The workplace seeks to build and fulfill marketplace relationships. It secures revenue.

Workplace cultures resemble the character of the founder. A leader with courage, vision, discipline, and endurance breath cultural standards into the employees of a business.

Oh, and one more trait…love.

Love may appear taboo as a leadership trait. When considering the characteristic of love it repeatedly sets a cultural tone. Loving relationships extend and reciprocate support. In a corporate culture it drives out adversity between employee, customer, and workplace mission. Unfavorable scandalous leadership behaviors provoke tragedies that are costly. Employee’s disrespect deadlines, quit, and   become victims to customers. Over time these behaviors become cultural norms all employees follow. We follow leaders.

Norms define stability in the quest for revenue security.

study reported abuse was present in 79% of small business and 71% in big companies. Data was collected with abuse defined as “ongoing and consistent management behaviors” including:

  • Sabotaging work performance
  • making success impossible
  • Degrading a person’s character in front of peers
  • Starting and feeding into rumors
  • Blame-shifting mistakes on the innocent
  • Appointing demeaning tasks below skill level

Now, let’s call out the elephant in the room: Millennials. Many business owners and managers point to Millenial’s as the major resource to current workplace problems. Forbes reported Millennial workplace behaviors are great when they aren’t being judged. Deloitte’s survey supports times are changing and the Millennial’s are leading.

This leaves two choices for workplace culture leaders: deny change, or be open to it. Enter: Love.

 Aspects of love relate with culturally stable norms.


Example: Count the number of hairs on your colleague’s head. Patience, time, and attentively separating each strand of hair would be necessary to accomplish this. The same goes to genuinely learn who a colleague is to their core. Judging behaviors is acting as knowing the hair count – or their life history. Be compassionate. Forgive daily.


Example: Overcome discomfort to address deception, delusions, and myths. Peacemaking is breaking down walls of falsehood to prevent dreadful outcomes. Not all issues are noticeable or in eye’s view. The skill to see, detect, or identify an issue then gracefully letting it be known is of hero status. Be honest. Support excellence.


Example: Be a servant to colleagues. Fearlessly ask “how may I help you” to become a building block for growth. The sting of time and effort spent to help quickly dissipates with rewarded honor. Be fulfillment. Surrender selfishness.


Example: Listen for the task goal, meet it, plus exceed it by a measure. Impressing a non-retaliatory behavior into work ethics by going beyond the call of duty energizes the receiver and the giver. Adding a tenth (or more) beyond a colleagues request or expectation isn’t easy but it’s power brings tenderness. Be humble. Motivate joy.


Love is interdependent to leadership. There’s no room for abuse when love is a workplace trait.

This post was a reflection on: Who You Are (When No One’s Looking), Choosing Consistency, Resisting Compromise by Bill Hybels

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