A Conscious Culture Creates Profits

I once heard a physician describe the culture of his award winning hospital in this way. He said, “Just as our body needs red blood cells to live and grow, we also need white blood cells. Red blood cells equate to our income and profitability. But white blood cells equate to our patient care and superior performance in all areas.”

What the doctor described was really a Conscious Culture — one that fosters continued learning, personal and professional growth and the opportunity for people to apply their skills and knowledge in ways that benefit their customers and, in turn, the company. As a result profits are realized.

When I talk to companies and organizations about creating a Conscious Culture, I emphasize the Four Ps. They are your Principles, People, Processes and Performance. Regardless of the type of business or organization you operate, these four areas influence your values, attitudes and behaviors in the workplace.

But, just like the human body, we need a balance between our red and white blood cells. And, so does your company. You need a balance between your business operations, customer relations and profit strategies. We refer to these three areas as your Business Success Triad. It’s a very delicate balance because each of the three legs of your Business Success Triad constantly compete for resources and money. Just as our body competes for nourishment, recreation, mental and physical stimulation and rest.

The Course of 10,000 Days believes that conscious leaders value their people because they understand people are their greatest asset. When leaders create a conscious culture that goes beyond the profit motive and fosters an environment that nurtures their people and treats each and every customer with dignity and respect, new customers will seek you out and your profits will grow.

Employee Engagement Requires Engaged Leaders

Over the past 20 years, I've taught thousands of managers and supervisors how to improve their interactions, strengthen communication and build better relationships with employees. Honestly, it’s been an uphill struggle. Why? 

Well, the fact is most companies aren't invested in their people. They give them a job to do, a paycheck and then they expect them to show-up at work and perform the job to the best of their ability. The late management guru Dr. Peter Drucker used to challenge his students and audiences by imploring them not to hire just the arms and legs of people, but also employ their brains and hearts because it is the heart and souls of your people that separates ordinary companies from extraordinary companies. I agree.

And, while paying people a competitive wage and providing them a safe, pleasant work environment would seem like a fair proposition, it’s not enough anymore to stay ahead of the competition.  It’s also not enough to keep your employees motivated and committed to the goals of senior management; and, it’s certainly not enough to retain you best-and-brightest talent.

What’s really required of companies – assuming you want to be recognized as an industry leader or best-in-class organization – is to help your people discover their passion. You see, people who are passionate about their jobs bring an entirely different mindset to the workplace.

This level of passion and commitment on the part of employees is what leaders should be creating in the workplace. But, it’s tough because it requires leaders to get outside their comfort zone and move beyond traditional employee engagement practices.  So, how do you achieve that?

Here are three steps to get you started.

1. Acceptance. Leaders need to accept the fact that an employee is only as committed to his/her jobs as the leader is committed to that employee. Once leaders accept this basic premise, a mind shift occurs and leaders change how they relate to employees. That shift requires a leader to respect the employee as a human being who is their equal despite differences in income, title, education and their upbringing. Each person has unique gifts and talents. Remember that regardless of the job, every employee has a life and interests outside the workplace.

2. Celebrate, Recognize and Reward.  The best leaders embrace the Three Musketeers philosophy – “All for one and one for all!” When an employee is part of a team – and feels as though he/she plays a meaningful role on that team -- commitment follows and passions flow. When leaders challenge a team to perform, and recognize a team’s accomplishments, they are strengthening the team’s commitment to the organization. I have always believed that leaders must recognize a team, but also reward individual achievements. 

3. Set the Example.  Most leaders are good at setting goals and establishing expectations. But, frankly, very few leaders set the example or lead the way down unchartered paths so their teams can follow.  Best-in-class organizations have inspirational leaders who are not afraid to strap on a backpack and walk the journey with their people. Remember, your people are human. They want to see the human side of their leaders as well. No one expects perfection, and no one expects the leader to have all the answers. However, your people do expect the leader to somehow find the answers and show them the way.

This is how meaningful employee engagement happens. It requires passion, involvement and a commitment on the part of leaders. When employees see these attributes in their leaders, they too will be inspired, engaged, committed and passionate about their job.

The CEO is also the Chief Wellness Officer

There's no question that the chief executive officer has many important responsibilities.  But, one of those responsibilities that is becoming more important to the productivity and profitability of your organization is the role of chief wellness officer.

What exactly is a chief wellness officer? The 10,000 Days Foundation defines a chief wellness officer as the individual who is responsible for the personal growth and professional engagement of employees in the workplace. 

We are not talking about the health and physical wellness of employees although that's important. Rather, a chief wellness officer is concerned with the mental and spiritual development of employees because these are the two areas that influence a person's productivity, commitment to their job, teamwork and adherence to the core values of your organization.

During our Life Balance Retreats, we emphasize the importance of commitment to the workplace because a person's legacy is often defined by their work and career. For someone to have a rewarding career and work experience is critical to the individual's sense of pride, self-worth, and shaping their legacy.

A disturbing statistic recently cited by the Gallup organization is that 8 out of 10 people are unhappy with their jobs. If this statement is accurate, it speaks to the uphill challenge many CEOs face in trying to re-energize and rejuvenate their employees to be more productive and more committed to the core values and goals of the organization.

While there is no single remedy, The 10,000 Days Foundation has experienced a high degree of success in helping managers and employees, who feel under-appreciated at work -- especially those over 50 years old -- find ways to rediscover the joy of work and have a rewarding and satisfying career.  After all, life is about so much more than simply one's work or job title. 

While work is very important, the most productive employees are those who have created balance in their lives by addressing the eight elements represented in our "Wheel of Life" assessment. Those eight elements are: Environment, Relationships, Wellness, Career, Romance, Fun & Recreation, Money and Legacy. 

This is what we focus on during our Life Balance Retreats. In the process, we help attendees discover what's really important to them and how to set realistic goals to achieve their desired outcomes.

The CEO cannot do it all. He or she needs a talented team of professionals -- internally and externally -- who can help them advance their vision, reinforce their core values, and re-engage their employees so the organization is successful and the employees are fulfilled.

The 10,000 Days Life Balance Retreats are one powerful tool a chief wellness officer can use to create more productive and committed employees.

For more information, visit our website at: www.LifeBalanceRetreat.com