Psychology Today calls mindfulness a state of active, open attention on the present. It focuses on living in the moment, rather than dwelling on the past or anticipating the future. Given this definition, does the practice of mindfulness fit within the concept of career advancement? Is it possible given the forward-looking nature of the term “advancement?”
Many people equate mindfulness with meditation, yoga and reducing stress. It is rarely linked with career advancement, which for many people means working harder, climbing a corporate ladder, prioritizing title or money, etc.
However, mindfulness can play a key role in career advancement. In daily life, it helps people see what needs to be done, what they can do and how that relates to their environment. It can drive greater self-compassion and compassion for others. At a basic level, using mindfulness to increase your self‑awareness and emotional intelligence results in better work performance, relationships and outputs that may help you to advance your career. However, when mindfulness is combined with the concept of purpose, you create a very compelling proposition for businesses and leaders.
There are literally hundreds of books published about purpose, but what exactly does it mean for your professional life?
Purpose involves finding meaning in life, uncovering what you’re passionate about and what drives everything you do. Purpose directs how you use your talents and expertise. Uncovering your purpose should clarify how and where you will make a measurable difference in this world. Purpose affects all aspects of your life. As it pertains to your role as an HR manager, though, your personal purpose ideally will complement the purpose of the organization where you work.
Often found in a corporate purpose statement that is linked to the principles upon which a company was started, your organization should articulate how it improves the lives of others (e.g., customers, end users, partners, donors).
Noted author Simon Sinek refers to the process of great leaders or organizations identifying their higher purpose as “starting with why,” detailing how they inspire loyalty by communicating their reason for being and why anyone should care.
If you manage a team, understanding the “why” for your organization — and then helping your team internalize it and perhaps even unlock their own “whys” — can be a very compelling team-building exercise. By fostering and practicing mindfulness, you can create a positive, in-the-moment work environment that enables team members to learn and develop their individual purpose, always being mindful of how their role affects others. By instilling a culture of purpose-driven work, you can set team and individual goals that get people out of their comfort zone, achieve those goals, celebrate accomplishing them, then reset and pursue new ones after a short period of “recovery.”
Whether for yourself or your team members, coupling mindfulness and purpose for career advancement involves the following five-step purpose discovery process:
1. Personal Assessment: You must perform some self-reflection to evaluate who you are. This looks at traits, tendencies, defaults (areas where you avoid making an active choice about an outcome) and feedback trends (areas where you receive frequent feedback from others). This assessment should go far beyond a standard personality test. It should uncover what is missing in your life because many people long to do “something more.”
2. Development: This evaluation delves into your ideal self. Ask yourself questions like: What am I passionate about?; who are my favorite people and why?; when am I performing at my best?; when am I happiest?; what is my legacy?; and more.
3. Self-Empowerment: Next, write down the obstacles that stand in the way of realizing your ideal self and next career opportunity. This step is critical because you need to figure out how to overcome them. One top obstacle is the clutter in our lives. Using good reason and sound judgement, get rid of things that distract from your purpose. Clearing clutter may also apply to your team’s or organization’s purpose, too.
4. Personal Growth Plan: Draft an achievable personal growth plan based on your purpose and identified obstacles. It should detail where and how you can lead, applying a mindful, purpose-driven approach. Your plan should have "SMART" goals that are specific, measurable, achievable, results-focused and time-bound.
5. Living Your Purpose: Implement your plan, relating your self-assessment and development findings to your day-to-day activities. Begin the day with being mindful of your goals and others you meet.
The outcome of going through this process is improved emotional (EQ), intelligence (IQ), cultural (CQ) and spiritual (SQ) quotients, which ultimately grow your overall leadership quotient (LQ). You will be better equipped to align your individual purpose with an organizational purpose, resulting in more meaningful work with increased productivity, stronger work relationships, and greater career advancement opportunities.
What does this look like in real life? Mindful, purpose-driven leadership will fine-tune your ability to recognize growth opportunities for yourself and others; understand how to effectively set goals and achieve them; adapt to challenges along the way, especially those that involve the human element and require mindfulness; and motivate others to help you pursue and achieve your purpose — while contributing to a positive culture, improved bottom line and more fulfilled employees.
