After the Keynote: The Purpose Gap: Why Vision Alone Isn't Enough
Rocky Garza and Jamie Gorski led a high-energy, introspective session focused on helping leaders close the “purpose gap”—the space between who an organization says it is and how it actually operates.
They began by defining this gap as the tension between declared values and actual behaviors. Rocky urged attendees not to blame others for misalignment, but instead to look inward: “You are that place.” Whether executive or associate, everyone has a role in shaping company culture.
The core framework revolved around three elements: Vision, Voice, and Value. The presenters guided the room through these pillars to help attendees assess their own leadership and organizational alignment.
Vision was described as the articulation of purpose that drives behavior—not just a tagline like “best in class.” Rocky challenged the use of vague mission statements that lack specificity or actionability. Jamie emphasized that vision should inspire decision-making at every level.
Jamie shared the story of Bozzuto’s transformation from a generic mission to a clear, resonant one: “We create sanctuary.” That statement, rooted in founder Tom Bozzuto’s experience in public housing, aligned the company around a shared purpose and became a true cultural anchor.
Attendees were asked to rate their own organization’s vision on a scale of 1 to 10. If they couldn’t articulate it, Rocky suggested the answer was probably a 1. Leaders were reminded that having a clear, memorable vision is the first step to building alignment.
Voice, the second component, was equated with company culture—not as defined in a slide deck, but as lived behavior. “Culture is not what you say it is; culture is what you tolerate,” Rocky noted. Misalignment, silos, and mistreatment—when tolerated—become the true voice of the organization.
Jamie encouraged everyone to recognize the power of their own voice, regardless of title. She recounted how, as a college student with little swimming experience, she earned a place on the team by becoming “the encourager.” That identity shaped her leadership style throughout her career.
Rocky warned leaders not to hide behind “authenticity” as an excuse for unkind behavior. Saying “this is just how I am” is not leadership—it’s avoidance. Instead, leaders must intentionally shape culture through the way they speak, act, and lead daily.
They also discussed the importance of empathy, listening, and conflict navigation as emerging leadership traits—especially as AI and automation replace technical functions. What remains is the human side of leadership.
If an organization fails to speak consistently with its intended voice, Rocky explained, people feel lost, confused, and disconnected. Voice becomes a differentiator when the tools and services are largely the same across the industry.
Value, the final pillar, was not positioned as a goal or endpoint, but as an output—what gets created when vision and voice are in alignment. Jamie shared that value isn't just about profitability; it’s also about the meaning and impact leaders bring to others.
They challenged the group to rethink value beyond KPIs and financial returns. Instead, Rocky asked: “What’s your KPU—your Key Purpose Indicator?” True value is created when people feel seen, encouraged, and aligned with their work.
Attendees were encouraged to consider how they create value for their teams. Are they helping others grow? Recognizing strengths in others that they may not yet see themselves? Investing in their own leadership?
To make the insights actionable, the presenters posed two reflection questions:
Which pillar—Vision, Voice, or Value—is most misaligned for you?
Where does that misalignment show up in your organization?
Jamie and Rocky emphasized that this work isn’t reserved for executives. Every person plays a role in shaping and aligning culture. “No more borrowed leadership,” Rocky said. “You don’t need a new title to lead.”
The session closed with an invitation: attendees could scan a QR code to participate in two follow-up sessions—one in 45 days and another 45 days after that. The goal is to create momentum and accountability around taking real action to close the purpose gap.
Rocky reminded the room: “Please do not leave here with a list of new things to complain about.” Instead, take one meaningful step forward.
Here is the replay: