Feb. 5, 2025

Revitalize Your Company: How to Measure and Amplify the Experience of Purpose for Lasting Impact

Revitalize Your Company: How to Measure and Amplify the Experience of Purpose for Lasting Impact

Purpose in business attracts employees who are willing to work for less to feel fulfilled, customers who are ready to pay more for meaningful products, and investors who recognize the higher returns of purpose-driven companies. But how can you...

iHeartRadio podcast player iconSpotify podcast player iconAmazon Music podcast player iconAudible podcast player iconPandora podcast player iconApple Podcasts podcast player iconPodchaser podcast player iconDeezer podcast player iconAudacy podcast player iconYoutube Music podcast player iconSpreaker podcast player iconPodcast Addict podcast player iconCastbox podcast player iconJioSaavn podcast player iconCastamatic podcast player iconCastro podcast player iconFountain podcast player iconGoodpods podcast player iconOvercast podcast player iconPlayerFM podcast player iconPocketCasts podcast player iconPodimo podcast player iconPodurama podcast player iconPodverse podcast player iconPodyssey podcast player iconYouTube podcast player iconRSS Feed podcast player icon
iHeartRadio podcast player iconSpotify podcast player iconAmazon Music podcast player iconAudible podcast player iconPandora podcast player iconApple Podcasts podcast player iconPodchaser podcast player iconDeezer podcast player iconAudacy podcast player iconYoutube Music podcast player iconSpreaker podcast player iconPodcast Addict podcast player iconCastbox podcast player iconJioSaavn podcast player iconCastamatic podcast player iconCastro podcast player iconFountain podcast player iconGoodpods podcast player iconOvercast podcast player iconPlayerFM podcast player iconPocketCasts podcast player iconPodimo podcast player iconPodurama podcast player iconPodverse podcast player iconPodyssey podcast player iconYouTube podcast player iconRSS Feed podcast player icon

Purpose in business attracts employees who are willing to work for less to feel fulfilled, customers who are ready to pay more for meaningful products, and investors who recognize the higher returns of purpose-driven companies. But how can you activate purpose in your organization? And how can you be sure it’s making a difference? Join us to learn a simple yet effective approach to measuring and managing the experience of purpose, empowering leaders to unlock its full potential.

Working on Purpose is broadcast live Tuesdays at 6PM ET and Music on W4CY Radio (www.w4cy.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Working on Purpose is viewed on Talk 4 TV (www.talk4tv.com).

Working on Purpose Podcast is also available on Talk 4 Media (www.talk4media.com), Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.

Become a supporter of this podcast: https://www.spreaker.com/podcast/working-on-purpose--2643411/support.

WEBVTT

1
00:00:00.120 --> 00:00:02.359
The topics and opinions express in the following show are

2
00:00:02.359 --> 00:00:04.000
solely those of the hosts and their guests, and not

3
00:00:04.040 --> 00:00:06.960
those of W FOURCY Radio. It's employees are affiliates. We

4
00:00:07.000 --> 00:00:10.080
make no recommendations or endorsements for radio show programs, services,

5
00:00:10.160 --> 00:00:12.480
or products mentioned on air or on our web. No

6
00:00:12.560 --> 00:00:15.759
liability explicitor implies shall be extended to W FOURCY Radio

7
00:00:15.800 --> 00:00:18.559
or its employees are affiliates. Any questions or comments should

8
00:00:18.559 --> 00:00:20.920
be directed to those show hosts. Thank you for choosing

9
00:00:21.039 --> 00:00:27.440
W FOURCY Radio.

10
00:00:28.199 --> 00:00:31.640
What's working on Purpose? Anyway? Each week we ponder the

11
00:00:31.640 --> 00:00:34.840
answer to this question. People ache for meaning and purpose

12
00:00:34.840 --> 00:00:38.200
at work, to contribute their talents passionately and know their

13
00:00:38.240 --> 00:00:41.640
lives really matter. They crave being part of an organization

14
00:00:41.719 --> 00:00:44.439
that inspires them and helps them grow into realizing their

15
00:00:44.520 --> 00:00:47.560
highest potential. Business can be such a force for good

16
00:00:47.560 --> 00:00:51.159
in the world, elevating humanity. In our program, we provide

17
00:00:51.200 --> 00:00:54.280
guidance and inspiration to help usher in this world we

18
00:00:54.320 --> 00:00:58.640
all want working on Purpose. Now here's your host, doctor

19
00:00:58.640 --> 00:00:59.719
Elise Cortes.

20
00:01:04.760 --> 00:01:06.719
Welcome back to the Working and Purpose Program, which has

21
00:01:06.719 --> 00:01:08.719
been brought to you with passion and pride since February

22
00:01:08.760 --> 00:01:11.120
of twenty fifteenth. Exture tuning again this week. Great to

23
00:01:11.120 --> 00:01:14.040
have you. I'm your host, Doctor Release Cortes. If we've

24
00:01:14.040 --> 00:01:15.599
not met before and you don't know me, I'm an

25
00:01:15.680 --> 00:01:19.239
organizational psychologist and lag with therapist, speaker and author. My

26
00:01:19.359 --> 00:01:21.480
team and I at gusto Now help companies to enlive

27
00:01:21.560 --> 00:01:23.799
and then fortify their operations by building a culture and

28
00:01:23.920 --> 00:01:27.120
leadership activated by meaning and purpose. Our mission is to

29
00:01:27.159 --> 00:01:30.680
help clients create a destination workplace where people flocked to join,

30
00:01:30.959 --> 00:01:33.560
are intrinsically motivated to perform at their best, can grow

31
00:01:33.599 --> 00:01:36.000
into their fuller potential, and are committed to stay in

32
00:01:36.040 --> 00:01:38.719
an an deliver on their company's mission, which translates to

33
00:01:38.799 --> 00:01:41.040
higher profits for you. You learn more about us and how

34
00:01:41.040 --> 00:01:44.239
we can work together at gustodashnow dot com or my

35
00:01:44.319 --> 00:01:48.359
personal website at Leisecortes dot com. Getting in today's program

36
00:01:48.439 --> 00:01:51.000
we have with us today, Doctor Carlsure. He's the Professor

37
00:01:51.040 --> 00:01:54.000
of Strategic Management and director of the Chair of the

38
00:01:54.079 --> 00:01:57.959
Chair Management by Missions and Corporate Governance at University that

39
00:01:58.439 --> 00:02:03.519
journas Now. He's the founder of DPMC, provider of strategy

40
00:02:03.560 --> 00:02:06.319
and change management services for companies such as Coca Cola,

41
00:02:06.680 --> 00:02:11.439
Sony Camper, Repsol, and Bristol Myers Squib. He is co

42
00:02:11.520 --> 00:02:15.280
author of Management by Missions, published in six languages, editor

43
00:02:15.319 --> 00:02:19.159
of the open access book Purpose Driven Organizations, Management Ideas

44
00:02:19.159 --> 00:02:21.439
for a Better World, and other books and articles in

45
00:02:21.520 --> 00:02:25.039
leading journals like Long Range Planning and Journal of Business Ethics.

46
00:02:25.240 --> 00:02:28.759
Today we're talking about his work and researching purpose driven organizations.

47
00:02:29.000 --> 00:02:31.960
He joins us today from Barcelona, Spain. Carlos A hearty

48
00:02:32.000 --> 00:02:33.400
welcome to Working on Purpose.

49
00:02:34.439 --> 00:02:36.240
Hello, thank you very much.

50
00:02:36.719 --> 00:02:40.560
It's so wonderful to cross paths with you, Carlos. I

51
00:02:40.680 --> 00:02:43.080
love what you're doing. I want to drink it up

52
00:02:43.120 --> 00:02:44.680
and be a part of it, so I really want to.

53
00:02:44.680 --> 00:02:46.439
I'm looking forward to sharing it with our listeners and

54
00:02:46.520 --> 00:02:47.120
viewers today.

55
00:02:47.560 --> 00:02:49.960
Thank you very much. It was really looking forward to

56
00:02:50.000 --> 00:02:54.400
have this conversation with you, and also the things about

57
00:02:54.439 --> 00:02:56.479
these things about purposon I'm talking.

58
00:02:57.319 --> 00:02:57.759
Mm hmm.

59
00:02:59.039 --> 00:03:01.199
Well, let's just sitch week for our listeners and viewers

60
00:03:01.199 --> 00:03:04.639
who haven't been drinking, you know, from the firehose of

61
00:03:04.680 --> 00:03:08.159
your LinkedIn articles and from your books, et cetera. Let's

62
00:03:08.240 --> 00:03:11.319
just start with what you're pouring yourself into today. So

63
00:03:11.400 --> 00:03:15.120
let's just situate where are you putting your heart and

64
00:03:15.159 --> 00:03:16.479
soul these days? What do you want to.

65
00:03:18.280 --> 00:03:21.120
Well, you know, I think for many years I've been

66
00:03:21.159 --> 00:03:25.520
working and purpose. I've done many things, as you said,

67
00:03:26.039 --> 00:03:30.280
a couple of books. Also, my PhD dissertation was about purpose,

68
00:03:30.639 --> 00:03:35.479
realizational corporate purpose. Also I've been working with more than

69
00:03:35.719 --> 00:03:38.879
two hundred companies today. But really now what I am

70
00:03:39.639 --> 00:03:43.360
really a concern is how to connect your the personal

71
00:03:43.400 --> 00:03:47.120
purpose of people with a company purpose. I think this

72
00:03:47.199 --> 00:03:49.639
is a challenge. This is a challenge for many companies

73
00:03:50.199 --> 00:03:54.319
because now really it's not only to define the purpose

74
00:03:55.120 --> 00:03:57.919
in the corporate purpose for a company, but also the

75
00:03:58.000 --> 00:04:03.280
question is how do you really connect the personal purpose

76
00:04:03.879 --> 00:04:06.919
of your people with a corporate purpose. And this is

77
00:04:06.960 --> 00:04:10.400
probably the thing I am more working on for the

78
00:04:10.439 --> 00:04:12.919
last three four years. I will say.

79
00:04:14.360 --> 00:04:15.759
It's the life one. We're going to die a little

80
00:04:15.759 --> 00:04:17.600
bit more deeper into that as we go. I think

81
00:04:17.639 --> 00:04:20.360
that's amazing. One of the many things that I see

82
00:04:20.399 --> 00:04:23.439
you really leading the field with is that's one of them.

83
00:04:23.439 --> 00:04:25.040
The other one, of course, is the measuring, which we'll

84
00:04:25.040 --> 00:04:27.839
get to in just a second. But I am interested.

85
00:04:27.920 --> 00:04:30.199
I know I found myself in the purpose space because

86
00:04:30.199 --> 00:04:34.279
my dissertation was around studying meaning and working identity. So

87
00:04:34.319 --> 00:04:36.720
I had the meaning stuff which botanly led me into

88
00:04:36.759 --> 00:04:39.800
the purpose camp. But I'm interested in learning when and

89
00:04:39.839 --> 00:04:42.720
how did you discover the opportunity and the need for

90
00:04:42.959 --> 00:04:44.759
organizations to operate from purpose.

91
00:04:46.279 --> 00:04:50.439
Well, when I discovered, really good question, I would think

92
00:04:50.480 --> 00:04:55.120
it was not an academy. Indeed, it was research. It

93
00:04:55.240 --> 00:05:01.759
was volunteering. Yeah, I was voll with Mother Teresa, you

94
00:05:01.800 --> 00:05:04.160
know Indian Mother Teresa from Kalkatats.

95
00:05:04.279 --> 00:05:07.399
I remember this in your book, Yes, well.

96
00:05:07.279 --> 00:05:09.560
I mentioned this in the Yes, in the A pillar

97
00:05:10.199 --> 00:05:13.480
of the book, you know, So I there is where

98
00:05:13.560 --> 00:05:17.319
I discovered Mother Teresa was alive at that time. And

99
00:05:17.480 --> 00:05:20.519
I was working in a house that was called Caligat

100
00:05:20.600 --> 00:05:24.560
for infirmed people that were living on the streets. And

101
00:05:24.600 --> 00:05:28.160
there there was a house that we were taking care

102
00:05:28.199 --> 00:05:34.800
of forty people that they were close to die. And

103
00:05:34.920 --> 00:05:37.519
I remember the day when I arrived. One of the

104
00:05:37.639 --> 00:05:40.680
nuns told me, hey, you know this guy, this a

105
00:05:40.800 --> 00:05:44.079
Hindu guy, and he has been living probably all his

106
00:05:44.199 --> 00:05:46.319
life in the street and you are going to take

107
00:05:46.360 --> 00:05:50.079
care of him. And I was feeding him every morning.

108
00:05:50.439 --> 00:05:55.199
Then I was giving some pills watching him. Also, I

109
00:05:55.319 --> 00:05:59.279
learned from Hindu poems and learn to Hindu songs and

110
00:05:59.279 --> 00:06:03.480
and and really I discovered meaning, this is a purpose.

111
00:06:04.000 --> 00:06:08.319
Those days were very meaningful days for me. And it happened,

112
00:06:08.439 --> 00:06:12.240
but it was going to happen. This guy died in

113
00:06:12.279 --> 00:06:17.160
my arms, and then all the purpose went on, all

114
00:06:17.199 --> 00:06:19.600
the things, all the I was thinking, wow, what is

115
00:06:20.160 --> 00:06:23.079
And I remember the following day I went to busy

116
00:06:23.199 --> 00:06:28.319
mother Terisa, and we had a conversation. I was very

117
00:06:29.920 --> 00:06:35.439
upset that really Ann also thinking about everything would happened

118
00:06:35.439 --> 00:06:38.040
the day before this guy. And we was telling to

119
00:06:38.079 --> 00:06:41.480
mother Test what is the meaning of all this? And

120
00:06:41.600 --> 00:06:43.439
what is the meaning of all this? We how many

121
00:06:43.519 --> 00:06:45.759
people we are taking care in this house just forty

122
00:06:46.240 --> 00:06:49.079
We have hundreds of people dying on the streets every

123
00:06:49.160 --> 00:06:53.240
day here in calcut in the world alone. And ver

124
00:06:53.319 --> 00:06:57.839
Test was listening to me. When I finished, she said, look, Carlos,

125
00:06:58.319 --> 00:07:01.040
put love in everything you do, because what counts, what

126
00:07:01.240 --> 00:07:04.439
really counts, it's not how much you do, but how

127
00:07:04.519 --> 00:07:08.040
much love you put in the Do you know for me?

128
00:07:08.519 --> 00:07:12.199
That day I will tell you I really discover what

129
00:07:12.240 --> 00:07:15.920
purpose means, because really, I said, way, now I understand

130
00:07:15.920 --> 00:07:19.199
why I was so happy and why that house was

131
00:07:19.279 --> 00:07:23.360
so purposeful and it was full of purpose. Why because

132
00:07:23.360 --> 00:07:26.720
the important thing was not how much you feed the people,

133
00:07:26.800 --> 00:07:29.439
or how many songs you said, or the poems or

134
00:07:29.480 --> 00:07:32.959
the time you spend with them. The really the important

135
00:07:32.959 --> 00:07:35.560
thing was the love we were putting all those things.

136
00:07:36.040 --> 00:07:39.879
And this is where I where I discovered the importance

137
00:07:39.920 --> 00:07:43.920
of purpose for an organization. And I think this counts

138
00:07:44.680 --> 00:07:47.800
or if you're volunteering, but also it comes if you're

139
00:07:47.839 --> 00:07:50.800
in a factory, in a banking, a distribution, in a hospital.

140
00:07:51.079 --> 00:07:53.720
I mean, this is the big discovery I met. And

141
00:07:55.360 --> 00:07:59.439
to be honest, for twenty five years now, since then,

142
00:08:00.639 --> 00:08:04.199
I've been doing just one thing, just bringing this message

143
00:08:04.480 --> 00:08:07.600
to companies. And I think purpose is a very good channel,

144
00:08:08.000 --> 00:08:13.720
a very good concept to give this meaning to the

145
00:08:13.800 --> 00:08:17.000
work that you were doing. The relevant thing. The important

146
00:08:17.000 --> 00:08:19.800
thing is not how much you do, but how much

147
00:08:19.959 --> 00:08:21.319
enough you put in the doing.

148
00:08:22.839 --> 00:08:25.120
What a beautiful story, Carlos, What a great way to

149
00:08:25.160 --> 00:08:27.120
open our conversation for our listeners and viewers. And I

150
00:08:27.160 --> 00:08:29.199
would say one thing to what you just shared, and

151
00:08:29.399 --> 00:08:32.360
that is, of course you know what I whole thing

152
00:08:32.360 --> 00:08:36.279
about purposes. It's ultimately always about serving, serving and helping.

153
00:08:36.559 --> 00:08:38.799
But I love how you've now injected the word love

154
00:08:38.879 --> 00:08:41.360
in there. And I'm increasingly finding that that little four

155
00:08:41.440 --> 00:08:45.519
letter word is finding its way into more conversations around

156
00:08:45.600 --> 00:08:48.559
business than I've ever noticed it before, and I take

157
00:08:48.600 --> 00:08:49.360
that as a good sign.

158
00:08:50.159 --> 00:08:56.360
Yes, absolutely, you know, this is something I love to

159
00:08:56.440 --> 00:08:59.440
talk about love in business, and I think it's something

160
00:08:59.759 --> 00:09:02.600
not only love, but also friendship. It is a very

161
00:09:02.600 --> 00:09:06.720
important word. This is something very important world. We need

162
00:09:06.759 --> 00:09:12.360
to use friendship, this is compassion, all these things, communion.

163
00:09:13.679 --> 00:09:17.759
I think all these words we need spirituality to incorporate

164
00:09:17.799 --> 00:09:21.519
as well into business because business is human, so we

165
00:09:21.600 --> 00:09:26.120
cannot detach all these things from business. And purpose is

166
00:09:26.120 --> 00:09:28.159
a good way to discover this, you, because you know,

167
00:09:28.480 --> 00:09:32.039
when we talk about purpose, then all these things make

168
00:09:32.200 --> 00:09:37.879
more sense. Purpose is bringing is not. And I like

169
00:09:38.000 --> 00:09:40.480
Simon Sinek, for example, he says, it's not what you do,

170
00:09:40.879 --> 00:09:42.919
is why you do it. But when you talk about

171
00:09:42.960 --> 00:09:46.480
this why you're doing the things, then love is there.

172
00:09:47.600 --> 00:09:51.639
It's so beautiful, Yes, and it's so I think it's

173
00:09:51.879 --> 00:09:54.679
purpose is a very good way to connect with all

174
00:09:54.720 --> 00:09:56.360
these human basic things.

175
00:09:57.720 --> 00:09:59.159
Pretty much a lot of the work that I'm doing

176
00:09:59.200 --> 00:10:02.399
too chology. To me, it just makes intimate sense, right,

177
00:10:02.799 --> 00:10:06.639
immediate and intimate sense. But it seems that we need

178
00:10:06.679 --> 00:10:08.879
to do a little bit more persuading that of some

179
00:10:08.919 --> 00:10:12.559
other folks that haven't quite gotten on the same BANDWAGONES yet,

180
00:10:12.559 --> 00:10:14.200
which is why we're doing the work that we're doing.

181
00:10:14.840 --> 00:10:16.879
And one of the things that I think can really

182
00:10:16.960 --> 00:10:20.279
help that initiative is what you're doing, which is how

183
00:10:20.320 --> 00:10:23.519
we originally met on LinkedIn. I was so intrigued to

184
00:10:23.639 --> 00:10:27.080
learn about your measure to Improve initiative? Can you share

185
00:10:27.080 --> 00:10:29.720
more about how did that come about? What are you

186
00:10:29.720 --> 00:10:31.639
trying to accomplish?

187
00:10:31.759 --> 00:10:35.200
Yeah, thank you, well, yes, I love this one displayed

188
00:10:35.600 --> 00:10:39.440
and it's very connected with the what I mentioned before,

189
00:10:39.519 --> 00:10:43.440
the personal connection, the personal connection with the employees with

190
00:10:43.559 --> 00:10:48.519
the company. Yeah. And you know when companies have a purpose,

191
00:10:48.559 --> 00:10:51.240
then normally they measure it or they're trying to find

192
00:10:51.279 --> 00:10:55.120
a way to ask the different stakeholders. They ask the clients,

193
00:10:55.200 --> 00:10:58.159
or they ask a society. You have different certifications like

194
00:10:58.240 --> 00:11:02.279
bi Corps or you have also some other companies that

195
00:11:02.360 --> 00:11:06.440
can certify ESG certification. But in thing we have missed

196
00:11:06.480 --> 00:11:11.159
something that is very important is the voice of employees.

197
00:11:11.399 --> 00:11:14.639
And it's fundamental. I mean, employees is the main stap

198
00:11:14.679 --> 00:11:19.440
holder that participate on the purpose. So really and I

199
00:11:19.480 --> 00:11:23.519
think we want really to have purpose and to measure purpose.

200
00:11:23.879 --> 00:11:26.320
The first one you need to ask is your employees.

201
00:11:27.200 --> 00:11:29.759
And this is what we want to achieve with this movement.

202
00:11:30.600 --> 00:11:33.840
We've been doing this for many years not we develop

203
00:11:33.919 --> 00:11:39.519
in our research, grow different scales to measure purpose and

204
00:11:39.600 --> 00:11:43.000
to give boys to the employees. And then after some

205
00:11:43.120 --> 00:11:45.759
years we say, hey, why not to create a movement

206
00:11:46.240 --> 00:11:48.440
that we are going to encourage companies to do it

207
00:11:49.000 --> 00:11:51.799
and to help companies to make this measurement and to

208
00:11:51.879 --> 00:11:54.639
give boys to the employees so that the employees can

209
00:11:55.039 --> 00:11:59.000
that Okay, my company, in the company I'm working for.

210
00:12:00.159 --> 00:12:04.639
Purpose really is something that is alive. It's not just

211
00:12:04.679 --> 00:12:09.159
the sentence on the website or is something for proper relationships.

212
00:12:09.320 --> 00:12:13.039
It's something that is connecting with me. I see also

213
00:12:13.399 --> 00:12:17.039
the management is consistent with it, and also my colleagues.

214
00:12:17.200 --> 00:12:20.039
This is what we are. We are mentioning and the

215
00:12:20.080 --> 00:12:24.360
objective is giving boys, giving voice to the employees.

216
00:12:26.120 --> 00:12:30.320
I think that's incredible. Carlos and I certainly know of

217
00:12:30.320 --> 00:12:33.879
of the big corpor certifications in the esgy stuff that

218
00:12:33.919 --> 00:12:36.399
you talked about before, but beyond that, I personally have

219
00:12:36.519 --> 00:12:38.879
not accounted very many companies that lease in the United

220
00:12:38.879 --> 00:12:41.559
States that are really measuring purpose the way that you're

221
00:12:41.600 --> 00:12:43.759
putting forth, which is why I'm so excited about this.

222
00:12:43.840 --> 00:12:48.480
And I think it will really help excuse me, really

223
00:12:48.519 --> 00:12:52.240
help us maybe help more people get on the bandwagon

224
00:12:52.240 --> 00:12:55.360
who think it's a little bit too fluffy. So you

225
00:12:55.440 --> 00:12:58.039
have a three D index and purpose, so I think

226
00:12:58.080 --> 00:13:01.159
it's just very potent and size and maybe you can

227
00:13:01.200 --> 00:13:02.039
cover that next.

228
00:13:03.240 --> 00:13:07.720
Yes, this is well. We had at the beginning, we

229
00:13:07.799 --> 00:13:11.639
developed setting scales with more than one hundred measures, not

230
00:13:11.720 --> 00:13:16.720
then we validated forty eight and then it was okay

231
00:13:16.759 --> 00:13:20.279
with this with this survey is we can measure many

232
00:13:20.279 --> 00:13:24.080
aspects of purpose. But then one of the companies we

233
00:13:24.120 --> 00:13:27.519
are working here from a big company here in Spain and

234
00:13:27.559 --> 00:13:31.120
other companies, they said to us, we'll like to have

235
00:13:31.159 --> 00:13:35.480
an index like the net Promoted score, that is asking

236
00:13:35.720 --> 00:13:37.639
do you do you would like to recommend the companies,

237
00:13:37.919 --> 00:13:42.879
We would like to have one for measuring purpose. I said, wow,

238
00:13:43.080 --> 00:13:47.120
this is very good, I mean, and we started developing

239
00:13:47.480 --> 00:13:52.360
with this company and another sixty companies research and then

240
00:13:53.360 --> 00:13:56.279
we fail, I will say, because we were not able

241
00:13:56.320 --> 00:14:00.440
to find just one question, and you know, purposes something

242
00:14:00.480 --> 00:14:04.480
that at least you need three questions, three questions, and

243
00:14:04.879 --> 00:14:08.600
this is a and then so will reduce the forty

244
00:14:08.639 --> 00:14:11.080
eight questions into three and this is the good thing.

245
00:14:11.159 --> 00:14:13.639
And then with these three questions, we are making what

246
00:14:13.759 --> 00:14:17.200
we call a synthetic index, so that we have and

247
00:14:17.240 --> 00:14:21.519
we have also we can identify people that is supporting,

248
00:14:21.960 --> 00:14:25.840
that is connected with the purpose, people that is indifferent.

249
00:14:25.919 --> 00:14:29.240
Also identify the percentage of people that they say, well,

250
00:14:29.519 --> 00:14:33.360
purposes not with me, and also that are disconnected. So

251
00:14:33.759 --> 00:14:39.080
and also with different percentages. And here we assess and

252
00:14:39.120 --> 00:14:41.679
we can measure. But the most important thing is not

253
00:14:41.720 --> 00:14:46.159
only measuring, but what we are providing we are want

254
00:14:46.159 --> 00:14:49.080
to do with this movement is that companies communicate to

255
00:14:49.080 --> 00:14:52.039
the employees that results. So it's not only given the

256
00:14:52.080 --> 00:14:55.759
boys to measure, but also to communicate the resources and

257
00:14:55.879 --> 00:14:59.360
to ask for ideas for improvement. This is why it's

258
00:14:59.399 --> 00:15:02.600
called measure to improve, because it's not measure to prevent

259
00:15:02.840 --> 00:15:08.600
or measure to display or measure to improve. And the

260
00:15:08.759 --> 00:15:11.279
important thing is not only to measure, but also to

261
00:15:11.279 --> 00:15:14.000
communicate the results and say, okay, this is the results.

262
00:15:14.600 --> 00:15:17.159
If they are good, okay, so we are going to

263
00:15:17.159 --> 00:15:19.799
celebrate it. But can what can what can we do

264
00:15:19.840 --> 00:15:22.120
to improve? And also the results and that are not

265
00:15:22.279 --> 00:15:24.919
very good? Okay, give me ideas and give me solutions.

266
00:15:24.919 --> 00:15:27.360
And this is and this is what we want that

267
00:15:27.519 --> 00:15:30.480
companies to measure and then communicate to the emplices giving

268
00:15:30.519 --> 00:15:33.879
the boys not only in giving boys not only for measuring,

269
00:15:33.960 --> 00:15:36.639
but also to provide ideas on how to improve it.

270
00:15:38.559 --> 00:15:41.440
I think it's stunning. So let's take our first break

271
00:15:41.480 --> 00:15:44.600
and will continue the conversation about that. I'm your host, doctor,

272
00:15:44.639 --> 00:15:48.919
really is Cortes were only Carlos Professor of Strate Management

273
00:15:48.919 --> 00:15:53.240
and Director of Chair Management, Missions and Corporate Governance at

274
00:15:53.360 --> 00:15:57.399
University's University Starts and International Cataluna, and is the founder

275
00:15:57.440 --> 00:15:59.960
of dp m C, a provider of strategy and change

276
00:16:00.039 --> 00:16:02.000
management services. We'll be right back.

277
00:16:17.679 --> 00:16:21.240
Doctor Elise Cortes is a management consultant specializing in meaning

278
00:16:21.279 --> 00:16:25.120
and purpose. An inspirational speaker and author, she helps companies

279
00:16:25.200 --> 00:16:29.000
visioneer for greater purpose among stakeholders and develop purpose inspired

280
00:16:29.080 --> 00:16:33.039
leadership and meaning infused cultures that elevate fulfillment performance and

281
00:16:33.120 --> 00:16:36.320
commitment within the workforce. To learn more or to invite

282
00:16:36.320 --> 00:16:39.080
a lease to speak to your organization, please visit her

283
00:16:39.159 --> 00:16:42.399
at Elisecortes dot com. Let's talk about how to get

284
00:16:42.440 --> 00:16:51.200
your employees working on purpose. This is working on Purpose

285
00:16:51.360 --> 00:16:54.600
with doctor Elise Cortes. To reach our program today or

286
00:16:54.639 --> 00:16:57.399
to open a conversation with Elise, send an email to

287
00:16:57.480 --> 00:17:02.879
Elise Alise at a least Coortes dot com. Now back

288
00:17:02.919 --> 00:17:04.240
to working on Purpose.

289
00:17:09.440 --> 00:17:11.200
Thanks for stating with us, and welcome back to working

290
00:17:11.200 --> 00:17:14.440
on Purpose. I'm your host, Doctorby's Cortes, as I too,

291
00:17:14.440 --> 00:17:16.759
am dedicated to help creating a world where people realize

292
00:17:16.759 --> 00:17:19.119
their potential at work, are led by inspirational leaders that

293
00:17:19.160 --> 00:17:21.599
help them find and contribute their greatness, and we do

294
00:17:21.640 --> 00:17:23.559
business at better as the world. I keep researching and

295
00:17:23.559 --> 00:17:25.640
writing my own books, So my last one came out

296
00:17:25.680 --> 00:17:29.319
in March of twenty twenty three. It's called The Great Revitalization.

297
00:17:29.480 --> 00:17:32.519
How activating meaning and purpose can radically live in your business.

298
00:17:33.039 --> 00:17:36.119
And I wrote that to help leaders understand the lay

299
00:17:36.160 --> 00:17:38.079
of the land of today's workforce. What do they want

300
00:17:38.400 --> 00:17:41.279
to be happy and fulfilled around? And then I offer

301
00:17:41.319 --> 00:17:44.000
twenty two best practices to help you to put that

302
00:17:44.079 --> 00:17:47.880
into your culture to help make that happen. If you

303
00:17:47.920 --> 00:17:50.079
are just now joining us, my guest is Carlos Rey.

304
00:17:50.160 --> 00:17:53.000
He's the co author of Management by Missions, published in

305
00:17:53.039 --> 00:17:55.599
six different languages, and the editor of the open access

306
00:17:55.599 --> 00:18:01.160
book Purpose Driven Organizations Management Ideas for a Better World. So, Carlos,

307
00:18:01.200 --> 00:18:03.440
before we go on to the next topic, before we

308
00:18:03.480 --> 00:18:05.440
leave that three D index, I wanted if you want

309
00:18:05.519 --> 00:18:09.160
to bring to life. I appreciated that you you talk

310
00:18:09.200 --> 00:18:12.720
about how the treaty index is really designed to help

311
00:18:12.759 --> 00:18:15.839
empower companies to activate internalize their purpose. And you have

312
00:18:16.279 --> 00:18:23.880
three levels of insights from employee I think theater employees correct, yes,

313
00:18:25.279 --> 00:18:27.960
would you speak to them? Coherence, authenticity, and integrity.

314
00:18:29.720 --> 00:18:34.079
Well, this is this. This was the initial research. Okay,

315
00:18:34.720 --> 00:18:37.880
the initial research and this was the result of my

316
00:18:37.960 --> 00:18:41.519
pit with dissertation in it many years ago. Uh, this

317
00:18:41.599 --> 00:18:45.319
is where the dimensions where you need to explain what purpose?

318
00:18:45.799 --> 00:18:49.880
This is? What what is purpose? And where? Where where

319
00:18:49.920 --> 00:18:53.799
do you find purpose? In my case for example, in

320
00:18:53.880 --> 00:18:57.119
your case, now where is purpose? And I explained it

321
00:18:57.160 --> 00:19:00.160
in this way. If you put your hands like this

322
00:19:00.279 --> 00:19:02.440
head and know you said purpose is more or less?

323
00:19:02.720 --> 00:19:09.279
Here is head heard and hands. It's more or less

324
00:19:09.279 --> 00:19:11.640
in this area here. You know, it's in the head,

325
00:19:11.880 --> 00:19:14.880
it's in the heart, and it's in the hands. And

326
00:19:15.599 --> 00:19:20.160
we're explaining this is purpose is head. It's something that

327
00:19:20.200 --> 00:19:24.240
you can explain. It's something that you know is knowledge.

328
00:19:24.799 --> 00:19:27.559
And it's important because if you don't know the purpose,

329
00:19:27.599 --> 00:19:31.880
you can even explaining with your own words. Then but

330
00:19:32.000 --> 00:19:35.200
it's not only knowing the purpose. It's not the sentence.

331
00:19:35.319 --> 00:19:38.680
You can have the sentence, but really it's not the

332
00:19:38.720 --> 00:19:41.680
most important thing. If we want to know your purpose,

333
00:19:41.759 --> 00:19:44.279
my purpose. So what you are going to look at

334
00:19:44.319 --> 00:19:47.559
is your hands, what you are doing. And this is

335
00:19:47.599 --> 00:19:50.519
the second thing is action. So it's not only knowledge

336
00:19:50.559 --> 00:19:54.680
but also hands with you in action. But you know,

337
00:19:55.039 --> 00:20:00.119
if you consider just knowledge action, knowledge action, knowledge, action, notice, action,

338
00:20:00.599 --> 00:20:04.759
then purpose is not different than objectives, strategy, procedures, because

339
00:20:04.799 --> 00:20:08.799
procedures everything is knowledge, action, action and then control and

340
00:20:08.839 --> 00:20:13.160
then plan control. But purpose is this, but not only this,

341
00:20:14.279 --> 00:20:17.200
also you incorporate the heart. So it's it's really some

342
00:20:17.240 --> 00:20:20.680
motivation and this is the most important thing. Where people

343
00:20:20.680 --> 00:20:24.440
and companies fail sometimes they consider just the good sentence

344
00:20:24.480 --> 00:20:27.640
and then they need to implement it, and it's not

345
00:20:27.680 --> 00:20:30.640
only to implement it, but also to internalize it. So

346
00:20:31.440 --> 00:20:33.960
most important thing is to understand that purpose is the

347
00:20:34.039 --> 00:20:37.279
three things at the same time. The three things at

348
00:20:37.279 --> 00:20:40.480
the same time is the head, is the heart enhance

349
00:20:41.920 --> 00:20:44.400
And also it's really related. We told k before, it's

350
00:20:44.440 --> 00:20:47.720
putting love in the things you're doing at the end

351
00:20:47.759 --> 00:20:54.240
of the day. So my PhD was basically explaining in

352
00:20:54.240 --> 00:20:57.680
scientific words and demonstrating this with a lot of data

353
00:20:57.720 --> 00:21:02.599
and companies and et cetera and statistics. But really to

354
00:21:02.640 --> 00:21:06.440
implement purpose effectively, you need to incorporate the three things.

355
00:21:06.680 --> 00:21:09.160
So I would say more I was right, you need

356
00:21:09.240 --> 00:21:11.160
to put love in the things. You need to put

357
00:21:11.240 --> 00:21:15.000
love if you want to really implement purpose. And then

358
00:21:15.039 --> 00:21:19.000
this day mentions that that you mentioned is the connection

359
00:21:19.119 --> 00:21:22.400
between the head and the hands. So between what you think,

360
00:21:22.839 --> 00:21:25.079
what you know is your purpose and what you're doing.

361
00:21:25.279 --> 00:21:28.359
This is what we call coherence, and it makes sense.

362
00:21:29.160 --> 00:21:32.640
But then we differentiate because you can be coherent, but

363
00:21:33.000 --> 00:21:35.359
sometimes maybe your heart is not there. Then we put

364
00:21:35.359 --> 00:21:36.960
you an example, give you an example. This is a

365
00:21:37.480 --> 00:21:41.440
pharm atholtical companies. Some people think, oh, yes, there they

366
00:21:41.440 --> 00:21:44.200
are doing their purpose, because of course they are pharmathetical companies.

367
00:21:44.200 --> 00:21:48.480
They are improving the health of people. But some people say, yeah,

368
00:21:48.519 --> 00:21:51.160
but they don't have a real purpose. Why do they

369
00:21:51.200 --> 00:21:54.599
so say they are coherent, but they are not authentic.

370
00:21:54.839 --> 00:21:59.000
Authenticity is you explain it, relationship between your head and

371
00:21:59.039 --> 00:22:03.519
your heart. There is a line that goes here to here.

372
00:22:03.839 --> 00:22:06.440
This there is a like strings. You know, I play

373
00:22:06.480 --> 00:22:09.640
the guitar. I like playing. We say that we have

374
00:22:09.720 --> 00:22:13.079
some strings from your head to your heart. And really,

375
00:22:13.200 --> 00:22:16.839
when when you are practicing your purpose, these strings are

376
00:22:16.880 --> 00:22:20.640
moving and are making music. And this is oftenty. This

377
00:22:20.680 --> 00:22:23.839
is authenticity, you know. But not only this, but also

378
00:22:23.960 --> 00:22:26.440
is hey, what are you doing? What you are not

379
00:22:26.599 --> 00:22:32.400
even thinking? This is hard two hands. When it is integrated,

380
00:22:32.519 --> 00:22:35.480
this is what we call integrity or disintegrated in your acts.

381
00:22:35.480 --> 00:22:37.000
So at the end of the day, the things that

382
00:22:37.039 --> 00:22:40.359
you are doing normally, even without thinking about it, then

383
00:22:40.480 --> 00:22:44.480
it's your purpose. So and this is this is the

384
00:22:44.480 --> 00:22:48.519
these three things. That is the coherence, the authenticity and integrity,

385
00:22:48.960 --> 00:22:52.839
And this you can apply to the whole organization. And

386
00:22:52.920 --> 00:22:55.880
this is the you say, okay, is the organization is

387
00:22:56.119 --> 00:23:00.920
coherent when they are doing what they say in the

388
00:23:00.960 --> 00:23:04.000
website and also as the purpose. But also they are

389
00:23:04.039 --> 00:23:08.319
authentic when they own motivations. They really the motivation of

390
00:23:08.359 --> 00:23:11.119
the people is doing that purpose, and very is for

391
00:23:11.160 --> 00:23:15.119
the purpose. I like to say that that the purpose

392
00:23:15.279 --> 00:23:21.079
of purpose is purpose. There is no other purpose. So

393
00:23:21.119 --> 00:23:23.039
you're going to say, no, I'm doing this purpose for

394
00:23:24.240 --> 00:23:27.960
maximizing the holder value now and there is not going

395
00:23:28.039 --> 00:23:32.039
to work. The purpose of purpose is purpose. So and

396
00:23:32.119 --> 00:23:34.880
this is the integrity is when you are where you're

397
00:23:35.000 --> 00:23:39.440
connecting hard and hands, you know, it's when really the motivation,

398
00:23:39.640 --> 00:23:44.559
the spontaneous motivation of people is doing the purpose because

399
00:23:44.640 --> 00:23:47.759
it is natural. And these are the three, the three

400
00:23:48.039 --> 00:23:52.599
ideas that laterally we are measuring also with h this

401
00:23:52.799 --> 00:23:55.559
index because at the end of the day, when we

402
00:23:55.599 --> 00:23:59.799
say the connection, so the management behavior is consistent with

403
00:24:00.039 --> 00:24:02.559
the company purpose. This is the first question. This is

404
00:24:02.599 --> 00:24:06.799
the coherence. There's management consistency. Then the second one is

405
00:24:07.839 --> 00:24:12.000
the purpose of your company is connected with your personal values.

406
00:24:12.119 --> 00:24:14.079
This is authenticity, is going to the heart, It is

407
00:24:14.119 --> 00:24:17.279
asking to the heart of people. Yes, And one is

408
00:24:17.319 --> 00:24:22.799
when the behavior of my colleagues is consistent my colleagues mean,

409
00:24:22.920 --> 00:24:26.000
I mean, if you have five thousand people and you

410
00:24:26.279 --> 00:24:29.319
ask this question to five thousand people in your company,

411
00:24:29.599 --> 00:24:33.559
then you have five thousand answers of what is happening around.

412
00:24:33.720 --> 00:24:37.200
So this is the integrity and with this you can

413
00:24:37.400 --> 00:24:41.880
you can measure and know how the purpose is coherent,

414
00:24:42.000 --> 00:24:45.480
is integrated and also is authentic in the company.

415
00:24:46.079 --> 00:24:49.160
So beautiful, explained reminding me, and I know you've seen

416
00:24:49.160 --> 00:24:53.279
this before too, when you ask somebody an organization what's

417
00:24:53.319 --> 00:24:55.079
the purpose of this place and they go, wit, is

418
00:24:55.160 --> 00:24:57.599
a second, I know there's something on the wall. Just

419
00:24:57.640 --> 00:24:59.519
a second, let me find it. It's on the wall someplace.

420
00:25:00.039 --> 00:25:03.960
Oh no, no, that's not that's what. How you find the

421
00:25:04.000 --> 00:25:06.680
purpose of organization? You're not living it, that's for sure.

422
00:25:07.039 --> 00:25:08.000
You surely don't know it.

423
00:25:08.799 --> 00:25:11.279
Let me tell you something that really this happened to

424
00:25:11.319 --> 00:25:15.920
me once. Remind me, I was in talking to a

425
00:25:15.960 --> 00:25:20.960
big company and a new c and the CEO was

426
00:25:20.960 --> 00:25:24.440
was new for six months or so, and then he

427
00:25:24.519 --> 00:25:26.839
wanted to plement the purpose, to develop it. And he

428
00:25:26.880 --> 00:25:30.680
called me and I was waiting, and then when we

429
00:25:30.839 --> 00:25:34.839
met him in his room and his office, then I

430
00:25:34.880 --> 00:25:37.799
mentioned to him. He mentioned to me, well, I wo

431
00:25:37.880 --> 00:25:40.359
would like to define the purpose because we don't have purpose.

432
00:25:41.000 --> 00:25:43.480
And I said, well, I was in the in the

433
00:25:43.519 --> 00:25:44.599
waiting room and there.

434
00:25:44.480 --> 00:25:49.319
Is a big there is that says but the purpose

435
00:25:49.359 --> 00:25:52.480
of the company said, oh really, and he went out

436
00:25:53.039 --> 00:25:54.640
and he didn't know for.

437
00:25:55.200 --> 00:25:57.680
Really the company for six months and he didn't know

438
00:25:57.759 --> 00:26:00.960
the company had already to find the purposing a picture

439
00:26:01.680 --> 00:26:05.079
on it. So yeah, something even it is it worse

440
00:26:05.240 --> 00:26:07.640
that the people is having to purpose somewhere there and

441
00:26:08.359 --> 00:26:09.920
they are not even recognizing it?

442
00:26:10.480 --> 00:26:15.440
Boy, did he need to Carlos well to that. And

443
00:26:15.599 --> 00:26:17.200
the next thing I wanted to talk about that I

444
00:26:17.240 --> 00:26:20.480
really really align with is you talk about how discovering

445
00:26:20.559 --> 00:26:23.279
or rediscovering purpose as a whole organization is not a

446
00:26:23.319 --> 00:26:27.559
top down job, that it's essential that you're it's your

447
00:26:27.880 --> 00:26:29.680
full You mentioned this a little bit earlier, but if

448
00:26:29.720 --> 00:26:34.559
you could just speak to really how you're encouraging organizations

449
00:26:34.559 --> 00:26:39.599
to really involve all employees into the process. I do

450
00:26:39.640 --> 00:26:41.759
something similar as well, But if you could speak to that,

451
00:26:41.759 --> 00:26:42.799
that'd be great.

452
00:26:43.079 --> 00:26:46.599
Yeah, thank you much. I think when I started, I

453
00:26:46.680 --> 00:26:49.640
was thinking more because everyone at that time, this was

454
00:26:49.680 --> 00:26:52.640
the two thousand or least man and at that time,

455
00:26:53.119 --> 00:26:57.559
the top down approach was the one on people was

456
00:26:57.559 --> 00:26:59.920
thinking of defining the mission division the values of ORB

457
00:27:00.160 --> 00:27:03.480
and all these things, and then to implement it top down,

458
00:27:03.559 --> 00:27:08.200
et cetera. But then I discovered that, okay, this probably

459
00:27:08.519 --> 00:27:12.319
it's necessary to clarify some how the purpose in the study,

460
00:27:12.359 --> 00:27:15.720
and this is required, but also you can implement it

461
00:27:15.759 --> 00:27:21.920
from bottom up bottom up. And then we started combining

462
00:27:22.720 --> 00:27:26.319
top down and bottom up with people and asking how

463
00:27:27.079 --> 00:27:29.480
just it was very simple. We went to the people

464
00:27:29.519 --> 00:27:32.960
and we were asking, how do you contribute to this purpose?

465
00:27:33.839 --> 00:27:37.200
How are you connecting with this? And sometimes we said,

466
00:27:37.200 --> 00:27:40.640
well I don't understand the purpose very well or okay,

467
00:27:40.680 --> 00:27:43.039
but tell me all you think what is your purpose?

468
00:27:43.599 --> 00:27:47.599
And then with this conversation we started people started reflecting

469
00:27:47.599 --> 00:27:51.319
about their own purpose. And this is the way to

470
00:27:51.359 --> 00:27:54.039
combine the top down and the bottom up. But you

471
00:27:54.079 --> 00:27:57.480
know this, this was more or less like fifteen years ago,

472
00:27:57.960 --> 00:28:00.960
but now more recently, and there was a little bit

473
00:28:01.400 --> 00:28:04.519
after I wrote that book that you mentioned it was

474
00:28:04.559 --> 00:28:08.640
in twenty nineteen and the Purpose of Organizations. But more

475
00:28:08.680 --> 00:28:11.759
recently I'm discovering that it is not only top down

476
00:28:11.839 --> 00:28:15.720
on bottom ap Now probably the more important thing is

477
00:28:15.759 --> 00:28:21.400
that is inside out and outside. And this is a world.

478
00:28:21.960 --> 00:28:24.160
I have a very good friend John Man Dog has

479
00:28:24.200 --> 00:28:27.440
published and it's explaining very well. And when Johnny was

480
00:28:28.079 --> 00:28:31.559
publishing this work and he said, wow, this is the key.

481
00:28:31.640 --> 00:28:34.000
It's not only top down on bottom app but also

482
00:28:34.440 --> 00:28:37.799
inside out and outside in. And it's very important because

483
00:28:38.119 --> 00:28:40.839
when with this approach, you can go straight, for example,

484
00:28:40.920 --> 00:28:43.839
to the middle management and then you're gonna go not

485
00:28:44.359 --> 00:28:48.240
so you can do everything. You know, it's okay inside out.

486
00:28:48.359 --> 00:28:50.519
I mean this, what is your purpose in life? What

487
00:28:50.559 --> 00:28:53.119
do you think is your contribution to the purpose of

488
00:28:53.119 --> 00:28:57.240
the company or the purpose of the organization. And even

489
00:28:57.400 --> 00:29:00.480
when the maybe the purpose is not very clear, even

490
00:29:00.480 --> 00:29:05.319
in transition. We discovered this within COVID as well. Many

491
00:29:05.440 --> 00:29:08.640
times between COVID the purpose was blurred. I mean it

492
00:29:08.720 --> 00:29:11.079
was difficult to understand what is the purpose of our

493
00:29:11.079 --> 00:29:14.160
company now? And then we are at home and then

494
00:29:14.599 --> 00:29:18.079
everything some people have the stores closed and everything, so

495
00:29:18.359 --> 00:29:21.359
they need to redefine. So soon as I say okay,

496
00:29:21.519 --> 00:29:25.440
inside out, so hey from your purpose, because we don't

497
00:29:25.440 --> 00:29:29.039
want to lose the sense of purpose in our companies.

498
00:29:29.319 --> 00:29:34.119
So inside out. But the other one is outside in.

499
00:29:34.720 --> 00:29:37.400
What are the things that are happening in the world

500
00:29:37.440 --> 00:29:41.079
that really you think you can contribute? You can help.

501
00:29:41.440 --> 00:29:44.640
And here you have many things, many different courses and

502
00:29:44.799 --> 00:29:48.359
different things that in your companies you can do. So

503
00:29:48.920 --> 00:29:52.960
whether discovered let's put this top down, bottom map, inside out,

504
00:29:53.079 --> 00:29:56.160
Let's say it. Okay, but that before before, at the

505
00:29:56.200 --> 00:29:59.079
same time, and this is it's powerful. I mean I

506
00:29:59.200 --> 00:30:03.720
discovered for the three four years, the last three four years,

507
00:30:04.200 --> 00:30:09.920
and is very is a completely new way to develop

508
00:30:09.960 --> 00:30:13.000
purpose in your organizations when you are considering these two

509
00:30:13.000 --> 00:30:14.920
perspectives together together.

510
00:30:15.960 --> 00:30:18.440
That was beautiful, Carlos. Again, so many reasons why I

511
00:30:18.480 --> 00:30:21.960
wanted to have you on the podcast. So I think

512
00:30:22.000 --> 00:30:23.200
you're just going to have to come back in another

513
00:30:23.200 --> 00:30:24.920
time because we'll have more to talk about. But let's

514
00:30:25.000 --> 00:30:27.559
grab our last break here. I'm your host, doctor Releas

515
00:30:27.640 --> 00:30:31.079
Cortez were run the air with doctor Carlos Rey, Strategic

516
00:30:31.119 --> 00:30:34.240
Management and director of the Chair Management by Missions and

517
00:30:34.279 --> 00:30:38.880
Corporate Governance at University STA International. Cataluna is also the

518
00:30:38.880 --> 00:30:43.119
founder of DPMC, provider of strategy and change management services.

519
00:30:43.279 --> 00:30:45.680
After the break, we're going to talk also about a

520
00:30:45.680 --> 00:30:48.519
few examples of some leading organizations that are really living

521
00:30:48.599 --> 00:30:50.559
this stuff in a way that I think you'll find inspiring.

522
00:30:50.680 --> 00:30:51.480
We'll be right back.

523
00:31:06.559 --> 00:31:10.119
Doctor Elise Cortes is a management consultant specializing in meaning

524
00:31:10.160 --> 00:31:14.000
and purpose. An inspirational speaker and author, she helps companies

525
00:31:14.079 --> 00:31:17.880
visioneer for greater purpose among stakeholders and develop purpose inspired

526
00:31:17.960 --> 00:31:21.920
leadership and meaning infused cultures that elevate fulfillment, performance, and

527
00:31:22.000 --> 00:31:25.200
commitment within the workforce. To learn more or to invite

528
00:31:25.240 --> 00:31:27.960
a lease to speak to your organization, please visit her

529
00:31:28.039 --> 00:31:31.279
at elisecortes dot com. Let's talk about how to get

530
00:31:31.319 --> 00:31:40.119
your employees working on purpose. This is working on Purpose

531
00:31:40.240 --> 00:31:43.480
with doctor Elise Cortes. To reach our program today or

532
00:31:43.519 --> 00:31:46.279
to open a conversation with Elise, send an email to

533
00:31:46.359 --> 00:31:51.759
Alise A. L Se at elisecortes dot com. Now back

534
00:31:51.799 --> 00:31:53.119
to working on purpose.

535
00:31:58.880 --> 00:32:00.599
Thanks for stating with us on look back to working

536
00:32:00.640 --> 00:32:03.359
on Purpose. I'm your host, Doctor Relea's Cortes. I mentioned

537
00:32:03.400 --> 00:32:05.559
in this break that my lab came out in March

538
00:32:06.240 --> 00:32:09.000
twenty three called the Great Vitalization. What I did for

539
00:32:09.039 --> 00:32:11.640
you is I created a very simple three page assessment

540
00:32:11.680 --> 00:32:13.799
that you can take off my website pust attation now

541
00:32:13.839 --> 00:32:16.160
dot com, and that will help you understand the extent

542
00:32:16.200 --> 00:32:18.640
to which your current culture is meeting the discerning needs

543
00:32:18.680 --> 00:32:21.920
of today's workforce. If you are just now joining us,

544
00:32:21.920 --> 00:32:24.160
my guest is doctor Carlos Rey. He's a theor of

545
00:32:24.200 --> 00:32:27.480
management bus published in six different languages, and the editor

546
00:32:27.519 --> 00:32:31.319
of the open excess book Purpose Driven Organizations Management Ideas

547
00:32:31.319 --> 00:32:34.799
for a Better World. So for this next segment here, Carlos,

548
00:32:34.960 --> 00:32:36.519
what I thought we could do was really help our

549
00:32:36.519 --> 00:32:39.039
listeners and viewers really on this stuff is living in

550
00:32:39.039 --> 00:32:42.440
the world in different companies, and you have given various

551
00:32:42.440 --> 00:32:45.240
examples that I thought were so compelling and so inspiring,

552
00:32:45.680 --> 00:32:47.880
and I wanted to start first if you would bring

553
00:32:47.920 --> 00:32:51.079
to life like what Bimbo is doing. Now. I knew

554
00:32:51.079 --> 00:32:53.799
of the book because once upon a time I used

555
00:32:53.839 --> 00:32:57.680
to sell baking flower by the truckload. So I knew

556
00:32:57.680 --> 00:33:00.480
of Bimbo, but I had no idea what they were

557
00:33:00.480 --> 00:33:02.799
doing in this space of purpose. Could you share a

558
00:33:02.799 --> 00:33:07.440
bit about how they are the power of discover organilation

559
00:33:07.839 --> 00:33:10.000
individual purpose in their organization.

560
00:33:11.039 --> 00:33:14.240
Yeah, well, you know, I was also knowing Bimbo as

561
00:33:14.279 --> 00:33:18.920
a consumer or at home. I was a kid, Bimbo

562
00:33:19.039 --> 00:33:22.559
was at home, but I didn't know anything about a purpose.

563
00:33:22.599 --> 00:33:25.799
And then one day it was a friend that told

564
00:33:25.799 --> 00:33:28.799
me I Carlos, this topic that you are doing the

565
00:33:28.880 --> 00:33:31.960
research about purpose. You know, I know a company that

566
00:33:32.079 --> 00:33:34.920
is doing this very well, Well, what does the company

567
00:33:35.359 --> 00:33:38.880
Bimbo in Mexico? Oh so okay, I didn't know even

568
00:33:38.920 --> 00:33:41.680
that it was Mexican, to be honest, I thought it

569
00:33:41.759 --> 00:33:48.160
was a Spanish because and I said, well it's from Mexico, yes,

570
00:33:48.720 --> 00:33:51.200
And why did you say to me that there is?

571
00:33:52.000 --> 00:33:54.319
Then they are living the purpose? And he explained to

572
00:33:54.359 --> 00:33:57.799
me something that you know, there is a there's something

573
00:33:57.839 --> 00:34:02.599
that happened in Bimbo that one day, you know, in Bimbo,

574
00:34:02.920 --> 00:34:05.880
just to have in Mexico these tracks, you know, these

575
00:34:05.960 --> 00:34:09.880
trucks that were they're carrying with Bimbo trucks. And then

576
00:34:10.039 --> 00:34:13.880
when police it was many many years ago, like forty

577
00:34:13.960 --> 00:34:17.440
years ago, something that one of the policemen stopped the

578
00:34:18.280 --> 00:34:21.599
Bimbo and asked for a bribery, you know, something more

579
00:34:21.920 --> 00:34:26.039
wow for the Mordida I know. And then the other

580
00:34:26.119 --> 00:34:29.400
policeman said, don't ask for this because they are not

581
00:34:29.519 --> 00:34:31.679
they were not going to pay. They are from Bimbo.

582
00:34:32.440 --> 00:34:32.840
Mm hmm.

583
00:34:34.000 --> 00:34:37.719
This is an example when when this guy explained me

584
00:34:37.760 --> 00:34:42.079
this and said, wow, this is so in Mexico. The

585
00:34:42.159 --> 00:34:44.559
people know that they are going to be ethic and

586
00:34:44.599 --> 00:34:48.800
they prefer to have them or the punishment or whatever,

587
00:34:49.039 --> 00:34:52.360
but not to pay anything. And I said, wow, this

588
00:34:52.559 --> 00:34:55.679
is and then I wrote them and I brought the

589
00:34:55.719 --> 00:34:59.920
president and Lorenzo said, VIC and I fled to Mexico

590
00:35:00.039 --> 00:35:02.679
and I asked them to have one week research and

591
00:35:03.280 --> 00:35:06.760
we started a very very nice relationship. And you know,

592
00:35:07.239 --> 00:35:12.119
I discovered and I remember talking with Lorenzo Slovic the

593
00:35:12.159 --> 00:35:14.920
first day. He was screaming about the company when he

594
00:35:14.960 --> 00:35:17.559
founded the company, and he said, you know, Carlos, I

595
00:35:17.679 --> 00:35:20.559
was going to Harvard to learn things. And then I

596
00:35:20.639 --> 00:35:24.360
tried to explain this to my employees, but then they

597
00:35:24.360 --> 00:35:27.079
were looking at me like understanding that. And I say,

598
00:35:27.199 --> 00:35:30.679
I think, I think these things for Harbor are very interesting,

599
00:35:30.760 --> 00:35:33.239
but maybe this is not the right way to do

600
00:35:33.239 --> 00:35:35.920
the things. And then I decided to listen to my people.

601
00:35:36.559 --> 00:35:39.360
So I listened, to spend time with them and to listen.

602
00:35:39.480 --> 00:35:42.639
And he said, I discovered something, Carlos, And he gave

603
00:35:42.719 --> 00:35:47.599
me a paper and he wrote in nineteen fifty two

604
00:35:47.719 --> 00:35:50.800
or something and that and the title was the company

605
00:35:50.880 --> 00:35:54.079
has a soul that is made of the soul of

606
00:35:54.159 --> 00:35:59.199
every employee. And I said this, when we talk about purpose,

607
00:35:59.280 --> 00:36:01.960
I mean because I love to say that the purpose

608
00:36:02.000 --> 00:36:04.880
of a company is made of the purpose of every employee.

609
00:36:05.559 --> 00:36:10.239
And I said, wow. So and then he was telling

610
00:36:10.320 --> 00:36:14.840
to me, and you know, the key thing and the

611
00:36:15.039 --> 00:36:18.360
key thing and this that you are teaching to manage

612
00:36:18.440 --> 00:36:21.400
and to presidents of companies, tell them, tell them the

613
00:36:21.400 --> 00:36:25.079
most important thing is to feed the soul of your employees,

614
00:36:25.719 --> 00:36:30.639
so that you're feeding the soul the soul of your company.

615
00:36:31.639 --> 00:36:36.239
So the most important thing is to feel the soul

616
00:36:36.840 --> 00:36:39.880
of the business. And then he said, of a good business,

617
00:36:42.440 --> 00:36:45.360
because he was a very good business man, indeed, and

618
00:36:45.400 --> 00:36:47.599
he was quite good business because you have to do.

619
00:36:47.679 --> 00:36:49.840
And then he explained me about the things about the world,

620
00:36:49.920 --> 00:36:53.159
the values they have except you know, and it was

621
00:36:53.320 --> 00:36:56.599
very good example. They had the course and they studied

622
00:36:56.639 --> 00:36:59.519
they call it and the heavy you know, the boss

623
00:37:00.559 --> 00:37:06.119
at the beginning it was the sixties, the boss in

624
00:37:06.119 --> 00:37:09.599
cultural heavy, the boss in cultural heafy.

625
00:37:10.320 --> 00:37:13.280
The course, yeah, of course you know.

626
00:37:13.239 --> 00:37:17.639
Something and that then and then in that course they

627
00:37:17.679 --> 00:37:20.559
were talking about the values, the personal values and the

628
00:37:20.559 --> 00:37:23.480
connection between personal values and the values of the company.

629
00:37:24.719 --> 00:37:28.039
Fifty years ago fifty years ago, you imagine, and then

630
00:37:28.760 --> 00:37:31.719
in the eighties they call it the Leaders, the Leaders

631
00:37:31.719 --> 00:37:35.679
scores and then Excel and it was given by the

632
00:37:35.760 --> 00:37:39.760
same employees, and I was well, I was revealing all

633
00:37:39.760 --> 00:37:42.960
the exercises and everything that was great and all the

634
00:37:43.239 --> 00:37:45.960
so Pinbo is a very very good example how they're

635
00:37:46.000 --> 00:37:48.960
doing it with more than one hundred thousand people. And

636
00:37:49.039 --> 00:37:52.440
this is a challenge because sometimes you have one hundred people.

637
00:37:52.480 --> 00:37:55.199
One hundred people, people can say, Okay, this is easy

638
00:37:55.239 --> 00:37:57.880
to to but it's not easy. But it could be easier. No,

639
00:37:57.960 --> 00:38:00.159
but we had one more than one hundred though, some

640
00:38:00.280 --> 00:38:03.559
people all over the world, different countries, and the way

641
00:38:03.599 --> 00:38:06.119
they are doing it is great. I learned a lot

642
00:38:06.679 --> 00:38:07.159
from them.

643
00:38:07.639 --> 00:38:09.480
I love the idea of coming and camping out of

644
00:38:09.559 --> 00:38:11.480
learning from a company like that. I signed me up

645
00:38:11.519 --> 00:38:14.239
for that. I want to do that, but specifically for

646
00:38:14.280 --> 00:38:16.119
our listeners and viewers. I want to bring this home

647
00:38:16.159 --> 00:38:18.199
for them, because I was so impressed to read this

648
00:38:18.280 --> 00:38:22.239
in your book, Carlos, that you said that people the

649
00:38:22.360 --> 00:38:25.159
idea so that when people come on board with Bimbo,

650
00:38:25.760 --> 00:38:28.800
they shortly after joining they take one of these courses

651
00:38:28.840 --> 00:38:31.400
you're talking about to help reflect on their personal purpose

652
00:38:31.920 --> 00:38:35.320
and values relative to those of the company. And you

653
00:38:35.400 --> 00:38:37.119
said it was at the time of your writing, it

654
00:38:37.159 --> 00:38:39.639
was one hundred and thirty thousand employees, and they do

655
00:38:39.719 --> 00:38:42.000
this around the globe, and so I just wanted to

656
00:38:42.039 --> 00:38:43.880
situate that's going to be one of the best onboarding

657
00:38:43.920 --> 00:38:45.320
programs I have ever heard of.

658
00:38:46.679 --> 00:38:52.559
Yes, absolutely, and many things I learned this. I tell you,

659
00:38:52.639 --> 00:38:56.320
it was like fifteen years ago when I was doing

660
00:38:56.320 --> 00:38:59.440
this this week, and then I have been implementing this

661
00:38:59.519 --> 00:39:02.599
with many companies and it works. It's a practice that

662
00:39:02.639 --> 00:39:06.480
you can you can do. I mean, this is what

663
00:39:06.559 --> 00:39:09.480
I told you is something even maybe a company for

664
00:39:09.519 --> 00:39:12.280
many years they have this purpose and they have this culture,

665
00:39:12.480 --> 00:39:18.559
et cetera. But you can develop with this kind of training.

666
00:39:18.719 --> 00:39:23.159
You can develop from inside out, from inside. This is

667
00:39:23.199 --> 00:39:26.480
a way to also to Flori is the purpose that

668
00:39:26.599 --> 00:39:30.760
is already there in the people. So and this is

669
00:39:30.760 --> 00:39:34.880
a way to when you are doing this, and it

670
00:39:34.960 --> 00:39:38.400
could happen that somethings that people discover that this is

671
00:39:38.440 --> 00:39:42.119
not the company they want to work for. And also it's.

672
00:39:42.000 --> 00:39:46.880
Good, it's much as valuable. Absolutely, No, of course.

673
00:39:46.719 --> 00:39:49.840
It's better than having people that they don't want to

674
00:39:49.880 --> 00:39:53.320
work and it's not aligned with the values and not

675
00:39:53.480 --> 00:39:56.199
because they are against or sometimes because they have different

676
00:39:56.280 --> 00:40:00.800
values and good h beautiful.

677
00:40:00.800 --> 00:40:03.679
So Bimbo is really a leading example and has been

678
00:40:03.760 --> 00:40:06.800
for decades. That's amazing. The next one that I wanted

679
00:40:06.840 --> 00:40:09.679
us to talk about was the univers Liver example around

680
00:40:09.760 --> 00:40:12.320
the brand purpose that you were talking about in your book.

681
00:40:12.360 --> 00:40:13.880
If you could bring that one to life.

682
00:40:14.599 --> 00:40:17.960
Yes, this is another one. But I started conversations with

683
00:40:18.079 --> 00:40:21.159
univer here in Spain. Really I was interested to know

684
00:40:21.360 --> 00:40:26.239
what they were implementing. And they developed like different programs

685
00:40:26.480 --> 00:40:31.920
at different levels. Was it was the time where performance

686
00:40:32.000 --> 00:40:36.480
was the seal, and they started developing the purpose for

687
00:40:36.599 --> 00:40:41.960
the company, but also the brand purpose and then personal purpose.

688
00:40:43.519 --> 00:40:46.239
And I think working at the three levels more or

689
00:40:46.320 --> 00:40:48.880
less at the same time, they with one year the

690
00:40:48.920 --> 00:40:54.519
difference they started running these different problems. There is another

691
00:40:54.559 --> 00:40:59.679
way to trying to connect is not only company purpose

692
00:40:59.800 --> 00:41:02.760
with personal purpose, but also and I think you delivery

693
00:41:02.840 --> 00:41:04.719
is a very good example of this with the brand

694
00:41:04.840 --> 00:41:08.920
purpose because it's a way to connect also with your customers.

695
00:41:10.320 --> 00:41:15.400
So I think the big combination is the personal purpose,

696
00:41:16.199 --> 00:41:21.960
company purpose and customers clients purpose. This connection of the

697
00:41:22.000 --> 00:41:27.519
three is your company, your people and your clients. And

698
00:41:27.639 --> 00:41:31.000
when you are connecting the three is magic. And this

699
00:41:31.159 --> 00:41:34.360
is what I think they did. I mean, they show

700
00:41:34.440 --> 00:41:39.440
me statistics that they have when they are successful implementing

701
00:41:39.519 --> 00:41:44.000
the brand purpose together with the personal purpose, they have

702
00:41:44.360 --> 00:41:47.719
growth that double the other brands that they are not

703
00:41:47.760 --> 00:41:51.760
implementing a double they double. They have a lot of

704
00:41:51.800 --> 00:41:55.039
statistics and numbers, and they're investing a lot of money

705
00:41:55.039 --> 00:41:58.000
and this and this is very very important. But maybe

706
00:41:58.039 --> 00:42:02.400
the challenge on this is to maintain this this connection

707
00:42:03.239 --> 00:42:07.039
because then you make changes and you know Uniliver now

708
00:42:07.079 --> 00:42:10.000
has made changes and they have a new CEO, a

709
00:42:10.360 --> 00:42:15.360
different perspective, different and then this connection so also you

710
00:42:15.400 --> 00:42:19.320
need to redefine, you need to adjust to so you

711
00:42:19.360 --> 00:42:23.199
need to incorporate also the dynamism. When we were talking

712
00:42:23.440 --> 00:42:26.280
on this, no, and this is probably something that Unliver

713
00:42:26.559 --> 00:42:30.000
I was and I am doing research with Unilver. From

714
00:42:30.039 --> 00:42:32.840
time to time we talk and I am following the

715
00:42:33.159 --> 00:42:35.800
evolution of all these things. And the last time it

716
00:42:35.880 --> 00:42:39.719
was one month ago. Uh, they explain it and well,

717
00:42:39.719 --> 00:42:42.039
now we are with these challenges, we need to really

718
00:42:42.280 --> 00:42:44.719
see how to make this alignment not to keep this

719
00:42:44.800 --> 00:42:49.519
alignment also with the brands also, and this is something

720
00:42:49.519 --> 00:42:52.559
it's not static and mean, it's purpose is a living thing,

721
00:42:53.000 --> 00:42:57.920
so it's cultural. So anything. The key that I learned

722
00:42:57.920 --> 00:43:01.039
from from this, from from Unilver others, but also we

723
00:43:01.079 --> 00:43:04.760
are implemented in companies is this connection with the clients,

724
00:43:05.480 --> 00:43:07.599
with the purpose of the client, with the purpose of

725
00:43:07.679 --> 00:43:09.480
your people, and the purpose of your company.

726
00:43:12.480 --> 00:43:14.559
Oh, this is such good stuff. I don't know why

727
00:43:14.559 --> 00:43:16.920
anybody would wanted to stop everything they're doing and get

728
00:43:16.920 --> 00:43:18.320
to work right on this in their company.

729
00:43:18.400 --> 00:43:18.559
Right.

730
00:43:20.559 --> 00:43:23.079
Okay. The last example I wanted to talk about, which

731
00:43:23.119 --> 00:43:25.840
I was just so delighted to learn about, is you

732
00:43:25.920 --> 00:43:29.440
talk about how an Indian it services company called HCl

733
00:43:29.559 --> 00:43:34.239
Technologies promotes what they call the employee Passion Indicator, is

734
00:43:34.320 --> 00:43:37.519
used to identify the key passions of employees and to

735
00:43:37.519 --> 00:43:40.000
steer them towards jobs where they can actually put them

736
00:43:40.039 --> 00:43:41.840
to best use. What a concept.

737
00:43:42.320 --> 00:43:46.840
Wow, it is very nice. I think what they did

738
00:43:46.840 --> 00:43:48.920
it in this way. You know in India they have

739
00:43:49.119 --> 00:43:55.079
very good ideas, good names and concepts, and yeah, this

740
00:43:55.280 --> 00:43:58.320
passion indicator, but this is very important. I have also

741
00:43:58.360 --> 00:44:01.800
seen this in many many other companies where we are

742
00:44:01.800 --> 00:44:06.840
finding Indeed, when you're touching the passion, you're touching personal

743
00:44:06.880 --> 00:44:09.440
purpose somehow. You know this is a way at the

744
00:44:09.559 --> 00:44:11.599
end of the day where you put a passion is

745
00:44:12.599 --> 00:44:17.039
something normally where you are is the best of yourself purpose.

746
00:44:17.239 --> 00:44:20.679
So you're something you are passionate about. But the important

747
00:44:20.679 --> 00:44:24.039
thing is to keep it alive, to keep it alive,

748
00:44:24.440 --> 00:44:29.760
and this is very important. You know this. This reminds

749
00:44:30.000 --> 00:44:33.960
another another example that I'm living these days. I can

750
00:44:34.079 --> 00:44:37.239
I can bring is a company that is called Alpha

751
00:44:37.400 --> 00:44:42.880
Mega in Israel. This company it was I receive a

752
00:44:42.960 --> 00:44:47.719
call from the CEO like twelve years ago and he said,

753
00:44:47.960 --> 00:44:51.199
I wrote an article that you published about management, my

754
00:44:51.320 --> 00:44:54.519
missions and purpose. Can you and you know I have

755
00:44:54.599 --> 00:45:00.719
a company where we are working fifty arabs and fifty

756
00:45:00.760 --> 00:45:04.840
percent juice. And I say, my goodness, how are you

757
00:45:04.960 --> 00:45:05.280
doing this?

758
00:45:05.639 --> 00:45:05.840
Yeah?

759
00:45:06.000 --> 00:45:10.039
Serious, Well it's not easy, but we are very committed.

760
00:45:10.079 --> 00:45:12.360
We want because we want to be an example of

761
00:45:12.440 --> 00:45:16.119
peace and we want to demonstrate that in our company

762
00:45:16.519 --> 00:45:19.840
it is possible to reach peace and this is our purpose.

763
00:45:20.519 --> 00:45:23.119
Can you help me to develop this purpose in the

764
00:45:23.159 --> 00:45:27.159
company as well? And the first I said that came

765
00:45:27.199 --> 00:45:29.760
to my mind was Okay, do you have any other

766
00:45:29.920 --> 00:45:32.480
company that is doing this and he said, no, we're

767
00:45:32.519 --> 00:45:34.840
the only one in the whole Israel. Only we had

768
00:45:34.880 --> 00:45:37.480
an orchestra that tried to do it and it was

769
00:45:37.480 --> 00:45:40.719
a failure. It was impossible to do it. So I said, okay,

770
00:45:40.719 --> 00:45:42.199
I have no idea how to do it, but I'm

771
00:45:42.199 --> 00:45:46.880
going to fly to yoursel. And then I started working

772
00:45:46.960 --> 00:45:50.039
with them. And you know, this is something because the

773
00:45:50.119 --> 00:45:52.880
challenge is how to keep it alive. And why are

774
00:45:52.880 --> 00:45:55.239
we telling you this because now they're in a severe war,

775
00:45:55.519 --> 00:46:00.199
you know, yeah, yes, they are maintaining this commitment. They

776
00:46:00.199 --> 00:46:05.320
are working together Arabs and US and being assigned an

777
00:46:05.360 --> 00:46:09.199
example of how to live in peace and Urian and

778
00:46:09.239 --> 00:46:14.360
it's incredible. You cannot imagine the kind of innovation. But

779
00:46:14.760 --> 00:46:17.440
when I started working with this company, they were only

780
00:46:17.639 --> 00:46:20.920
for it was like a startup for the employees. Now

781
00:46:20.960 --> 00:46:23.599
they are in China, they are in the States, they

782
00:46:23.599 --> 00:46:27.960
are competing against Metroni. They are really so the company

783
00:46:28.159 --> 00:46:33.079
is incredible and they are keeping maintaining this commitment. Do

784
00:46:33.079 --> 00:46:35.960
you want to be an example of how to live

785
00:46:35.960 --> 00:46:39.400
on peace and in the middle of the war. So

786
00:46:39.480 --> 00:46:43.280
it's something, and this is this is purpose. But it's

787
00:46:44.079 --> 00:46:44.880
sense of purpose.

788
00:46:45.840 --> 00:46:49.400
Oh my gosh, Carlos, thank you for sharing that. That

789
00:46:49.599 --> 00:46:53.639
is amazing. I am so encouraged and heartened by that,

790
00:46:53.719 --> 00:46:56.599
and I think our listener will be as well. So

791
00:46:56.960 --> 00:47:00.280
it happened very fast. This our time goes together very by,

792
00:47:00.360 --> 00:47:02.480
very quickly, already into the program. And I think you

793
00:47:02.519 --> 00:47:04.360
know that the show is listening to my people around

794
00:47:04.360 --> 00:47:06.920
the world, and many of them are looking for new

795
00:47:07.039 --> 00:47:10.000
novel ways to be able to elevate their leadership, to

796
00:47:10.199 --> 00:47:13.280
operate their businesses, or they're just looking for inspiration. What

797
00:47:13.400 --> 00:47:14.639
should like to leave them with today?

798
00:47:17.360 --> 00:47:20.719
Let me allow let me repeat one thing that I

799
00:47:20.800 --> 00:47:24.000
already said something, but the most important is what I

800
00:47:24.119 --> 00:47:27.079
learned from other tress. Put love in everything you do,

801
00:47:27.719 --> 00:47:30.800
because what counts is not how much you do, but

802
00:47:30.960 --> 00:47:34.320
the love you put in the doing them. She was saying,

803
00:47:34.360 --> 00:47:38.119
the love you put in the doing, you know the

804
00:47:38.119 --> 00:47:41.400
most important thing. And for me it's the sumery of

805
00:47:41.480 --> 00:47:46.039
everything I'm doing and to understand purpose. If you take

806
00:47:46.079 --> 00:47:49.760
this idea, put love in the doing, then you get

807
00:47:50.079 --> 00:47:51.719
ninety nine percent.

808
00:47:54.280 --> 00:47:58.360
Oh that is an amazing way to finish the colors today.

809
00:47:58.440 --> 00:48:00.960
I am so beyond delighted to know you to be

810
00:48:00.960 --> 00:48:03.760
connected to you, and you really can't hit away from me.

811
00:48:03.800 --> 00:48:06.119
Now you do understand that, right. So I'm a pretty

812
00:48:06.119 --> 00:48:08.159
fast runner and I do know how to get on

813
00:48:08.239 --> 00:48:11.639
an airplane. So I'm sure there will be other conversations

814
00:48:11.639 --> 00:48:13.400
for us to have because you're just doing too many

815
00:48:13.440 --> 00:48:15.800
amazing things that I'm going to need you to come

816
00:48:15.800 --> 00:48:17.440
back and we'll talk about some other things. And maybe

817
00:48:17.440 --> 00:48:18.880
we can talk about some of the other projects that

818
00:48:18.920 --> 00:48:21.039
you find out find out about or that you've been

819
00:48:21.039 --> 00:48:23.960
investigating that will help us further show the examples of

820
00:48:23.960 --> 00:48:26.000
how the stuff is being lived. I think that really

821
00:48:26.039 --> 00:48:29.440
helps people understand take it from the abstract, this sounds

822
00:48:29.480 --> 00:48:32.079
really nice. To wow, this is how it's lived and

823
00:48:32.079 --> 00:48:33.920
how it actually makes a difference to the bottom line

824
00:48:33.920 --> 00:48:34.679
of the organization.

825
00:48:35.880 --> 00:48:38.079
Absolutely, thank you, my studies.

826
00:48:38.039 --> 00:48:41.599
Very very very welcome doctor Carlos. Listeners and viewers, you're

827
00:48:41.599 --> 00:48:43.199
going to want to learn more about this man, doctor

828
00:48:43.199 --> 00:48:45.400
Carlos Sore and the work he is doing to elevate

829
00:48:45.400 --> 00:48:48.920
the performance of companies at DPMC and his various publications.

830
00:48:48.960 --> 00:48:53.159
So you can start by visiting the site. It's DPMC

831
00:48:53.440 --> 00:48:56.440
dot e S for Spanish, you can go to dp

832
00:48:57.239 --> 00:49:00.719
MC dot ees forward slash e N for English. So again,

833
00:49:00.760 --> 00:49:03.719
that's D like dog, P like Paul, M, like Mary

834
00:49:04.079 --> 00:49:07.920
C like Charles DPMC dot ees. We will see you

835
00:49:07.960 --> 00:49:10.800
next week for another inspiring conversation on working on purpose

836
00:49:11.079 --> 00:49:13.679
and remember work is one of the best means of

837
00:49:13.719 --> 00:49:16.920
realizing potential on making the impact we crave. So let's

838
00:49:16.960 --> 00:49:17.719
work on purpose.

839
00:49:20.920 --> 00:49:23.559
We hope you've enjoyed this week's program. Be sure to

840
00:49:23.599 --> 00:49:27.239
tune into Working on Purpose featuring your host, doctor Elise Cortes,

841
00:49:27.400 --> 00:49:30.719
each week on W four CY. Together we'll create a

842
00:49:30.719 --> 00:49:35.360
world where business operates conscientiously. Leadership inspires and passion performance

843
00:49:35.440 --> 00:49:38.199
and employees are fulfilled in work that provides the meaning

844
00:49:38.239 --> 00:49:42.039
and purpose they crave. See you there, Let's work on Purpose.