The United States has a powerful purpose - to be the first multicultural nation to achieve equity ("all men are created equal"), unity (E Pluribus Unum) and flourishing (“...life, liberty and the pursuit of happiness”).
However, given the dysfunction of our nation’s politics, the low (25%) trust of government, our deeply segregated education system, the decades-long slide in religion, and the comparatively high trust in employers (72%), it increasingly falls on business to fulfill our purpose. As our nation is deeply segregated racially, economically, geographically, generationally and politically, the workplace is where we interact across our differences and have the best opportunity to activate equity, flourishing and unity.
New tools and approaches are now available for leaders to achieve their performance goals by activating purpose and belonging in the small, diverse peer learning groups. In doing so, they also activate our nation's purpose by nurturing empathy and trust among diverse people.
Broadly, Purpose Work Nation is divided into two parts. Chapters 1-3 are more historical and philosophical, examining the purpose, history, challenges, and opportunities facing our nation and organizations. Chapters 4-6 are more tactical, looking at how you can lead your organization into a flourishing future and steward the nation’s purpose. At the end of each chapter is a summary and 4 discussion questions for your book club.
We begin by looking at why organizations are the front line in the fight for our nation’s purpose (Chapter 1). We’ll also look at a unifying mythology of the bison to guide our leadership and nation and the return on investment (Chapter 2). Next, we’ll look at the urgent need to shift the cultures of our organizations and nation (Chapter 3).
We’ll then explore how the old way of doing Learning and Development (L+D), DEI, Wellness and Culture is a huge waste of time and money, and actually creates greater division and disengagement, and how the new way--building authentic, high-trust and diverse relationships across an organization--delivers better results and enables unprecedented productivity, innovation, well-being, information transfer, and organizational commitment (Chapter 4). We’ll also dive deeper into the two most powerful drivers of organizational flourishing: purpose and belonging (Chapter 5). We’ll conclude with an approach (Chapter 6) for activating a culture of purpose and belonging in your organization.
However, given the dysfunction of our nation’s politics, the low (25%) trust of government, our deeply segregated education system, the decades-long slide in religion, and the comparatively high trust in employers (72%), it increasingly falls on business to fulfill our purpose. As our nation is deeply segregated racially, economically, geographically, generationally and politically, the workplace is where we interact across our differences and have the best opportunity to activate equity, flourishing and unity.
New tools and approaches are now available for leaders to achieve their performance goals by activating purpose and belonging in the small, diverse peer learning groups. In doing so, they also activate our nation's purpose by nurturing empathy and trust among diverse people.
Broadly, Purpose Work Nation is divided into two parts. Chapters 1-3 are more historical and philosophical, examining the purpose, history, challenges, and opportunities facing our nation and organizations. Chapters 4-6 are more tactical, looking at how you can lead your organization into a flourishing future and steward the nation’s purpose. At the end of each chapter is a summary and 4 discussion questions for your book club.
We begin by looking at why organizations are the front line in the fight for our nation’s purpose (Chapter 1). We’ll also look at a unifying mythology of the bison to guide our leadership and nation and the return on investment (Chapter 2). Next, we’ll look at the urgent need to shift the cultures of our organizations and nation (Chapter 3).
We’ll then explore how the old way of doing Learning and Development (L+D), DEI, Wellness and Culture is a huge waste of time and money, and actually creates greater division and disengagement, and how the new way--building authentic, high-trust and diverse relationships across an organization--delivers better results and enables unprecedented productivity, innovation, well-being, information transfer, and organizational commitment (Chapter 4). We’ll also dive deeper into the two most powerful drivers of organizational flourishing: purpose and belonging (Chapter 5). We’ll conclude with an approach (Chapter 6) for activating a culture of purpose and belonging in your organization.