Frequently enough, we ask what
needs to be done, but truly impactful leaders consistently ask why
. This simple shift in viewpoint can dramatically alter employee engagement, productivity, and overall success within your institution.
I’ve found that understanding the why
behind tasks is paramount, especially when working with emerging professionals. It’s a concept deeply understood by leaders like Todd Lane at Cox Enterprises, who champions a program called LEAD.
LEAD provides young professionals with opportunities to hone their skills, collaborate effectively, and contribute meaningfully through rotational assignments. He shared that the program has equipped hundreds of recent graduates-around 85% directly out of college-with the tools to lead.
The Power of “why” in a New Generation
Recently, Todd and I discussed the significance of communicating the why
to his Gen Z team members. When he invited feedback, a common frustration surfaced: We get frustrated when you put us in jobs that we don’t like. Why do you do that?
Todd took the time to explain that these assignments are intentional, designed to cultivate well-rounded leaders with diverse skill sets.
These rotations are a period of preparation, enhancing their marketability and positioning them for future promotions. Their response was remarkably concise: That’s all we needed to hear.
This illustrates a crucial point – openness and context are key.
Here’s what works best: proactively sharing the rationale behind decisions builds trust and fosters a sense of purpose.
When teammates Understand the Why…
- Improved Employee Engagement: Knowing the
why
connects tasks to the bigger picture, motivating individuals to invest more fully in their work. - Better Decision-Making: When people understand the desired outcomes, they can make more informed and strategic choices.
- Increased Employee Ownership: This is perhaps the most significant benefit. When employees embrace both the
what
and thewhy
, they take ownership of their roles, rather than simplyrenting
them. - Enhanced Creativity: Understanding the underlying purpose unlocks new perspectives and encourages innovative solutions.
- Empowered Problem-Solving: Recognizing desired outcomes empowers employees to proactively identify and resolve challenges.
Consider the case of a recent Cox graduate who struggled with organization. To address this, he was strategically placed in a product management rotation. While challenging and initially disliked, Todd consistently emphasized the long-term benefits of developing this skill. After a year, the young man expressed his gratitude, stating it was his most significant year of professional growth.
But-he needed the why
.
Todd shared that he genuinely enjoys mentoring these Gen Z professionals. New hires receive a month of intensive training, heavily focused on understanding the whys
behind their roles. Regular meetings then follow, covering both business objectives and professional development, consistently reinforcing the rationale behind tasks and positions. This approach has been incredibly effective; over 50 LEAD graduates now hold management or director positions within Cox.
Todd’s greatest professional reward comes from receiving requests from hiring managers across Cox, specifically asking for graduates from the LEAD program.
Cultivating a Culture of understanding
Creating a workplace where why
is consistently communicated isn’t simply about providing explanations; it’s about fostering a culture of transparency and trust. it requires leaders to be intentional about connecting individual tasks to the overall organizational vision.
I’ve seen firsthand that this approach can transform a disengaged workforce into a team of proactive, motivated individuals.It’s about recognizing that people aren’t just looking for a job; they’re looking for purpose.
whycheck-ins with your team. Dedicate 15-20 minutes each week to discuss the purpose behind ongoing projects and individual tasks.
Why Understanding Matters: A Quick Comparison
| Without Understanding the “Why” | With Understanding the “Why” |
|---|---|
| Tasks feel meaningless | Tasks feel purposeful |
| Lower engagement | Higher engagement |
| Reactive problem-solving | proactive problem-solving |
| Limited ownership | Strong ownership |
In today’s dynamic work surroundings, simply telling people what
to do is no longer sufficient. You must articulate why
it matters.This isn’t just a generational preference; it’s a fundamental human need. By prioritizing transparency and purpose, you can unlock the full potential of your team and drive lasting success.
Evergreen Insights: The Enduring value of Purpose
the need for purpose in work isn’t a new phenomenon. Throughout history, individuals have sought meaning in their contributions. Though, the expectations of the modern workforce-particularly younger generations-have amplified this need. As organizations navigate increasing complexity and rapid change, a clear sense of purpose becomes a critical differentiator. It’s the foundation of a resilient, adaptable, and engaged workforce.
Frequently Asked Questions About Communicating the “Why”
- What if the “why” is complex or confidential? Share as much as you can without compromising sensitive facts. focus on the overall goals and how the task contributes to those goals.
- How often should I explain the “why”? Regularly. It’s not a one-time conversation. Reinforce the purpose behind tasks in team meetings, one-on-ones, and project updates.
- What if an employee still doesn’t understand the “why”? Ask clarifying questions to understand their perspective. Reframe the explanation in a way that resonates with their individual goals and motivations.
- Can explaining the “why” slow down productivity? Initially, it might take a bit longer. However, the long-term benefits of increased engagement and ownership far outweigh the short-term time investment.
- Is this approach effective for all types of roles? Absolutely. While the specific
why
will vary depending on the role, the principle of connecting tasks to a larger purpose applies universally. - how can I measure the impact of communicating the “why”? Track employee engagement scores,monitor project completion rates,and solicit feedback through surveys and one-on-one conversations.
- What resources are available to help me implement this strategy? Numerous leadership development programs and articles focus on purpose-driven leadership. Consider investing in training for your managers.
Ultimately, fostering a culture where employees understand the why
behind their work is an investment in your organization’s future. It’s about empowering your team to not just do their jobs, but to believe in the impact of their contributions. Are you ready to prioritize purpose and unlock the full potential of your workforce?
Share your thoughts and experiences in the comments below. Let’s continue the conversation!
