Do You Feel Alignment with Your Organization’s Purpose, Vision, and Values?
In this month’s series “What We Feel at Work” we will focus on the sources of our good and bad feelings at work. We will focus on labeling those feelings, asking these questions: Why do I feel this way? Is it me or the environment? What environment is right for me?
Our strongest emotions often stem from alignment or misalignment with our own and our organization’s perceived purpose, vision, and values.
People often describe feelings without understanding their source:
- “I feel energized.”
- “I feel frustrated.”
- “I feel hurt.”
- “I feel inspired.”
- “I do not feel valued.”
What if those feelings are talking to us? No two of us are the same, so what each of us seeks for fulfillment in life may not be the same for others.
We have found that some of our most powerful, positive, and memorable emotions arise when our personal purpose, vision, and values align and are honored. Likewise, some of our deepest wounds arise when they are violated.
When We Feel Purpose Alignment
Our purpose resides deep within our soul. We may not be able to articulate it clearly, but we know when we are and are not honoring our life purpose. Purpose gives our lives meaning when we contribute to something worthwhile; we experience fulfillment, pride, and joy. When purpose is lost or ignored, we can feel emptiness, disengagement, and frustration.
When We Feel Vision Alignment
Vision is the energizer of hope. When we see progress toward a meaningful future, we feel excitement and optimism, and we know that the planning and hard work have been worthwhile. When the future is unclear, the energy for one more commitment may be lacking.
When We Feel Values Alignment
The two values we feel most strongly about are trust and respect. Trust is the confidence that things will be done the way we said they would be. Respect is demonstrated by how we care about the people we work with and the value we recognize in their contributions. Our brains release the feel-good hormone serotonin when we create a safe environment for ourselves. Violations of trust or respect create fear and uncertainty, causing our brains to send cortisol surging through our bodies.
A Leadership Insight
Most leaders spend considerable time addressing behavioral issues without the ability to label what is happening. Labeling feelings enables leaders to address their own feelings as well as those of their team. When we have labels for our Core Identity components of purpose, vision, and values, we can openly discuss what is best for the organization. Otherwise, we become emotionally upset because we feel that what is happening violates who we are, and we lack the language to address it.
Reflection Questions
- What stories about myself and my organization bring me the greatest fulfillment?
- Which of my values are being honored in those moments?
- What stories have created my strongest negative emotions?
- Can I label what is being violated so we can address it?
Next week, we will talk about how the environment we are in creates our feelings. As leaders, are we intentional about the feelings we create within our team?