At Living for Monday, the company I founded in late 2011, we say we’re on a mission to connect purpose-driven individuals with purpose-driven organizations. But what does that mean? Well, I’ve been giving the question a lot of thought recently as we prepare to open our doors for business in August. We’ll be accepting a maximum of 15 purpose-driven companies and organizations as clients at that time.
In order for us to take on an organization as a client, we’ll first certify that they are a purpose-driven company. With that in mind, here are the characteristics I believe make up a purpose-driven culture:
Mission-driven companies have more than a mission statement – they have a beliefs statement. They unequivocally state their core message for why they exist. Everything they do reflects their mission or core beliefs.
Great organizations establish values and then take measured action to live those values. Every decision, from hiring to sales, is made through a values-based lens.
3. Demonstrated beliefs through action
Most importantly, purpose-driven companies use their mission and values to guide their actions. They use them as the basis for all planning and strategic moves. Press releases, publicity, client service, compensation, etc should all reflect the mission and values of a purpose-driven organization.
Purpose-driven organizations put people first. They compensate their employees fairly and encourage them to tackle growth and learning opportunities. They also take care of their customers – because employees are taken care of and are hired based on value alignment, customers are taken care of appropriately.
Purpose-driven organizations have service built into their mold. Whether committing a % of bottom line profits to charity or requiring employees to take paid service days, they enforce the value of service in and out of the business environment.
At the end of the day, purpose-driven organizations solve problems. They have a proven track record of success in solving interesting problems and encouraging their employees to innovate in order to tackle ever greater challenges.
These characteristics are very much a first draft of the requirements we will use to vet our potential clients. What are your thoughts? What else would you add to the list? How can we make it better? And how can we measure these characteristics? Please let me know how you think we can use these concepts to create a Purpose-Driven Certification for our clients!