The LEAP Guide Expansion I: On Love

The Love Triangle: Self, Work, and Others. An overlooked secret to unlocking innovation in business.

In the fast-paced, ever-changing landscape of modern business, the pursuit of innovation has become a key factor in determining an organization’s success and longevity. Companies invest heavily in research and development, adopt cutting-edge technologies, and implement elaborate strategies to foster creativity and drive growth. However, amidst this relentless quest for innovation, one fundamental element is often overlooked: the power of…love.

Before you think of sticking flowers in rifle barrels, bear with me for a moment here.

At first glance, the concept of love may seem out of place in the corporate world, more suited to personal relationships and self-help books than boardrooms and business strategies. Yet, upon closer examination, it becomes evident that love, in its various forms, is a critical component of any thriving, innovative organization.

Take, for example, JPMorgan Chase & Co., one of the world’s largest financial institutions. The company has long recognized the importance of love in its corporate culture, with “Heart” being one of its core values. This emphasis on compassion, empathy, and genuine care for employees and customers alike has been instrumental in fostering a culture of innovation and resilience. Similarly, TPC (formerly IMC Pan Asia Alliance), a 100-year-old Singaporean conglomerate with a strong presence in the shipping industry, has anchored its innovative approach in the philosophy of love. By equating love with adding value to others, IMC has successfully navigated challenging times and maintained its competitive advantage through the adoption of cutting-edge technologies and data-driven strategies.

Another notable example is Interface, a global commercial flooring company that has successfully integrated love and sustainability into its core business strategy, fostering a culture of compassion and empowerment among its employees while pioneering sustainable manufacturing practices. This led to a massive success, captured in the movie “Beyond Zero” (2022).

These companies prove that the power of love in driving innovation and success is not limited to small or niche organizations, but can be effectively harnessed by large, global corporations across various industries.

The Love Triangle: Self, Work, and Others.

To better understand the role of love in driving innovation, we must first examine its three core aspects: love for oneself, love for one’s work, and love for others.

1. Love Yourself

The foundation of personal and professional growth lies in self-love. When individuals possess a healthy sense of self-worth and self-acceptance, they are more likely to embrace their unique strengths, acknowledge their weaknesses, and approach challenges with resilience and adaptability. Most importantly for innovation: they are much more open to change. This is groundbreaking since resistance to change is perhaps the #1 contributing factor to companies going out of business.

Research supports this notion. A study by the University of Michigan found that employees with higher levels of self-compassion–a key component of self-love–reported greater job satisfaction, lower levels of stress, and enhanced resilience in the face of setbacks (Neff et al., 2007). Furthermore, a meta-analysis conducted by Zessin et al. (2015) revealed that self-compassion was positively associated with motivation, engagement, and performance in the workplace.

By encouraging self-love, organizations create an environment where employees feel empowered to take risks, learn from failures, and continuously improve. This mindset is essential for innovation, as it allows individuals to break free from the fear of failure and embrace the challenges that come with exploring new ideas and approaches.

2. Love What You Do

When employees genuinely love what they work on, they are intrinsically motivated to excel, push boundaries, and find creative solutions to complex problems. Passion, which is the second name of love, is a powerful force in the pursuit of innovation.

We can observe this in Patagonia’s culture cultivated by Yvon Chouinard, which embodies this principle. In his book “Let My People Go Surfing,” Chouinard emphasizes the importance of fostering a work environment where employees are excited to come to work each day (Chouinard, 2006). By prioritizing passion and purpose over mere profit, Patagonia has consistently innovated in the realms of sustainability, social responsibility, and product design, cementing its position as a leader in the outdoor apparel industry.

Numerous studies support the link between passion and innovation. A survey by Deloitte found that passionate employees are more likely to take risks, challenge the status quo, and drive change within their organizations (Deloitte, 2014). Additionally, research by Vallerand et al. (2003) demonstrated that harmonious passion–a type of passion characterized by voluntary engagement and a sense of control–is associated with increased creativity, persistence, and performance.

Passion for what you do is the best motivator to do it well, and consistently.

3. Love Others

Innovation rarely occurs in isolation; it thrives on collaboration, diverse perspectives, and the cross-pollination of ideas. The expressions of love within the company can show as the genuine care employees exhibit for one another, and the mutual support they’re willing to offer. Acting this way, they create an environment conducive to open communication, trust, and psychological safety–key ingredients for innovation.

When you think of situations from your personal life, what are some that make you feel safe and welcomed? Are they created by complete strangers or by those who you love, and who love you back? And then, when you feel this embrace, does it help you to exceed your own limitations, and reach for more?

In his book “The Fearless Organization,” Amy Edmondson, a professor at Harvard Business School, highlights the importance of psychological safety in fostering innovation. Edmondson defines psychological safety as “a shared belief held by members of a team that the team is safe for interpersonal risk-taking” (Edmondson, 1999). When employees feel secure in expressing their ideas, admitting mistakes, and challenging the status quo without fear of reprisal, they are more likely to engage in the kind of creative thinking and experimentation that drives innovation. Love, then, creates a safe container for innovation to thrive in.

The significance of psychological safety is further underscored by Google’s Project Aristotle, an extensive study of team effectiveness. The study found that the single most important factor in determining a team’s success was not the individual brilliance of its members, but rather the presence of psychological safety within the group (Duhigg, 2016). In teams where employees felt safe to take risks and be vulnerable, innovation and performance flourished. This is the potential of love in organizations.

The Power of Persistence and Resilience

Closely tied to the concept of love is the importance of persistence and resilience in the face of challenges and setbacks. Innovation, by its very nature, involves venturing into uncharted territory, confronting obstacles, and learning from failures. Cultivating a mindset of persistence and resilience is essential for individuals and organizations to navigate the inherent uncertainties of the innovation process.

Angela Duckworth, a professor of psychology at the University of Pennsylvania, has extensively researched the role of grit–a combination of passion and perseverance–in achieving long-term goals. In her book “Grit: The Power of Passion and Perseverance,” Duckworth argues that grit is a better predictor of success than talent or IQ (Duckworth, 2016). Individuals and teams with high levels of grit are more likely to persist in the face of adversity, learn from their mistakes, and ultimately achieve their objectives. And as I explained earlier, this kind of mindset is enabled, and promoted, by the three aspects of love.

Organizations that foster a culture of persistence and resilience create an environment where employees feel empowered to take risks, experiment with new ideas, and bounce back from setbacks. This mindset is particularly important in the context of innovation, where failure is often a necessary stepping stone to success. By reframing failure as an opportunity for growth and learning, companies can encourage their employees to embrace challenges and persevere in the pursuit of innovative solutions. This is what every loving person would do to encourage their partner, friend, or child in the face of a challenge. And this is what leaders can do, too, if they lead with love.

The Role of Growth and Personal Development

Innovation is not a static achievement but an ongoing process of growth and adaptation. Leaders that prioritize the personal and professional development of their employees create a foundation for sustained innovation and long-term success.

Mastery is immensely important, as Daniel Pink highlights in his book “Drive: The Surprising Truth About What Motivates Us.” It’s the desire to continuously improve and excel in one’s chosen field that is a key driver of motivation and performance (Pink, 2009). When organizations invest in the growth and development of their employees, they not only enhance individual skills and capabilities but also foster a culture of continuous learning and improvement.

Personal growth extends beyond the acquisition of technical skills and knowledge. It also involves the development of emotional intelligence, self-awareness, and interpersonal skills — factors that are critical for effective collaboration and innovation. By providing opportunities for employees to engage in personal development activities, such as coaching, mentoring, and training programs (which enhance self-love), organizations can cultivate a workforce that is better equipped to navigate the complexities of the innovation process.

It gets steamier.

The Intersection of Passion and Desire

Passion and desire are powerful catalysts for innovation. Teresa Amabile, a professor at Harvard Business School, has extensively researched the role of intrinsic motivation in creativity and innovation. In her book “The Progress Principle,” Amabile argues that the single most important factor in enhancing creativity and productivity is the experience of making progress in meaningful work (Amabile & Kramer, 2011).

This idea resonates strongly when individuals are deeply passionate about their work and driven by a strong desire to make a difference, as they are more likely to invest the time, energy, and effort required to bring innovative ideas to fruition — a concept closely tied to grit!

When employees are passionate about their work and feel that they are contributing to something larger than themselves, they are more likely to persevere through challenges and generate innovative solutions.

Organizations can foster passion and desire by aligning individual goals and aspirations with the company’s mission and values. By creating a sense of purpose and meaning in work, companies can tap into the intrinsic motivation of their employees and unleash their creative potential. This alignment not only enhances employee engagement and satisfaction but also creates a shared sense of direction and commitment to innovation.

Leading with Love

Persistence, resilience, growth, personal development, passion and desire are all reinforced by love.

For organizations to fully harness the power of love in driving innovation, leaders must play a pivotal role in modeling and nurturing a love-centric culture. This requires a shift from traditional, hierarchical leadership styles to a more empathetic, coaching-oriented approach.

Authentic leaders who prioritize personal growth, vulnerability, and genuine connection with their employees create an environment where innovation can thrive. By allocating time and resources to their own development, as well as the personal growth of their team members, these leaders demonstrate a commitment to continuous learning and improvement–essential components of an innovative culture.

Amina Zamani, a neuro-performance expert who has worked with companies such as Meta, Daimler, and Cisco, emphasizes the importance of authenticity in unlocking innovation. Zamani highlights the interconnection between self-awareness, vulnerability, and the willingness to engage deeply with personal development as key factors in fostering a culture of innovation (yours truly, 2024). When leaders model these behaviors and create a safe space for genuine expression, they inspire their teams to embrace the challenges and opportunities that come with innovation.

Measuring the Impact of Love

Love is not only inspirational and beautiful, but also measurable! To ensure that love-centric initiatives yield tangible results, organizations must develop metrics to gauge their effectiveness. TPC (formerly IMC PAA), for example, tracks a range of indicators, including financial performance, behavioral changes, stress levels, and well-being. By adopting a data-driven approach, companies can continuously refine their strategies and allocate resources to the most impactful areas.

Furthermore, research suggests that investing in employee well-being and engagement–key outcomes of a love-centric culture–can have a significant impact on an organization’s bottom line. A study by Gallup found that companies with highly engaged employees outperformed their competitors by 147% in earnings per share (Gallup, 2017). Additionally, a report by the World Economic Forum estimated that improving mental health and well-being could result in a global economic benefit of $2.7 trillion by 2030 (World Economic Forum, 2021).

Bottom Line

In the quest for innovation, the power of love is often overlooked, yet it is a critical component of any thriving, adaptable organization. By fostering a culture that prioritizes self-love, passion for one’s work, and genuine care for others, companies create an environment where creativity, collaboration, and resilience can flourish.

Leaders who embrace a love-centric approach, modeling authenticity, vulnerability, and a commitment to personal growth, inspire their teams to take risks, learn from failures, and continuously improve. By measuring the impact of these initiatives and allocating resources accordingly, organizations can harness the power of love to drive innovation and maintain a competitive edge in an ever-changing business landscape.

As the renowned psychologist and philosopher Erich Fromm once said, “Love is the only sane and satisfactory answer to the problem of human existence” (Fromm, 1956). In the context of business, this wisdom remains true: by placing love at the heart of their strategies, organizations can unlock the full potential of their employees and thrive in the face of uncertainty and change.

The LEAP (Locate, Evaluate, Action Plan, Progress) Framework, as outlined in “The LEAP Guide: 4 Steps to Accelerated Innovation in the Age of AI” (yours truly, 2024), provides a practical approach for companies to cultivate a culture of love and innovation. By working in cycles and encouraging employees to engage in opportunity discovery, experimentation, and continuous learning, the LEAP Framework helps individuals rediscover their passion for their work and find meaning in their contributions to the organization’s success.

Through the LEAP process, employees embark on a hero’s journey of personal and professional growth, developing a deeper connection to their work and a stronger sense of purpose. As they collaborate with their colleagues and explore new ideas, they experience the joy of making progress and the satisfaction of creating value for others. This, in turn, fuels their intrinsic motivation and desire to innovate, leading to a self-sustaining cycle of growth and achievement.

By embracing the LEAP Framework and placing love at the heart of their strategies, organizations can awaken a renewed sense of passion and purpose among their employees. This transformative approach not only drives innovation but also creates a more fulfilling and rewarding work experience for individuals at all levels of the company,unlocking the full potential of their workforce and creating a brighter, more innovative future for all.

References:

• Amabile, T. M., & Kramer, S. J. (2011). The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work. Harvard Business Press.
• Barsade, S. G., & O’Neill, O. A. (2014). “What’s love got to do with it? A longitudinal study of the culture of companionate love and employee and client outcomes in a long-term care setting.” Administrative Science Quarterly, 59(4), 551–598.
• Chouinard, Y. (2006). Let My People Go Surfing: The Education of a Reluctant Businessman. Penguin.
• Deloitte. (2014). “Passion at work: Cultivating worker passion as a cornerstone of talent development.” Deloitte Insights.
• Duckworth, A. (2016). Grit: The Power of Passion and Perseverance. Scribner.
• Duhigg, C. (2016). “What Google learned from its quest to build the perfect team.” The New York Times Magazine, February 26.
• Edmondson, A. (1999). “Psychological safety and learning behavior in work teams.” Administrative Science Quarterly, 44(2), 350–383.
• Fromm, E. (1956). The Art of Loving. Harper & Row.
• Gallup. (2017). State of the Global Workplace. Gallup Press.
• Leta, M. (2024). The LEAP Guide: 4 Steps to Accelerated Innovation in the Age of AI. [Unpublished manuscript].
• Neff, K. D., Hsieh, Y. P., & Dejitterat, K. (2005). “Self-compassion, achievement goals, and coping with academic failure.” Self and Identity, 4(3), 263–287.
• Pink, D. H. (2009). Drive: The Surprising Truth About What Motivates Us. Riverhead Books.
• Vallerand, R. J., et al. (2003). “Les passions de l’ame: On obsessive and harmonious passion.” Journal of Personality and Social Psychology, 85(4), 756.
• Wellcome, World Economic Forum. (2021). “Putting science to work: Understanding what works for workplace mental health.” World Economic Forum.
• Zessin, U., Dickhäuser, O., & Garbade, S. (2015). “The relationship between self-compassion and well-being: A meta-analysis.” Applied Psychology: Health and Well-Being, 7(3), 340–364.

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