Ever feel like your team just doesn’t care as much as you do? Like you’re the only one pushing while everyone else just does the bare minimum? The difference between good and great companies isn’t just about strategy—it’s about how well your team connects with the mission.
I hate to admit it, but it took me 15 years in business to fully understand this concept. At the time, I had around 65 employees. I remember the frustration like it was yesterday—feeling like I was dragging my team along. They were working hard, but I was working harder, constantly checking in and wondering why they didn’t take ownership. I even caught myself thinking, I just need five more of me!
Then it hit me: They don’t need to be me. They just need to care. And some just needed to know why to care.
The Missing Piece: A Shared Purpose
How do you make people care as a team? I realized the missing piece wasn’t talent or effort—it was a shared purpose. The team was working hard, but we weren’t working in unison. And the fault? It was my leadership.
Once I started connecting my team’s personal goals to our business mission, everything changed. People took ownership. They worked together. And suddenly, we weren’t just a group of individuals—we were a team, moving in the same direction.
When I committed to this approach, revenue and profits skyrocketed. But even more importantly, so did the energy and excitement in our office. People were engaged, taking ownership, and actually enjoying their work. And when your team is thriving, so is your business.
If you’re frustrated with your team’s lack of ownership, ask yourself: Have I connected their personal goals to our mission? If not, this might be the reason you feel like you’re carrying all the weight.
Scaling This Approach as You Grow
Obviously, I couldn’t meet regularly with all 65 team members—and certainly not once we passed 100. But I made sure this approach scaled. I continued meeting with my two closest levels of leadership, and they carried it down to their teams, creating a ripple effect.
To ensure this wasn’t just a concept but an actual practice, I regularly asked specific questions about team members beyond my direct reach. This kept my leadership team on their toes and ensured our culture of shared purpose stayed alive at every level.
Why Most Teams Struggle
One of the biggest challenges in building a cohesive team boils down to one missing piece: a shared purpose. Not just a purpose that drives the business, but one that resonates with each individual’s personal goals as well.
As leaders, we often forget that every single person on our team has personal ambitions. Some may not even have them fully defined, but they all have desires—something they want for themselves, their family, their future. And when job changes or major life transitions come into play, it only amplifies the challenges. People get distracted, disconnected, and disengaged.
The Difference Between Good and Great Companies
Great companies build a shared purpose. They don’t just hire people to fill roles—they hire people who connect with the mission. But let’s be clear: this isn’t about changing the company to fit every individual’s needs. It’s about discovering the natural connections between your team and the company’s purpose.
When you take the time to do this, people don’t just work for you—they work with you. And that’s when real momentum happens.
The Solution: Connecting Their Goals to Your Mission
If you want a team that works together, stops needing constant supervision, and actually takes ownership of their roles, you have to do more than just define the business mission, core values, and objectives.
Step 1: Make the Company Mission, Values, and Goals Crystal Clear
Not just in a one-time meeting, but regularly, in a way that is ingrained into the culture.
Step 2: Understand the Personal Goals of Each Team Member
You do this by meeting with each team member one-on-one—not once, but regularly. Get to know:
- What do they want in life?
- What matters to them beyond work?
- Do they have personal core values or a personal mission?
The simple act of asking and listening already sets you apart from most leaders.
Bringing It All Together
Once you understand their goals, show them how achieving the company’s goals helps them reach their own.
Most people don’t make this connection on their own. They don’t see how growing in their role, becoming more skilled, or working together as a team is a direct path to their personal success. But when you make it clear, you change everything.
- Track their goals and follow up. Nothing makes someone feel valued like a leader remembering what they’re working toward.
- Publicly recognize their wins. Catch them doing something right and call it out in front of others.
Why Do They Need a Babysitter?
How many times have you said, I just wish I had five more of me? Or wondered, Why won’t they just work together?
People don’t need a babysitter. They need a reason to care. They need to feel like their work is meaningful—not just for the company, but for themselves. When people feel unseen or unappreciated, they disengage. That’s when you get the bare minimum effort or a tug-of-war of personalities. But when you align their goals with the mission and make them feel valued, they take ownership. They work together. They lead themselves.
Action Steps to Make This Happen
✔ Clarify Your Mission, Core Values, and Business Goals – Ensure they are well-defined and frequently communicated. Post them for everyone to see.
✔ Schedule Regular One-on-One Meetings – Learn about your team’s personal goals and values. A focused 15-minute meeting can be powerful!
✔ Connect Their Goals to the Business Mission – Show them how they grow as the business grows.
✔ Track and Follow Up – Keep notes on their goals and check in on their progress.
✔ Publicly Recognize Wins – Catch them doing something right and highlight it to the team.
✔ Build a Culture of Ownership – When people know they are growing personally, they naturally take more responsibility.
This is leadership. This is how you build a team that doesn’t need babysitting—because they’re too busy winning!
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