While purpose should be at the very heart of your organisation, it’s been long debated what should come first - a clear purpose or the ‘right people’?

It’s ‘the chicken or the egg?’ equivalent for business.  

Wait – here comes the bus!

Jim Collins’ famous concept of "getting the right people on the bus”, introduced in his book Good to Great, endorses getting the right people around the table (or on the bus) before you discuss purpose, objectives or strategy for your business.

My question is this, can you even attract the ‘right people’ if you don’t know where your bus is going, or if you aren't sure what type of bus you are driving?

I think the answer lies somewhere in the middle. If you don’t ultimately know why your organisation exists, you will struggle to identify or attract the ‘right’ type of employees. However, the right employees can be essential to helping you refine the size, shape and destination of your bus.

Alright, so who am I looking for’?

Well, it changes depending on your purpose and what you are trying to achieve – it’s not one size fits all (yes, we will be talking about diversity shortly!). For example, if you are looking to be an industry disruptor, you will likely need to employ people who have a bit of ‘oomph’ - people not afraid to challenge the norm. If your business is based on sales, you will need savvy people who are good communicators... you get the gist.

What we are talking about here is less about the core skills people have, and more about the values, attitude and behaviours they bring to the business. While at first glance this may feel woolly, or difficult to articulate, defining your organisation’s values and the behaviours you expect to see from your team, will become increasingly important as your business grows.

Is my team on the bus?

So, what if you’re a business with an existing team? How do you know who can help you drive your business forward? Well, the answer still stands – it all starts with values and behaviours.

Many organisations have values they use for marketing and little more. But values can only be lived if they are upheld by behaviours for employees to emulate, and this must be led from the top.

Without this framework, singling out ‘your kind of people’ without articulating what that means, can get you into all sorts of bother.

I told you we’d talk about diversity

Diversity of team becomes critical to any organisation that is genuinely committed to doing something different. I’m not just talking about a male/female split, I’m talking about diversity of demographics, backgrounds, skills, mindsets.

Too often, the differences between individuals are blamed for creating friction within teams. But difference is not the cause of the problem. A lack of clearly defined purpose, values and behaviours often is.

Today’s workplace is an intersection of multiple generations and diverse backgrounds, each with their own strengths, challenges and ways of doing things. When people work successfully together, they don’t just learn from one another - they energise each other, bringing new ideas and helping to attract fresh talent to the organisation, thus creating a more dynamic and innovative workforce.

Getting this dynamic right doesn’t happen by accident. It is the result of clear leadership – someone that is prepared to put in the time, energy and effort it takes to curate a cohesive and empowered team of people who align to your values, demonstrate the right behaviours and have a genuine passion for your purpose. It's about setting a clear framework for who you are looking for and getting them ‘on the bus’ from the outset.

Tell me again why it’s so important

To borrow a line from a famous shampoo brand…because it’s worth it.

1. The right people drive the purpose
   The best people, those aligned with your company’s values, will bring passion, adaptability and the expertise needed to help your company evolve as it grows.
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2. Cultural fit is key
   The right team will naturally contribute to building and developing the kind of culture that supports your company’s purpose. This in turn helps to keep that team motivated, committed and fulfilled.
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3. Flexibility over rigid plans
   The best people are flexible, creative and capable of adjusting strategies as the business landscape shifts. Rather than sticking to a rigid plan, the right team will enable you to continuously refine your direction and stay competitive.

The Bottom Line

A successful business is built on a strong culture founded in meaningful, lasting connections. As a leader, rising to the challenge of uniting your team and celebrating differences to create a collaborative environment, enables everyone to thrive.

When you focus on getting the right people on the bus, you set the stage for success, not just in terms of strategy and purpose but also in creating a business that values collaboration, adaptability and mutual respect.

So, let’s make sure your team is engaged and excited about your organisation’s journey. The itinerary may be flexible, but the proposed destination should be on everyone’s wish list!

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