Why every leader should consider Robbins' 6 Human Needs

Why every leader should consider Robbins’ “6 Human Needs”

What drives our behaviour? The reason why humans seek attention and status, yet loathe complacency, is unclear. 

What influences our emotions, conduct, quality of life, and ultimately our destiny? 

Tony Robbins proposes that our responses to various situations are shaped by our basic human needs. They emerge in our early years and evolve throughout our lives. Understanding these demands can help us improve our workaday efficiency and perhaps most importantly, to connect with others to help us work towards a common goal.

They may also help us avoid harmful actions and routines. As leadership expert Christian Espinosa tells EnterpriseZone, “Today’s leaders should look at these six human needs and reflect on which ones drive them and how to channel them … emotionally intelligent leaders, with motivated employees who back them, are primed to succeed.”

What are these six human needs?

  1. Certainty

Our demand for certainty focuses on gaining pleasure and avoiding misery. Employees must have a sense of security in their work environments. This is why we want to maintain a feeling of security by making things as familiar and predictable as possible.

  1. Uncertainty/Variety

Variety and certainty are two of our most pressing human desires, and they form a profound conundrum. We want to feel comfortable about our employment, yet we grow bored when things seem too routine. However, the way we want new stimuli every now and again assures us that we gather sufficient experience to be more competent at what we do.

  1. Significance

Because we need significance, we strive to achieve our full potential in order to elevate our self-esteem and sense of self-worth. We find inspiration in the praise and accolades we get from colleagues. When others take note of our successes, it provides us affirmation and stimulates our urge to do more.

  1. Connection/Love

Our urge for connection helps us relate effectively with others to build intimacy. This is why we seek friendship at work and establish groups. When employees have a strong feeling of belonging to a team, they are happy. When we feel like we belong, it is easy to have common objectives.

  1. Contribution

When we believe that our contribution to a group is significant, we get a feeling of belonging and purpose. When we put others before ourselves, it develops our ability for empathy and compassion.

  1. Growth

Our drive for growth forces us to enhance our capacities. We have an intrinsic urge to be better and realise our greatest potential. We are prone to pushing ourselves to the limit in the workplace in order to see how far we can push ourselves. When we know that we have improved from yesterday, we are more productive.

Chrisrian Espinosa, quoted above, is the author of The Smartest Person in the Room.

About Sam P

EnterpriseZone Staff Writer

Leave a Reply