This means sharing stories of how the company is making a difference for good in the lives of real people, including customers, employees, and communities. Leaders are in a great position to articulate the values a company is trying to enact and to shape the story of how today’s work connects with those values. That connection is not always obvious, however. Ulrich: People find meaning when they see a clear connection between what they highly value and what they spend time doing. In terms of observable behaviors, what does that look like? These principles are institutionalized into organizations by designing and delivering HR practices around people, performance, information, and work that enable organizations to create a personality that outlasts any single individual.ĭuncan: You say leaders are meaning makers. By distilling these literatures, we identified seven principles of the abundant organization (identity, purpose, relationships/teamwork, positive work environment, personalizing work, resilience/growth, and delight/civility). Ulrich: The concept of abundant organizations draws on many diverse literatures related to the employee experience at work: positive psychology, high performing teams, culture, commitment, learning, civility, growth mindset. Checking out what is real, changing the story, seeing a different perspective, or getting creative can turn a problem into an opportunity.ĭuncan: How can an organization institutionalize, not merely individualize, abundance and meaning in the workplace?ĭ. I’ll never succeed.”) Fortunately, even when we cannot change our circumstances, we do control what we tell ourselves those circumstances mean about us. But I learned long ago with therapy clients that their misery often had less to do with their circumstances and more to do with what they told themselves those circumstances meant about them.
Wendy Ulrich: Clearly this won’t fly if a leader is trying to talk people into ignoring bad working conditions when something could be done to change them. How can a leader persuade people to adopt that viewpoint and to “operationalize” it in the workplace? When we ask people how the feel about their work, we can quickly get a sense of how work helps them fulfill the things that matter most in their lives.ĭuncan: You point out that meaning and abundance are more about what we do with what we have than about what we have to begin with or what we accumulate. This meaning enables employees to have personal hope for the future and create value for customers and investors. David Ulrich: Abundance is to have a fullness (e.g., an abundant harvest) or to live life to its fullest (e.g., an abundant life).Īn abundant organization enables its employees to be completely fulfilled by finding meaning and purpose from their work experience.
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