Ep 39: Purposeful Growth Benefits Life and Work

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Guest Bio

Mark A. Mears is a #1 Best Selling author, keynote speaker, consultant, and visionary business leader. He has a significant track record of building stakeholder value—driving innovation and profitable growth among world-class, high-profile brands such as PepsiCo/Pizza Hut, McDonald’s, Frito-Lay, JCPenney, NBCUniversal, and The Cheesecake Factory.

Today, Mark serves as Founder and Chief Growth Officer for LEAF Growth Ventures, LLC—a consulting firm inspiring individuals, teams, and organizations to find purpose in fulfilling their true growth potential while making a positive, lasting difference in the world.

Mears just released his new book titled, The Purposeful Growth Revolution: 4 Ways to Grow from Leader to Legacy Builder.

Mark is also a member of the Senior Leader Network within Conscious Capitalism, Inc., a global organization whose mission he shares: Elevating Humanity Through Business.

Follow Mark Mears on LinkedIn: linkedin.com/in/markamears

Episode Highlights

Mark Mears shares the framework of two acronyms, LEAF and LOVE, from his book, The Purposeful Growth Revolution: 4 Ways to Grow from Leader to Legacy Builder”. He shares how organizations can improve individual growth and retention through LEAF:

Leadership
Engagement
Accountability
Fulfillment

A purposeful focus on these four elements is key to building a community where individuals can thrive. The fulfillment piece was discussed more in depth. People have a need to feel connected to the purpose behind their work. “It makes dollars and sense to find and fulfill your purpose individually and collectively as a team, and corporately as an organization at work.” -Mark Mears

The way leaders treat their team members is a huge driver for success at any organization. Mark’s second acronym is, LOVE:

Listen
Observe
Value
Empower

This LOVE model can be a guide for leaders in their interactions with their team members.

When individuals feel that they have these components from their leaders, they not only want to do what their leader tells them to do because they have a title, but they want to continue the legacy of that treatment even when the leader is no longer there. The individual then has the disposition to say ,‘when it's my turn to lead, I will lead you.” -Mark Mears. That is the piece that creates long-lasting community and boosts productivity at work.

Matt Vance:“When individuals feel they belong and when there's a higher measure of connection to the purpose and mission of the organization, we can unlock this higher level of discretionary effort where people are willing to go above and beyond. That's where we see that profit component come into the conversation. That’s how this is good for the business.”