Overview of maximizing the Triple Bottom Line Through Spiritual Leadership

1. Maximizing the Triple Bottom Line
Through Spiritual Leadership
Louis W. (Jody) Fry PhD
lwfry@tamuct.edu
lwf@iispiritualleadership.com
http://www.iispiritualleadership.com

2. 2
Stanford University Press Information Age Publishing

3. Spirituality
A person’s spirit is the vital principle or animating force
traditionally believed to be the intangible, life affirming
energy in oneself and all human beings.
For our purposes “The Spiritual Journey” will refer to
the quest for self-transcendence (moving beyond one’s
egoic self) and the attendant feeling of
interconnectedness with all things in the universe.

4. Religion
Spirituality is most often viewed as inherently personal,
although it can reside or manifest in groups and
organizations. From this perspective a religion is an
institution which has formed and evolved over time
around the spiritual experiences of one or more
founding individuals that also provides the context for
leadership based upon the beliefs and practices
inherent in that religion.

5. RELIGION & SPIRITUALITY
Religion is concerned with faith in the claims of one
faith tradition or another, an aspect of which is the
acceptance of some form of heaven or nirvana.
Connected with this are religious teachings or dogma,
ritual prayer, and so on.
Spirituality is concerned with those qualities of the
human spirit-such as love and compassion, patience
tolerance, forgiveness, contentment, a sense of
responsibility, a sense of wholeness and harmony-
which bring happiness to both self and others.
Dalai Lama XIV. (1999). Ethics for the
New Millennium. New York: Putnam.

6. RELIGION & SPIRITUALITY
Loving and serving others lies at the heart of
the world’s spiritual and religious traditions.
The common bridge between spirituality and
religion is Altruistic love – regard or devotion
to the interests of others. In religion this is
manifested through the golden rule.

7. Spirituality & Religion in the Workplace
SRW and spiritual leadership focus on the
satisfaction of three universal spiritual needs: an
inner life that nourishes and is nourished by
calling or transcendence of self within the
context of a community in a way that provides
feelings of compassion and joy.
Fry, L. (2005). Toward a paradigm of
spiritual leadership. The Leadership
Quarterly, 16, 619-622.

8. Overview of the History of SRW
• Rule of St. Benedict
• Protestant Work Ethic
• Faith at Work Movement
• Management Spirituality and Religion
• Spiritual Leadership

9. LEADERSHIP
“Leadership is the art of
mobilizing others to want to
struggle for shared
aspirations”
Kouzes and Posner 2003

10. SPIRITUAL LEADERSHIP
Spiritual leadership intrinsically motivates and
inspires through hope/faith in a vision of service
to key stakeholders through a culture based on
altruistic love which generates a sense of calling
in that one’s life has purpose, meaning and
makes a difference as well as a sense of
membership in that one belongs and is
understood and appreciated.

11. SPIRITUAL LEADERSHIP
The purpose of spiritual leadership:
• to satisfy the fundamental needs of both leader and follower
for spiritual well-being through calling and membership;
• to create vision and value congruence across all organizational
levels; and
• to foster higher levels of employee well-being, organizational
commitment and productivity, sustainability, and performance
excellence – the triple bottom line (People, Planet, Profit)

12. Initiated by the developing a vision that vividly portrays a
journey of service to key stakeholders which creates a sense of
calling.
Implemented through a culture and ethical system based on
the values of altruistic love that creates a sense of
membership.
Enables/supports employees’ inner life or mindful practice to
help them be more self-aware and conscious from moment-to-
moment and draw strength from their spiritual or religious
beliefs, be that a Nondual Being, Higher Power, God, or
philosophical/ethical teachings .
12
SPIRITUAL LEADERSHIP

13. Extrinsic vs. Intrinsic
Motivation
EXTRINSIC
MOTIVATION
= EFFORT PERFORMANCE REWARD
(GIVE ME A REWARD TO WORK)
INTRINSIC
MOTIVATION
= EFFORT PERFORMANCE
REWARD
(MY WORK IS MY REWARD)

14. SPIRITUAL LEADERSHIP THROUGH
VISION, HOPE/FAITH AND ALTRUISTIC LOVE
Vision (Performance)
•Broad appeal to key Stakeholders
•Defines the Destination and Journey
•Reflects High Ideals
•Encourages Hope/Faith
•Establishes a Standard of Excellence
Altruistic Love (Reward)
•Forgiveness
•Integrity
•Honesty
•Courage
•Humility
•Kindness
•Empathy/Compassion
•Patience
•Trust/Loyalty
Hope/Faith (Effort)
•Endurance
•Perseverance
•Do What It Takes
•Stretch Goals
•Expectation of Reward
•Victory

15. Mindfulness as a Source of Spiritual Leadership
 Mindfulness Exercise
 Mindfulness in the Age of Complexity – HBR March 2014
 Benefits of Mindfulness –
Better Performance,
Better focus and memory
Higher levels of creativity and innovation
Less judgmental and more compassionate

16. Spiritual Leadership Spiritual Triple
Well-Being Bottom
Line
Organizational Commitment
Organizational Productivity
Life Satisfaction
Social Responsibility
Financial Performance
CALLING
Make a Difference
Life has Meaning/
Purpose
MEMBERSHIP
Be Understood
Be Appreciated
HOPE/
FAITH VISION
ALTRUISTIC
LOVE
INNER
LIFE
Spiritual/Mindful
Practice +
+
+
+
+
+
+
+
+
+
Organizational Spiritual Leadership

17. Research to date has shown the spiritual leadership model
predicts important individual and organizational outcomes
across various countries and cultures, including being positively
related to organizational commitment, job satisfaction, altruism,
conscientiousness, self-career management, sales growth, job
involvement, identification, retention, organizational citizenship
behavior, attachment, loyalty, and work unit productivity and
negatively related to interrole conflict, frustration, earning
manipulation, and instrumental commitment.
Spiritual Leadership Research

18. The Spiritual Leadership Balanced Scorecard Business
Model provides a process for fostering the
development of the motivation and leadership
required to maximize the triple bottom line (People,
Planet, Performance Excellence).
Maximizing the Triple Bottom Line through
Spiritual Leadership

19. Spiritual Leadership as the Keystone
for the Triple Bottom Line
19
Spiritual
Leadership
Organizational
Commitment
Productivity
Quality
Customer
Satisfaction
Financial
Performance
Human
Dignity
Calling
Membership
Corporate
Social
Responsibility
People & Planet
Well-Being
Performance
Excellence

20. SPIRITUAL LEADERSHIP BALANCED SCORECARD &
BALDRIGE - BASED BUSINESS MODEL
Callin
gMake a
DifferenceLife Has
Calling
Make a Difference
Life Has Meaning
Commitmen
t
Performanc
e (Vision
)
Performance
(Vision)
Membershi
pBe
UnderstoodBe Ap
Membership
Be Understood
Be Appreciated
Rewar
d(Altruistic
Love
Reward
(Altruistic Love)
Effor
t(Hope/Faith
) Work
Effort
(Hope/Faith)
Works
Mission &
Visio
n
Mission &
Vision
Internal &
External
Analysi
Internal &
External
Analysis
Strategy &
Objective
s
Strategy &
Objectives
Implementatio
n
Implementation Evaluat
e
Evaluate
Strategic Management Process
Leading Indicators/Managing Metrics Outcome Indicators/Strategic Performance Indicators
Customer
Satisfactio
n
Stakeholder &
Customer
Satisfaction
Financia
lPerformanc
e
Financial
Performance
Spiritual Leadership
Process
Outputs:
Qualit
yDeliver
Outputs:
Quality
Products &
Service
Processe
s
Processes
Inputs
Scorecard
Inputs
Input/Output Model
Kaplan & Norton
Balanced
Scorecard
Performance
CategoriesOrg Commitment
Member Well-Being
Corporate Social
Responsibility
Learning &
Growth
Cat 2
Cat 3
Cat 1
Cat 7
Cat 5
Cat 6
Cat 4

21. QUESTIONS
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