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Do you have a dynamic workplace where employees love to go and customers love to buy?

In my work as a consultant, I've had the opportunity to observe, meet and work with people in hundreds of organizations at every work level and occupation including; CEOs, senior executives, front line people, janitors, housekeepers, engineers and any one else in the workplace.

I've been a customer since I was old enough to go to the store, and I've had thousands of customer service experiences. I've had great experiences and experiences that have left me livid. I've written about and recommended businesses and told people to avoid others.

I've also spent time talking to people about their jobs and their workplaces, as I've compared customer service from place to place. I've found that employees that provide the best customer service and over-all experiences are from companies where they feel valued, feel part of the greater organization and are empowered to help the customer.

I've also observed that employees that are rude, and unresponsive are unhappy where they work, and just "do their job," with no thought about what they do, their customers or the mission of the organization. For the most part, their employers don't talk to them, other than to tell them when they make mistakes. These employers complain about the people that work there, and blame them for the woes of the organization, rather than look at their own responsibility and lack of leadership. While not stated openly, many of them see employees as expendable, and as objects to do their bidding.

Dynamic workplaces where employees love to go, and customers love to buy, have six things in common. They all engage in the six " I "s of the dynamic workplace.

The six "I"s are:

1- Insight

2- Inclusion

3- Implementation

4- Individualized convenience Perks

5- Immersion

6- Integration

While dynamic workplaces are constantly improving, and are at different "I" levels, dynamic leaders begin with the first "I".

My colleague Keith Chapman, retired executive with Diageo, shared his thoughts on the importance of insight, "an organization built on insights about their employees will be inclusive and productive - insights can only be gained by taking time with one's team members - and also giving them an insight on you! Consumer good companies talk about the importance of consumer insights to drive product innovation and new sales - lets apply the same principle to our co-workers - or indeed our partners and should we have them our children - the outcome, a world of real understanding! "

Leaders use insight, to assess the current needs of their employees, organization and customers. They know that their organization, can always improve. Insight can take courage, and willingness to change. Leaders of stagnant organizations are not leaders, but are "bosses." They are reluctant to take time to use their insight because it may mean they have to take responsibility, be accountable, and be willing to let go of old obsolete ideas.

Take notice of your "I" level. Do your employees leave their house ready to do their best work, and do your customers love doing business with you, or have your employees retired in place, and your ex-customers have blogs that say "your organization sucks."

Why not take the time to stop for a moment and use your insight? You might be on the road to success beyond your wildest dreams.

Simma creates workplace cultures where people love to do their best work and customers love to do business. Read the Inclusionist blog. Follow her on twitter: @theinclusionist. Subscribe to her newsletter. E-mail or call 510-527-0700. Simma Lieberman is the co-author of Putting Diversity to Work, how to successfully lead a diverse workforce.