In this episode, social entrepreneur and author, Matt Tenney shares his journey from a prison, and a monastery, to the boardroom, and how it shaped his leadership philosophy. He defines the concept of love in a leadership context and provides advice on how to integrate these principles into your leadership style and organizational culture to benefit your people and your company’s bottom line. Matt also addresses common misconceptions about servant leadership and offers practical tips on how to lead with love in a post-pandemic era. If you want to transform your leadership and create a culture of love in your organization, you won't want to miss this episode of Lovin’ Leadership.
Mindfulness – Training the brain to be more aware, less distracted by our own thinking, and more present in each moment to see the world with greater clarity. Mindfulness increases our happiness and our ability to serve others more effectively.
Below is the list of the 14 universal needs correlated with employee engagement and retention
Clarity of Expectations
Having the Tools Required to Do One’s Job
Doing Work That Leverages One’s Strengths
Appreciation / Recognition
Growth
Feeling Like Opinion Matters
Meaningful Work
Excellence
Belonging
Feedback
Autonomy
Trust
Well Being
Feeling Cared for by Supervisor
Clarity of Expectations
A lack of clarity is a significant source of anxiety and frustration.
Having the Tools Required to Do One’s Job
Lacking the tools to do one’s job is a significant source of anxiety and frustration.
Doing Work That Leverages One’s Strengths
The more time people spend doing work they enjoy and are good at, the more likely they are to be engaged.
Appreciation / Recognition
People need to feel recognized and/or appreciated for their contributions.
Growth
People need to be continuously growing.
Feeling Like Opinion Matters / Is Heard
People need to feel like they’re making a contribution with ideas that are at least considered.
Meaningful Work
The average person would give up roughly 23% of their income to do consistently meaningful work.
Excellence
People inherently want to do a great job.
Belonging
Having a good friend at work is one of the strongest predictors of retention.
Feedback
People need regular, helpful feedback to grow.
Autonomy
People need to feel that they have as much control as possible over their lives.
Trust
People need to trust their coworkers, most importantly their leaders.
Well Being
Negatively impacting well being is strongly negatively correlated with engagement and retention.
Feeling Cared for by Supervisor
Perhaps the most powerful driver of engagement and the foundation for meeting all other needs.
In addition to the 14 universal needs above, each individual has needs for thriving that are unique to them.
These needs are often best identified by employees’ direct supervisors through meaningful, 1-1 conversations.
Where to find Matt Tenney:
https://www.matttenney.com/
https://www.linkedin.com/in/matttenney/
(0:54) - Meet Matt Tenney
(13:07) - Steps to leading with love in organizations
(16:18) - We won’t see it if it’s not important
(23:04) - How do I know if I’m a good leader?
(32:07) - What’s going on in Matt’s world?
Connect with me at [email protected]
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