At Palmer OSG, we know the power of a company’s compelling purpose to drive healthy revenue and make a positive impact. But it’s not enough to just have a compelling purpose. An organization needs to put its purpose to work motivating employees, inspiring customers, driving clear decisions, to name just a few tasks. That sounds pretty lofty, and we’re pretty practical… So what else are us practical Midwesterners to do but build a tool!
We built the Purpose Model as a practical tool to help leaders create energizing, meaningful focus in their organizations. The model starts with understanding and clarifying your company’s compelling purpose. Then it moves through five other operational elements. As you clarify and make decisions about those elements, you ensure operations are focused and aligned.
The Purpose Model has proven to be a powerful tool for seeing your whole organization in a simple, strategic view. Results distill the complex moving parts of your business into clear priorities and actionable next steps to bring your strategy to life.
We encourage our clients to use the Purpose Model when:
- Carrying out a new strategy is vital to future success
- New leadership is taking the helm
- Revitalization is needed
- It’s time to take the organization to the next level
Results can be used to:
- Get real traction for your strategy that you can see and measure
- Uncover priorities when a lack of focus is creating “fires”
- Level set before or after a merger, acquisition, or other significant transitions
- Drive the authentic, effective culture that’s right for your business
The Six Operational Elements
The Purpose Model has the unique ability to eliminate noise and reveal clear priorities. It organizes your business into six operational elements:
- Purpose. The reason your company exists that motivates your people to do their best work and your customers to keep coming back.
- Core Work. What work does your company need to prioritize and do exceptionally well to best achieve its purpose?
- Roles & Collaboration. What roles, teams and collaboration methods does your company need to do its core work well?
- Tools. What tools, processes and systems do your people need to fulfill their roles and collaborate effectively?
- Key Outcomes. How do you measure achievement? What behaviors do you encourage to ensure achievement?
- Leadership Approach. What unique leadership approach best harnesses the power of your people and teams to do their best work?
If you could use this clear view of your organization to get traction, uncover priorities, level set, or inspire the right culture, let us know! We’d love to help.