For what Purpose?

To feel truly engaged in what they are doing, people need to have a sense that their role has real purpose beyond simply making a living and generating profits for the organisation they represent. An inspirational leader helps to reframe the work they do, creating a higher purpose and meaning for them.

The good news is, creating purpose and meaning has little or no extra cost associated with it. It just requires a little extra thinking and planning time. The return on that minimal investment will have a huge positive impact on the success of your people engagement.

No matter what we do, it has a purpose. The key lies in satisfying our inherent need to know what it is!

Purpose ensures work has true meaning, beyond the work itself or the time it takes away from our lives. Chunking up to a bigger picture creates a higher value and perceived reward for effort. One bricklayer may say “I slap bricks together with mortar all day” and another says “I build hospitals and schools for local communities.” A financial adviser helps others fulfill their dreams whilst a teacher contributes towards the educational excellence of our future generations. A fashion designer makes people feel like a million dollars and a funeral director makes a difficult time less stressful and more manageable for families.

Any organisation can achieve an extraordinary level of people engagement when they make clear the overall purpose the organisation has and the contributory role it plays in society. Step 2 helps each individual understand the value and purpose of particular role they play. In the work environment, 93% of engaged employees feel that the business has a purpose beyond making profits.

Creating your bigger picture

Why not take a moment right now to stop and think about the true purpose of your organisation and in turn the role you play! Have the courage to ask yourself the question….”For what Purpose?”

For me, I help people overcome the things in their life that are holding them back from bringing out their personal best. I help fathers enjoy more time with their kids, husbands and wives build balanced lives together. That line of thinking serves me far better than limiting me myself to the label of an Executive Leadership Coach. The latter sounds important but doesn’t fuel my passion as the former things do.

Have an outrageously amazing week serving your purpose in a passionate and engaging way. You deserve it!


Grant Herbert
The People Builder


Standard of Living versus Quality of Life

Smart leaders and successful organisations understand that it is unsustainable to keep asking for more from their team members. It does not serve them well in the quest to secure happy, engaged, productive or balanced people who do more with less. It is equally as important to recognise that there has been a shift in recent years away from status and position towards a better lifestyle.

Leaders who offer talented people a balanced work life, which in turn enables them to give time to all areas of their life, stand alone in having the most engaged, productive people in their team who rave about them to everyone.
The secondary benefit is that it attracts more talented people who want to join your team.

Do you have people in your team who seem to have lost the enthusiasm and drive they once had?

The original impetus for working longer and harder was the increased opportunity for higher salaries which could be used to have a higher standard of living. The reality is that a big fat bank account is not much use if you do not have the time or energy to enjoy the lifestyle it can “buy”. The other alternative choice is to work flat out and wait until retirement to enjoy your life. The challenge with that approach is that by then they may only know how to work and have forgotten how to live!

25% of people would happily take a pay reduction in exchange for a better life balance.

As a husband, father and successful business owner (who has just reopened the office after a relaxing week off), I can testify to the greater level of clarity and energy that comes from building my life in balance. Setting non-negotiables and building my business around them has served me far better than the 90 hour weeks that produced a great income but not an enjoyable lifestyle.

As with each of the key engagement drivers, communication with your people is they key. Lifestyle Balance is an individual thing. Some people can run hard all day if they get to exercise at lunchtime, others can give their best all week in exchange for having their weekend for themselves. The only way you can find out what works for your team is to sit down and ask them how this motivational driver can best work in your relationship, creating a win-win.

So what can you do to promote balance in your organisation?

Creating a culture starts with the leader. When you embody lifestyle balance, this sends a strong message to the rest of the team that success does not have to come at the cost of life balance. You could start lifestyle balance programs for your senior leaders, demonstrating the importance and overall organisational benefits. Once you have them on board, the rest is so much easier. Thinking outside the square, not just doing things the way they have always been done, is the key to engaging your people.

The bottom line is simple, if lifestyle balance is a key motivational driver for your people, help them get it or someone else will

Have an outrageously balanced week. You deserve it!


Grant Herbert
The People Builder


People don’t leave organisations; they leave leaders

People are looking to be lead by someone who inspires them to be who they need to be, rather than someone who constantly points out what is lacking. The key ingredient in your people engagement recipe is your leadership. When a team member feels they are appreciated, listened to, respected and kept informed, they will always engage themselves in whatever they are asked to do by their leader. They want leaders to act from a place of sincerity and realness, keeping one eye on the bigger picture and the other on them. The only way we as leaders can live up to this expectation is to “lead people” and “manage process”. When we allow ourselves to see our people merely as resources that we must manage well to receive a high return on the investment, we lose the bond that is necessary to attract, retain and engage good people.

The cost of continually replacing good people, far outweighs the investment into great leadership initiatives. If you are having a challenge with the people in your team not producing the results you expect, ask yourself, or better still them, “How well am I leading them?”

Have a great week. You deserve it!


Grant Herbert
The People Builder