The Case for Designing Love into Your Workplace

Love, like oxygen, water and sunlight, we can’t live without. It is essential for human life, from the moment we take our first breath until we release our last. Theologians, philosophers and poets have long explored its richness, power, depth and beauty. Rarely, however, has love ever been openly discussed or identified as a core driver for business success and engagement. We’ve been okay with using terms like joy, happiness, fulfillment, belonging, and meaning in the workplace, but love, not so much. In his new book, Design Love In: How to Unleash the Most Powerful Force in Business, Marcus Buckingham, noted author, researcher, and entrepreneur, suggests the time has come for us to put out the welcome mat for love, not only as a driver for human potential, but for what he considers as the most powerful and measurable force in business today.

Buckingham argues that while many organizations and businesses aim for efficiency, they often unintentionally end up creating unloving, amoral, and transactional workplaces where employees are treated as resources to be refined and optimized, rather than as unique human beings that feel seen, valued, and capable. He contends the role of leaders today is to help create more loving, moral, and successful work environments where employees and leaders alike experience a deep and unwavering commitment to human flourishing and wellbeing.

To begin this journey, Buckingham’s research identified five sequential characteristics or “feelings of love” that need to be intentionally designed  - or that leaders must activate  - in order to drive experiences leading to extraordinary behavior and workplaces embedded in love.

1. Control: the feeling that each employee experiences when they understand the rules, culture and values of their workplaces and teams. They are aware of the resources, tools and support that are available to them. Because people are clear about how decisions are made and the level of autonomy and authority they have, it gives them a stronger sense of agency, purpose and commitment - to their workplace and the clients or stakeholders they serve.
2. Harmony: the feeling that people experience when they know that someone understands and cares about them. It involves emotional intelligence, empathy and meeting people where they are, rather than where you might want them to be. It is the capacity to acknowledge another’s emotional experience. 
3. Significance: the feeling of being seen as a unique individual who matters. It means being genuinely curious and interested about another’s life history, story, and unique gifts. It involves team members and employees being seen and recognized as full and multi-dimensional human beings.
4. Warmth of Others: the feeling of belonging and knowing that help and support from others is available to you. It is the opposite of feeling isolated, like you are going it alone, or working in silos. You identify as someone who is connected to others and as a member of a larger and valued community.
5. Growth: the feeling of being more capable, resilient, or better because of an experience. Supporting someone’s development and learning is a demonstration of love. People feel stagnant without opportunities to learn and grow. Promoting individual and team growth brings together love, learning, and loyalty.

The University of Minnesota’s Earl E. Bakken Center for Spirituality & Healing has long been committed to building wellbeing, human dignity, and love into our programs, resources and educational offerings. Please join us in learning new ways to promote wellbeing and bring elements of Buckingham’s “Loving Lens” into your personal leadership, teams and organizations.