A few years ago, I directed a group funded by two separate sources. One source operated with a strong connection to its mission, while the other had an adjacent mission but little reinforced connection with it on a daily basis.
It was intriguing, and somewhat frustrating, to see how these differing approaches led to distinct outcomes. The managers overseeing these teams had employees from both funding models under their leadership. As a result, they had to constantly shift their leadership approach to align everyone toward the same goal, often struggling to balance engagement and performance between the two groups.
Your Team On Mission
What was the key difference between these two approaches? The team with a clear, reinforced mission had a much stronger motivation model. They operated at a higher level on the motivation pyramid. Rather than simply completing their daily tasks, they were driven by a deeper purpose: supporting the people their mission served. Their work was not just a job—it was a mission that provided intrinsic motivation and a sense of fulfillment.
Your Team Off Mission
In contrast, the group without a clear connection to their mission was primarily motivated by their individual experiences. This made them more difficult to manage and harder to develop as a cohesive team. Their level on the motivation pyramid centered around personal interests, making it significantly harder to inspire and engage them compared to those working toward a shared purpose. Without a unifying mission to rally around, they often lacked the emotional investment needed to drive long-term success and innovation.
The impact of a well-defined mission extends beyond motivation—it influences communication, collaboration, and overall workplace culture.
Mission as Motivation
When employees connect with a clear purpose, they go beyond routine tasks and contribute to something greater than themselves. Without that connection, motivation weakens, and leaders find themselves in a constant struggle to keep their teams engaged. Neglecting this critical component often results in high turnover, decreased productivity, and a disengaged workforce.
If your team feels stuck, ask yourself: Is your mission actively guiding them—or is it just collecting dust?
