Likeability improves the bottom line

by Joaquim P. Menezes

April 26, 2005 —

"Nice people finish last," conventional wisdom tells us. Tim Sanders proves that -- on this point -- conventional wisdom is wide off the mark. Currently the leadership coach at Yahoo, Sanders affirms that personal likeability (or the L-factor, as he calls it) is the high road to meaningful relationships, greater resilience, a more fulfilling career and much more. It's a motif that runs through his book: The Likeability Factor. The book approaches the theme mainly from a personal perspective. But does the L-factor also operate at a corporate level? In what ways does "company culture" influence employees' behavior? What are some corporate barriers to happiness, health and harmony that employees -- particularly IT employees -- face today? Sanders discusses all this and more in this exclusive interview with Joaquim P. Menezes, editor of ITWorldCanada.com.

Do you believe corporate structures can help or hinder the cultivation of likeability?

Absolutely. Every company, knowingly or unknowingly, creates its own culture, usually starting at the top, with senior management. Some corporate cultures are based on nurturing a positive emotional state among employees. SAS Institute at Cary N.C. is a great example. They have a 35-hour work week

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