People bring a lot of things to work on a daily basis that they probably should just leave at home. For example, personal drama and kids. But there’s one thing that should always be brought to the workplace — that’s your heart. And the best bosses know and practice this.
We always hear about leaders needing to have high EQ and IQ but all too often we forget about LQ.
Yes, LQ, which aptly stands for Love Quotient or what I like to call the heart of this article.
Jack Ma was famously quoted about this earlier this year, saying, “To gain success, a person will need high EQ; if you don’t want to lose quickly, you will need a high IQ, and if you want to be respected, you need high LQ — the IQ of love.”
The Love Quotient is the simple act of being kind towards people.
WHAT THE LOVE QUOTIENT REALLY MEANS:
In the most basic way, the love quotient is about bringing your heart to work and to the people you serve. Think servant leadership, for instance. Servant leaders look to take care of and meet the needs of their colleagues, customers, communities and of course, their employees.
The love quotient is about authentic service and showing up through the lens of vulnerability with the intention to make a difference in the lives of others. Because this, in return, can create deeper experiences for themselves and their employees.
For more heart-centered leadership:
Although the LQ may not be the most scientifically proven concept, it can be qualified, if not quantified, through the eyes and hearts of those they lead. So as a boss/leader, showing you genuinely care must come from their heart. I’m not big on models but here was one that resonated deeply with this topic:
You are human and if you want to lead others more effectively, they must see you as such. In other words, you make mistakes and you have weaknesses. And when your team can see more of the real you, they are more likely to choose to follow.
Often leaders try to be sympathetic, yet empathy is far more powerful. The best leaders “put themselves in the shoes” of others by thinking of similar situations, or sharing their own related situations.
Attitude isn’t about logic, it is all emotion. Therefore, it is OK to be disappointed and frustrated, and showing that to your team in small doses can be quite powerful. But they also need to see your positive passion and belief on display as often as possible.
If you want to lead more effectively, find ways to connect with and get to know more about more of your team members. Remember that your goal isn’t to make friends, but rather to be friendly and genuinely interested in others. While there isn’t a formula, leading from your heart certainly includes building stronger and more lasting working relationships with others.
Trust is both a noun and a verb. If you want to build others’ trust in you (the noun), trust them more (the verb). In other words, to get more of the noun, do more of the verb.
Implementing the Love Quotient
Here are a few excellent ways I found online which you can start implementing with your team today. Check out the full list here.
Look for opportunities to help and support
Make it a habit to look for opportunities to help the people around you. Maybe it’s an official part of your job, leveraging your knowledge and skills in a way that has a positive impact on someone else’s job. Maybe it’s an unofficial role, like mentoring new hires. Or it could even be sharing knowledge and ideas with a co-worker around something in their life that has nothing to do with work.
How you communicate is one of the biggest ways to bring your heart to work. Does it open the door to connection and understanding, or does it feed conflict and divisiveness? How well does it acknowledge the shared humanity of the other person? Or does it instead make them an “other” to be dealt with? Would you say that it encourages people to open up and fly, or shut down and protect themselves? What about enabling a healthy resolution of challenges? Or does it pour fuel on them?
Express gratitude. Make it a point to sincerely thank people whenever the opportunity arises. This is a two-way street. The recipient gets the good feeling of being appreciated, and you get to bask in gratitude – a heart-based activity if ever there was one.
Likewise, sincerely acknowledging others’ efforts and achievements can be a way to work from the heart. It’s a validating and encouraging practice that requires little investment on your part, but has the potential to make a significant impact for the receiving party. And in the go-go, results-driven environment of today’s workplace, that kind of reinforcement is often all too infrequent.
We live in an impatient culture. For that reason, showing patience is a gift of love. Not only does it create more space for your interactions to unfold positively, it also reduces the negative impact of impatience-driven conflict.
You don’t work with co-workers. You work with people. So 0pening yourself to connection with the people you work with takes you out of cogs-in-a-machine mode and creates the possibility of more meaningful experiences.
Love what you do, where you do it and ultimately love the opportunity to make a difference in another person’s life whenever possible. The process begins within yourself because you can’t fake this. So take the time necessary to find the love within and then go out and give that back to your team.
The floor is yours: Should more leaders practice vulnerability?
Have an extra 2 minutes to discover more about yourself? Take the quiz to find out if you’re happy or comfortable.
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Joshua Miller is a creative leader and impactful executive coach.
His career spans both the advertising world and the world of leadership. In advertising, he was the creative lead, responsible for the campaign strategy for Fortune 100 brands. Today, he is an innovator. He’s supporting the executive development and change management for many of the same companies.
Joshua studied at Syracuse University, NYU and Stanford. He combines that background with his deep knowledge of organizational behavior, performance and change management. He focuses on the analysis, design, development, delivery, and evaluation of scalable and global talent development solutions programs.
Joshua is a Master Certified Coach. He trained with the International Coaching Federation and CTI (The Coaches Training Institute).