Leaders do not motivate per se. They create conditions for people to motivate themselves. They do it by communicating clearly, setting clear expectations, following through and recognizing performance.

There are some terrific resources on how to find individual purpose but relative resources on how to discover purpose and apply to an organization. My challenge was to show organizations how they could unlock the purpose of their organizations and put it to good use for employees to apply to their own jobs. The net effect is to help individuals, teams and organizations to optimize performance by understanding how to use purpose for good intention.

Leadership is the behavior each of us exerts when we take responsibility for our actions and their consequences.

Purposeful organizations develop the next generation, not simply the next leader. My friend Marshall Goldsmith, bestselling author and leading executive coach, does not like the term succession planning. Better to say, "succession development." That means you are focusing on multiple managers and grooming them to lead.

I began my career in communications and had the privilege of working with senior leaders in a variety of different business sectors. Eventually I decided that rather than helping them develop messages I wanted to help shape lives, that is through teaching, coaching and writing.

Three things a leader or manager should be thinking: What's happening? What's not happening? and What can I do to influence the outcome?

Solution = Conflict + Collaboration