Project Management

Pillar 5 — Purpose & Impact

From the Support to Develop Blog
by Luis Branco

This blog addresses management-related topics and has three areas of focus: 1. Technical skills; 2. Competencies in the field of interpersonal relations and communication (including personal organization and delegation, leadership, teamwork, conflict resolution, conducting meetings, and negotiation); and 3. Strategy (including diagnosis, strategic guidelines, and implementation).4.Technology

Career Development | Governance | Interpersonal Skills | Leadership | Strategy | Talent Management | show all posts

About this Blog

RSS

Recent Posts

Flexibility: Knowing What to Change and What to Preserve

Purpose & Impact: Turning Purpose into Choices That Matter

Regenerative Trust: Building the Conditions for Responsible Action

Collaborative Culture: Turning Shared Understanding into Coordinated Action

Regenerative Learning: Turning Experience into Organizational Capability

Categories

Agile, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Career Development, Education, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, Governance, In, Integration Management, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Interpersonal Skills, Knowledge Management, le, lea, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, Leadership, or, Organizational Project Management, Portfolio Management, Program, Program Management, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Strategy, Sustainability, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Talent Management, Teams

Date

Request to reuse this

Categories: Career Development, Interpersonal Skills, Leadership, Strategy, Talent Management

This is the fifth post in the series “The 11 Keys to Regenerative Leadership”

Leading with purpose is not about having a beautiful sentence on the wall.
It’s about aligning action with legacy, every day.

In regenerative leadership, purpose is not an abstract idea.

It’s a practical compass that guides decisions, mobilizes teams, and measures impact beyond short-term results.

That’s why I developed the Positive Impact by Design™ framework, a model that helps leaders and organizations intentionally design impact, using three essential questions:

Why are we doing what we’re doing?
Who benefits — and how?
What are we leaving behind?

Practical example:
In an industrial organization, we used this model to reassess an investment project.
Instead of focusing only on financial ROI, we began measuring:

Social value created
Environmental contribution
Perceived impact from local stakeholders

The result: greater clarity, stronger internal support, and a decision with regenerative legitimacy.

This framework also resonates with Stephen R. Covey’s four dimensions of human nature:

Spiritual (purpose and legacy)
Mental (clarity of intention)
Emotional/social (shared benefit)
Physical (real and sustainable impact)

Leading with purpose is not just a strategic choice.

It’s an integrated response to who we are, what we do, and what we leave behind.

And in your context: is purpose truly guiding impact or just decorating the mission statement?

This post is part of the series The 11 Keys to Regenerative Leadership

Posted on: September 24, 2025 09:06 AM | Permalink

Comments (0)

Please login or join to subscribe to this item

Please Login/Register to leave a comment.

"One of the symptoms of approaching nervous breakdown is the belief that one's work is terribly important."

- Bertrand Russell