In our third curated insight this month, we take an ‘oldie but goodie’ from Gallup around wellbeing. According to Gallup, purpose is one of 5 elements of wellbeing, alongside social, financial, community and physical. Further, investments in purpose Gallup found were fundamental to enriching the other 4 components of wellbeing – in other words “feeling happy, healthy and fulfilled, starts with purpose”.

If that’s the case at the individual level, you might think it would be very fair to assume that is is the same at the organizational and societal level too; and you’d be right. Those who demonstrate high purpose well-being show higher levels of engagement, emotional investment, discipline and focus in driving impact through their efforts. In fact: accordingly to Gallup:

workers with high purpose and well-being are 20 times more likely to be engaged at work than those who are not.

Hmm…not a bad RoP – Return on Purpose.

Further, research shows that over 90% want to live life with a sense of purpose (Enso, 2018) and yet only 15% of non-leaders, agree that they are getting to live their purpose at work (McKinsey – see our insights here). The need is there, the demand is there, the evidence is easy to find.

Yet, even though 79% of business leaders understand the importance of purpose as a core strategic objective, are 68% saying purpose is not used as a “leadership guidepost” within their organizations? (PwC 2016). If leaders aren’t modeling purpose, they are demonstrating a lack of understanding and commitment to a fundamental component of their people’s wellbeing.

Why is that?

Let us know your thoughts. We’ll share ours next month, when we focus on everything people and purpose. In the meantime, please sign up for our insider insights below.