Love stops at 9.00am
This is a very strange concept I must admit, but it has been troubling me for some time now.
For the better part of 15 hours between when we leave work and reengage the next day, we experience for the most part a loving kind
supportive environment within our family unit. And yes I know that differs for some and they do not experience what they should in terms of
care and loving kindness. However, the latter only makes my point more vivid.
Which is; that it is an experiential oddity to go from the comfort of ones home to an environment where for so many unkindness, tension,
toxicity, disregard and a lack of basic humanity exist.
We know people leave leaders not organisations. We must therefore examine both our attitudes and belief systems about what work should feel
like if we want to grow revenue and outcomes.
I speak from a leadership stance when it comes to the whole idea of creating environments where people can thrive and do their best work.
Where motivation is by affirmation (MBA - The 5 Languages Of Appreciation In The Workplace, September 2012 by Gary D
Chapman). Do your teams flourish under your leadership? What do you believe about how we should treat people?
This is going to sound very harsh but what might our partners say if they saw how we lead and who we become in our roles of authority and
power.
It is apparent that in a positive way teams need to know a few things about us to function at high levels. One is Consistency or you could
say Predictability. Is my behaviour consistent and implicitly kind? Teams who experience leaders who are erratic in their character and
style of leadership do not produce the consistency of outcomes expected. People need the stability of certainty of environments to function
at their best. Ambiguity of behavioural expectation is a significant constraint to productivity. When unexpected adverse conditions appear,
(as they will) the consistency of (good) leadership behaviour (trust) holds them in place.
Love is always a loaded word and unfamiliar when spoken in relation to a work context. But never-the-less, if to be loved for who you are
and appreciated for the contribution you make is a precursor to performance we must ensure that a leadership personality mutation does not
occur when we walk through the office door in the morning.
My foot note would be this: If people find themselves in undesirable home environments and then experience your kindness at work... you
become a life saver by how you lead. However, if they go home in a mentally dishevelled state from work and their home provides no
solace...you will wear that state of mind consistently in their role and performance.
Here is an opportunity to make people feel like they have belonging. And there is no doubt at all that when people find their place, they
find their peace. And peace allows for engagement, retention, innovation and a profitability of outcomes. And that underpins your
leadership.
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