Roger Harrison spoke at a BAodn sponsored event "Love in the Workplace" on June 9, 2010 at the Lush Life Gallery. This blog post was originally written prior to this event in an attempt to understand what was meant by "love" in the workplace.
The "L" word
I know what you're thinking -- it's not that "L" word but another one -- LOVE -- in the workplace.
If you're like me your first reaction is -- NO WAY. You're skeptical, you may get this feeling in your gut that makes you cringe. You're thinking -- love does not belong in the workplace, it's personal, it belongs at home. You have a vision of people in loose, flowing clothes running around hugging each other. With flowers. And other stuff. (Ok, maybe that's just me.)
But something made my critical mind pause.
The Pygmalion Effect
The Pygmalion Effect describes how people act in accordance to the expectations you have of them -- whether these expectations are conscious or unconscious. If you think people are stupid, guess what? -- they can read your mind and act that way. This effect has been demonstrated in the classroom, at home, and at work. (Related effect -- the Galatea effect > the expectations we have of ourselves.) Furthermore, a positive mindset from a leader can produce powerful behavioral effects, even in the absence of auditory or visual contact (references below). Whether you are leading employees or students -- your mindset matters. Call it good will, call it focusing on the positive -- or simply call it love.
Appreciative Processes
Ever heard of Appreciative Inquiry? It's a type of inquiry that envisions a future that focuses positive relationships and collaboration, building organizations based on what works rather than trying to fix what doesn't. Appreciative Processes improve systems by amplifying what's working -- identifying what people do best.
Think about how we approach most work -- FIX THE PROBLEM. Do a gap analysis. Figure out what people need to learn, figure out what mindsets we need to change, usually ending up with the question -- how do we fix our PEOPLE?
Appreciative Processes combine the Demming approach with Appreciative Inquiry -- figure out what processes make a difference and use an appreciative mindset to bring out the best in people. Use Appreciative Leadership to create a culture of systemic change and continuous improvement.
Back to LOVE
Ok, so here we are -- back at the idea of love in organizations. When we think about creating an environment that:
- Focuses on what people and organizations do well
- Focuses on strengths,
- Allows people to do their best everyday
- A place where people enjoy being and where they enjoy each other
--> that's a organization that uses love.
If it makes you feel better to call it something else, go ahead do so. But just remember, you're losing the energy of a very powerful word.
Just try this -- go about your work constantly thinking -- "I love this place, my work, and the people I work with." Try it for just ONE day. See what difference it makes.
Learn More...
- Accessing the Power of Love in the Workplace, by Roger Harrision, Ph.D. [Download PDF document here]
- The Appreciative Leader and Appreciative Change Processes by Gervase R. Bushe, Ph.D. [Download PDF document "aplc" here]. Or visit www.clearlearning.ca
- Pygmalion & Galatea effects
Rani H. Gill is a learning designer looking at ways to help people learn and organizations change. She speaks, manages, and designs in three languages: technology, education and business. You can find her at her blog (wanderatwill.com), twitter, or Linked-In. She currently consults with organizations interested in using learning methodologies to change their organizations. Rani is also a Speaker Series volunteer with BAodn.
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