5 Ways to Reinforce Your Mission and Motivate Your Team
February 15, 2024 | By David M. Wagner
There’s an old parable about a passerby asking three bricklayers what they were doing.
As one version goes, the first says to the passerby, “I’m laying bricks.” The second answers, “I’m building a wall.” The third responds, “I’m helping rebuild this cathedral.”
Maybe the first two knew what they were building and either didn’t care or didn’t think in those terms.
But in my experience, many people – even in mission-driven nonprofits – struggle to place their immediate work in a larger context.
Purpose as Motivation and Guide
When team members are missing the “big picture,” it represents a failed opportunity for leaders to reinforce the why behind everyone’s work. That “why” is important as both a motivator and a guide.
In Drive, Daniel Pink identifies purpose as one of three key sources of human motivation (along with autonomy and mastery). It turns out that we’re just more inclined to lay bricks (even when it’s boring or difficult) when we understand that we’re building something greater than ourselves, and not just make a living.
Moreover, team members can take more initiative, solve more problems, and come up with better ideas when they understand the outcomes their work supports.
Reinforcing Connection with the Mission
When it comes to communicating purpose, most nonprofits have a built-in advantage over other businesses: their mission is often very clear.
But as programs expand, staff sizes grow, and strategies become more intricate, it can be more challenging for team members (especially those in administrative capacities) to feel connected to that mission.
Here are 5 key opportunities for leaders to reinforce mission with their teams and how their work contributes to strategic outcomes:
Onboarding. In a former career, a new employee approached me after orientation, confused about the organization’s structure. Once I explained why we had the departments we did and how they worked together, the employee felt they understood how they “fit” into the bigger picture. We added that context to future orientations.
Goal-setting. Just as you want your team’s day-to-day work to align with your strategy, help your team members align their individual goals with your strategic ones.
Recognizing great work. When showing appreciation for team members’ outstanding contributions and results, make sure to point out how their work supports the mission and your strategic outcomes.
Holding meetings. Leading practice: use routine meetings (board meetings, all-hands, etc.) to reinforce a connection with your mission by incorporating stories “from the field” and constituent feedback that showcase the great work your organization does.
Reviewing performance. The natural counterpart to goal-setting is performance reviews. Help team members appreciate the meaning of their results by emphasizing their impact (positive and negative) on your mission and strategic goals.
Communicate your mission and strategy frequently to motivate your team and grant them autonomy to improve your organization. If you want more help putting your strategy into practice, set a free consultation to discuss how I can help.