(Re)Defining Your True North

Camp Arnold. Hidden in the foothills of Mount Rainier, it was the site of our school district’s survival camp training. An opportunity for elementary kids to stay in rustic cabins amidst the splendor of the Pacific Northwest—and if you were lucky, have a day where the sun would kiss your face. The training included fire-starting techniques, survival shelter builds, land navigation (using a compass and a map), and flora/fauna survival education.

And while these things may seem inconsequential as common scholastic life skills, I think there is something to be said about being able to build your own rustic campfire and knowing how to navigate in an unfamiliar landscape—whether in life or in your career.

How are your navigational skills?

At some point, every leader finds themselves in unfamiliar terrain.  The team changes.  The organization merges or is acquired.  The culture feels unsettled. The trajectory that once seemed clear suddenly feels off the mark. And in those moments, leadership becomes less about the map and more about the compass.

What is your True North?

In austere navigation, a compass provides something invaluable: orientation. (And for many, this instrument has been replaced with a GPS-enabled device) And while a map with specific terrain features greatly assists navigation, some things change. Weather may move in. The trail may fade. (Your device may fail or lose its connection). But the compass still works.

Teams need the same thing.

Patrick Lencioni often writes that organizational health begins with clarity: Clarity of purpose, clarity of behaviors, clarity of expectations. Without it, teams wander. With it, teams move forward together, especially when the path ahead is uncertain.

A True North involves identifying a team’s core purpose, values, culture, and long-term non-negotiable goals and standards.  It acts as a compass to guide decision-making and ensure team alignment. For some teams, this is a struggle, as what is seen daily is far from inspiring.  Other organizations have such a connection to meaning that even the mission, vision, and values statements resonate with all their employees. What about you?  Does your team’s or organization’s true north, its core DNA, motivate you and provide meaning for your work?

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Take a moment and reflect on your current team (or the role your team plays in your greater organization).  If outside of work, think about the team of people you volunteer with or spend the bulk of your time around.  Before you reflect on the questions below to help better identify your True North, consider the following statement:

Does your team believe you want more for them than you want from them?

Purpose and Impact (The ‘WHY’)

Questions: Why does this team exist? What is the core purpose of this team? What difference does your work make, and why does it matter? What would happen to the company if this team didn’t exist?

Many of you have spent time reading through ‘Start with Why’ by Simon Sinek.  Perhaps you have even developed your personal ‘Why’ statement.  Recognize that successful teams become ambassadors for their purpose.  They develop authentic loyalty and believe in the team’s impact.

Vision and Impact (The “WHAT”)

Questions: What is the (one) objective? Is there one thing that needs to be accomplished within the next year to ensure the continued significance of this team?  Imagine 10 years from now, what is this team achieving, and what are peers saying about our team? How do we measure impact?

During change, too often the “what” of our team becomes a battleground, not related to the measurable impact of our team’s efforts, but rather, those things that we have lost.  A loss of identity.  A loss of oversight.  A loss of decision-making capacity.  When things that we previously controlled are taken away, agency can follow.

Effective leaders recognize 1) What you control, 2) What you can influence, and 3) What you cannot control.

The team that struggles with change perseverates on what it cannot control and what it perceives it has lost. Effective leaders reframe the focus to areas of control and influence.  This creates clarity, establishes agency, and regains team momentum.

 Values and Culture (The “HOW”)

Questions: What principles guide our behavior, and what do we value most about our culture? What represents our team’s non-negotiables? What are we willing to sacrifice to reach our goals? Does our current strategy align with our core values (and the organization's)?

One mistake leaders often make during change is assuming culture shifts through big announcements. It rarely does. James Clear reminds us that transformation often happens through small habits repeated over time. Leadership works the same way.

Culture appears in the daily grind!

How meetings begin and the exchange within the group.
How disagreements are handled.
How effort is recognized and what is celebrated.
How accountability is addressed.

Small moments. Repeated daily. Quietly shaping the identity of the team.

(For those looking for a deeper dive into culture)

More Than Just A Compass

Looking back, the lessons from Camp Arnold were never about building fires, identifying edible plants, or reaching the rendezvous point. It was about building the capacity to adapt to change.  To learn, to apply, and to pivot. To recognize those things that you could control or influence and let go of the rest. Leadership often feels the same way.

The teams shift.
The environment changes.
The map evolves.

The uncertainty does not disappear. But when intentionally sought, your True North emerges and direction returns. Take a breath, have some courage, steady the compass, and help your team move forward one step at a time.