Here’s my list on how you can embark on the journey of discovering your true purpose.

1. Reflect on Core Values

The foundation of discovering personal purpose lies in understanding one’s core values. These are the principles that define what is important in life – like a GPS system that guides us. Leaders should set aside time to reflect on questions such as: What truly matters to me? What principles do I want to pass on to others? By pinpointing core values, you will create a roadmap for decision-making that aligns with your authentic self.

2. Explore Past Experiences

Understanding one’s personal purpose often requires looking into the past. A valuable exercise is to analyze times when you felt most fulfilled, successful, or genuinely happy. Consider what these moments had in common, what activities were involved, and what values were at play. Often, patterns emerge that can illuminate aspects of one’s purpose that may have been previously overlooked.

3. Identify Passions and Interests

Purpose is closely tied to your passion. Make a list of activities that energize you versus those that drain you. What subjects do you find yourself reading or thinking about endlessly? Which tasks make them lose track of time? Identifying these can guide you towards understanding what naturally excites you and what might become part of your purpose.

4. Seek Input from Others

Sometimes, purpose can be better understood through the lens of others. Colleagues, mentors, or even friends can provide insights into the strengths and qualities that you might not see in yourself. Open, honest conversations can reveal how others perceive you and may highlight traits or pathways that resonate with your sense of purpose.

5. Align Purpose with Impact

For many, purpose is closely tied to making a positive impact. You can explore how you can use your unique skills and positions to benefit others. This could be within your organization, by fostering a healthy workplace culture, or outside it, through community engagement or philanthropy. Considering the broader impact one desires to have can clarify personal purpose significantly.

6. Embrace Continuous Learning

Purpose evolves as people and the world change. Therefore, lifelong learning is vital. Engage in activities that broaden your perspective, whether it’s reading books outside their industry, attending diverse workshops, or engaging with different cultures and communities. Continuous learning not only keeps the mind sharp but also facilitates deeper self-awareness and purpose refinement over time.

7. Experiment and Adapt

Finding one’s purpose is not always a linear journey; it can involve trial and error. Be open to experimenting with different paths, roles, and projects that align with potential purposes. Experiences are opportunities for growth, and they can provide clarity regarding what truly resonates.

8. Dedicate Time for Self-Reflection

Finally, amidst the chaos of your schedule, setting aside regular time for self-reflection is crucial. Whether through journaling, meditation, or solo retreats, dedicated reflection helps in reconnecting with one’s inner self, monitoring progress towards understanding purpose, and making necessary adjustments along the path.

Conclusion

Discovering personal purpose is a deeply personal journey that requires time, introspection, and openness to change. Achieving clarity in this area not only enhances personal well-being but also fuels professional efficacy and leadership authenticity. Purpose acts as a guiding beacon, helping you navigate complexities with a sense of direction and integrity. As you explore and embody your purpose, you will inspire those around you, fostering environments where everyone can thrive with a greater sense of meaning and motivation.

Robert Murray is a Vancouver, BC based Business Strategy Consultant, #1 Best Selling Author, and International Keynote Speaker. For further advice, insight and inspiration on how to unlock your inner leader, connect with Robert on LinkedIn.

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Executives will come up with goals or targets. The Marketing team will try to figure out what marketing plan to run that will achieve the goals. Then the Sales team create their programs… Operations attempt to deliver what Sales sold… And what happens? Confusion reigns supreme, and the customer ends up unsatisfied.

Then, even worse, departments blame each other for the chaos. And the beat goes on. Almost sounds like a song from the late 60’s…

A Winning Plan Needs to Be Unified

It doesn’t have to end up like the late 60’s song… How do the best do it? One, unified team. Everyone working in concert with each other toward the same goal. How do you get that? Marketing takes the lead. Everyone parks their egos at the side of the road. No one cares who gets the credit. All is done together, as one.

How does Marketing take the lead? By following a simple marketing plan checklist that everyone then works from.

The 10 P’s of a Winning Marketing Plan

1. Purpose. Why is the business in business beyond making money – that is like cutlery, salt, and pepper on a restaurant table. Why does the business do what they do and why would anyone else care? Often, Purpose – sometimes referred to as ‘Mission’ – is like the organization’s values and vision printed on the boardroom wall.  Organization’s that ‘get it’ bring their purpose to life and all stakeholders feel it.
2. Picture. What mountain is the business trying to climb? What clear and compelling picture of ‘what good looks’ like is everyone chasing? Vision done right is highly motivating and inspiring.
3. Point. What specific point on the compass is the business steering towards with regards to why customers buy from the business? Like a mariner or pilot uses a compass (before the GPS was invented) to focus on and navigate towards. What is the business’ distinctive excellence amongst customers? Is it innovation, quality, efficiency or a customer experience. Great companies pick one and become awesome at it.
4. Product. (Or Service). How does your product or service align with the plan? Does it deliver on the customer’s expectations consistently as well as align with the three above?
5. Promotion. Do all communications to the external world align with the first three P’s as well? Is the target audience clearly defined? Does a detailed profile of the target audience exist? And…. Are you building programs that communicate specifically to this audience?
6. Price. Does the pricing strategy fall in line with everything above? Or is it determined by throwing a dart at a chart on the back of the door?
7. Place. Do you market specifically to the target audience in a geographic area that the business can serve consistently and with minimal screw-ups?
8. People. Is your team recruited, assessed, hired, on-boarded, developed and performance managed toward a common goal – that of living the values and purpose of the organization – with clear and agreed to roles and responsibilities?
9. Partner. Definition – Anyone who delivers your product or service but is not a direct employee. Are they contracted and trained with the same diligence as your employees? Do their values align with the organization’s? If not, delivery disaster is just around the corner.
10. Processes. Do you have ‘Standard Operating Processes’ (SOP’s) for absolutely everything you do that is customer facing? Is the entire customer journey mapped out and processes built to deliver on that journey? Or… Are your processes designed for the comfort and convenience of your accounting department?
11. Did I say “10”? Here is a bonus one… Proof. How do you know it is all working? Everything (absolutely everything) you do should be able to be tracked to how it is improving revenue through new sales or retained customers.

Working as ‘OneTeam’ with a marketing plan model like the one above is how I have seen many organizations go from good to great.

Robert Murray is a Vancouver, BC based Business Strategy Consultant, #1 Best Selling Author, and International Keynote Speaker. For further advice, insight and inspiration on how to unlock your inner leader, connect with Robert on LinkedIn.

Click here to get his weekly Tuesday Tune Up blog posts straight to your inbox.

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Employees that have come with or have developed bad habits – such as showing up late consistently, poor attendance, poor productivity, poor attitude, etc. – is the fault of leadership.

Why might you ask, is leadership to blame for employees’ bad habits? Easy. Everything that is wrong with the business, is leadership’s fault.

Let’s Break it Down

From the very beginning, every leader is responsible for finding and nurturing talent that aligns with the organization’s core values and purpose. Skills are important, yes, but not nearly as important as ‘attitude.’ When it comes to finding top talent, the job of leadership is to:

1. Recruit top talent.
2. Assess the prospect to uncover a values and purpose fit with the business.
3. Onboard the new talent as if they are your most valuable resource (because they are).
4. Develop all talent to uncover their full potential.
5. Recognize often – in other words, every chance you get.

So… when you find that some team members have developed bad habits, it’s your responsibility to take immediate action. Your culture is only as good as the worst behaviour you are willing to tolerate. If you allow bad habits to go uncorrected, your entire organization will notice and think that this is now the new norm.

If you cannot break bad habits in employees, then generate a generous severance package. End of discussion.

Even when I ‘fire fast,’ someone will still always come up to me within an hour or so and say; “What took you so long” or; “Thank you.” Most often, terminations are a result of the employee not being a fit – in other words, a culture mismatch. Very rarely have I heard of someone being terminated because of skills.

It won’t feel easy, but the results are worth the work.

Robert Murray is a Vancouver, BC based Business Strategy Consultant, #1 Best Selling Author, and International Keynote Speaker. For further advice, insight and inspiration on how to unlock your inner leader, connect with Robert on LinkedIn.

Click here to get his weekly Tuesday Tune Up blog posts straight to your inbox.

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I have heard a lot of managers tell me that their employer does not invest in them as a leader, and there is no path or opportunity for advancement where they work. I respond by saying they have two choices:

1. One is to quit and find another job where they might find the same scenario.
2. The other is to invest in themselves, build their own training and development plan and execute on it.

The Hard, Cold Facts…

Every senior and executive leader I have ever met got to where they are by investing in themselves. No one ever came by with a magic wand, tapped them on the head and ‘Poof!’ they were promoted.

If you want to advance your career (whatever “advance” means to you), you have to be the master of your own destiny.

I also hear young or junior level leaders say they do not have the time to take courses, read a book, work with a mentor or coach, listen to books in their car, etc.  I respond by saying that in my 30’s, I worked full-time, took university courses at night, all while having two small kids at home and a wife that did shift work in the hospital. I figured out a way to get it done.

Your destiny is in your own hands. If you don’t have a plan for where you want to go and how you are going to develop yourself, someone else will have a plan for you. And… You may not like their plan.

Robert Murray is a Vancouver, BC based Business Strategy Consultant, #1 Best Selling Author, and International Keynote Speaker. For further advice, insight and inspiration on how to unlock your inner leader, connect with Robert on LinkedIn.

Click here to get his weekly Tuesday Tune Up blog posts straight to your inbox.

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Team Members Who Just Don’t Fit

Those non-fit team members can have the most brilliant resumés and come from an impeccable background with education from the very best B-Schools. Yet they cause trouble and create chaos and disharmony with everyone they touch. They are not necessarily bad people they are just a bad fit in the organization.

As a leader, you have three choices:

1. You can offer them an immediate and generous severance package
2. You can ignore their bad behaviour and hope that they fit in eventually
3. You can help them break bad habits and behaviour

Most often, I recommend choice number one from above. A cancer is a cancer and often needs to be surgically removed before it controls and eventually causes the demise of the organization.

If you are hoping their bad behaviour is just some kind of a ‘phase,’ I have some prime land near Chernobyl to sell you!

Can You Break Bad Habits?

Sometimes though (and I will admit it is rare), you can save the employee through some very disciplined leadership moves. Sometimes there are really good reasons why the employee has been acting like a screaming two-year-old that wants ice-cream. It may be that they have never been shown ‘what good looks like’.  They may never have been shown how they contribute to the success of the business. It may be because their crappy behavior was never challenged.  Bottom line is that they actually think that what they are doing the right thing!

Case in point…  I once led a large Call-Center business in Canada. There were over 1,500 team members. One of the poorest performing campuses had 400 team members. And… one person was the orchestra conductor of some very bad music – creating fear and intimidation every time he walked onto the floor.  On day one of my tenure there, he told me that I wouldn’t last.  I love a challenge!

How did I deal with him? I engaged the team around him. Shared openly and honestly the state of the business (it wasn’t good). I talked about the key role we played in customer’s lives, the big picture of where we were going, the plan and what each individual’s role in turning the business around was going to be. The disruptor tried his best to control the energy and momentum that started. Eventually, he saw that people no longer feared him and he lost his entire power base. And, like most bullies on the playground that lose their power, he shriveled into the background and actually became a solid performer (mostly because he wanted the attention that all the top performers around him were getting).

Break Bad Habits With the 4 Ps:

Quite simply put, the way to break bad habits (if that is the choice you as the leader make) is 4 simple steps that I call the 4Ps:

1. Purpose: What is the ‘why’ in what you are doing?
2. Picture: Where is the business going? What mountain are you trying to climb?
3. Plan: What is the step-by-step plan for how the team is going to get there?
4. Part: What is each individual’s role and responsibility in the plan?

Or, you can break bad habits by swiftly and surgically removing the cancer. Whichever method you use, the 4 P’s needs to be put in place for the rest of team.

Robert Murray is a Vancouver, BC based Business Strategy Consultant, #1 Best Selling Author, and International Keynote Speaker. For further advice, insight and inspiration on how to unlock your inner leader, connect with Robert on LinkedIn.

Click here to get his weekly Tuesday Tune Up blog posts straight to your inbox.

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How to Drive your Employee Engagement Through the Roof

Here is my checklist for driving employee engagement by developing emotional connections with your team and building loyal, engaged volunteers:

1. Be conscious of the amount of time you spend doing non-leadership team activities (email, useless meetings, etc.).
2. Be disciplined about creating time for your team.  Schedule time in your calendar if you have to.  And… commit to it.
3. Get organized with your emails – schedule a time of day for doing it.  An hour in the morning and hour in the afternoon.  And stick to it!
4. Start a weekly “Huddle Meeting” in which every team member attends.  In the huddle, each team member takes a couple of minutes to talk about what happened last week and what they need to get done in the week ahead.  Team members can offer suggestions to issues, or assistance.  You, as the leader, can check to make sure the team is staying focused on the strategy.
5. Have monthly 30-minute review sessions with each team member that reports to you.  Use this time to talk about strategy, purpose, values, vision, and objectives.  Encourage your team members to engage by asking them these three questions:
   1. “What can I do more of for you?”
   2. “What can I do less of for you?”
   3. “What do I need to continue to do for you?”
6. Do quarterly review meetings with each individual – checking in on objectives and performance.  Your team craves feedback on their performance and this is a great time to do it.  Waiting until the annual performance review time is too late!
7. Communicate!  Spend some of that email time of yours drafting up a monthly update on what is going on in the business.  Recognize team members for work they did.  Talk about wins with customers and what is coming on the horizon.

Relationship Building

Make time to team build. Team building is essential for leaders in business.  Henry Ford once said: “you learn more about a person in an hour of play than a year of conversation.”  If you are to connect, I mean really connect with your team, you have to plan some play time. And do it often.

Building solid relationships with your team is critical for those times when you, the business or a team member is facing adversity.  It’s during those times that the investment in finding a way for your team to let off some ‘steam’ will come and pay you back.  When a team has bonded through play, they will be there for each other during tough times.  They will be there for you too.

Introduce ‘Fun’

Find a way to build fun into your work environment.  Find a way to laugh at meetings.  You will discover some amazing things about your colleagues.  If you build a team that has each other covered for when times are tough.  You will have a renewed levels of energy, commitment, and employee engagement!  You will see remarkable results.

Be Authentic

Final words.  Be real.  Be authentic. Be soulful.  If you are not, your team will see right through it and you will be worse off than if you stayed locked up in your office.  Oh… and a word of advice… if this is new to you, and your team has rarely, if ever, seen you… go slow.  If you all of a sudden charge out of the office and expect that everyone is going to throw rose petals at your feet, you will be very disappointed.  Your team will be suspect at first (they might even think you have been on one of those management courses).  Stick with it.  As you are building the habit of being a leader that leads, your team will respond.

Robert Murray is a Vancouver, BC based Business Strategy Consultant, #1 Best Selling Author, and International Keynote Speaker. For further advice, insight and inspiration on how to unlock your inner leader, connect with Robert on LinkedIn.

Click here to get his weekly Tuesday Tune Up blog posts straight to your inbox.

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The answer is simple and yet, one that most leaders I work with do not want to hear.

School is never out.

Getting your MBA or even your Ph.D. is not enough. The world is too dynamic. And… most business schools are years behind the times with professors that are rarely in the trenches, or at least haven’t been for years.

To learn what it takes to lead and be successful today, leaders need to live by the mantra that school is never out. Ever.

The excuse “I don’t have time” is now used by those who will be left behind wondering what happened. You need to invest in your personal career development to be a true leader.

Here is what the leaders on the edge are doing:

1. Going to conferences (and actually going to the sessions – versus what I see tons of leaders doing… playing golf, shopping, sleeping in, taking a long lunch, etc.)
2. Joining a peer group like Vistage International or TEC (The Executive Committee)
3. Working with a mentor
4. Working with a coach (the world’s top leaders and athletes all have coaches)
5. Finding a Mastermind partner (a Mastermind partner is a cooperative partnership with someone that pushes you and vice-versa)
6. Reading the latest articles in Fast Company, Inc., Harvard Business Review, etc.
7. Further reading in their field
8. Reading outside of their field – get yourself immersed in strategy, marketing, sales, HR, leadership, customer and culture titles
9. Listening and watching. Turning their commute or morning workout into a university, with podcasts, audio books, YouTube videos…
10. The best leaders are also teachers. You can learn by doing. You learn WAY more by teaching.

What you will discover is that when you invest in your personal career development you will start to leapfrog the internal and external competition for success (however you define that). Too much effort? Then mediocrity awaits. And the mediocre eat leftovers.

Harsh message but it’s reality. School is never out for today’s leaders.

Robert Murray is a Vancouver, BC based Business Strategy Consultant, #1 Best Selling Author, and International Keynote Speaker. For further advice, insight and inspiration on how to unlock your inner leader, connect with Robert on LinkedIn.

Click here to get his weekly Tuesday Tune Up blog posts straight to your inbox.

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Interviewees Becoming Interviewers

In recent conversations with other leaders, I am hearing that it is standard that candidates for a role are asking about salary, flexible benefits, flexible schedules, shortened work weeks, policies around working from home, education allowances, and the list goes on.

Here is a list of questions that I have heard candidates are asking during an interview…

1. What opportunities are there for training and career advancement?
2. Can you describe the working culture of the organization?
3. Where do you think the company is headed in the next five years?
4. Will I be subjected to performance appraisals?
5. What opportunities or challenges facing the company?
6. What is the policy around working from home?
7. Will I be able to work flexible days/hours?
8. Do you have a flexible benefits program?
9. If I have to be in the office, can I bring my dog to work?
10. And this one is my favorite… What is your social media policy?

What I am hearing from leaders, is that the entire process is unpredictable and they find themselves spending a lot of time in the interview ‘selling’ the role and the organization to the candidate versus digging in to uncover if the person is actually going to be a culture fit.

Now, do not get me wrong, it is important that candidates are able to ask questions about a role they are applying for.  The danger here is that, as leaders, we forget that hiring is one of the most important things we do – it has always been important, and it still is.

Interview Preparation

I recommend that you prepare for an interview the same way that candidates are (hopefully) preparing for an interview.  Develop a package or ready responses for the questions that candidates will be interviewing you and the team on.  If you don’t have a policy on the questions you will be asked, be honest about it and say “this is how we work around here…”.

Remember though as a leader in your company, you have a responsibility to hire the very best fit for the organization.  That means that whoever you are interviewing, you need to dig to discover if they are going to be a values and culture fit (job related skills can be taught).

How do you do that?  Here are my recommendations:

1. Before you interview anyone, make sure that the team doing the interview(s) have clarity around their role doing interviews.
2. With the interview team, preview the candidate before they arrive. Review their CV, their social media presence and determine who is going to do what during the interviews.  Also, review little things like where everyone is going to sit at the interview table.
3. After the interview is completed, do a review with the team of objective criteria you wanted to discover. Avoid team members feedback like; “I liked her.”
4. Dig and ask probing and follow up questions to uncover if they are going to be a values fit.
5. Consider doing Psychometric Testing like Predictive Index, Insights, Colours, Disc, etc., to help uncover values and natural strengths and weaknesses.
6. Consider doing Working Interviews where you put them to work on a sample project for an hour.

Bottom line… You will be interviewed by candidates.  Prepare for it.  However, do not for a second lose sight of what your number job is… to hire the very best fit for the company.

Robert Murray is a Vancouver, BC based Business Strategy Consultant, #1 Best Selling Author, and International Keynote Speaker. For further advice, insight and inspiration on how to unlock your inner leader, connect with Robert on LinkedIn.

Click here to get his weekly Tuesday Tune Up blog posts straight to your inbox.

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As a leader you are expected to be the one that is always positive. Ready for any challenge. Able to leap over ambiguity in a single bound. Lead your team flawlessly through change… Sounds pretty overwhelming to me!

And… well… there are just some days when, as unrealistic and impossible as it is, you just feel like telling everyone: “take a “Happy Pill” and do your jobs without bothering me!” But, of course we can’t… so how are we supposed to cope? How are we supposed to be that one that always has it together?

Well, it is a lot easier than you may think! And it comes down to your personal values.

Personal Values

Have you ever noticed that when you are doing something that aligns with your top values, you cannot wait to get to it? For me, my number one value is ‘Freedom.’ When I am faced with an opportunity to be and feel free, I am beyond motivated – I am a stark raving ‘Energizer Bunny’! For example, when I have a week in front of me where I have a huge variety of things to do, I LOVE getting out of bed in the morning and doing it. To me, variety means freedom.

Another top value for me is ‘Optimal Health’. When I schedule a 5:30am run, I LOVE getting out of bed (even if it is dark, cold, and wet outside) because I don’t think of it as something that is hard or I’m “too tired” to do. I look at it as an opportunity to improve my health.

Conversely, one of my lowest rated values is wasted time in pointless meetings. I HATE going to meetings where I know that it is going to be a huge waste of time. I often find that on days when I have a full schedule of worthless meetings, I have a hard time getting out of bed.

Find Your Top Values

So what can YOU do to find out what it is that motivates you at all times? Determine what your top values are, and fill your time with opportunities that align with those.

Here’s how:

1. Make a list of the Top 5 Values in your life.  They might be love of friends and family, integrity, financial stability, etc. Whatever YOUR values are – there is no right or wrong.
2. Next, make a list of your lowest values in life.  Again, there is no right or wrong answer. It is very important to know what you value most and… what you value least.
3. Now, look for opportunities that align with your highest values. Daily tasks, roles, and even companies. When you are doing things that align with your highest values, you will be naturally and perpetually motivated and energized to do and be your best. You will be WAY more successful and your team will be more engaged and supportive of you as well.
4. Finally, look for opportunities to rid yourself of doing things that do not align with your values. When you are doing tasks that do not align with your top values, you will discover that you have NO ENERGY or motivation to do the task. As a leader, if you are continuously performing tasks that do not align with your values, you will discover you are stressed, lack energy, and you will most likely perform way below your potential.

This is what values-based leadership is, and it starts with you. Your personal values need to be honoured. You will be happier, more energized, less stressed, and way more motivated. Most importantly, you will discover your life has more meaning (and we are all chasing that) when you are living in alignment with your top values.

Robert Murray is a Vancouver, BC based Business Strategy Consultant, #1 Best Selling Author, and International Keynote Speaker. For further advice, insight and inspiration on how to unlock your inner leader, connect with Robert on LinkedIn.

Click here to get his weekly Tuesday Tune Up blog posts straight to your inbox.

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Ask yourself these two questions: Where are you going in your life? What will you be known for when your time passes in this lifetime?

We all spend time day dreaming about things that we want to do. If you are like me, your day dream list is long.  Some things on your list may be impossible – for example, I will never be six feet tall.  Others though, if you truly want them, and believe you are worthy and capable, are all yours for the achieving.

Dream to Reality

I created a “How Bad Do You Want It” check list that I use when I’m trying to turn a dream into reality – to make sure I’m on the right path to achieve success:

1. Don’t try to be all things.  Just as in business, you cannot be all things to all people at once.  Your list may be incredibly long.   Prioritize it down to 3 things.  Then prioritize it down to 1.  My ‘one thing’ is leadership.  It is all I think about.  It is what has made me successful.  People who are the very best there is at what they do NEVER try to all things.
2. Laser Beam Focus.  Only focus on what you want to do.  Everything else is a distraction.  They say it takes 10,000 hours to become world class.  That’s 416 days.  1.14 years.  If you want to be world class at 3 things, it is going to take you 1,250 days of intense focus.  Yet you could be world class in less than a year at one thing.  Then, with more focus, your could be the world’s greatest at your one thing in a few years.
3. Enjoy the Journey.  Tenzin Gyatso, the 14th and current Dalai Lama, says that when you are sick with the flu or a cold, you should enjoy the feeling of being sick so that when you are healthy, you do not take a moment of that for granted.  In your quest for greatness in chasing your dream, remember that it will take effort, set-backs, learning’s, reward and most of all, time.  Life is short.  Enjoy the journey every step of the way on your personal road to greatness.  Live, love and laugh along the way.

Here Is the Key

How bad do you want it?  If you were trapped in a submerged automobile, you would have one thought, and one thought only: escape to the surface so you could breathe.  That’s it.  You would not be thinking about what you are doing this weekend or what’s on TV this evening.  You would only be thinking about escaping and breathing.

Well, the quest for your greatness needs to be as focused. How bad do you want it?

Robert Murray is a Vancouver, BC based Business Strategy Consultant, #1 Best Selling Author, and International Keynote Speaker. For further advice, insight and inspiration on how to unlock your inner leader, connect with Robert on LinkedIn.

Click here to get his weekly Tuesday Tune Up blog posts straight to your inbox.

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