There’s been a lot of talk about the value of Operationalize Love in Business lately, at least in my world. Forbes ran an article about how to operationalize love. It was an interview with Steven Farber, author of Love Is Just Damn Good Business. Farber is quoted as saying, “leaders have to bear the responsibility for… creating fewer and fewer jobs that people hate. If leaders will do what they love in the service of people who love what they do, they will create jobs that people will love.”
When you create a culture where people love what they do, they will share their love with your customers. Richard Branson once asserted that when you take care of your employees, they will take care of your customers. It has been an important part of the success of all his enterprises. I’m doing a little happy dance over here that Love and business are being talked about in the mainstream, but I have yet to see anything on how someone could actually operationalize Love. So here’s my take:
- Boost your EQ (Emotional Intelligence). According to research by organizational psychologist Tasha Eurich, 95 percent of people think they’re self-aware, but only 10 to 15 percent actually are, and that can pose problems for your employees. Working with colleagues who aren’t self-aware can cut a team’s success in half and lead to increased stress and decreased motivation. In fact, I recently read a study that said 25-40% of a leader’s time is spent managing dysfunctional communications because of the lack of EQ. A recent HBR article reported that EQ is responsible for 90% of the difference between high performers and peers with similar skills and knowledge. At NextGen Orgs, we have the training to help your team boost their EQ.
- Find Your Purpose. Millennials make up nearly 50% of the workforce now, and they’ll make up 75% of the workforce by 2025. Working for a company that lives its values and purpose is extremely important to this demographic. For example, a 2016 Cone Communications study reveals that 75 percent of millennials would take a pay cut to work for a socially responsible company, 76 percent of millennials consider a company’s social and environmental commitments before deciding where to work, and 88% of them said their job is more fulfilling when they are provided opportunities to make a positive impact on social and environmental issues (vs. 74% U.S. average).
- Get radically inclusive. We are hard-wired to crave safety and belonging. Back in the days of cavemen, if we didn’t have those two things, we were dead. These days, people want to bring all of who they are to work; especially Millennials. And they won’t bring all of who they are if they don’t feel like it’s safe. To create safety, you must create a strong sense of belonging. Your employees value a diverse and inclusive workplace: 84% of all US workers and 91% of Millennials, according to the Cone study. Much easier said than done, but NextGen Orgs can help. It starts with awareness, the decision and commitment to be inclusive, and an understanding of your unconscious biases so you can minimize them.
Are you ready to create a culture of Love in your business? Schedule a call to get learn more.