Apr 17, 2017 | Purpose

Organizational success doesn’t happen by luck. It’s intentional. As author and noted TED Speaker Simon Sinek tells us, those that succeed in the long-term are clear not only about what they do, and how they do it — they’re also crystal clear about their why.

Next week, I will be co-facilitating The Re:Imagine Leadership Summit with Dr. Tony Baron. It’s a day that will include candid conversations with executives from a variety of purpose-driven organizations. They’ll share their why, along with stories about how they lead high-performance organizations grounded in purpose.

It is my honor to introduce you to our Purpose Panel executives, and to invite you to join us to hear them in person at the Summit.



In 2012, just 13% of Navy SEALs had job offers when they got out of the service. By comparison, 98% of Wharton MBA graduates received 2-3 job offers at graduation. That was an injustice that Joe Musselman set out to correct in 2013 that led to the launch of The Honor Foundation. THF is a world-class, 120-hour, MBA-style nonprofit program that helps Navy SEALs and other Special Operations forces successfully transition from military service and back into the corporate world. To date, THF has graduated 200 Fellows, including 1 of only 5 women SEALs in the world. Their goal is to impact 65,000 members of the Special Ops community by 2020. The program begins with 4 weeks of purpose training to help the students get grounded in their why before they move on to what’s next.



You may know WD-40 as the blue and yellow can that sits under the sink, in the garage, and in the toolboxes of every household in the America. What you may not know, is that the WD-40 “tribe” is a purpose-driven, high-performing culture. Rachelle Snook, WD-40’s Global Talent Acquisition Manager has played an integral role in that dedication to culture. She carefully recruits candidates for culture fit, and she helps new members transition into the tribe. From Day One, she makes sure every tribe members knows their potential career path, including salary ranges, for any position they are interested in applying for. With an annual employee engagement index of over 90%, Rachelle knows first-hand how purpose maximization is connected to profit maximization.



When Damian McKinney began his career in commercial real estate over 35 years ago, he noticed two framed posters in a senior executive’s office: one said “Poverty Sucks” and the other said “He who dies with the most toys wins.” Against that backdrop, Damian has insisted on reclaiming leadership and redefining success. He used his parents for inspiration and worked to model what they had instilled in him – that leaders have a responsibility to use their power to benefit others. To use their position to be of service to their team, to their organizations, and to the community at large. As Founder and CEO of McKinney Advisory Group, Damian uses his global platform to teach others about his purpose driven approach to leadership.



Although he looks like he walked off the pages of a Patagonia catalogue, Dean Carter took an unlikely path to end up there two years ago. He started his career at well-known retail brands like Pearle Vision, Pier 1 Imports, and Fossil. Just before joining Patagonia, he was the Chief HR Officer for Sears Holdings Corporation. Suffice it to say, Dean has worked for organizations where operating efficiency and return on shareholder value far outweighed social and environmental responsibility. His background gives him a unique, behind-the-scenes perspective on the impact of culture on performance. Today, he uses his insight to help Patagonia live out its mission statement: to build the best product, cause no unnecessary harm, use business to inspire, and implement solutions to the environmental crisis.


Question: How would you calculate the ROP (return on purpose) at your organization?



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