Become The Kind Of Leader People Choose To Give Extra Effort To.

Introducing Love as a KPI

A decision-making methodology and management system that transforms how you lead, what you build, and the commitment you earn.

This work defines love

not as a transient emotional state

but a commitment that shows up in how you see people, the decisions you make, and the systems you design.

LOVE is the outcome of the perspective, posture and practice that prioritizes the true needs and betterment of another.

LOVE as a KPI is…

  • People are value creators, not costs or resources.
    When you start here, your decisions change. You stop asking "what can I get from them?" and start asking "what can I unlock in them?"

    Decisions should account for human impact, not just output.
    Every choice either builds commitment or drains it. Leaders who measure human impact, not just output, outperform those who don't.

    The success of others produces results.
    When people thrive, performance follows. When they're depleted, everything slows

  • Love is observable, diagnosable, and improvable through 5 indicators:

    Empathy – Do we understand what people are experiencing?

    Grace – Do we sustain dignity and belief, even in failure?

    Generosity – Do we give more than we take?

    Truth – Do we communicate with clarity and honesty, even when it's hard?

    Sacrifice – Are we willing to absorb cost so others can succeed?

    These are not words on a poster. They are behaviors that show up in strategy, design, prioritization, and resource allocation. They can be tracked, diagnosed, and strengthened over time. When they improve, commitment increases. When they are ignored, resistance builds.

  • Love becomes executable through 4 levers:

    Leadership – How we lead; the purpose and practice


    Offerings – The products, services, and experiences we provide


    Value – The value proposition we communicate


    Engagement – The systems, policies, and standards that shape relationships

    These levers determine how love shows up operationally: where decisions get made, incentives get set, and culture gets built. When you operate through these levers using the five indicators as your standard, you change what's possible.

THE TRANSFORMATION

FROM

Leaders who optimize for outputs and unintentionally drain the commitment they need most.

TO

Leaders who earn discretionary effort that accelerates execution.

The Gap between good leaders and great ones isn't talent.

It's how they define success.

Most leaders optimize for outputs: revenue, efficiency, speed to market.

Great leaders optimize for outcomes: sustainable results that also account for the people who enxable them.

When people feel like costs to be managed or resources to be optimized, at best you get compliance. When they feel like value creators and partners, commitment.

Love as a KPI enables you to become the kind of leader others choose to follow, even into hard things. When people commit to you, they commit to the work. When they commit to the work, your goals become theirs, and results multiply.

Whether you're planning a board retreat, leadership offsite, or strategy session, you're shaping the decisions that guide how your organization operates.

Our workshops and sessions help leaders:

Reframe how they define success
Earn commitment from stakeholders

Strengthen what drives performance
People who are invested

Make the tenets of 'LOVE' operational
Build systems that deliver measurable impact

BRING LOVE AS A KPI TO YOUR ORGANIZATION

Learn How

  • C-Suite Executives and Founders

    Build a Legacy That Lasts and a Team That Stays
    You're building something that outlives quarterly earnings. Love as a KPI teaches you to operate in a way that deepens trust, inspires discretionary effort, and creates a culture where people choose to build with you. Lead transformations that stick because your people want to execute them. Retain the talent that makes everything else possible.

  • Middle Managers and Team Leaders

    Lead the Hard Work Without Burning Out Your Best People

    You're accountable for results but reliant on people already stretched thin. Love as a KPI teaches you to earn commitment instead of compliance. Bring out the best in your team when it matters most, retain top performers who have options, and become the leader people ask to work with.

  • HR and People Leaders

    Turn Culture From a Buzzword Into a Competitive Advantage

    Retention isn't a perk problem. It's a leadership problem. Love as a KPI equips you with a measurable framework to diagnose where decisions drain commitment and how to fix it. Build a workplace where people stay because they're genuinely invested. Reduce turnover, minimize burnout, and attract talent you don't have to sell.

  • Product Owners and Managers

    Design Offerings People Don't Just Use. They Advocate For.

    Great products solve problems. Loved products become part of people's identity. Love as a KPI helps you design with a broader definition of success, one that accounts for how people feel, not just what they complete. Build loyalty that outlasts competitors' features and create experiences so meaningful that users become your best salespeople.

  • Policy Makers and Organizational Strategists

    Shape Systems That People Actually Want to Operate Within

    Your decisions shape behavior at scale. Love as a KPI gives you a framework to create systems that inspire trust and earn buy-in, not just enforce compliance. Align initiatives with human-centered outcomes that reduce friction, increase adoption, and turn compliance into commitment.

Why Love?

Love is the one thing every human being wants.

Whether we call it belonging, mattering, or being valued, the need is the same: to be seen, cared for, and treated as more than a transaction.

People who feel genuinely valued, across employees, customers, partners, and communities, are more resilient, more committed, and more willing to give discretionary effort. They perform better and stay longer.

In business, we measure the outcomes of this dynamic such as revenue, retention, and engagement, but rarely the force that produces them.

LOVE is the highest expression of wanting good for another person.

Love as a KPI allows leaders to measure and strengthen what actually drives performance, loyalty, and sustainable growth.

What You Get

A framework that helps you:

  • Diagnose where decisions are draining commitment i

  • Retain top performers who have options elsewhere

  • Turn transactional relationships into advocacy

  • Build momentum that compounds

Welcome: Why Love as a KPI Transforms Organizations

Success lies in the hands of people. Love as a KPI challenges the way we think about leadership, business impact, and sustainable growth. When organizations prioritize love, genuine care for employees, customers, and communities, engagement soars, trust deepens, and results follow.

HOW DOES LOVE BECOME OPERATIONAL?

Through Four Levers

The LOVE Operational Framework

  • L: Leadership

    How we lead. The purpose and practice of our leadership. This is where love starts: in the daily decisions that either build trust or erode it.


  • O: Offerings

    The products, services, solutions, and experiences we provide. Every offering is a statement about how much we care, or don't, about the people who use them.


  • V: Value

    The distinct value proposition you communicate to your audience. Do people hear a transaction, or do they hear a partnership?


  • E: Engagement

    The organizational infrastructure (systems, policies, standards) that shape and sustain our ongoing relationships with stakeholders. This is where love becomes systematic.

    When you operate through these levers using the five indicators as your standard, you don't just transform your leadership. Your organization becomes a conduit for transformation.


This isn’t just about improving your business, it’s also about becoming the kind of leader people trust, respect, and rally behind. It’s about building a legacy of impact.

Join The LOVE KPI Collective