Knowing your purpose is liberating

Magnetic compass and paper tag written with PURPOSE text on old wooden background. A concept.

‘Igniting potentials’ is my life’s purpose. For the longest time, I know I have a purpose in life. Deep inside, I know I’m not a mushroom that grew in the dark under a massive tree. Our life is not like a paper boat floating in a river. The boat is dragged to where the water decides to take you.

We all have a purpose. We are all here for a reason, and it’s not just to take up space. We are not on earth to consume air, food, and water. Are you aware of your purpose? When I ask this from my workshop participants, I get two general responses.

A few participants pause for a few seconds and shyly say ‘no.’ They don’t know their purpose. They feel they have one, but they don’t know what it is.

The second group replies, ‘yes.’ This group then continues to state their purpose. It usually takes a bit of time to describe their purpose. Sometimes, they would cite examples to drive the point. However, when asked to state their purpose in a sentence, they would pause. A blank stare would ensue for a few seconds. Some try but fail to explain their purpose in a clear, straightforward manner.

If you can’t explain it simply, you don’t understand it well enough.
Albert Einstein

The second key to articulating your purpose is to simplify it. 

Let’s go back to my purpose, ‘igniting potentials.’ Two simple words yet so powerful for me. If you take the two words apart, it does not mean much. Together, it helps define what fulfills me. Put together; they possess power that fuels me. 

Before I was able to articulate my purpose, I always enjoyed mentoring individuals with great potential. Leadership or motivational workshops I design and facilitate energize me. I feel alive during and after my workshops. I enjoy doing public talks. I currently run a program called Servant Leadership for free. I gladly do this for my Fellowship group. If money is not an issue, I am confident that we will gladly do our purpose free of charge. 

There is an approach to help you articulate your purpose. I ran this framework last week with two of my mentees. Their reaction was nothing short of amazement. They said that decision-making for them became more manageable. They now have a basis when making life decisions. They have clarity. They can identify which things in their life is aligned to their purpose and what is not. One of them said it was liberating. 

How about you? Are you clear about your purpose? Can you state it in two simple yet meaningful words? 

If you are interested in articulating your life purpose, reach out to me. Better yet, I may write an instructional article on how to do it yourself. 

Stay safe, 

Jordan Imutan (blog) (email) 
@jordanimutan (social media) 

My Origin Story on Leadership

I am fortunate enough to witness several kinds of leaders through the ’80s, 90’s until today. Leaders I had the privilege to work for comes in different colors, sizes, and shapes. They come from diverse backgrounds, education, and temperament.

For over 30 years in the workforce, I have witnessed how the different leadership styles affected employee morale, productivity, and the organization’s success.

I started work during the Theory X era. Theory X states that “employees require heightened supervision, external rewards, and penalties.” A few elderly leaders would even go to the extent to say the employees are generally lazy. If their boss does not drive them, they will not work. They claim that employees only work if someone is watching over them.

It’s incredible to watch time go by and see many leaders in todays world still having that old Theory X mindset. It’s like they never moved forward with the times. In the past, most works were labor-related. In todays work, jobs require “knowledge” workers.

Stuck in the past, I call them. However, it’s not only the “seasoned” leaders that think this way. Younger Gen-X and the more experienced Gen-Y also carry the notion that employees are simply company tools. These tools will not work correctly if not closely supervised. Employees need supervisors looming over them.

From an employee’s perspective, this is a living hell. Employees are not propertly managed. Meaning they are not developed for their potentiality. They are the first to be blamed when something wrong happens, even if it was a leadership shortcoming. Employees are required to work at all times despite their struggles. Employees are not properly compensated. In the confines of meeting rooms, leaders sometimes talk about them like they are disposable commodities. In public, employees are heralded as the companies most important asset.

You will see employees waiting for the highly paid leaders to leave before they can call it a day. They fear that the bosses will think they are not busy. They will wait for an extra hour or two before heading off home and missing the chance to play with this child before bedtime. They miss tutoring their children because it was already traffic when the leaders go home in their expensive cars. The employees will have to fall in line to take the public transport going home.

They hold back on properly paying their best people. They will wait until a high-potential employee submits their resignation before offering them higher pay or better benefits. Employees put up with this simply because most of them think they do not have options.

I am not generalizing. Do not get me wrong. However, it is unfortunate that this is the situation in most companies. A great workplace should be the rule and not the exception. As Simon Sinek said, “people have the right to love coming to work.”

The sad workplace environment sparked my obsession to study great leaders I came across in my career. It is my mission to learn, apply then teach others the best leadership styles. It is why I am writing articles about great leadership. This is why I run leadership workshops.

I believe that most terrible leader is bad at leadership because they do not know better. It was something they learned or observed from previous bad leaders they had. A former manager used to say, “Monkey see, monkey do.”

Terrible leadership is like a genetic disease that is passed down from one generation to another. Of course, there are still a few genuinely evil leaders in the mix. However, most of them do not know better.

I have witnessed in so many instances employees promoted to leadership positions that are not properly equipped. Newly minted leaders are expected to “magically” morph from a great employee to a great leader. Really? Is it that simple? Come on, guys!

Almost everyone can list several excellent leadership competencies; having a clear and communicated vision, focus on their people agenda, developing direct reports, recognizing outstanding work in public, reprimanding in private, and so on. Yet, very few leaders behave this way.

I know that mentoring future leaders, educating them on leadership competencies, writing articles and books, blogging may not make much of a dent. However, I am at peace that I am trying to do my part.

I will always say that Great Leaders develop people. Great people build great organizations. Only with this can we have great workplaces. I would love to see this one day.

Stay safe,

Jordan Imutan
Visit my website for more articles (email)
@jordanimutan (social media)

On Ken Blanchard’s article – Coaching and Servant Leadership go hand in hand

Photo by cottonbro on

I never knew how to articulate the connection between servant leadership and coaching until I came across an article from Ken Blanchard. 

Come to think of it; coaching is indeed an integral part of servant leadership. Christ himself, the model for servant leadership, coached the twelve disciplines for a few years before giving them the “Great Commission” written in Matthew 28:19-20a

“Therefore go and make disciples of all nations, baptizing them in the name of the Father and of the Son and of the Holy Spirit, and teaching them to obey everything I have commanded you.”

The twelve disciples then continued to use servant leadership in the development of other disciples. Over 2,000 years later, Christianity has 32% of the world’s population. On the other hand, the authoritarian leadership of the Roman Empire no longer has a stronghold of the world. The once-great Roman Empire ceased to exist in the 5th Century AD.

Leadership needs to prepare new servant leaders. Having a sense of the long game is the only way any organization can survive the test of time. Authoritarian leadership, on the other hand, will eventually destroy the organization. Worse, an organization collapses after the autocratic leader leaves because the remaining leaders are not prepared to grow the organization.

I will keep saying that leaders do not build organizations. Great leaders develop great people and fellow leaders. Great people create great organizations. 

A powerfully embedded coaching program wrapped in a servant leadership culture can ensure organizational longevity in the long game of what we call “business.”

I encourage everyone to read Ken Blanchard’s article by clicking HERE:

Thank you and stay safe,

Jordan Imutan (email)
@jordanimutan (social media)