Tag Archives: Chip Conley

Emotional Equations by Chip Conley

Summary

  1. Understanding our emotions gives us a way to make sense of our lives, creating insights as we remove psychological blindfolds…Emotional fluency is the ability to sense, translate, and effectively apply the power of emotions in a healthy and productive manner and the equations found in this may help increase your fluency

Key Takeaways

  1. The emotional equations
    1. Emotions = Life
    2. Emotion = Energy + Motion
    3. Event + Reaction = Outcome
    4. Despair = Suffering – Meaning
    5. Disappointment = Expectations – Reality
    6. Regret = Disappointment + Responsibility
    7. Jealousy = Mistrust / Self-Esteem
    8. Envy = (Pride + Vanity) / Kindness
    9. Anxiety = Uncertainty x Powerlessness
    10. Suffering = Pain x Resistance
    11. Calling = Pleasure / Pain
    12. Workaholism = What are you running from? / What are you living for?
    13. Flow = Skill / Challenge
    14. Curiosity =- Wonder + Awe
    15. Authenticity = Self-Awareness x Courage
    16. Narcissism = (Self-Esteem)^2 x Entitlement
    17. Integrity = Authenticity x Invisibility x Reliability
    18. Happiness = Wanting what you have / having what you want
    19. Happiness = Practice / Pursuit
    20. Joy = Love – Fear
    21. Innovation = Creativity – Cynicism 
    22. Thriving = Frequency of Positive / Frequency of Negative
      1. Where thriving = 3.0 or more
      2. Successful marriages, according to John Gottman, seem to have a 5:1 ratio of positive to negative affects (observable expressions of emotion), where those heading for divorce have a 0.8:1 ratio
    23. Faith = Belief / Intellect
    24. Wisdom = square root of experience
  2. Other
    1. Gravity is a universal force that affects the physical world, but you may not have considered how it also affects the human condition – and not just by keeping us on Earth. Gravity shapes our physical bodies; we often get shorter and close to the ground as we age. Gravity can also shape our emotional selves. Emotional baggage, for instance, is a form of gravity; we acquire more of it as we get older, and it weighs us down. The more emotional gravity we’re fighting, the more force we require to move forward. And force moving against gravity creates a lot of friction. On the other hand, having a frictionless life is like being a rower gliding over the surface of the water – in rowing circles, this is called “swinging.” Abraham Maslow called it “self-actualization,” and Mihaly Csikszentmihalyi calls it “flow.” It’s a way of defying gravity. 
    2. What does this all mean for you? The Latin root of the word “emotion” means “to move.” Or Emotion = Energy + Motion
    3. Dr. Rick Hanson has suggested that our brains are “Velcro for negativity and Teflon for positivity”
    4. Wisdom is, fundamentally, a subtractive virtue, not an additive one. Wise men filter insights when others get lost in piles and piles of knowledge. T.S. Eliot wrote, “Where is the wisdom we have lost in knowledge? Where is the knowledge we have lost in information?” He wrote that half a century before the “knowledge era” descended upon us, long before we commonly referred to ours as an age of “information overload.”

What I got out of it

  1. Quick read and Chip does a great job of giving some personal and vulnerable examples of these equations in action. 

Chip Conley On Measuring What Makes Life Worthwhile

Chip Conley, founder of boutique hotel chain Joie de Vivre and now central to AirBnb, discusses how be should really be measuring success

Peak: How Great Companies Get Their Mojo From Maslow by Chip Conley

Summary
  1. Chip Conley, founder of a boutique hotel chain called Joie de Vivre, describes his business principles and how they can help you reach your full potential and self-actualize
Key Takeaways
  1. Peak companies create the most loyal relationship with consumers, employees, shareholders and other key stakeholders
  2. By properly applying Maslow’s hierarchy of needs, you and your company can reach its full potential
  3. Most companies are organized based on a certain premise of human nature but most companies aren’t even aware of this
  4. Companies have a habitual tendency to focus on the tangible and focus on financial results over relationships but more companies are starting to focus on the more intangible
  5. Karmic Capitalism – Good businesses create good karma because they properly deal with key stakeholders, act in good faith and think about second and third order consequences
  6. Must see all relationships as a type of account where you deposit and withdraw favors, goodwill, trust, emotions and more
  7. Both profits and highest personal development are best reached when not aiming directly for them. Rather, they come as a result of a collection of other activities which you can guide and inspire but not control
  8. Relationships truly do create the greatest wealth in life. Today, the only sustainable competitive advantage in the new age economy is loyalty from customers, employees, investors and all other stakeholders
  9. Employee pyramid – Companies often don’t understand what motivates their employees. Money is the base motivation but recognition and finding meaning in one’s work are the higher and more sustainable motivators
  10. Customer pyramid – customer satisfaction is at the base of the pyramid but by tapping into customer’s desires and unknown desires companies can engender great loyalty and trust
  11. Investor pyramid – A strong rate of return is the base of the pyramid but above that are aligned relationships and at the top collaborative ones. The relationship is the core of interactions rather than solely making money
  12. Conley survived a very difficult period after the bursting of the tech bubble and 9/11. To make it through this difficult time, he took a different approach and cut his salary to zero, got top management to agree to a two-year 10% decrease in salary and all salaried employees agreed to a two-year pay freeze. Unusual in business but makes a lot of sense if you think about it – in the hotel industry, bellmen and other salaried employees often have the most direct contact to customers but are almost always are the least motivated and secure in their jobs. They often aren’t as friendly to guests as they can be since they are worried about paying bills or being fired
  13. One of the largest differentiators between a good company and a great company is the motivation of the employees
  14. One of the important and impactful perks Conley gives his employees is a one month paid sabbatical for every three years of service. The employees love this because they get to travel and learn and come back refreshed, renewed, with extra motivation and are more loyal to the company than ever. They also offer a $200 per month subsidy for fitness classes such as yoga or a gym memberships or for any other hobbies that the employees want to do
  15. Customizable employee benefits and perks are increasingly important and can go along way in making employees feel valued and recognized
  16. Employee turnover and satisfaction is correlated more highly than nearly anything else to their relationship with their direct supervisor
  17. Great institutions set up rewards programs and incentives to help them achieve their goals and objectives. You get what you reward for
  18. Employee recognition should be given in person and feedback should be direct and immediate. Praise should be given in front of others, in person and should be immediately available so that there is instant gratification
  19. Creating non-monetary, fun incentives to reach a goal, such as the CEO shaving his head in front of everyone, is a great way to reward and motivate people. This is especially true during difficult times
  20. Moving from a one-size-fits-all culture to a one-size-fits-one
  21. Can best understand a customer’s desires from memory, editorial inferences based on memory and customer’s behavior and patterns and comparison with other customers (like Netflix and Amazon)
  22. Help customers meet their highest goals, give customers the ability to truly express themselves, make customers feel like they’re part of a bigger cause, offer customers something of real value they hadn’t even imagined
What I got out of it
  1. I really like Conley’s focus on some more intangible factors like goodwill, trust, employee motivation and meaning rather than solely profits
Visual image of Chip’s 3 pyramids and heart