What’s a Mission Statements Worth?

What’s a Mission Statements Worth?

Do you have a mission statement for your team or perhaps your company?

I’ve worked at various companies over the years. Most of them had a mission statement that was posted on a wall. It was usually filled with niceties but did little to motivate people or define what the company did or didn’t do.

It’s hard for me not to become cynical of mission statements. I’m sure I’m not alone.

So why bother with a mission statement at all? Or is it that we don’t know how to create a mission statement that makes a statement, inspires and motivates and guides us in the right direction?

In the book “Start With Why”, by Simon Sinek, he says when we define why we do something and if it aligns with our values, it will inspire us. Makes sense. Here’s his TED talk case you missed it.

How Great Leaders Inspire Action

Interestingly enough, Apple changed their mission statement recently.

When Steve Jobs was at the helm, the mission statement was:

“To make a contribution to the world by making tools for the mind that advance humankind.”

The new mission statement is:

Apple designs Macs, the best personal computers in the world, along with OS X, iLife, iWork and professional software. Apple leads the digital music revolution with its iPods and iTunes online store. Apple has reinvented the mobile phone with its revolutionary iPhone and App store, and is defining the future of mobile media and computing devices with iPad.”

The why was clearly stated in the original mission statement and it is inspiring, to advance humankind. I’d sign up to advance humankind. The new mission statement seems to be more focused on their product and how awesome they are rather than suggesting that there might be a purpose behind their efforts. Do you find this inspiring?

Here are a few other mission statements to think about.

Microsoftnice. I want to do more (although it makes me exhausted thinking about it).

“Our mission is to empower every person and every organization on the planet to achieve more.”

Tesla – I can sign up for this. Who doesn’t want sustainability?

to accelerate the world’s transition to sustainable transport.

In 2016 they modified it slightly to:

to accelerate the world’s transition to sustainable energy.

Salesforce – I had no idea that this is what they are about.

“Salesforce.org is based on a simple idea: leverage Salesforce’s technology, people, and resources to help improve communities around the world. We call this integrated philanthropic approach the 1-1-1 model because it started with a commitment to leverage 1% of Salesforce’s technology, people, and resources to improve communities around the world. By encouraging and enabling companies to adopt the 1-1-1 model, Salesforce.org is helping to spark a worldwide corporate giving revolution.”

Google has mission impossible, endless, vague with lots of opportunities to create. Cool.

“to organize the world’s information and make it universally accessible and useful.”

Why am I looking at mission statements? I’m wondering what’s the best way to motivate and set the direction for a team. Would a mission statement help? Sure, a team has a common goal and likely some metrics to measure success. Is that enough? Is it inspiring? Is that enough to get you out of bed in the morning? Greet your teammates with enthusiasm?

Please share your thoughts.

Team Coaching Delivers Amazing Results

Team Coaching Delivers Amazing Results

A few years back, my chiropractic healthcare provider, Center for Fitness, Health and Performance CFFHP asked me to help them improve their organizational performance. As with most private healthcare organizations, most of the staff at CFFHP were independent, subcontractors. The idea that working together as a team, they could improve both their personal and organizational performance seemed counter-intuitive.

Although skeptical at first, after several team coaching sessions, the results were beyond anyone’s expectations. Read the story for yourself.
Oswald Chiropractic Case Study Final

This year, I’m back with a refresher program to help integrate some new team members. Such a great outfit to work with and see exceed even their own expectations.

Creating a Coaching Culture

Creating a Coaching Culture

There are many wonderful benefits associated with professional coaching.  Leaders who engage in a coaching relationship report that they have experienced fresh perspectives on personal challenges and opportunities, enhanced thinking and decision making skills, enhanced interpersonal effectiveness, and increased confidence in carrying out their chosen work and life roles.

Consistent with a commitment to enhancing their personal effectiveness, they can also expect to see appreciable results in the areas of productivity, personal satisfaction with life and work, and the achievement of personally relevant goals.  International Coach Federation

This is what happens when one engages and fully inserts themselves within a coaching relationship.  Imagine what the impact will be once your company decides to include Executive Coaching as a day to day practice at all levels.  With the combination of the COOTBOX 5/5/5 Coach Training and Executive Coaching, your business can also reap the benefits of a 700% return on Investment. (2009 ICF Global Coaching Client Study)

In Sync Leadership Development can come in with their licensed trainers to teach your Executive Team how to coach each other and their employees.  Through this process, we will demonstrate, teach and guide your team in order to create a Coaching Culture where the return on investment will speak for itself. 

Gregg Thompson of Bluepoint Leadership Development  states that in a coaching culture, “people are committed to the success and performance of other people — not just the success and performance of themselves.” A ‘Coaching Culture’ is a place where formal coaching occurs and coaching skills are used as a means to manage, influence and communicate with each other within an organization.  It is an environment where the fundamentals of the firms culture lies in the learning and growth of its people as a core value which in turn provides an ROI of 500% to 700%.  It is an organization that fosters a culture where skills such as Emotional Intelligence, Active Listening, Appreciative Inquiry and powerful Feedback are the norm of all the Leadership Team.

What are the steps to creating a Coaching Culture in the organization?

 First and foremost, one must have the desire and ‘buy-in’ of Senior level executives within the organization with Trained Coaches ready to facilitate the program. In preparation for this, it is essential to have a fully developed program that includes:

  • A clearly stated ‘What’s In It For Me’ strategy that links Coaching to the company objectives, goals and the individuals role within the company
  • Clearly articulated Confidentiality Agreements and parameters within the organization
  • Internal Marketing Plan to promote Coaching that includes a Coaching Participant Manual to address any questions an employee may  have
  • Administration and Enrollment Plan that includes matching coaches & clients, tracking, reporting and success measurement. 

There are many programs out there where Licensed Professionals come in and help create this within any organization.  We have two Licensed Trainers that are available to come and teach the 5/5/5 Coaching Skills Training Program to your organization.  With the core skills of coaching and the above program, your company can successfully roll out a Coaching Program that embodies a true ‘Coaching Culture’. 

 There is a lot of ‘buzz’ about creating a ‘Coaching Culture’, what are the benefits to me and my organization as a whole?

 There are many benefits to creating a Coaching Culture in any business.  There have been numerous studies regarding coaching and it’s benefits.  The Gallup Organization study concluded that:

Highly engaged workplaces are:

  • 50% more likely to have lower turnover
  • 56% more likely to have higher-than-average customer loyalty
  • 38% more likely to have above average productivity
  • 27% more likely to report higher profitability

Investing in programs that build the capacity of managers to have coaching conversations will pay big dividends in individual employee engagement, organizational health and business success.

Implementing Coaching in your Organization

Implementing Coaching in your Organization

Once that crucial decision is made to bring Coaching into your organization, the decision will need to be made whether to create a coaching culture with Internal Coaches or hire External Coaches.  Both are invaluable ways to achieve increased performance, improve retention and morale and develop greater employee commitment through helping individual employees find greater satisfaction in their roles. 

For internal coaching, one must have the desire and ‘buy-in’ of Senior level executives within the organization with Trained Coaches ready to facilitate the program.

In preparation for this, it is essential to have a fully developed program that includes:

  • A clearly stated ‘What’s In It For Me’ strategy that links Coaching to the company objectives, goals and the individuals role within the company
  • Clearly articulated Confidentiality Agreements and parameters within the organization
  • Internal Marketing Plan to promote Coaching that includes a Coaching Participant Manual to address any questions an employee may  have
  • Administration and Enrollment Plan that includes matching coaches & clients, tracking, reporting and success measurement. 

There are many programs out there where Licensed Professionals come in and help create this within any organization.  We have two Licensed Trainers that are available to come and teach the 5/5/5 Coaching Skills Training Program to your organization.  With the core skills of coaching and the above program, your company can successfully roll out a Coaching Program that embodies a true ‘Coaching Culture’. 

The Second option is finding a reputable firm that you can partner with, one that is willing to meet the objectives your organization has set out where you outline your goals that align with your strategic plan. 

A few important details to have in place when hiring a coaching organization:

  • Have measurable goals in mind that meet your strategic plan
  • Check for results from previous coaching and ensure they are credentialed.
  • Recognize from the start that Coaching is a strategy and to secure measurable results, your organization must be committed and willing to making significant change.
  • Interview the Firm to ensure compatibility.
  • Ensure you roll out the program with clear expectations to those you will involve in Coaching
  • Have your program complete internal with tracking, confidentiality expectations, ‘WIIFM’ strategy for employees, participant manual and your internal marketing plan. The firm you hire can help you with all of these!

In Sync Leadership Development can help you create Internal Coaching and come in as External Coaches.  We provide training, help you with your internal program and work with you to ensure all your needs are met so your bottom line will reflect the desired results often with the ROI of 700%!