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LPPC Formula for Organizational Productivity

LPPC Formula for Organizational Productivity. Love. The stages of Love? Being attracted to something which has qualities which the person wants more of. 2 nd Attention – Being able to see things others can’t Communion – Becoming one with that thing. Love for whom?

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LPPC Formula for Organizational Productivity

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  1. LPPC Formula for Organizational Productivity

  2. Love The stages of Love? • Being attracted to something which has qualities which the person wants more of. • 2nd Attention – Being able to see things others can’t • Communion – Becoming one with that thing. Love for whom? Colleagues. Customers. Community How to implement it within an organization? • Hire for values rather than skills • Create opportunities for employees to give and express gratitude. • Skill employees on “Appreciative Enquiry” to foster a more positivity.

  3. Higher Purpose What is it? Doing work which aligns with one’s inherent strengths. Why? Help employees get in the state of flow. Stress. Anxiety Flow Vision Ignorance Negative Spiral Happiness in the Present moment

  4. Higher Purpose How to implement it within an organization? Identify what is the employees geniuses. Help them ask questions. Who am I? What do I what? What are my unique strengths and abilities? Staff them accordingly. For ex: an extrovert leader would be a better fit in a team looking for guidance from the top whereas an introvert would produce better results in a team with more number of self starters. Mentoring Identify Strengths Coach staff HR Analytics

  5. Competence and Passion Everyone has their unique strengths that will benefit the organization but there would always be people who are smarter ,more gifted and more passionate than others. • Give intelligence preference over skills. • Its very rare to find people who are smart, passionate and live the values. They are the Pearls, A players. Treat them like A players. • Hire them when you identify them outside the organization. They will find a way to contribute. • Identify you’re a players within the organization and treat them differently than others(but fairly). Give them challenging work and step back. Put them in company of A players. A players won’t work too long for managers who are not A. Give A players significantly more praise and more money than everyone else.

  6. Competence and Passion • B players are the ones who would stick around and do a majority of the work in most organizations. • They don’t need attention like A players but they also need to know that their work is making a difference. Everyone works for a paycheck else they would be doing voluntary work but everyone also works for more than a paycheck.

  7. Namaste Vipul Gupta

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