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Passion Rules – Making Winning a Passion

I love the Olympics. It shines a light on an attribute that separates humankind: the champion spirit.

Think about it. These are people, who at a very young age, decide they want to be a champion. An Olympic champion.

Deciding is the easy part. Anyone can decide. You see, it’s in the day-to-day choices that real champions are made. These athletes make day-to-day choices, some would call them sacrifices, in order to be the best.

And, they fail. A lot. I’ve learned that it’s when we face life’s disappointments that the elite separate themselves from the average.

At Share On Purpose, we take passion seriously. It’s key. You have to do what you love, most days. And, you can’t stop until you find what it is that you love. We work with associates to help them determine their passion and to transition to work in our portfolio that aligns with that passion.

To build a performance culture, people need to do what they love.                                                                                                             But, there’s more.

Your team also must learn how to love what they do. Love the good of it, and the not so good. Love the hard parts of it, and the learning parts of it.

You have to love how it makes you feel, and most importantly, if you want to be the best in your industry, you have to love to win at it.

Great brands do one thing well – they make winning the pursuit. They make winning a passion. Rather than sweating the small stuff, and worrying about the competition, the best brands make winning a passion. They inspire their team to BE THEIR BEST, no matter what.

How do we do that at Share On Purpose? Through 5 things:

  1. We help each person create a vision for themselves as a leader. You must see yourself where you want to be. To us, every single person who works here is a leader in the making. Every. Single. One.
  2. Once we help them see themselves as a leader, we teach them how not to quit. That’s easier said than done because, as humans, we want to quit when it gets hard. So, we teach people how to get back up when they fail, how to persevere when it gets hard, and how not to quit when they feel stuck.
  3. The key to winning – to becoming a champion – is learning how to tap into perseverance, which is the single most important aspect of being a champion. Think about it. What makes an Olympian so successful? What makes someone great? One thing: their ability to access perseverance. Each of us has an unlimited access to perseverance. Unlimited. The problem is that we don’t know how to access it. Champions have learned how to access perseverance. At Share On Purpose, we teach people how to access perseverance.
  4. Along these lines we also teach our associates a mantra: Find A Way. There’s always a way to get from where you are, to where you want to be. Always. Finding a way means that you have to dig deep, learn more, try harder. Find a way. It’s the only way to be great.
  5. Lastly, we teach them how to shift their focus off of trying to “being good enough” and over to “being themselves” or better yet, being the BEST version of themselves. That’s true confidence.

Share On Purpose IS a place of possibilities, where GREAT people do great things. Because we refuse to quit, and we make winning a passion.

Want more. Check out our open positions.

A Culture of Character

Building Culture Through Character

The culture at Share On Purpose is built on character and integrity, and every one of the employees and partners at Share represents those values, especially Sheila Taheri. A full-time engagement manager for Share’s Promote On Purpose and IGNITE On Purpose brands, Sheila evokes sincerity and honor with every action she takes — an understandable characteristic for someone with the middle name, Ameneh.

“Ameneh is Farsi and translates to trustworthy and sincere,” said Sheila. “Having that as my name has deeply influenced me as an individual. Everything molds who we are. I was given this name and it gave me direction. Being trustworthy and sincere is a big part of who I am, and that’s one of the great things about working at Share. Every one here is unique, but we all have that one same trait. We all have character. We’re all trying to do something meaningful for our clients and ourselves.”

Culture Builds Value

That shared value of honest representation is one of the main qualities that make Share an incredible place to work and a valuable partner to its clients. It’s that strong, positive culture that drives results and leads to employee and client satisfaction and profitability. It creates long-term value.

“Character shines through in everything we do at Share,” said Sheila. “When working with a client, it’s that true authenticity and deep caring that enables us to share. That’s why we have weekly meetings to say ‘this is what’s working and this is what isn’t working.’ We don’t try to hide what isn’t working. We actually talk about it at length so we can come up with adjustments, which means our clients usually learn a lot in the process, too. With each other, we do the same thing. If there’s an issue or if we have to have a difficult conversation, we don’t brush it under the rug. We come together, and we talk it through.”

CEO Terri Maxwell describes the company the same way, writing, “We [at Share] ask ourselves hard questions. We wrestle with both perceptions and reality to uncover truth, and we face facts even when it’s painful to do so.”

Character Builds Relationships

This organizational focus on honesty encourages support and communication among colleagues, as well as between Share and its clients. As more and more employees work from home, that sense of community is more important than ever.

“Even though we are primarily remote and don’t see each other every day, the relationship between us means that we immediately feel a connection the minute we see each other,” explained Sheila. “It goes back to character being a window. It gives you a view into another person’s soul, into who they truly are.

“Here at Share, everyone really cares about the success of everyone in the organization. Everyone takes the time to care about what is going on with everyone else, both in their personal lives and within Share. When we’re talking together, someone always asks, ‘How are you doing on that new project? Can I help in any way?’ And that’s even if they aren’t on the project. They’ll still take the time to help. That’s the character of everyone in the company — even the new hires. They don’t just talk like they care, they act like they care. Having a company packed with individuals like that builds this amazing culture and an amazing company that has meaning and purpose and is truly trying to do something great.”

Do you want to partner with a company that values character and integrity as much as you do? Check out our open positions.

Character is a Window

As we continue to explore the guiding principles Share On Purpose was founded on, January’s focus is perfect for 2018.

Our country and society have been encumbered with intense political and social strife. The best news about our present times is that deeply held truths have been unveiled and regardless how we feel about them, they are truths nonetheless.

That’s the funny thing about truth, it ALWAYS reveals itself over time.

Share On Purpose was founded at a time when I was seeking truth and alignment in every area of my life. I wanted my work to matter, and decided to risk everything to marry purpose with the pursuit of success.

The determination to align spiritual purpose with profitable business created a unique organization in which we serve THROUGH our work (purpose), and constantly work towards improving how we serve (which creates profits).

This higher level of service commitment is first to each other, and then to our clients. It is through this combination that we impact our community by using business as a force for good.

And it is also this worthy commitment to service that remains a constant reminder that character is a window, and we must walk the talk. All the time.

Every Share On Purpose brand started with a problem to solve.

  • Promote On Purpose uses authentic marketing techniques to revolutionize the way brands grow.
  • IGNITE On Purpose uses a Pay-for-Performance model to accelerate profitable growth of founder-led businesses.
  • Talent On Purpose uses the Four Forces of building a performance culture to transform companies into great places to work.
  •  Succeed On Purpose is a personal and professional platform that prepares individuals to Get Real, Be You and Have More.

Starting a business to specifically solve a problem means that service IS the foundation. We then train authentic leaders to run our brands, which is where this guiding principle comes in: character.

We ask ourselves hard questions. We wrestle with both perceptions and reality to uncover truth, and we face facts even when it’s painful to do so.

This commitment to character means that we will fire clients who treat team members poorly, and will conversely terminate team members who don’t care enough to serve each other, or our clients well.

We also admit mistakes as soon as we find them (which is never soon enough) and will change what doesn’t work.

We pick ourselves up when we fail, and use perspective to look for the good, in ALL things.

That’s the beauty of an authentic commitment to truth: it’s not about being perfect, but rather understanding that character is indeed a window, and we must walk the talk.

Working at Share On Purpose means that our leaders will fail, yet will admit it. We won’t be perfect but are committed to the pursuit of excellence. We will question everything because we want to win at serving, rather than selling.

We will appreciate your value frequently, yet communicate where you can improve. We will expect your best and accept your limitations. We will encourage you not to compare yourself to others, as we inspire you to become the best version of yourself. And we value the walk, more than the talk.

Ready for more? Come join us.

Together is More

Over the last few months, I’ve slowly introduced a few of Share’s Guiding Principles. Last month we discussed how to live in the AND while getting more out of life by combining work AND play.

For December, I want to introduce another way to get MORE out of your career. Too often we try to accomplish everything ourselves, and end up taking on more responsibility than is necessary.

As a serial entrepreneur as well as a leader of emerging leaders who are very entrepreneurial, breaking the habit of trying to “go it alone” is paramount. Leaders who do not master the art of collaboration are overworked, or have limited results, or in some cases, both.

Our success at Share On Purpose is in large part because of the principle – Together is More: Collaboration Fuels Quality.

WHAT IS “TOGETHER IS MORE”?

The guiding principle Together Is More, is about collaboration. Collaboration as a discipline is not well understood because the corporate management system by which most professionals started their career, is deeply flawed. In most companies, failure is punished severely, which diminishes the willingness to take calculated risks, and includes an intense focus on individual accountability versus individual and team performance.

This translates into individuals and departments working independently, and in some cases against each other, rather than collaborating to win collectively. This lack of natural collaboration built into the cultural framework impacts productivity and results. It also slowly erodes trust as well as the ability to create a performance culture.

The guiding principle Together is More requires that the executive team model collaboration from the top down, as well as ensuring collaboration occurs throughout the organization. It’s something that’s not just “talked about” but is embedded into the entire management structure, as it is role modeled at all management levels.

WHY COLLABORATION IS KEY TO SUCCESS

Building a performance culture is, in large part, dependent upon the effectiveness of the organization’s ability to collaborate. Establishing a culture that has a foundation of collaboration will have a significant impact on the organization’s effectiveness.

However, it requires a win-win mindset from every level of the organization. For example, the executives and middle management MUST believe:

  • No one can win, unless we all win.
  • When an individual wins, we win as a team.

HOW DO YOU BUILD COLLABORATION INTO YOUR CULTURE?

Collaboration requires authentic leadership, as well as a commitment to win-win relationships between employees and managers, and the company and its contractors.

Beyond the commitment to strive for the “win-win,” the basis of all performance cultures is what I call “authentic leadership.”  Although there are 5 tenets of authentic leadership, one is particularly important in building collaboration into the cultural fabric – Assume Positive Intent. Leaders who are authentic have not only mastered a win-win mindset, but usually do so through mastering the ability to “assume positive intent.”

If we assume positive intent, the mind will begin to expect only positive outcomes in relationships. If someone still gets upset, hurts you, or takes advantage of you, it usually has nothing to do with your actions.

To do this means to assume the other person/entity/group meant well, even if we don’t agree with their actions or ideas. We then in turn, look for positive intent. When you enter any interaction assuming positive intent from the other party, relationships will improve.

No one really sets out to purposefully hurt us. People are just wrestling with their own issues. So, if you assume positive intent, you’ll find that most people rise to the expectation, and when they don’t, know they are doing the best they can and their reaction has little to do with you.

This is a powerful leadership lesson that facilitates a culture of collaboration, and supports a performance culture. I am grateful that our top executives model this attribute and have adopted a collaboration mindset.

If a place that has an authentic collaboration among all of its team members sounds like a place you would want to work for, consider applying for one of our open positions.

Working For Yourself, Not By Yourself

“Priceless.” That’s how writer Sue Carrington describes her working relationship with Share On Purpose.

A full-time freelancer since 1999, Sue is a seasoned member of the gig economy. She embraces her role as a writer entrepreneur and loves the autonomy her freelance life provides. Working for herself, however, doesn’t have to mean working by herself — a mindset she said she shares with Share On Purpose.

“The writer’s life can be a solitary one,” said Sue. “It’s what we’re called to do, but sometimes we’re on the outside, looking in. Remote writers can feel even more apart. Share’s approach to working with contractors acknowledges that reality; the company bridges the divide somehow and makes every effort to create community for us.”

Creating a Community of Wordsmiths

Earlier this month, Sue took a 1,300-mile road trip to Texas from her home in northern Virginia (her Pomeranian, “Poet”, in tow) to meet her long-distance co-workers face-to-face for the first time since joining Share in May 2016.

“It was a little surreal,” she said about being in Las Colinas for the company’s Thanksgiving party. “Umpteen emails and conference calls carved initial impressions, but talking with virtual colleagues face-to-face truly filled in the picture — in the best of ways!”

Sue’s perception of Share as a supportive community, which was in part why she joined the company, only grew stronger while she was in Texas.

“During the Writer’s Cadre, held after our Thanksgiving party, Share President and CEO Terri Maxwell sat down with the writers to say how much she and the Share team appreciate us. Her words confirmed for me that Share truly understands the writer’s way and values us both as subject matter experts and as writing entrepreneurs. That’s unique.”

Collaborating as a Team for Individual Success

The writers at Share are long-time professionals. Most have their own writing and editing businesses in addition to their work with Share and its partner companies. This helps create a synergistic team environment that, in Sue’s perspective, delivers benefits to each writer.

“Share is a place that enables us as writers to help grow each other’s businesses,” said Sue. “The collaborative community encourages freely exchanging ideas, developing relationships, and growing our individual networks. Over time, we’ve gotten to know and rely on each other. So whenever we get ‘too much’ work, we can ask for help from another Share writer, knowing the work and the client will be in good hands. For solo writers, that kind of alliance is a blessing.

“Our competitive advantage as freelancers is that we’re always available to serve our clients. Often, that means working wee morning hours or late nights and weekends,” Sue added. “But we do have choices. The key to work/life balance is empowering ourselves to make those choices wisely, and Share helps us in doing that.

“It’s never this or that; the ‘and’ is everywhere. The entire culture is about purposeful integration of work and life — and appreciating each other’s individual working styles. That kind of understanding leads to a better work product, a stronger collective, and happier clients. Who could ask for more?”

If these principles sound like a culture that you value and would fit into your life, check our open positions.

Work AND Play

Many adults grew up to believe we should operate from OR thinking. I can have cake OR ice cream. I can do what I love, OR chase financial success.

At Share On Purpose we believe in AND. We believe you can do what you love AND accelerate career success. We also believe that you can BOTH work AND play.

How you ask? By focusing on 3 key components:

  • Do what you love: Your passions are there for a reason. Although it’s unrealistic to think you will do what you love every day, it’s NOT improbable to think that the majority of your career should be enjoyable. If you don’t love what you do most of the time, rethink your career. Work with your manager or a coach to define what it is that you do enjoy. You can do what you love, if you first believe that you can. Once you have the belief, simply take steps to align your career goals with what you enjoy doing.

At Share On Purpose, not only do we believe in this philosophy, but we work hard to align our associates’ careers with their passions. It’s not always easy, and it does take a concerted effort, but it’s a critical part of our guiding principles and culture.

  • Love what you do: Once your career has migrated to doing more of what you love, it’s now your responsibility to love what you do. Find ways to make work fun. Bring a game-mindset to work. Invent fun ways to challenge yourself and your team. Remind yourself that joy should be part of your daily life, rather than something you seek only on the weekends.

We get stuck in our careers, because we chose to be stuck. We always have control over our perspective and the resulting attitudes and beliefs we carry. Work on your perspective. By looking for ways to make work fun, you will be focused on the fun, rather than the work, and this will enhance success. Another great way to change your perspective is to start every day by making a list of what you are grateful for. Find people in your life that you appreciate and take time to tell them what it is specifically, that you appreciate about them. A simple text of appreciation can make a big difference in both your lives. Tips for an appreciative mindset here.

  • Find balance: The last component of work AND play is balance. There are numerous studies that prove that work/life balance is not only a worthwhile goal, but actually improves performance. Balance is about taking the time to spend moments with the people who are important to you, and to partake in activities and hobbies that you enjoy. For a fulfilled life, we should work to live, rather than live to work.

What I’ve learned about driven people is that they struggle with balance, not necessarily because of their employer’s culture, but because of their own high standards and drive. I used to be one of those people. My personal standards were so high, that I would work myself into the ground. Needless to say, this type of obsession didn’t make me a fun leader to work for, nor an enjoyable person to be around. I knew that for life to be different, I had to change my approach. I had to change my perspective about balance and build it into our culture.

At Share On Purpose we have a driven culture, but also value work/life balance. As a result, we incorporated several strategies to support our driven leaders.

  • We start meetings late (after 9:30AM) on Mondays and stop work in the early afternoon (around 3PM) on Fridays. This allows our team members to ease into the weekend on Fridays, and ease out of the weekend on Mondays. It also makes the weekends feel longer.
  • We also encourage every team member to take a 4 or 5-day weekends every quarter to recharge their “batteries.” It doesn’t mean that you have to go away during that time, but simply “unplugging” is essential.
  • In addition to standard vacation time, we also reward employees’ tenure and incentivize balance with bonus time-off every few years. For example, at 3 years of tenure, employees are given an extra 2 weeks off, plus $250 to spend on a vacation. At 5 years of tenure, employees are given an extra 4 weeks off, plus $250 to spend on a vacation.

So, if you don’t love what you do, and if you want MORE out of life, maybe try to learn how to look for the AND, rather than the OR in your career.

And, if these principles sound like a culture that you would find meaningful, check out our open positions. We do have very high standards, but quite frankly, that is part of what makes it fun!

 

The Agile Brain

Dharmini Patel lives to learn and utilize knowledge. A trained chemist now fully in a marketing leadership role, she approaches challenges and opportunities with full-minded zeal, using creativity and analytical thinking to comprehend and assimilate vast amounts of information in order to solve problems in novel ways.

“The brain is a muscle that needs to be kept in shape by using it, challenging it, and taking care of it,” said Dharmini. “Engaging the brain through out-of-the-box activities stretches this muscle and ensures you are prepared to be what you want to be: successful.”

This growth mindset and drive to be more is what drew Dharmini to work at Share On Purpose in the first place. A results-oriented person, she realized early on in her career that she wanted to build a performance culture wherever she went. When she learned about the Share On Purpose culture, she felt it was the perfect fit.

“Share On Purpose is an agile environment,” she said. “Our leaders saw how various industries were shifting at an insurmountable pace and quickly realized that a successful company culture must facilitate a learning model to keep up with the rapidly changing world. Such a model allows for the management team to strengthen their skill sets, to be resourceful, to stay on top of everything, to enhance their lives, to grow their careers with knowledge application and to stay ahead of the game. That’s what’s happened with me.”

The Difference a Learning Culture Makes

While always successful at her work, Dharmini’s position at Share On Purpose has enabled her to excel in ways she never imagined possible. In just 18 months, her career has grown exponentially, taking her from an Engagement Director to a Senior Director and on to Managing Director. She credits the company’s learn-as-you-need-it model for her rapid development.

“I came to Share On Purpose from a scientific and business management background,” she said. “Because of the company’s focus on gaining knowledge as it’s needed, I am continuously exposed to learning opportunities where there is a vast influx of information. It’s like drinking from a fire hose! I then get to comprehend that information in selective chunks and repackage it for everyone else to utilize from a business decisions standpoint. This has enabled me to take my skillset, mix it with the Share On Purpose culture and learning process, and actually grow my passions and my skills, all while making a major contribution to the overall organization.”

This growth isn’t something Dharmini sees just in herself, either. She sees it – and fosters it – in her team as well.

Culture Drives Results

“Values drive performance and results,” she said. “That’s what I’ve found in my own career, and I’ve always wanted to make sure it was a part of the training process at any place I’ve been. You can be driven and ready to learn, but if you aren’t given the opportunity to dive in and gain the knowledge you need to get results, then everything gets canned – all your passions, your drive, everything. At Share On Purpose, it isn’t like that. Here you get the opportunities and resources you need to excel.”

Share On Purpose’s Guiding Principles include passion, collaboration, performance, authenticity, character, perseverance, and new knowledge, all values that Dharmini says create a rich culture and benefit new and established employees.

“Experience and knowledge are valuable assets. They enable you to open a door of opportunity that is the right fit for you to be successful with a company culture that supports knowledge acquisition for career growth and living a balanced and fulfilling life,” she said. “When you work in a place that values people first, then performance and results, everyone wins. Share On Purpose is that place. The team members here, across the board, believe, share and practice both the culture and values in harmony. That is such a breath of fresh air in today’s fast paced world!”

Share On Purpose is unique in that we have a portfolio of companies that allows us to support our team members in finding the brand and position they like best. Our culture supports dedicated team members to help them excel by utilizing the values and passions they hold dear. Dharmini is one of several success stories.

If working in a place that values knowledge resonates with you, consider applying for one of our open positions.

Building a Performance Culture

Building a performance culture starts with understanding that employees desire to GET something from your organization, as much as they want to give their best. It’s a 2-way street, just like any other relationship.

The mistake most leaders make is that they focus only on their half of the relationship, expecting, and in some cases, demanding performance. This never works, because mediocre performers always return to their ordinary levels of performance once the pressure is off. Conversely, if you hire high performers intentionally, you won’t need to motivate them to perform at their best, because they are intrinsically driven to do so without your guidance.

The truth is, as leaders we don’t want to manage staff performance. What we REALLY want is to hire and promote leaders who are intrinsically driven to perform. True performers excel, with or without our leadership, because of WHO THEY ARE, not because of what we expect.

So, the question in building a performance culture isn’t, “How do I drive performance?”, but instead, “How do I attract performers?” Here are 3 tips we’ve used to build a performance culture at Share On Purpose:

  • Authenticity Attracts: Promote who you are, at your company’s core, rather than who you want to be. True performers value honesty and directness, and probably have done enough of their own research anyway. In addition, they enjoy being a part of the solution, which means being part of performance improvement.

In addition, discuss openly what your guiding principles are, as well as how you’re living them. This is key, because true performers will ask those they encounter during the interview process, as to what your culture is. If your front-line talent team doesn’t know how to define your culture, it will turn performers off since they value authenticity and transparency.

As part of our effort to ensure transparency at Share On Purpose, we not only outline our Culture on our website, but have defined the Guiding Principles that make our culture work. These Guiding Principles were developed WITH our key leaders back in late 2013.

Starting in October, as CEO, I will dedicate one article per month to writing about each principle. In addition, we’ll share an honest assessment of how one of our leaders or team members is demonstrating this principle through another article. Although we’re far from perfect, we pride ourselves on striving for excellence and that includes promoting what our leaders are doing to live our brand.

Culture doesn’t happen because we put words on the website, or even on the wall. Culture, and in particular a performance culture, happens when you manage the company, its leaders and its associates to a set of guiding principles that make the culture authentic.

  • Together is More: Never forget, for a second, that true performers are recruited constantly by other organizations. If you want them to stay, build an organization worthy of their commitment. That requires building a relationship with them, investing in their development, and of course, listening to their feedback. Not only will this serve you in the good times, but it will also breed loyalty in the hard times.

Today, the job market is strong, and top performers inside most brands are looking for new roles outside their organization. Research shows that the reason they are doing this is because they don’t feel valued in their current organization, and/or they do not have a relationship with a top executive. Part of the reason why our executives dedicate 25% of their time to mentoring and developing performers is because we VALUE our current team as individuals, in addition to both their contribution, and future value.

The best advice I ever got from one of my mentors, my former CEO Burl Hogins, was to constantly “re-recruit” my best people. By meeting with them frequently, and learning about their passions and interests, I can ensure that I am supporting THEIR career ambitions, as well as my business goals. I’ve never forgotten that lesson. Thank you Burl.

  • Measure What Matters: When you hire performers, you don’t have to manage them. That’s the good news. But you do have to manage performance, just not for the reasons one may think. We measure what matters, not for our business, but for the leaders themselves. By letting leaders know where they are, in as many ways as possible, they will motivate themselves and their teams to improve results.

Now, I’m not advocating meaningless reports or needless management meetings. Just the opposite, in fact. Keep your meetings short (less than 30 minutes, if possible). Find ways to track meaningful statistics in every area of the business and share these statistics openly with your team. Let them know where they stand against the goals, and inspire them to achieve those goals. When you measure what matters, performers rise to the occasion. On their own.

Again, watch for future articles about our guiding principles and culture as we want to attract performers who fit our culture and who aspire to BE MORE.

If you’re ready to become part of a performance culture, and if these 3 tips sound like they fit who you are, check out our open positions. We’re always looking for smart, driven leaders.

Purpose + Passion = Career Nirvana

Zing moment – that is how Stephanie Renna, Senior Talent Manager at Share on Purpose, describes the experience of finding her purpose.

“Like many others, I thought my purpose had to fit the work I was doing. I didn’t realize it was something bigger,” said Stephanie. “When I stopped overthinking it and put the words to what I wanted, I had that ZING moment!”

Finding her purpose, combined with being in a place with so many possibilities, has positively impacted Stephanie’s career. With her performance mindset and ability to persevere, she has achieved new levels of success.

Stephanie started in one of Share On Purpose’s portfolio companies in 2012 (before it was even called Share On Purpose) working in a marketing role. At that time, she was given opportunities to stretch and grow her skill set.

“I went from 9 hours a day in a cubicle, focused on one aspect of marketing, to a position where I was exposed to all areas of business. It was exciting because my degree is in advertising and marketing, so I felt it was a better fit,” said Stephanie.

It’s Different at a Growth Focused Company 

Stephanie will attest to the fact that things move quickly at Share On Purpose. Her career changed as the organization grew. Working with multiple brands within the portfolio exposed her to new services and clients, which allowed her to expand her skill set beyond marketing.

It was through the portfolio’s training organization, Succeed On Purpose, that Stephanie became familiar with the power purpose. Realizing this was a critical step to her own success, she began working with Terri Maxwell, CEO of Share On Purpose, to uncover her life purpose. It took time, but Stephanie eventually discovered her purpose was to bring joy.

Once an individual is able to put words to their purpose, he or she can chart a career path that aligns with the type of work that will fulfill them.

“The next step was to determine the work I was most passionate about. I’d been exposed to elements of staffing and training in a few of the brands and really loved that work. Fortunately, the portfolio was experiencing rapid growth and there was a need for a position utilizing those skills. I began my transition from Engagement Manager to Talent Manager in 2016.”

Working On Purpose

Share On Purpose is a place of possibilities. Our focus on launching a new brand annually, coupled with our dedication to ensuring employees are doing work they love, allows individuals to try new roles in a safe environment. Once an associate finds one that is the right fit, he or she is developed quickly to grow into a leadership position and build a career that aligns with their passion and purpose.

Stephanie was able to find a new role within the organization that fit both her passion and purpose, and has since built the talent department. The process wasn’t easy, but it was rewarding.

“I spent four years with Share before this opportunity presented itself. And 18 months after my transition began, I’m still working on projects in other areas,” said Stephanie. “That’s fine because I know I’m in the right place and that ultimately, I’ll be an executive doing work I love full time.”

“I am happier now, even though it took a lot of trial and error to get here. When I first discovered my purpose was to bring joy, I thought I would have to go to clown school to fulfill it. I’m relieved that is not the case,” chuckled Stephanie.

Share On Purpose is unique in that we have a portfolio of companies that allows us to support our team members in finding the brand they like best. Additionally, the culture is built to support dedicated team members in succeeding, sometimes even providing a new career path that aligns with the portfolio’s growth. Stephanie is one of several success stories.

If working in a place of possibilities resonates with you, consider applying for one of our open positions.

The Rocket Fuel for Your Career – Mentoring

Most know mentoring is important to career success, yet there are few organizations that have built effective programs. This is largely due the time intensive nature required in one-to-one mentorship, but also because mentoring is not built INTO company culture. At Share, we expect all leaders to mentor not as an additional responsibility, but as part of their core leadership function. This results in a culture by which team members receive consistent, constant mentoring throughout their career.

To be effective, mentoring should not only occur regularly, but be thought of as part of building a performance culture. For Share new hires, mentoring opportunities begin on Day 1, and each associate has at least one, if not two mentors by the end of their first month. Twenty-five percent of each leaders’ week is dedicated to mentoring team members.

Recently we interviewed two new Share On Purpose associates to understand first-hand how mentoring has rocketed their careers forward.

Taylor Jackson was interested in working with us specifically for mentoring. She was looking for insights, advice and best practices to create a roadmap to success. In Taylor’s prior position, she did not receive any mentoring, and was deeply aware of the importance it would bring to her career.

“The leadership at my last job was critical and not supportive. If we asked for help, they told us to go to workshops,” said Taylor. “It was my first position out of college, and I had to teach myself the ins and outs of my position. My hope was to find someone who would mentor me on how to be successful.”

Immediately after starting at Share, Taylor noticed the commitment to mentoring.

“Honestly I was surprised to find a company like this even existed. Although we work remotely, the leadership team is consistently involved in my success and the environment is very positive,” she said. “On the occasions where a mistake was, the leadership team simply helped me course correct to improve results. The focus was on improving results, rather than doing something wrong. The leaders even shared their best practices to assist me in accelerating progress.”

The encouragement Taylor received helped her advance quickly into new positions. She began as an apprentice, and is now working with the CEO to develop a new department that will serve multiple brands.

“I receive one-on-one mentoring from senior leadership, in particular R’ymonda Davis, on how to gain new skill sets, how to excel and how to quickly overcome any challenges,” said Taylor. “It’s a true team environment, with everyone working toward a common goal.”

Mentorship Surpasses Experience

For Jamen Sisk, the experience is similar, even though he is in a completely different role (business development) and comes from a totally different background.

Jamen admitted that prior to coming to Share he rarely received effective mentoring. With more business experience, the lack of professional mentoring is even more pronounced.

“In the past, the mentoring I received was very limited. I always felt like I was taking up someone else’s time, or that others did not want to take the time to ensure I was successful,” said Jamen.

Jamen believes that the reason the mentoring is so successful at Share is the culture.

“Even though I have a business development background, when I got to Share we had several accounts in an industry I was less familiar with. Thanks to the support of the team, and in particular Dharmini Patel, I came up to speed quickly,” said Jamen. “I received detailed, thorough explanations that equipped me to better serve our clients, and set me up for success.”

Jamen notes that he has been encouraged to step outside his comfort zone and to challenge himself to be progressive, and proactive.

“The team environment coupled with the supportive, on-going mentorship has improved my problem-solving skills, as well as my ability to think critically,” said Jamen. “As a result, I am better prepared to mentor new team members.”

Mentor to More

When asked about what she would tell others the importance of quality mentoring, Taylor had this to say:

“In general, the environment should be motivational. The executives should truly want you to succeed. I’ve never heard of a company whose executives meet with you so frequently to provide personal and professional development. It’s genuine, and the leaders take the time to develop each person. I think that’s amazing.”

Jamen added, “To fast track your career, there is no other place to come. The support and transparency is phenomenal. The culture lends itself to promoting success.”

Both Taylor and Jamen, while having different backgrounds, experiences and career paths, received the same quality mentoring, by different executives. That is intentional, because the culture is designed to develop leaders who want to grow, excel and achieve more.

Share On Purpose has several positions open for motivated people who desire rapid growth. To apply for one of our positions, simply visit our careers page of the website.