The common understanding that the singular reason for a business to exist is to “make money” is outdated and does not reflect all the potential of human nature. For work to be rewarding at all levels, the purpose of business should be serving the customer – with profit as a given, of course – along with the benefit of a job well done.

These are the needs that go beyond the simplistic survival purpose of merely making money for its own sake. It can expand further, and contribute to a higher altruistic purpose, greater good or cause, thus supporting you on the journey of self-actualization. (Recall Maslow’s hierarchy of needs, as described in this post.)

Having said this, there is absolutely nothing wrong with profiting from your work, or from running or owning a business. In fact, being rewarded for your labors is a moral imperative. However, having a greater goal is what truly drives individuals toward excellence and is equally imperative to finding satisfaction in the previously mentioned job well done.

As a leader of such an enterprise, it is your well-articulated vision that serves as the larger purpose of the business. Only then can you expect employees at all levels to be fully engaged and committed to your goals.

Self-Actualized Employees Become Engaged Team Members

As outlined in an article at Forbes.com, “An individual’s mindset when working, therefore, is the result of whether their personal purpose is in alignment with the organization’s purpose, as well as with the duties required to perform in the role itself. Often a job or career mindset is a result of misalignment between personal, organizational, and role purpose.”

The author, founder and CEO of The Pontefract Group, Dan Pontefract, then goes on to explain the three types of mindsets typically displayed by employees:

• Job mindset: Performing transactional duties in return for compensation and not much else.
• Career mindset: Focused on increasing one’s career girth by advancing salary, title, power, team size and/or span of control.
• Purpose mindset: Passionate, innovative and committed to a meaningful and engaging workplace that serves and benefits all stakeholders.

Concluding with, “Furthermore, a job or career mindset is the result of a leader failing to demonstrate a duty of care in the employees he ought to be leading.” (Emphasis added.)

Clearly, employees who possess a job mindset or career mindset lack a larger purpose, both personally and professionally. On the other hand, a self-actualized employee will develop the purpose mindset as a result of the efforts of a leader who possesses, and displays, a high degree of emotional intelligence in the workplace.

Self-Actualized Leaders Inspire Engagement and Commitment

Doing this will enable you, and your teams, to move beyond “the physiological and safety level equivalent of a ‘workplace hierarchy of needs’ framework” where, he argues, “far too many leaders and employees remain stuck”.

In other words, an engaged and self-actualized leader inspires engagement and commitment to a higher purpose at all levels of their organization; knowing this is the road to lasting success. Such a leader also understands that the profits needed to continue in business will take care of themselves; flowing naturally from their efforts.

Do you employ emotional intelligence in the workplace, with a vision of a higher purpose for your business, in your role as a leader? Or, do you focus solely on profits, and wonder why it’s so hard to find committed, engaged employees?

Developing self-actualization as a leadership skill is an important part of building emotional intelligence in the workplace at all levels. If you have found yourself struggling to define the purpose of business for you team, or a vision that inspires commitment and employee engagement, let’s chat. Click here to schedule your FREE Discovery Call.