’s make a few assumptions:

Assumption #1:  your organization offers a quality product or service

Assumption #2:  your product/service is either in-demand or has an appropriately sized target audience.

Assumption #3:  employees need to earn a fair paycheck.

 

With a quality product or service and a defined target audience, success for a great organization is largely dependent on the recruitment and retainment of great employees.  With the low unemployment rates and high competition for top talent, recruiting has become a greater and greater challenge at most organizations.  The cost of recruiting coupled with the expense of employee turnover is great motivation to assess and evaluate your culture.

 

Organizations who promote their mission and keep employees invested in the mission have higher levels of employee engagement. Employee engagement is a requirement for a positive and healthy work culture, and imperative for high employee productivity.  According to the most recent BLS survey, the average American employee will stay with their employer for 4.3 years.  Many surveys have pointed out that employees are happier and more satisfied in their jobs when they feel they have and serve a purpose.

 

Ask yourself, is my organization mission driven?  If the answer is no, why not?  To continue this conversation, please contact us at contact@timetoflourish.flywheelsites.com .

Kindness Matters….Even In Business

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Kindness Matters, you hear and see that phrase every time you turn your head.  Parents say it to their children, teachers say it to their students and clergy say it to their parishioners.  How often do board members say it to the leaders of the organization?  How often do executives say it to their managers?  How often do managers say it to their front-line employees?   And more importantly, how often do the leaders of an organization actually live by those words?

Tough decisions must be made in an organization every single day.  And those decisions sometimes result in actions that cause stress, tension and even pain.  Laying off employees for a workforce reduction or disciplining an employee or changing direction in the middle of a project – all those situations create stress.   But every single action, every single conversation can be done with kindness and fairness.   An employee can be laid off or even terminated with their dignity.  Leaders can choose to be kind in tough situations.

Kindness matters shouldn’t just be a phrase but it should be a value that leaders emulates daily in their professional life.   I believe that when a leader demonstrates kindness, they are also creating a more positive and happy work environment.

Be kind to your employees.  Be kind to your employees on the good days, the great days and even the bad days.   Be kind when your sales team exceeds their goals.  Be kind when your sales team misses their goals.  I’m not saying to not address poor performance.  In fact, I believe strongly that poor performance needs addressed quickly and directly.  With kindness.

Business is business.  It’s not personal.  Goals and objectives must be met. But no one ever said you can’t be kind while you are accomplishing your business goals.    You might even find that kindness will help you achieve those goals!

In 2015, a Pew analysis of Labor Department data estimated that the average American works 1,811.16 hours per year.   That is a lot of hours to show kindness to the people around you.

Recently launched women-owned business arrives to help organizations reduce and eliminate gender bias in the workplace

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Time To Flourish offers remedies for one of today’s most challenging and potentially expensive pain points

Organizations looking to improve their employee retention and productivity, increase their bottom line or eliminate gender bias, look no further!   Time To Flourish offers a range of solutions.  Sandi Rapp, co-founding partner, stated “Maria, co-founder of Time To Flourish, and I are passionate about providing a high-quality work culture for employees as a key strategy to reaching the organization’s fullest potential.  It is impossible to achieve extraordinary outcomes without building a foundation in which all employees have the opportunity to flourish.”

Management consultants are relied upon to “fix” issues that derail businesses from realizing their full potential.  The founders of Time To Flourish want to use their expertise to transform core behaviors which will produce long-lasting impactful results.  Maria Veglia commented “Creating a positive and productive workplace requires a strategy, focus and long-term commitment which are well worth the effort as the results will impact the bottom-line in a powerful way.  Employees are inspired to contribute more when they feel respected and empowered.”