In his book True North, former Medtronic CEO Bill George writes about the importance of finding an authentic North Star from within rather than trying to emulate role models, perform heroics, or live up to external expectations. As an executive leadership coach, this idea sits at the heart of my work. And as a Minnesotan, I’m always happy to lean into North Star imagery.
Personal Foundations as a North Star
This clarity matters first at the individual level. That’s why each of our Evolve Institute for Higher Education Leadership coaching journeys begins with a deep exploration of personal foundations. When leaders are centered in their values, grounded in purpose, and rooted in self-awareness and self-management, they become the calm at the center of the storm. From there, they can lead with and through uncertainty rather than being consumed by it.
Organizational Foundations: Discerning a Shared North Star
Exceptional leaders don’t stop with personal clarity. They help organizations discern their own authentic North Star. Whether for a team, division, or institution, shared clarity about purpose and direction is essential for alignment, decision-making, and sustainable momentum.
Along the way, I see a few common traps.
Common Missteps Leaders Make
- Imposing a personal North Star on the organization.
Personal clarity brings authenticity. Imposing it on others crosses into self-centeredness and undermines collective ownership. - Announcing direction instead of facilitating it.
Even the most thoughtful leaders cannot shortcut shared meaning-making. Too often, presidents announce a new direction rather than guiding a collaborative process. - Creating too many North Stars.
Mission statements, strategic plans, KPIs, pillars, curricular priorities. When these are not aligned, they don’t provide clarity. They create confusion and fragmentation.
Discerned, Not Invented
A true North Star is not created from scratch. It is discerned. The result should feel less revolutionary and more obvious. Not “something new we just invented,” but “what has been here all along and now finally named.”
When I facilitate this work, I often describe it as an archaeological dig. We examine history, formal documents, informal traditions, people, place, and context. We look at everything without treating any single artifact as sacred. What emerges through this process is usually impossible to ignore.
Integrated, Not Competing
Multiple priorities don’t have to mean multiple directions. An integrated North Star is like deciding the destination before mapping the route. We may take different roads, make unexpected stops, and adjust along the way, but we’re still traveling together toward the same place. That shared direction is what allows flexibility when plans inevitably change.
Putting It Into Practice
Clarifying your personal foundations can transform how you lead in complexity. Helping your organization discern its authentic North Star can align effort, focus resources, and reduce unnecessary friction.
I’ve worked with hundreds of colleges, universities, and nonprofit organizations to do exactly this. If you’re ready to help your organization find its North Star, I’d love to help. Let’s connect.
Reflection
What is your personal North Star right now, and where might it be quietly shaping how you lead, for better or worse?
Where might your organization be living with multiple North Stars, and how is that helping or hindering clarity, alignment, and momentum?
If your organization’s North Star were truly discerned rather than announced, what voices, histories, or realities need more attention in that process?
