Zest is the word I use to describe both high performance mindset in individuals, and also business cultures that deliver superior revenues, profits and growth.
Zest is positivity, hope, optimism, drive, energy, motivation and persistence. Some zest is extroverted and some is quiet, some zest is excited and some is calm, some zest is resilient and some is fragile. However zest is always positive, highly motivated, and expects positive outcomes.
In order to have a zest culture an organisation needs a near universal zest mindset throughout the people that comprise it. Just a few key influencers who go beyond responsible enquiry into pessimistic dissidence can undermine the general zest.
Overtly opposed naysayers are easy to spot. Here are some of the arguably less obvious dissident archetypes I still encounter more regularly than you might expect. You may have come across them yourself:
I’m an advocate of Tom Peters’ advice in relation to cultural dissidents (he uses a stronger word as many readers will recall). This isn’t a philosophical position, I’ve seen companies follow the advice, and others that have not done so. Without exception the former group have done better in achieving their own targets.
The advice is this. Focus on and invest in changing those with a negative mindset. Give them the opportunity to embrace zest, and give them an appropriate length of time to master it. My advice, as with all behavioural and thinking change, is to adopt a cognitive behavioural approach. Recognise and reward those that do so. Move the others on.
Why so apparently ruthless? This will be obvious to most readers so forgive my spelling it out. I have personally never come across a meaningful exception to the following.
Elsewhere in my blog I recite some of the research evidence that explains the link between personal and corporate performance and zest. In brief there are two major factors.
Firstly zest is found in people whose default emotional states are positive – happiness, enjoyment, interest, love and so on. Our brains function optimally when we are in such states. Conversely important parts of our brain are disengaged by negative states like apprehension, anger, frustration, sadness etc. The functional benefits of positive states include greater creativity, resilience building, eq, iq, and motivation. The cumulative impact over time manifests as better lifespan, health, success, relationships, and wellbeing.
Secondly zest cultures outperform the rest in terms of revenue, EBITDA, shareholder value growth, talent attraction, leadership effectiveness, employee engagement, staff churn, and nimbleness with change. These factors feed off and reinforce each other in a series of massively beneficial and interlinked virtuous circles.
In closing I thought the following might be fun. While seeking inspiration for this blog I was glancing at my bookshelves and it suddenly hit me how uplifting the titles of books related to zest can be. Here are some I noticed which taken together are very like a set of positive affirmations!
Feel the fear and do it anyway
The magic of thinking big
Don’t sweat the small stuff
Believe you can
Being the best
Think and grow rich
The master key to riches
Getting to yes
Wake up and dream
Making it happen
The happiness advantage
Screw it let’s do it
Good to great
Copyright 2021 All Rights Reserved - Graham Keen