This document discusses 4 key needs that employees have and that transformational leaders aim to fulfill: 1. Love - Showing employees you care about them and their futures. 2. Growth - Creating a culture where employees can grow and expand their skills. 3. Contribution - Emphasizing how employees' work contributes to the organization so they feel fulfilled. 4. Meaning - Sharing a vision that demonstrates employees are engaged in a larger purpose beyond their individual roles. Fulfilling these 4 needs can lead to employees playing a bigger game and producing astonishing results.

1. 4 Things Your Employees Needs From You Based on an article by: Cleve W Stevens –PhD Owl Sight Intentions, Inc. [email_address]

2. 100% YES. Are you after something magnificent begins to emerge in your working place/department? Do you want your employees instinctively play a bigger game, and show up in a more passionate, creative, engaged and effective way ? Are you after an astonishing results? I believe your answers would be 100% YES. OKAY, LET’S SEE HOW CAN YOU DO THAT …

3. Traditional leader vs. Transformational leader Traditional/Transactional leaders see the employee-boss relationship as a transaction: money in exchange for labor. The traditional or transactional leader says "I'm the leader — you're the follower; I have something you need (money) and you have something I need (labor). So let's make an exchange.“ Transformational leaders know and recognize that employees want much more than that “$”. Transformational leaders understand that there is something bigger at stake. He/she not only challenged his/her people to grow professionally, but also personally — emotionally and intellectually.

4. 4 needs in short.… Here are the four things your people need to succeed: Love. This may sound touchy-feely, but love simply means focused concern that is exclusively for that person's good. Show your employees you care about them and their futures. Growth. No one wants to be exactly where they are forever. Create a culture that allows your people to grow and expand. Contribution. To feel fulfilled, employees must know that they are contributing to the whole. Emphasize the ways that their work matters to the organization. Meaning. We are meaning-seeking creatures. Share a vision that demonstrates that all of your employees are engaged in a larger purpose.

5. Transformational Paradigm… Within this new paradigm, there are those four non-negotiable human needs that the transformational leader recognizes must be satisfied if he/she and his/her people are to succeed: Love ,Growth , Contribution and Meaning See The Four Needs in more details : (next slides)

6. The First of the 4 . The need to love and be loved : It sounds touchy-feely, but people who are not both receiving and giving love — and by love I mean focused concern and action directed at another exclusively for that person's good — cannot be fully healthy, biologically and psychologically. We usually think of love as beyond the pale in the work-a-day world, but the transformational leader vividly understands that tough-minded caring is essential to leading and developing a powerful, fully expressed workforce.

7. The Second of the 4. The need to grow : The only alternative to growth is death and decay. The transformational leader recognizes that stasis, or maintenance, is a myth that only exists in the human imagination. Nowhere in nature do we find such a thing as stability. Even in a balanced ecosystem, there is either expansive, unfolding growth, or degeneration, decay and ultimately death. By creating a culture that allows our people (and ourselves) to grow, we are expanding our capacities as leaders, as employees, and as human beings.

8. The Third of the 4. The need to contribute : Like a battery, this need is best understood when we think of it as having two distinct poles. The negative pole reminds us that that which does not contribute is eliminated . We see it in nature all the time, and at a primal, pre-conscious level we all seem to know this fundamental fact. Failing to contribute in a significant way yields a gnawing, just-beneath-the-surface anxiety of which we are usually only vaguely aware. The other pole, the positive one, answers this anxiety. When we are contributing in a significant way we have an inexplicable peace of mind. We know we belong. The simple principle at work here goes something like this: life works when we forget about ourselves and contribute to others . To feel fulfilled and empowered, employees must know they are contributing to the whole.

9. The Fourth of the 4. The need for meaning : We are meaning-seeking creatures. If our lives lack a clear sense of meaning, if we are not engaged in some larger purpose, we will not be fully satisfied, regardless of whatever else we may have.

10. A word of wisdom.. The transformational leader understands that satisfying all four of these needs may not be easy, but when they are being met in the day-to-day affairs of his / her people, something magnificent begins to emerge: people instinctively play a bigger game, and show up in a more passionate, creative, engaged and effective way. The consequences are difficult to argue with — hard, measurable, and in many instances, astonishing results.

11. Questions to ask… ??? Have you ever worked for or known a leader who addressed any of these human needs? Did his / her leadership style improve the performance of the organization? If both answers are “YES” then it is great , other wise more work need to be done.

12. Thank you.