Purpose ChangesEverything.

Imperative launched the first platform to measure purpose for employees and deliver predictive insights around purpose for companies.

Aaron teamed up with Arthur to start Imperative and brought together leading researchers around purpose in the workplace

AARON HURSTFounded the Taproot Foundation and catalyzed the $15 billion Pro

Bono Marketplace that exists today. Aaron was driven to create a

solution that makes all work feel like pro bono work

ARTHUR WOODSspearheaded entrepreneurial efforts in

millennial education, and led education at YouTube before he was inspired to

address needs of the Millennial Generation at work.

Aaron articulated the breakthrough findings around purpose in his book, the Purpose Economy.

2001

our story

2014

Imperative: 15 Years of R&D on Purpose.

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POSITIVE PSYCHOLOGY RESEARCH

Years of field research observing pro bono consultants, their intrinsic drivers, and sources of daily fulfillment in their work.

Imperative has led the first national study on the state of purpose in the United States workforce - the results of which inform and benchmark this work

PURPOSE ECONOMY RESEARCH

WORKFORCE PURPOSE INDEX

PRO BONO FIELD RESEARCH

The scientific study of the strengths that enable individuals to create meaning and thrive in their work.

Imperative’s infrastructure and metrics are informed, in part by the research behind the Purpose Economy, authored by Imperative CEO, Aaron Hurst.

Imperative is fueled by leading research in positive psychology, pro bono service, the purpose economy as well as a national study of purpose in the US workforce.

The Research that Informs Imperative.

Study of 6,332 adults employed full time or part time, aged 18 or older, living in the United States. Key Results:

28% of workforce is Purpose-Oriented

Women are more Purpose-Oriented than men

Purpose-Oriented workers are exceptional on every indicator

Some industries are more effective at attracting this talent

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Workforce Purpose Index

The psychological predisposition to work we all have is the most predictive indicator of how we will perform.Purpose-oriented employees represent 42 million people in the US. Across demographics, they significantly outperform their colleagues.

HigherLeadershipPotential

HigherPerformers

Higher Level of Meaning

Higher Net Promoters of Brand

HigherRetention

Purpose-Oriented Employees Are Your Top Performers.

20%

58%

64%

47%

30%

How They Perform:

Organizational Purpose Index.

7

0

27.5

55

82.5

110

Low Performer - - - - - - - High Performer

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About the Purpose Index.

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Validated through third party research

Compliments existing enragement surveys

Correlates with your existing employee/

performance data .

The Purpose Index is a web-based employee assessment that uncovers the current and predictive state of purpose in your organization.

10-15 minute assessment

Accessible on desktop, mobile and tablet

and can be embedded in existing surveys

Available in multiple languages

MISSION

CULTURE + STRUCTURE

PEOPLE

What the Purpose Index Measures.

The Organizational Purpose Index provides a detailed analysis of your organization at three levels: your mission, culture and structure and people.

Organizational purpose and what your people perceive it to be.

The health of your leadership, processes and systems.

The people you have and who you want to continue to hire.

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The work of our organization impactsWHO

Our organization does the work we doWHY

Our organization is solves problems for impactHOW

MISSION

Mission.

Define how your employees perceive the purpose of your organization. Is it aligned? Does it speak to need to better articulate? Do they see the organization as purpose-driven?

OUTCOMES

+ Better articulation of purpose as organization

+ Internal communications of impact

+ Better alignment between individual jobs, functions and partners

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Lowest level of overall fulfillment

Lowest proportion of Purpose-Oriented Workers

Structure and Culture.

OUTCOMES

+ Identify gaps in fulfillment and competencies of employees

+ Pinpoint places where you need to invest by geography, function, level, business unit

+ Determine what is needed to fix problems

Pinpoint leadership and hiring issues across the organization and measure the fulfillment of employees to determine where you need the invest and what has the great potential for improvement.

Highest level of reported growth

Lower than average level of impact

Low Levels of Relationships

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40%

team

organization

industry

profession

86%

67%

56%

relationships45%

growth67%

impact56%

32%

46% 54%

CORE COMPETENTICIES The following five core competencies are most exhibited by your PDPs

Comfort Around Higher ManagementDealing with Ambiguity

Confronting Direct ReportsConflict ManagementMotivating Others

ALIGNMENT

LEVEL OF PURPOSE

People.

OUTCOMES

+ Profile of people you want to hire

+ Benchmark of people who are Purpose-Oriented

+ Clear comparison of Purpose-Oriented performance to others

Uncover the work orientation of your employees and determine the profile the target hire for key roles so you know who to hire next.

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Purpose Hiring Screener.

High PerformingCulture-Carrying,

Aligned Hire

About the Purpose Hiring Screener.Imperative provides you new insights to source, screen and onboard high potential new hires so they thrive.

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Onboarding

Hiring

sourcing

We profile existing Purpose-Oriented employees to develop a talent brand strategy to market open positions to appeal to purpose-oriented applicants you are seeking to hire.

We provide a screening system to assess the work orientation of applicants and identify the Purpose-Oriented applicants in your pipeline.

We provide each new hire a personalized 90-day plan for on boarding so your purpose-oriented new hires begin with greater awareness, direction and fulfillment.

Algorithm

Candidate Questions

CorrelatedTraits

Recommendationto Organization

Non-Discriminatory and Designed to Prevent Gaming.

Candidates answer a series of correlated questions which are difficult to judge but correlate to Purpose-Oriented Worker traits. Imperative’s algorithm assesses the relationship to provide a recommendation to the organization.

1. Preference to continue working if financially secure.

2. Trust new people.

3. Adaptability to change.

4. Voluntarily opting for existing work again.

5. Experiencing the world as interconnected.

6. Generally hopeful about the future.

7. Thoughts clarified by other people.

8. Finding work at my previous jobs rewarding.

9. Proactively seeking new challenges.

10. Entertained and engaged by other people.

11. General belief in good fortune.

12. Brought to better state by others.

Example Purpose-Oriented Behaviors Assessed.

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Hiring Screener Reports.

Individual Purpose Diagnostic.

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About the Individual Purpose Diagnostic.

The Individual Purpose Diagnostic is a 30 question assessment which shows an individual their personal Purpose Drivers in their daily work. These Drivers stay constant throughout a person’s changing career and are not influenced by function or role level.

WHO YOU IMPACT

• Individuals • Organizations • Society

WHY YOU WORK

• Karma • Harmony

HOW YOU SOLVE PROBLEMS• Human-Centered • Community-Oriented • Structure-Driven • Knowledge-Drive

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About the Individual Purpose Drivers

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Purpose Drivers Research and Report

How to interpret your and other people’s Drivers

How to communicate personal career narrative around Drivers

How to undergo career development and manage changes to the way you work

Purpose Drivers map to core competencies

Case Studies.

LinkedIn wanted to understand the role of purpose in their talent strategy given how often they were hearing from their members. LinkedIn conducted an Organizational Purpose Index:

41% of employees were Purpose-Oriented Workers, double the technology industry average and same as typical nonprofit

Purpose-Oriented Workers scored higher in every measure from performance to fulfillment to competences to eNPS. This was true across all functions including engineering.

eNPS is core LinkedIn measure and the difference was the “a ha” for their leadership.

Case Study: Scaling on Purpose at LinkedIn. Jeff Weiner

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ACTIONS + LinkedIn focused on its department with the lowest percentage of Purpose-Oriented Workers and implemented Imperative’s Hiring Screener

ACTIONS + West Elm recognized an overall low level of growth and embedded Imperative’s Purpose Diagnostic in its new hire onoboarding process.

West Elm set out to redefine retail to be human, responsible and community-centric. They had recently changed strategy and needed way to shape talent strategy to align. They knew this meant ensuring the right people were the bus and to measure what matters. West Elm conducted an Organizational Purpose Index:

69% of employees were Purpose-Oriented Workers, triple retail industry average and same as typical nonprofit

Purpose-Oriented Workers scored scored higher on all measures from performance to eNPS to expected tenure.

There were clear insights for West Elm as to where the company can boost fulfillment and where fulfillment rises and drops in employee tenure.

Case Study: Purpose Transformation at West Elm.

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Jim Brett

Thank you.