Bringing Your Whole Self to Work — Without Losing Organisational Purpose
“Bring your whole self to work” has become one of the most common workplace phrases of the past decade. It speaks to authenticity, inclusion and psychological safety. Yet many leaders quietly ask an important question: how do we encourage authenticity while still protecting the core purpose of an organisation?
This balance is especially important in public sector organisations, charities and not-for-profits, where accountability to communities and taxpayers is essential. Employees are multi-layered human beings with beliefs, passions and personal interests — but organisations exist to deliver clear outcomes for the people they serve.
The challenge is not choosing between the two. The real challenge is aligning personal authenticity with organisational purpose.
Humans Are Complex — And That Doesn’t Change at Work
Every workplace is made up of people with different backgrounds, beliefs, experiences and motivations. That complexity doesn’t disappear when someone walks through the office door. People are naturally driven by multiple values and perspectives, and that diversity can be a powerful strength when it is guided by a shared purpose.
However, without clarity and strong leadership, organisations can lose focus. Teams and individuals can unintentionally drift away from the core mission, especially when personal interests begin to compete with organisational objectives.
This is why purpose and values must be clearly defined, consistently communicated and actively lived.
The Role of Purpose, Values and Behaviour
Strong organisations do not rely on vague statements about culture. They define:
- Why the organisation exists
- Who it serves
- The values that guide decisions
- The behaviours expected from employees
When these foundations are clear, it becomes far easier to identify when actions align — or do not align — with organisational goals.
Leaders play a critical role here. Culture is shaped from the top. If leaders model behaviour that reflects purpose and values, teams will follow. If they do not, confusion and misalignment quickly emerge.
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Recruiting for Cultural Alignment
Technical skills matter, but values alignment is often what determines long-term success. Hiring individuals who genuinely care about the organisation’s purpose helps ensure that daily work stays focused on delivering outcomes rather than competing agendas.
Cultural alignment does not mean hiring people who think the same way. It means hiring people who share commitment to the organisation’s mission and who respect the boundaries of its role.
When employees believe in what the organisation is trying to achieve, motivation and productivity naturally increase.
When Organisations Lose Their Way
Even strong organisations can drift off course. It happens in every sector and is often visible in public discussions and media coverage. The important question is not whether misalignment happens — it is how organisations bring themselves back.
This requires regular reflection:
- Why do we exist?
- Who do we serve?
- Are our daily behaviours aligned with our purpose?
These conversations must happen continuously, not once a year.
The Power of a Strong Feedback Culture
One of the most effective ways to maintain alignment is through regular, meaningful feedback. Yet performance reviews often have a poor reputation because they are handled poorly or left too late.
A strong performance culture focuses on:
- Organisational purpose and values
- Behaviours and teamwork
- Key performance indicators and outcomes
- How people show up each day
Most importantly, feedback should be continuous. Waiting six months or a year to raise concerns creates anxiety and defensiveness. Regular conversations build trust and reduce the emotional weight of feedback.
When leaders celebrate success openly and give constructive feedback early, teams feel supported rather than criticised.
Creating a safe feedback culture requires courage. Many managers avoid difficult conversations, but avoiding feedback often turns small issues into large problems. Clear, supportive communication helps employees grow and strengthens the entire organisation.
Authenticity Within Boundaries
Bringing your whole self to work does not mean bringing competing agendas into the workplace. It means bringing your integrity, values, ideas and strengths — while respecting the organisation’s purpose.
When this balance is achieved, organisations become more focused, more ethical and more effective in serving their communities.
Join Us: WA International Women’s Day 2026 – Leaders Breakfast Event
Join us at the WA International Women’s Day 2026 – Leaders Breakfast Event. This special breakfast honours remarkable women who shaped Western Australia’s history through leadership, activism, motherhood, caregiving, and community building.
Event Details:
Date: Friday, 6 March 2026
Time: 6:30am to 10:00am AWST
Venue: State Reception Centre, Fraser’s Kings Park
We look forward to welcoming you to this moving and inspiring celebration of women’s achievements and contributions.