About a decade ago a client of mine used the phrase “professional love” to describe how they felt about the work we did together, the results and our working relationship. As a result, I’ve spent the last 10 years always holding that as the bar for my client interactions. After working with many dozen sales professionals, mid-level manager, Directors, VP’s and CEO’s there are so many reasons why professional love exists in some relationships and is lacking in many others.
For some leaders, they couldn’t care less how their staff feels about them. These are of course not leaders but simply people in authority, often by default. These folks typically don’t understand the need to be emotionally intelligent in order to maximize the potential of their people and therefore their business. I’ll give you an example: I worked with the CEO of a 12-year-old $500,000.00 business. It became abundantly clear in only a few weeks that the reason why this business could not get past a moderate dollar amount in a high ticket service industry was that the leader was only concerned with one thing, his ego. Despite suggestion and the specific direction he simply did not value his people or the internal relationships. Had he recognized their talents as equal to his and shown them some love, they would have helped him double or triple sales in no time. Who wants to go to work and KNOW that you’re not appreciated nor respected? This so called “leader” was not in professional love with anyone but himself and his staff could feel it.
One of my daily mantras is simple, you must love them first.
And, as in any relationship, we show love in a variety of ways.
- Be the best you can be for each other.
In business, this means to focus on strengths and bolster weaknesses. If you’re a leader, study how to be better. If you’re a janitor, equip yourself with the tools needed to be most efficient. Talk to any Doctor and they will tell you that they are taxed with being their best or people may suffer or even die. Why should we take our profession as any less impactful? Be sure to put one another first and to serve one another. Keep in mind that this also means that we should expect the best from our teams and our clients. Don’t settle for second best, don’t settle for weak attempts, if you’re giving it your all, it’s a lot easier to demand your team’s all.
Love only works with trust.
As in the example above, without trust, there is an imminent failure in any relationship and business. How we translate trust to our teams and clients is critical. What I find best is to identify the strengths I talked about in #1 and create the environment for each to maximizes their strengths. Don’t give up on an amazing sales person just because they are weak at doing CRM entries (which is every superstar sales person). FIND SUPPORT STAFF THAT CAN HELP THEM. Your profits will be higher if that superstar stays out on the streets closing deals. Then, TRUST THEM. Don’t micromanage, don’t monitor their e-mails, don’t stop giving them projects…” trust, but verify”-Ronald Reagan. Verification comes through accountability. I wrote an article, conducting an effective 1:1 meeting which outlines how to hold your team and clients accountable to their commitments. However, if we start with management and not trust, we set our people up for mediocrity.
It’s okay to like and care about one another’s personal lives and to take part in important causes of your staff. I was out to dinner with a friend the other day and she mentioned that their staff was all taking work-time to donate to an animal shelter. Why? Because each employee (about 10) have important causes and each month an employee arranges to do something for their cause and then the ENTIRE team buys into that cause and works together. I’m sure you can imagine the camaraderie, respect and “love” that comes with this. Of course, the leader has to be bought in and understand that work time does not translate to clock punching. The time invested in these activities pays off in spades when your team is united, caring, committed, involved and loyal to each other and their united success. The lives of your people and the revenue of your business will prosper. The ENTIRE team buys into that cause and works together. I’m sure you can imagine the camaraderie, respect and “love” that comes with this. Of course, the leader has to be bought in and understand that work time does not translate to clock punching. The time invested in these activities pays off in spades when your team is united, caring, committed, involved and loyal to each other and their united success. The lives of your people and the revenue of your business will prosper.
Love is recognized and rewarded.
Think about your spouse, children or any loved one, we show love with hugs, kisses, gifts, servitude, etc. In the work environment, these manifest themselves in ‘at-a-boy’s’, bonuses, smiles, rewards, dinners, happy work environments, etc. In his book Drive, Daniel Pink teaches at great length that the days of the stick and carrot are no longer. He also talks about if-then rewards vs now-that rewards. Love is not conditional so work reward shouldn’t be conditional. Almost every sales manager tries to get results with if-then rewards. You know, “If you hit the goal then you get more money”. This is far less effective than when you show your love/reward with no expectation. This can be tricky and is a real mental shift for many. If you have any questions or would like to connect about this, let me know. I show my love by working with SMB leaders to drive great success. I do this in a variety of ways and not always for money, sometimes just for love.