Abstract

Impact is often used as a tool to justify our existence and prove our value to external stakeholders like government bodies and funders. But it has the potential to be so much more than just a tool for research evaluation. According to McKinsey’s research on the Future of Work, the “leading driver of performance and productivity isn’t compensation or stretch goals but rather the sense of purpose work provides to employees”.

In today's rapidly evolving workplace landscape, there is a noticeable generational shift towards purpose-driven work, especially driven by the Millennial and Gen Z workforce. These younger generations are not only seeking employment but also a sense of meaning.

Over 50% of Millennials and Gen Z prioritise purpose and social responsibility in their career choices (Deloitte Millennial Survey) and their influence is only projected to grow as they make up an increasing proportion of the workforce.

As leaders in the sector, how do we connect people across our organisations to our purpose? Our people want to know the connection between what they do and the difference research makes in the world. As leaders we have to make this link explicit, and not only through words but through action and behaviours. Understanding Impact as an attribute of organisational culture could potentially bridge the gap between the individual and the wider purpose and has the power to improve recruitment, retention, motivation and satisfaction.

In this session, we will explore how we can practise purpose-driven leadership by:
- Building a stronger connection between culture and impact
- Communicating authentically on the opportunities and challenges we face
- Creating opportunities for feedback that enable constructive challenge

This will be an interactive session with opportunities to reflect and discuss.