George Rogers on Championing Your Purpose in Leadership

We all want to feel like our work has meaning. That what we do every day connects to something bigger than just tasks and deadlines. For leaders, that feeling of purpose goes even further – affecting not just their own experience but their entire organizational culture. When leaders champion meaning and purpose, they create workplaces where people feel engaged, valued, and ready to bring their best selves to work.

That’s exactly what George Rogers is all about. As Chief Culture Officer at Lighthouse Research & Advisory and Culture of Good, George has spent his career helping organizations align leadership strategies with a deeper purpose. At Workhuman Live 2025, he’ll be sharing his insights in Champion Your Purpose, a session designed to help leaders build a culture that drives engagement, retention, and long-term success.

George brings real-world experience and a passion for leadership development to the table. His session will dive into what it takes to not only define your organization’s purpose but to actually live it – embedding it into your leadership, culture, and everyday decision-making.

A leadership culture that prioritizes purpose embodies core values through consistent actions, fosters open communication, and celebrates employee contributions.

 Below is a preview of George’s key insights on purpose-driven leadership, in his own words:

1. What are some key traits of organizations that prioritize leadership and culture?

A leadership culture that prioritizes leadership and culture embodies core values through consistent actions, fosters open communication, and celebrates employee contributions. It is grounded in trust, mutual respect, and a shared vision, enabling every individual to champion the organizational mission with integrity and passion. Ultimately, leaders must first embody what they desire to see, and then we can inspect what we expect.

2. What are some common challenges in creating a supportive leadership culture – and how can we address them?

Creating a supportive leadership culture often encounters challenges such as resistance to change, misalignment of values, and ineffective communication. Addressing these requires transparent dialogue, active listening, and a commitment to inclusive practices that empower every voice within the organization, thereby nurturing a collective sense of purpose and belonging.

3. What are some effective ways for organizations to define and communicate their core values to employees?

Organizations can effectively define and communicate their core values by embedding them into every facet of the business, from internal communications to daily operations. Regularly revisiting these values through storytelling, leadership actions, and recognition programs ensures they resonate deeply with employees, fostering a culture of authenticity and shared commitment.

4. How can organizations navigate the evolution of an organization’s purpose over time?

An organization’s purpose can indeed evolve as it responds to changing landscapes and emerging opportunities. Leaders can navigate this evolution by remaining anchored to core values, engaging stakeholders in the journey, and communicating transparently about the reasons and benefits of such changes, thus ensuring a cohesive and united progression towards a greater good.

5. How can transparency in social and cultural efforts help to enhance customer and employee loyalty?

Being transparent about a company’s social and cultural efforts amplifies trust and integrity, building deeper connections with both customers and employees. Such authenticity fosters a sense of alignment and shared purpose, strengthening loyalty and turning stakeholders into champions of the organization’s mission. This transparency not only showcases a commitment to ethical practices but also encourages a culture where every individual feels valued and heard. In the end, it’s about creating a legacy of trust and impact, where the collective energy of the organization moves towards a greater, unified purpose.

6. What are some best practices for aligning internal and external branding to attract like-minded employees and customers?

Aligning internal and external branding requires a harmonious reflection of core values and mission in every interaction and communication. Authentic storytelling, consistent messaging, and inclusive practices build a compelling narrative that attracts and resonates with like-minded employees and customers, creating a unified and purpose-driven community.

Why championing purpose matters

In an era where employees seek meaning and connection in their work, purpose-driven leadership is a competitive advantage. When leaders prioritize purpose, they create workplaces that inspire innovation, foster belonging, and cultivate long-term success. 

George Rogers’ session at Workhuman Live 2025 will equip attendees with the insights and strategies needed to embed purpose into leadership and culture.

It’s a must-attend for leaders looking to cultivate a workplace culture where employees feel connected to a higher mission. Join him in Colorado to gain actionable insights on leadership, employee engagement, and cultural transformation.

Join us at Workhuman Live 2025 in Colorado to see George Rogers, and be part of the movement to make work more human, more purpose-driven, and more impactful.

About Darcy Jacobsen

Darcy is a passionate storyteller and champion of workforce transformation, human connection, and recognition-driven culture. As an author on the Workhuman Live Blog, she loves to connect deep research insights with modern workplace dynamics to uncover what really drives engagement, belonging, and happiness at work. With a background in communications and a master’s in medieval history, she brings a unique perspective to her writing, taking deep dives into all topics around organizational psychology and the science of gratitude.