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This month’s entry is a guest post written by Rick Newton. He co-founded the Center for Serving Leadership with John Stahl-Wert in 2015 because of their shared vision and passion of equipping leaders to awaken, align, and achieve Great Purpose.

Here in the United States, we have just come through a historic election – unlike one that anyone has ever seen. Don’t worry – I am not going to get into political opinion, but I do want to get into politics – and talk about how Serving Leaders are needed in every facet of society, especially Government.

There are many problems with our society, and I trace all of them back to leadership – or to be more precise, a lack of serving leadership. Too often, leaders in government are self-centered, egotistic, and more concerned about staying in power than serving the people they represent.

When self-centered leadership is in place, we see the results: name-calling, blame-shifting, miscommunication, no communication, undermining, dysfunction, and an inability and unwillingness to rise above differences to serve the common good.

Values are the foundation of an organization’s culture. Where Great Purpose addresses why we work, values guide how we work. This guidance will be intentional, or it will be unintentional, because every organization has values. The question is: “Will we choose the values that will guide us, or will we allow ourselves to be pushed around by the riptides of opportunity and crisis?”

Identify and Define Your Values

The enterprise that says – “We don’t waste our time on things like values. We’ve got a business to run!” – is, in reality, showing their underlying values. Examine the pattern of decisions and you’ll know what their “values statement” would say.

The business that says it values integrity, but rewards the salesperson bringing in the most business while cutting ethical corners, is displaying its true values. The stated values are not real, of course, but the company still has values. By their fruit, you will know!

A common myth about leadership is that a leader is responsible to “establish a compelling vision.” This is just not true. Many leaders step into an organization that already has a great vision, and they should not try to prove that they are a leader by cooking up some new vision.

Raise High the Vision

It is the leader’s job to make sure everyone understands why the business exists. Leaders aren’t required to come up with a great vision, but they are required to serve a great vision. Leaders who do not raise high a great purpose are throttling the contributions of the people who work for them. Human beings desire purpose. An organization’s vision must provide a compelling and noble reason for employees to care.

Leaders must raise vision high enough for everyone to have a direct sight line to it. Obviously, this demands that leaders communicate what the vision is—which we call Great Purpose. However, people respond to leaders' actions more than to their words. Leaders must demonstrate the Great Purpose. This work not only includes communicating the vision to new employees, but also daily actions needed to reinforce the importance of the vision.

Great organizations are successful at getting their people to own the vision. As this happens, employees become more engaged and committed to doing their part to serve the Great Purpose.