opinion: three universal human needs

Several management theorists have identified three human universal needs. We share David Cooperrider's version in this book. He believes that each person has the need to:

• Have a voice and be heard;

• Be viewed as essential to a group; and

• Be seen as unique and exceptional.

We've found when people in organizations become frustrated or cynical, it is always because the organization is not fully respectful of the three universal human needs. In our experience, most organizations will tell you they practice these principles, but in reality they do not. They are deceptively simple. You can make a difference by monitoring who you listen to and who you ignore and asking yourself why. What assumptions have you made about people or their positions that cause you to listen or tune out?

This is an example of how one person can begin to change the culture of his or her organization because practice of the human universals begins with you.You can make a difference in creating a more constructive culture at your organization by:

• Being curious about how every other person sees the world;

• Respecting each person's perspective of the world as unique and essential to the group's success; and

• Making sure every person has a chance to speak and be heard.

Ultimately, if you ensure all three needs are met, you will be successful as a leader. If your organization works at meeting all three needs, your organization will be more successful.