What If: Love Was In the Air Everyday at Work?

2018-04-13T03:35:50+00:00By |Leadership, Team Building|0 Comments

With Valentines Day this weekend, love is in the air and on nearly everyone’s mind. What if – love were in the air and work atmosphere every day? It sounds rather silly or even syrupy to suggest such a thing. However, in a real sense, love is doable at work.

“In our assessment coaching practice we break it down to two simple things: 1) find what you are really good at; and, 2) find what you love. We help leaders and professionals find their true talent and their personal calling for joyful and rewarding work.”[i]

Finding what you love to do is essential to energize top performance, success, and to sustain your personal satisfaction and happiness. I was surprised to learn that there are professional associations who have held more than 50 global conferences[ii] since 2008 that focus on studying and helping people to be “happy.”

Being happy, content and fulfilled at work comes down to knowing and honoring your intrinsic or imbedded motivators.  It is crucial to find a job, culture and organization that endorses and rewards your particular set of drivers to the best extent possible.

When one’s drivers are not honored or, worse yet, a person works in a place that taps into their aversions or strong dislikes, this person will go through the motions of performance, buying time, being unhappy, and just hoping to leave.  This is a key reason for turnover.  Keep in mind, the person may have great strengths or the capacity to perform well, however, they are just not being rewarded in ways that matter to them so they are left to feel unfulfilled which depletes one’s energy and enthusiasm.

For clients, we measure 10 drivers, or intrinsic motivators, and each driver has sub-facets delineating specifics about one’s personal needs or wants.  The 10 Drivers and Reward facets measured, or deeply imbedded life interests, include enjoying and finding great satisfaction with:

  • Business + Finance – money, compensation or investments, economic issues
  • Artistic Endeavors – creative expression or interests
  • Companionship + Affiliation – close friendships in and outside of work
  • Fame + Feedback – need for recognition, feedback, praise, and visibility
  • Humanitarian Efforts – desire for “hands on helping” to directly help the less fortunate
  • Power + Competition – status seeking, competitive, seeking upward mobility
  • Amusement & Hedonism –needs for fun, personal indulgence, entertaining, sense of humor
  • Moral Platform – life evolves around unwavering values and beliefs
  • Scientific Reasoning – fascination with technology, scientific analysis and discovery
  • Safety + Security – need for long term financial, employment and personal security

In the spirit of Valentine’s Day, for example, if you have a strong need for “Companionship & Affiliation,” this primary driver describes someone with ”the need for friendship, camaraderie, and social interaction.” People with high scores seek out opportunities to spend time with others, enjoy group projects and collaborating on tasks, do not enjoy working alone for any significant length of time, and tend to enjoy just being around other people.”[iii] At home, they tend to like to entertain and to routinely partake in activities with friends. So, individuals having the need for Companionship & Affiliation will want to celebrate the holiday weekend with friends and family and would not prefer to be alone. On the contrary, those with low scores on this driver will want to either be alone or to spend time with only their close companion or friend. At some point, the lower scorer would need some alone time for “self” too.   Below is an example of the sub-facets or detail measured and are ordered from most important to least important to each individual:

Companionship & Affiliation 90%

  1. Relish Friendship – believe that friendship is very important, strive to stay in touch with friends
  2. Working with Others – like a job that promotes team work and working with others
  3. Discomfort with Introverts – aversion to non-social reclusive types
  4. Extraverted Friends – prefer acquaintances who are gregarious and interested in socializing
  5. Outgoing – wanting to be around other people, enjoy being with others[iv]

 

Bottom line, it is important to learn what specifically motivates you and do more of it! Honoring your Driver & Reward needs will help you to be happy, satisfied, energized, and, ideally, loving what you do!

 

_________________________

[1] https://www.linkedin.com/pulse/i-provide-leaders-time-out-nancy-parsons?trk=mp-reader-card

[1] http://www1.eur.nl/fsw/happiness/conferences.htm

[1] CDR Drivers & Rewards Assessment report, Author: CDR Assessment Group, Inc. 1999.

[1] CDR Coach’s Quick Reference, Drivers & Rewards Assessment Facet Definitions, Author: CDR Assessment Group, Inc., 1999.

About the Author:

Nancy Parsons is an expert in leadership development, talent management, human resources, and assessments. She is the CEO/President of CDR Assessment Group, Inc. (CDR) that she co-founded with Kimberly (Brinkmeyer) Leveridge, Ph.D. In 1998, together they developed the break-through CDR 3-Dimensional Assessment Suite® an ideal coaching tool which has been translated to five languages for global clients. The CDR 3-D Suite measures: leadership character traits, inherent risk factors for derailment, and drivers and rewards.

Leave A Comment