News & Insights
Our founder and CEO, Dr. Vic Strecher, joined some of the most esteemed purpose advocates from around the globe, discussed these questions and more at a summit on Organizational Higher Purpose at Washington University’s Olin Business School.
Empowering purpose means encouraging your employees to identify their own purpose and values. It also means giving them the support, both personally and professionally. Simply telling employees that they need to have a purpose does not work; as a Purposeful Leader, you must empower and inspire them to seek out their purpose for themselves.
First in a three-part series, we’ll consider the first pillar of Kumanu Purposeful Leader™ program: Model. How can leading with purpose in your life, work, and leadership role encourage others to live their own purpose?
Purposeful Leaders uses a unique, scalable delivery model featuring expert-driven, localized and user-generated content served in a micro-learning format via the Purposeful App. “We built Purposeful Leaders around a best practice framework that emphasizes modeling, empowering, and connecting people in purpose, said Vic Strecher.
We’ve long touted the many benefits that a purpose in life can have on the body. Many of these benefits are rooted in the neuroscience of the brain. Let’s take a deep dive into some of the amazing findings on how purpose can alter and improve the brain itself.
How can business leaders cope with uncertainty? It takes visionary leadership, rapid response to change, flexibility, versatility, and resilience – in other words, it’s not easy. However, integrating agile project management frameworks across departments can give your organization an edge in today’s dynamic business conditions.
Every year, more employers are recognizing the importance of offering an employee wellbeing program. In fact, a report from the National Business Group on Health from 2018 discovered the average amount spent on employee incentives for these types of programs have increased to $784 per employee (a 50% jump since 2013), and 67% of employers plan to expand their wellbeing solutions over the next three to five years.
A rapidly growing body of evidence suggests that organizational and individual health and resilience have one common denominator: a strong, self-transcendent sense of purpose.
Organizations today face unprecedented challenges when it comes to engaging and developing their most valuable asset: people.
In the workplace, financial and non-financial motivators are used to drive engagement and performance. but motivation is highly personal and differs for each employee. In this blog, we discuss types of motivation tactics used to get the best results out of each of your people for greater engagement and performance.
It’s the manager. No really, it’s the manager. In their State of the American Manager Report, Gallup attributes 70% of the variation between great workplace engagement and poor workplace engagement to the quality of the manager or team leader.