Happiness At Work #86 ~ resilience: the amour-plated twin of happiness

Resilience is becoming one of the loudest clarion calls across our lives: no longer just an application restricted to times of extreme trauma or crisis or the specialist domain of the armed forces, resilience now is being heralded as the must-have capability for us all.  It has suddenly become the leading capability for our professional survival as much as it is for the ongoing survival of the organisations we work for.  It is being handed back to us as the new first and increasingly only response to any problems we might be facing in our relationships, our mental health and now, too, our physical health, spanning out across our lives into our how we are expected to make and upkeep our families, our careers, our communities, our cities and our societies.

I have real concerns about this.  I am a long and passionate advocate for self-centred learning and have long championed the principle that the more choices and possibilities for doing things differently that we can find for ourselves, the greater will be the reach, range and positive effects we will achieve.  And this principle lies at the heart of all that 21st century intelligence is giving us about how to build our happiness – and its armour-plated twin, resilience.

But I worry that resilience is quickly and too unquestioningly becoming the new panacea for our times, a polished pretender to a final solution and a caveat to deflect any serious challenge to policies and programmes, leadership and governance, that leave people unequally equipped to grow and progress beyond the limitations of their circumstances, and silenced by the new rhetoric that tells us that our own happiness – and our resilient ability to bounce back from any misfortunes we may encounter – is entirely within our own gift.

I know about the immense and literally life-changing power of resilience and its ignition switch, optimism, from the research and testimonials of dozens of people who have done just this, and even come through their torture, trauma, loss, imprisonment, disability, illness and pain somehow stronger and feeling finer than they thought themselves to have been before their ordeal.  And I know about this from watching people I love face up to and get beyond life-threatening illness, drawing real strength,  courage, presence, stamina and renewed life-force through their skilful and disciplined resilience and optimism.

And yet, and yet, and yet…

Perhaps we need to remember extra well that resilience, as an armour plating to help us to withstand the ‘slings and arrows of outrageous fortune’  does not stand in for, even less replace, the human being it protects.  Resilience, like armour, is what we suit up in to face hard, threatening and unusual circumstances.  It has to be made, fitted and worn in.  It has to be contoured to our special and particular selves and fit us well and comfortably enough to assist us to be our finest selves when we most need to be.  It must not, should not and cannot be our default, our everyday wear, our always on and in mode.  That would cripple us.

Happiness is an aspiration – a never-to-be-finally-arrived-at complex mix of ways of being and thinking and acting that we can constantly be leaning and lifting towards, and that replenishes as it polishes as it extends as it enriches and refuels us.  And happiness helps to forge and fit and finesse our resilience capabilities for when we might need them.

Resilience is for the tough times.  We will all face them, but for most of us these will be exceptional times.

Unless we start to allow ourselves to believe that resilience – especially in a narrowly defined ‘toughening up’ sense – is a universal everyday normal requirement, as much as is the requirement for most of us to have to work, to pay our taxes, to obey our laws and to bring no harm upon our neighbours.

So yes, let us all learn – and keep learning – new and better ways to become more resilient.  And let us all, too, look first to ourselves for what we might each do to expand our options and amplify our sense of control and influence over the circumstances and challenges we find ourselves facing.  But let us make sure we don’t stop there and assume that this is all that should be needed to make a good life, a good world.  Especially now for the times that are coming to us in consequence of the world we have made for ourselves.

On Happiness Inequality

Chris Dillow raises similar questions in this post in his blog, Stumbling and Mumbling

Do we need policies to reduce inequality, or should we simply allow economic growth to do so? This is the question posed by a recent paper by Andrew Clark and colleagues. They find that, in the UK and elsewhere, economic growth reduces inequality of happiness.

This isn’t simply because it reduces the amount of abject misery. Growth also reduces the number of people who say they are very happy. This might be because wealth increases our options and hence the opportunity cost of our preferred choice. For example, work isn’t too bad if it gets you out of a joyless slum, but it can be a misery if it keeps you off the golf course or guitar.

This finding is awkward for the left. If we believe that what matters most is people’s well-being, it suggests that the most important inequality should be addressed not by redistribution by simply by promoting growth.

So, what answers might the left have to this? I can think of three:

1. Policies to promote growth require redistribution, to the extent that wealth inequalities are an obstacle to growth. This is the thinking behind wageled growth and the asset redistribution ideas of Sam Bowles.

2. If people adapt their desires to their circumstances, or if other cognitives biases reconcile them to inequality, they might be content with injustice, but this would not necessarily legitimate the system: we would consider slavery wrong even if all slaves were content. As Amartya Sen said:

Consider a very deprived person who is poor, exploited, overworked, and ill, but who has been made satisfied with his lot by social conditioning (through, say, religion, or political propaganda, or cultural pressure).  Can we possibly believe that he is doing well just because he is happy and satisfied? (The Standard of Living lecture, 1785 (pdf), p12)

3. Inequality can matter for non-welfarist reasons – for example to the extent that it undermines equality of respect or the democratic system.

Personally, I think these are good answers. But Clark’s paper should force leftists to think more about why inequality matters.

Link to the original article

We know that inequality is one of the greatest destroyers of happiness.  We are also starting to realise better that it cuts away at trust between people, something which is becoming increasingly vital as more and more of us across the planet come together to live in cities.  And in a work context, too, perceived inequality is one of the fastest and most virulent ways that unhappiness and disengagement takes root, calcifies and becomes embedded.

We all need to know that my resilience is self-contained, where I can be resilient without any need for you to be resilient too.  Whereas my happiness is only possible if and when you are happy too, and anything I do to make you happier automatically makes me happier too.  Resilience draws from others but is mostly self-sufficient, whereas happiness depends upon a virtual reciprocity and co-creative interdependence.

So yes, let us all learn, and learn to help others to learn, to build the capabilities of resilience.  But let this be our back-up only, our ready-when-we-have-to get-out-of-trouble special clothes.  Much much more than this, let us keep learning and aspiring and stretching and wondering and imagining our own and each other’s greater happiness

For the rest of this post I have gathered an array of what seem to me to be genuinely helpful ideas and approaches for shaping and shining up our own and others around us resilience.

I hope you find something here you can use too.

Emotional resilience: it’s the armour you need for modern life

By 

The latest self-improvement technique is finding favour with everyone from anxious adolescents to stressed executives

First, there was mindfulness – a brain-training technique aimed at achieving mental clarity – which came to the fore in 2011. Fast-forward three years and it’s being taught at organisations as diverse as Google, AOL, Transport for London, Astra Zeneca and the Home Office, with high-profile users such as Bill Clinton extolling its benefits. Next, the great and good took up “transformational breathing”, a US craze that arrived on our shores last year to teach us how best to use our lungs.

But already there’s a new technique in town – and it’s fast-becoming the buzz word of 2014.

“Emotional resilience” is more hard-hitting than many of the other methods promising to keep us cool, calm and collected. Originally developed to help victims of natural disasters and massacres cope with catastrophe, it’s reached our shores and is slowly infiltrating offices, schools and communities.

Ten ways to build your emotional resilience

– See crises as challenges to overcome; not insurmountable problems

– Surround yourself with a supportive network of friends and family

– Accept that change is part of life, not a disaster

– Take control and be decisive in difficult situations

– Nurture a positive view of yourself – don’t talk yourself down or focus on flaws

– Look for opportunities to improve yourself: a new challenge, social situation or interest outside work. Set goals and plan ways to reach them

– Keep things in perspective: learn from your mistakes and think long-term

– Practise optimism and actively seek the good side of a bad situation

– Practise emotional awareness: can you identify what you are feeling and why?

– Look after yourself, through healthy eating, exercise, sleep and relaxation.

Link to read the full article

Is Happiness Up To Me? – Happiness & Its Causes 2013 Panel Discussion

– Where does happiness come from?
– How much impact do external factors such as work and relationships have on our wellbeing and happiness?
– How does the pace of life affect happiness?
– Are altruism and compassion the secret ingredients to a good life?
– How can we increase our overall wellbeing and happiness?

Panellists: Professor Ed Diener, Dr Helen Fisher, Carl Honoré and Jerril Rechter.
Moderator: Lynne Malcolm, Presenter All in the Mind, ABC Radio National

Ed Deiner

“Think about your hair colour – you inherited it but you can control it too.  Happiness is like this.” …

“Be more actively positive to others.  Express the gratitude you feel to them more often.  Express compliments to other people.  That makers them happier and it also makes you happier…”

Dr Helen Fisher

“Happiness evolved millions of years ago to help us to survive” …

“There is data now that giving compliments to others lowers your cholesterol, lowers your blood pressure, boosts your immune system, so it’s giving to others but it’s also giving to yourself.  But if I had to sum it up in four words: marry the right person…”

Carl Honore’

“Turn around that old John Lennon quote that ‘Life is what happens to us when we’re making other plans’ and into Happiness is what happens to us when we’re making the right plans” …

 “I just suggest that people stop and breathe.  Just a few deep breathes and you get an automatic quick fix…Another suggestion is the ‘speed audit’ – as you’re going through your day, every once in a while, just stop and ask yourself ‘am I going at the right speed?’… And I think we need to look at our schedules and do less.  We’re all chronically trying to do too much…having it all is just a recipe for hurrying it all…”

Jerril Rechter

“In oder for an individual to be happy we need to live in a happy society” …

“Get involved in the arts.  We know from research that there’s really strong connectors via the arts.  You can build really strong relationships and you can express yourself as well…”

Daily Self-Improvement Exercises that will take you 5-10 minutes

This is a great set of possibilities for growing greater resilience and happiness from Ann Smarty the serial guest blogger running My Blog Guest, and her own personal blog ManifestCon

Many experts recommend taking ten to fifteen minutes daily to improve yourself or your life. This could take on literally any form. But here are ten suggestions that you might find helpful, or may at least assist you in thinking up your own.

1. Meditation

One of the best things you can do for yourself is to just slow down and breath, which is essentially what meditation is: the chance to calm your mind, focus on your breathing, and find the quiet within yourself.

Any time you are feeling stressed, just take a few minutes and meditate. This can be a spiritual action, or not. The important thing is that you are moving past the tensions of the day.

Featured tool: If you want something guided, try Calm.com.

2. Mini Workouts

Did you know you can burn a couple hundred calories in just ten minutes? There are mini workouts all over the web that help you do it. But there are many more benefits to taking these active breaks.

They will help keep you healthy, boost your energy, assist in your sleeping cycle, relieve stress and tension, and improve your mood, all in just ten to fifteen minutes a day. Amazing, isn’t it?

Featured tools: Sparkpeople has plenty of these short exercise videos, both strength and cardio. So does Tiffany RothePopSugar and many others.

3. Learn Something New

Knowledge is power, but it is also fun. Learning something new every day is a great goal to have, and incredibly easy to keep up with. Newsletters, websites and groups are all over the web, just waiting to let you know something you didn’t before.Featured tools: Some great places to start are Reddit’s Today I LearnedHow Stuff Works many articles and podcasts, and the Now I Know newsletter. You can even use a site like DuoLingo to learn a new language.

4. Go For a Walk

Sometimes a bit of fresh air is all you really need to improve your day. Going for one every day, even a small one, can help habitually clear your mind and eliminate stress.It gives you a chance to organize your thoughts, or think through a problem. Plus, it is just an enjoyable pastime that doesn’t cause any strain on the body (for most). Try using one of your breaks at work for a short walk, and see the difference it makes.

5. Write Down What You Think

I don’t mean a professional article; that doesn’t improve yourself at all. But write something for yourself, whether it is shared or private. Speak about something you are passionate about, something you enjoy.

Write a letter you never intend to send, to go back and see later. Write a poem or some prose. Write about something that is bothering you, or that made you laugh. Just write.

Featured tool: OhLife is one of the journaling tools that will help you organize your writing by sending friendly email reminders and inviting to write on what happened that day.

I also like 750words

6. Read Something

Prefer to be on the reading end of words? Then take a few minutes in blocks to read something. Maybe it is half of a chapter of a book. Maybe it is an article or editorial. Maybe it is a couple of poems from your favorite poet. Just read something that enriches you.

Featured tools: There’s a quick review of Goodreads and how to find friends there. There are a lot of reading FireFox addons to choose from. Here are more quick reading hacks for short time.

7. Speak to a Friend/Relative

I don’t mean online. Too much of our communication has become reliant on such technology that hides us behind a computer screen. Take ten minutes instead to speak face to face, or on the phone.

Connect with your loved ones and make it a priority. Not only will you feel great by the end of it, but it will strengthen your relationship with that person.

8. Watch TED Talks

TED Talks are amazing, and you probably already know that. They encompass every industry, with leaders in those industries speaking about any topic at all.

They come in all different lengths, in multiple formats such as podcasts and videos. You will be sure to find truly inspiring and even life-changing lectures here.

9. Clean and Declutter

So many things can be improved by having a clean work or living space. Just ten minutes a day can make a lot of difference in a room, no matter what that room might be. Even if the area is a disaster, doing little bits will make an impact over the coming days. Plus, it will improve your mood to be somewhere tidy, as clutter can really mess with your thinking and emotions.

10. Do Something You Love

Ultimately, it comes down to this: do something you love. No matter what it might be, engaging in things you enjoy is perhaps the best path to self-improvement. Even if it is only ten to fifteen minutes a day.

Link to the original Lifehack article

Working With Mindfulness: Overcoming the Drive to Multitask

Jacqueline Carter writes…

There is a good chance that at some point while you are reading this post, you will be tempted to do something else at the same time. Don’t worry, I won’t take it personally. I won’t think badly of you and I won’t even be particularly surprised. Every work place I visit, there is a prevailing modus operandi – multitasking.

Yet there is a growing body of scientific evidence that multitasking makes us less efficient, less effective, more stressed and more likely to make mistakes…

An experiment conducted by Levy, Wobbrock, Kaszniak and Ostergren looked specifically at the effects of mindfulness training on multitasking behavior of knowledge workers in high stress environments. They found that when asked to do multiple tasks in a short amount of time, those who had been trained in mindfulness, compared to control groups, were able to maintain more focus on each task and had better memory for work details. They were also less negative about the experience and reported greater awareness and attention. In short, they were able to perform multiple tasks more mindfully.

If you are familiar with mindfulness practices, this makes sense. One of things developed in mindfulness training is to become more aware of your attention and increase your ability to choose your focus. If we can train ourselves to have more awareness and control over our attention, it makes sense that we would be better equipped to deal with a demanding work environment.

So when you have a lot to get done and you are tempted to try to do more than one thing at a time you have the mental discipline to choose. Do you continue trying to type the email and answer your colleague’s questions? Or do you let go of either the email or your colleague so you can do one or the other more efficiently and effectively? It’s your choice. But it only becomes a choice if you are mindful of your attention…

According to Gallop’s 2011-2012 study of employees, 70 percent of Americans are not engaged or are actively disengaged in their work. As noted in the report, there is significant evidence that disengaged workers are less productive, make more mistakes, and can be more costly to employers in terms of absenteeism and sick leave.

A study published in the Journal of Vocational Behavior demonstrates mindfulness training can help improve employee attitudes towards work and specifically increase engagement. Again, this makes sense. One of the basic methods of mindfulness training involves paying attention to your breath with alertness, relaxation, and a sense of curiosity. If you can train your mind to be comfortable and curious attending to your breath, it stands to reason that you could choose to apply that same orientation towards any task at hand.

Let’s say you are faced with a large pile of invoices to process. If your mind starts to look for more interesting things to do, it is going to take you longer and you will likely make mistakes. If you could look at this task with a calm, clear, present and engaged mind, you will be more efficient and effective and you might even find some enjoyment in the process.

So if you managed to read to the end of this post without doing other things — good for you! If on the other hand, you had to come back to it a couple of times, don’t feel bad. Maintaining focus and interest on one task at a time is not easy. Whether we work in highly-demanding environments or are doing tasks that aren’t particularly stimulating, we can all benefit from training ourselves to be more mindful about where and how we place our precious attention.

Link the original Huffington Post Blog

Why You Really Need To Quiet Your Mind (and how to do it)

Meditation is an under appreciated practice, especially in a high-stress workplace – but that’s where it’s needed the most. Stephanie Vozza offers these guidelines for how to quiet your racing thoughts from Victor Davich, author 8-Minute Meditation: Quiet Your Mind, Change Your Life.

“With technology, economic pressures, work, and family, it’s impossible to be on top of everything and it’s upsetting our natural balance.” says Victor Davich, and this overload and overwhelm often lead to anxiety, fear, and depression, and while you can’t check out of life and avoid responsibility, you can approach things in a gentler way.

“Meditation is one of the quickest tools for finding inner peace and quiet,” Davich says. “It’s an Eastern tool for Western results.”

Davich describes meditation as a state of mindfulness. “Being mindful doesn’t mean quieting your mind in the way most people expect,” he says. “The mind isn’t going to stop thinking. A zen master once told me the goal of mindfulness isn’t to suppress thinking, but to surpass it.”

The key is how you react to your thoughts. If you focus on your thinking, your mind is like an electric fan with thoughts blowing everywhere, says Davich. When you focus on your breathing or your body, however, thoughts can come and go like clouds across a sky. “You can look at them, realize they are just thoughts, and let them go,” he says. “You don’t have to have an emotional attachment to them.”

Being mindful means being present, explains Davich. “Once you are present and centered and here, your mind will naturally quiet down.”

Mindfulness isn’t another thing to put on the to-do list; it’s a daily commitment. Davich says an eight-minute meditation can have a profound affect on your wellbeing. An attorney, he says the practice helped him survive the stress of law school and boosted his GPA. He shares three simple steps you can take to quiet your mind:

1. Get into a good position

Take a deep breath and sigh it out. Sit comfortably and relax your body as much as you can. “We have these visions of needing to have a full lotus position,” Davich says. “It’s not necessary.”

2. Get in touch with your breathing

Close your eyes and find the place in your body where you feel your breath most prominently. Davich says it could be your abdomen, diaphragm, or under your nostrils. Start to focus your attention in a gentle way to your breathing–this will be your anchor point.

3. Detach from your thoughts

Within a few seconds, distractions like thoughts, body sensations, or images will start to bubble up. Realize that this is normal and gently return to the anchor point. Continue this for eight minutes. To keep track of the time and set the tone, you can use an app, such as Davich’s Simply8 or Buddhify or Headspace, a favourite of ours,

Davich says most people find morning to be a quiet and convenient time of day to meditate. Others do it before bed, to help them sleep. You could meditate during your lunch break or any other time that works for you.

There is just one rule: “Keep a daily consistent appointment with your mediation practice, just like brushing your teeth,” he says. “It’s a wonderful tool to help put space between you and the world’s distractions.”

How to Cope, Bounce Back and Thrive in Times of Change and Uncertainty

Some people seem to cope with change better than others, even though change is inevitable. Change is happening all the time. The ancient Chinese book of philosophy and guidance, The I Ching is known as ‘The Book of Change(s)’, recognizing that we are living in a state of potentiality. How we cope with change and how we bounce back is largely down to perception. Change can be a threat, an opportunity or a time for reflection.

Black and white categories and cognitive-economy

We make sense of the world, mainly through selective attention and simplification. We wouldn’t be able to cope if we had to process every bit of information that comes our way, so we run a sort of cognitive economy filter. One of the way we simplify is to carve the world up into black and white categories, just like those TV barristers who demand yes or no answers to their questions. These black and white categories are really a model of the world than an accurate representation of the world. …Seeing confidence as an ‘either-or’, ‘have-or-have-not’ state is not very useful. Often there is a lot to be gained by considering the grey area, the excluded middle. This is often where real-life is live and where we can find solutions.

In/tolerance of Uncertainty

…As with all aspects of psychology, the human experience inhabits a spectrum of difference. We all need structure to varying degrees, that same with our tolerance for ambiguity or uncertainty. Those who are more tolerant fare better in times of change. It’s tempting to use the ‘that’s just the way I am’ card, but it is possible to work our tolerances. We can adapt to change by changing our attitudes and perceptions.

Competing Needs: Novelty versus familiarity

If you’ve ever attended a training course, chances are you’ve encountered Maslow’s Hierarchy of Needs pyramid. After our biological needs have been satisfied, one of the fundamental needs is our need for security. A key aspect of security is that things are familiar and predictable. However, just to mix things up, if you’ve ever observed a baby or a toddler you’ll know that they are drawn to new things. This doesn’t change as we age. Throughout our lives we balance novelty and familiarity. Often they are at odds with one another. We do a kind of mental accounting to assess whether we should play it safe and stick with what we know or take a chance.

The buffering effect of Psychological Hardiness

When I was writing and researching Unlock Your Confidence, I happened upon the concept of psychological hardiness (like resilience) and how it provides a buffering effect for health and well-being when dealing with stressful life changes and times of uncertainty. Much of the research was carried out with people in stressful jobs, such front-line services fire-fighters and people in the military. Three key attitudes were found that help some people cope with uncertainty and change better than others. These are the three Cs of:commitment, control and challenge.

  •  Commitment is the attitude of taking a genuine interest in other people and having curiosity about the world and getting involved with people and activities. The opposite of commitment is alienation, which involves cutting yourself off and distancing yourself from other people.
  • Control is the tendency to hold the attitude that control is something that comes from the inside and act as if you can influence the events taking place around you by your own efforts. It is The opposite of control is powerlessness which includes the perception that your life is controlled by external forces (fate, government) and that you do not have the means or capabilities to meet your goals. Our sense of control is often based on perception and not objective facts.
  • Challenge is the attitude that change is the norm, as opposed to stability and that change offers opportunities for personal development and not threats. The opposite of challenge is security, and the need for everything to stay the familiar and predictable, allowing you to stay in your comfort zone

Keeping a journal to cope with challenges and change

Journaling is a simple and effect technique of coping with challenges and change. When stressed our focus and thoughts narrow to survival options. This means that we overlook past experiences that could be the key with coping with a current situation. Journaling helps in two ways: (i) It helps you to organize your thoughts as you are going through the situation, (ii) It provides a permanent record of your personal coping strategies. Keeping a journal is also one of my top three tips for getting the most out of a self-help book.

Cognitive tricks for coping in times of uncertainty

It’s tempting to write off techniques as mental tricks. I’ve heard people claim that such methods are just fooling ourselves and are not authentic. I’d argue that the exact opposite is true. We use mental tricks all the time to make sense of the world. We actively filter things out. Taking control of our lives is in part about being aware of how we structure our experience. It’s also about being more aware of the range of our experience. One trick that I used when I moved home and found it difficult to settle into a new routine was to pretend I was on holiday. So I set myself a time limit of two to three weeks and I’d be as flexible as I have to be on holiday. …This change in attitude was all it took to help me to settle in. I’ve shared this idea with countless people (friends, family and clients) and it has worked for them too.

Another technique I use with clients is the personal experiment. When we agree a possible way forward or solution, I don’t ask clients to commit to it with every fibre of their being. It makes much more sense to treat it as an experiment and try it on for size. So we agree a time span and then after that we have a review and discuss how the experiment went. This removes an implicit sense of failure. At the end we are discussing the results as feedback, such as what didn’t work, what did work and what adjustments we can make.

Distraction is also a useful technique. When my parents moved house, my mother found it difficult to adjust. I’d tried for a few years trying to persuade her to do an evening course at college. They moved house in the middle of the summer and that year she decided to ‘take the plunge’ and sign up for a course in flowering arranging. It’s become her passion in life. Moving house became a blessing in disguise as it was her way to discover a passion and a new talent. Taking up a hobby is about choosing to do a newt hing. This sense of choice fits in with the psychological hardiness attitude of control.

Seeking Professional Help: Coach or Counsellor?

If you feel you can’t make a break through on your own then it maybe time to consider engaging the help of a professional. Obviously with something like a bereavement then a few cognitive tricks may not cut it. When the issue or problem sparks strong overwhelming emotions it may help to [get some coaching or counselling]. Keeping a journal is also useful as when things get better you will have a record of how you got through it.

…The beauty of coaching is that it’s a totally tailor-made personal development course. It’s not an off-the-peg experience. You bring the agenda and the coach provides the tools and techniques in a way that’s meaningful to you.

Coaching is a way to help you discover more ways in which you cope, adapt, bounce back and thrive.

[But you can help yourself too by reviewing] your life and writing down some ways in which you have coped with change and uncertainty in the past that rely on your abilities, skills and strengths. These become your own personal toolbox in challenging and uncertain times.

Link to the full article

The Neuroscience of Good Coaching

By Marshall Moore

“If everything worked out ideally in your life, what would you be doing in 10 years?”

new research suggests that nurturing a mentee’s strengths, aspirations for the future, and goals for personal growth is more effective at helping people learn and change; for instance, it helps train business school students to be better managers, and it is more effective at getting patients to comply with doctors’ orders.

recent study indicates why this more positive approach gets better results, using brain scans to explore the effects of different coaching styles. Based on what’s happening in the brain, it seems, a more positive approach might help people visualize a better future for themselves—and provide the social-emotional tools to help them realize their vision.

…As the researchers predicted, the students indicated that the positive interviewer inspired them and fostered feelings of hope far more effectively than the negative interviewer. Perhaps the more intriguing results, though, concern the areas of the brain that were activated by the two different approaches.

During the encouraging interactions with the positive interviewer, students showed patterns of brain activity that prior research has associated with the following qualities:

  • Visual processing and perceptual imagery—these are the regions that kick into gear when we imagine some future event
  • Global processing—the ability to see the big picture before small details, a skill that has been linked to positive emotions and pleasurable engagement with the world
  • Feelings of empathy and emotional safety—like those experienced when someone feels secure enough to open up socially and emotionally
  • The motivation to pro-actively pursue lofty goals—rather than act defensively to avoid harm or loss.

These differences in brain activity led the researchers to conclude that positive coaching effectively activates important neural circuits and stress-reduction systems in the body by encouraging mentees to envision a desired future for themselves.

Although the authors acknowledge that much more research needs to be conducted on the topic, their results offer a first glimpse at the neurological basis of why people coached by positive, visioning-based approaches tend to be more open emotionally, more compassionate, more open to ideas for improvement, and more motivated to pro-actively make lasting behavior changes than are those coached in ways that highlight their weaknesses.

Link to the full article

9 Stress-Reducing Truths About Money

If we’re struggling with money problems, these ideas may not alleviate our worries as completely as Joshua Becker seems to believe they will, but they are sure to do us no harm and very likely to help…

According to a recent survey, 71% of Americans identify money as a significant cause of stress in their lives. Of course, America is not alone in this regard.

Looking inside the numbers, we get a glimpse as to why the percentage is so high: 76% of households live paycheck-to-paycheck and credit card debt continues to grow. No doubt, these statistics contribute to the problem…

If you struggle with financial-related stress, begin thinking different about money by adopting a few of these stress-reducing thoughts. They have each worked for me.

1. You need less than you think. Most of the things we think we can’t live without are considered luxuries to most of the world—or even our grandparents. Think: cell phones, microwaves, cars, matching shoes, larger closets, just to name a few. The commercialization of our society has worked hard to stir discontent in our hearts. They have won. They have caused us to redefine their factory-produced items as legitimate needs. And have caused great stress in our lives because of it. Meanwhile, there are wonderful benefits for those who choose to own less.

2. Money won’t make you happy. It is simply an illusion that money will bring you happiness— study after study confirms it, so does experience. Some of the most joyful people I know are far from wealthy and some of the wealthiest people I know are far from joy. Now, certainly, there is a measure of stability and security that arises from having our most basic financial needs met. But we need so much less than we think we need. And the sooner we stop assuming more money will make us happy tomorrow, the sooner we can start finding happiness today.

3. Money is not the greatest goal of your work. Financial compensation does not succeed as a long-term motivator and the association between salary and job satisfaction is routinely shown to be very weak. In other words, a larger paycheck will not improve your satisfaction at work. There is a significant amount of work-related stress that can be removed by simply deciding to be content with your pay (assuming it is fair). Don’t work for the paycheck alone. Work for the sake of contribution and benefit to others. This approach is idealistic, but it is also fulfilling and stress-reducing.

4. Wealth has its own troubles. There are troubles associated with poverty, few of us would debate that fact. But there are also troubles associated with wealth. Unfortunately, we give little thought to them. As a result, we think the presence of money is always good, always a blessing. And we desire it. But money brings troubles of its own: it clouds moral judgement, it distorts empathy, it promotes pride and arrogance, it can become an addictionFears of the wealthy include isolation, anxiety, and raising well-adjusted children. In other words, if you are thinking money will solve your troubles, you are mistaken. And once we change our thinking on this, we can stop searching for answers in the wrong places.

5. The desire for riches robs us of life. We have heard the love of money is the root of all evil. But often times, the mere desire for more of it robs us of life as well. The desire for money consumes our time, wastes our energy, compromises our values, and limits our potential. It is wise to remove its desire from our affections. This would reduce our stress. But even better, it would allow true life-giving pursuits to emerge.

6. Boundaries are life-giving. Orson Welles once said, “The enemy of art is the absence of limitations.” I agree. And the enemy of life is the absence of boundaries. Whether they be social, financial, or moral, boundaries provide structure and a framework for life. They promote discovery, invention, and ingenuity. Boundaries motivate us to discover happiness in our present circumstance. This is one reason a personal spending plan (budget) is such a helpful tool — the financial boundary forms a helpful framework for life. It allows us to recognize we don’t have to spend more money than we earn to be happy. There is no joy in living beyond your means — only stress. Live within the boundaries of your income. And find more life because of it.

7. There is joy in giving money away. Generosity has wonderful benefits. Generous people are happier, healthier, more admired, more satisfied with life, and have deeper relationships with others. Their lives are filled with less stress. It is important to change our thinking on this topic. One of the most stress-reducing things you can ever do with your money is give some of it away. And generosity is completely achievable today regardless of our current situation.

8. The security found in money/possessions is fleeting at best. Too many of us believe security can be adequately found in possessions. As a result, many of us pursue and collect large stockpiles of possessions in the name of security or happiness. We work long hours to purchase them. We build bigger houses to store them. We spend large amounts of energy maintaining them. The burden of accumulating and maintaining slowly becomes the main focus of our lives. Meanwhile, we lose community, freedom, happiness, and passion. We exchange some of the most basic elements of life for mere possessions. Our search for security and life and joy is essential to being human—we just need to start looking for it in the right places.

9. Money, at its core, is only a tool. At its heart, money is nothing more than a tool to expedite trade. It saves us from making our own clothes, tools, and furniture. Because of money, I spend my days doing what I love and am good at. In exchange, I receive money to trade with someone else who uses their giftedness to create something different than me. That’s it. That is its purpose. And if we have enough to meet our needs, we shouldn’t live in stress trying desperately to acquire more.

Stress has some terrible affects on our bodies. It results in irratability, fatigue, and nervousness. Unfortunately, money consistently ranks as one of the greatest causes of it. But that doesn’t need to be true of us.

Let’s change the way we think about it. And start to enjoy our lives a little more instead.

Link to the original article

How can I support my partner when they’re stressed with work?

by Jamie Lawrence, Editor, HRZone

Work stress can affect our personal lives and our relationships, particularly if both partners are under significant stress. But learning to support each other in productive ways can strengthen the relationship, reduce stress and improve mood.

Research suggests that couples who actively manage stress together improve their relationship durability over time.

  • Listen and support: Questioning, challenge and offering solutions are important, but listening and offering support are most valuable. Research from eHarmony suggested that people who are supportive when their partners share bad events maintain relationship satisfaction and contribute towards an environment with fewer arguments.
  • Recognise and respect different coping mechanisms: People cope very differently with stress. Some people like to talk everything out as soon as possible, while others need silent downtime. It’s important to recognise you and your partner might not cope in the same way, and there isn’t necessarily a “right” way. Try to accept differences and find ways to accommodate and facilitate your partner to cope in their own way.
  • Kill comparisons: There are two types of comparisons couples make that enhance stress. The first is to compare yourself or your partner to others, professionally, which is a poor form of attempted motivation. The second is to compare your own stress levels with those of your partner. You should learn to listen and offer help to your partner, even when dealing with your own. The key is to solicit help and empathy from your partner without minimising and invalidating their own feelings.

Link to the original HRZone Article

If resilience is the question, is music the answer

by Joanne Ruksenas, a PhD Candidate in Music and Public Health at Griffith University,

A growing body of research from a number of diverse fields point to the benefits gained by actively making music. The most obvious field is music therapy. A relatively new therapy with its formal origins in the years following the second world war, music therapy is a complex and diverse field.

Not surprisingly, music therapists use music to form their therapeutic relationship and provide group and individual interventions in diverse settings including schools, prisons and hospitals.

Research by US researchers published last month points to improved positive health outcomes using music therapy.

The research, conducted with adolescents and young adults undergoing high-risk stem-cell treatment for cancer, used music therapy to target their resilience.

Stem-cell therapy is risky, painful, and causes high levels of distress in patients. This distress can have a heavy impact on the treatment outcomes – which are affected by the patient’s ability to cope with the illness and treatment, and their relationships with other people.

As with many resilience interventions, this intervention was “strengths based”, aiming to build on known protective factors for resilience and minimise risk. They found the individuals in the active music therapy group were able to cope better with the treatment, and had better relationships with their family and others. The effects of the music therapy intervention were still obvious 100 days after the intervention.

Resilience is an important characteristic often referred to as an umbrella trait. It does not remove problems – but it provides shelter and protection while people make choices about how they will deal with what they are facing.

It does this by pitting protective factors of resilience against the risk factors. A person exhibiting more protective factors than risk factors is resilient. A person who exhibits more risk factors is “at risk”.

The protective and risk factors are flip sides of the same coin. The three most prominent factors – self-regulation, initiative and relationships with other people – are the factors targeted in the US study. That’s why the music therapy intervention, which strengthened all of these, was particularly effective.

…Would education be more effective if resilience was fostered and developed from the earliest years, and what role does music play?

Active engagement with music has a number of intrinsic properties that mirror and enhance the protective factors of self-regulation, initiative and relationships with others. Resilience supports learning in other areas in the same way that it supported better health outcomes in the music therapy study.

Whether these skills translate for normal children on a normal day is yet to be seen.

What is understood is that 60% of people are naturally resilient. Even children who suffer horrendous abuse generally sort their lives out by the time they are 40. How different would the life trajectories of “at risk” children be if they were given the tools of resilience from the earliest ages?

How different would our schools be if we built on children’s strengths and gave all children tools for self-regulation, initiative and building better relationships with other people from the start of their education rather than applying remediation and punishment once problems occur?

What if the solution is engaging with music?

Link to the full article

Schools urged to promote ‘character and resilience’

By Patrick Howse, BBC News, Education reporter

Britain’s schools must be “more than just exam factories”, a cross-party parliamentary group says.

Its report argues that more importance should be given to the development of “character and resilience”.

It says schools should make it part of their “core business” to nurture pupils’ self-belief, perseverance and ability to bounce back from set-backs.

It is supported by the CBI, senior politicians, and the government’s social mobility adviser.

The Character and Resilience Manifesto is the work of the All Party Parliamentary Group (APPG) on Social Mobility, and has been produced in collaboration with the CentreForum think-tank.

The main focus of the report is a need to avoid concentrating solely on academic measures of success as children move through the education system and into the workplace…

It also wants the standards watchdog Ofsted to build “character and resilience” measures into its inspection framework, and for teacher training and career development programmes to “explicitly focus” on the area…

‘Soft skills’

The report argues that a belief in one’s ability to succeed, the perseverance to stick to a task and the ability to bounce back from life’s set-backs are qualities that have a major impact on life chances, both during education and, later, in the labour market.

Speaking on behalf of the parliamentary group, Baroness Claire Tyler said they had seen “clear evidence that what are often misleadingly called ‘soft skills’ actually lead to hard results”.

“However many GCSEs you have, where you are on the character scale will have a big impact on what you achieve in life,” she said.

Damian Hinds, the chairman of the APPG on Social Mobility said self-belief, drive and perseverance were “key to achievement at school and at work”.

“But they are not just inherent traits,” he added, “they can be developed in young people.

Wide support

The Confederation of British Industry has been promoting a similar agenda for some time.

The CBI’s director-general, John Cridland warned that schools were in danger of becoming “exam factories, churning out people who are not sufficiently prepared for life outside the school gates”.

Shadow education secretary Tristram Hunt said the report “tackles one of the most pressing questions currently facing our education system: how do we educate resilient young people that have a sense of moral purpose and character, as well as being passionate, reflective learners?”

Link to the full article

Teaching – and Learning – Resilience through Reflection

By Kevin D. Washburn, executive director of Clerestory Learning, and author of “The Architecture of Learning: Designing Instruction for the Learning Brain”

Written as a guide for teachers, this article contains wisdom that we all can take and grow our resilience from…

In addition to imagination, fostering [our] reflection abilities helps develop resilience. We can become more equipped to think our way out of defeat and into healthy mind states where learning — deep learning, in fact — can happen.

Reflection

Reflection comprises the ability to monitor one’s own thinking — metacognition — and to engage strategies — self-direct — that make positive adjustments. It involves three phases.

Phase 1: What am I thinking now?

This seems basic, and yet this first step may be the most elusive. To redirect thinking, which precedes renewed effort, an individual must first recognise her or his current state of mind. …Self-awareness is not the mind’s default state.

A study conducted a few years back illustrates this. Researchers theorized that young people diagnosed with ADHD might be able to redirect their attention if they are made aware of their distraction. To test this, researchers set up mirrors near the work areas of several students. When a student became distracted and looked up from his work, the first thing he saw was his distracted self in the mirror. Once they recognized this, most students were able to redirect their attention and complete the assigned task.

This unawareness of one’s current mental state is not limited to individuals with ADHD. Research suggests most of us have blind spots where a mirror — literal or figurative — could help. Daniel Goleman explains, “…those who focus best are relatively immune to emotional turbulence, more able to stay unflappable in a crisis and to keep on an even keel despite life’s emotional waves.” Keeping on an even keel requires recognizing when the boat is being rocked. Awareness precedes course correction…

Phase 2: What can I tell myself to redirect my energy?

Self-talk is one of the most powerful cognitive tools available. As Jim Afremow explains, “thoughts determine feelings,” and “feelings influence performance.” Using self-talk effectively is an act of control. When [we] take control of our mental messages, we are on our way to redirecting our efforts and increasing our learning.

In the famous “marshmallow test,” researchers asked the children who resisted eating the marshmallow right away what they did to withstand the temptation. Several indicated that they talked to themselves. They told themselves messages like, “You can do this. Try to wait for one more minute.” and, “Make this fun. Imagine what else that thing could be besides a marshmallow.” What an example of using self-talk to distract oneself! “The mind guides action,” explains Antonis Hatzigeorgiadis. “If we can succeed in regulating our thoughts, then this will help our behavior.”

Instructive self-talk, the act of “talking” through the details of how to do something successfully, is more effective than self-esteem boosting messages (e.g., “I’m the best!), in part because the brain has difficulty accepting a compliment that doesn’t have an associated accomplishment. But also because instructive self-talk increases the mindfulness with which a student approaches a challenge…

Phase 3: What went wrong?

[Working] through the process of self-awareness and redirecting [our] mental energies creates a powerful learning opportunity. When our brains do not achieve an expected outcome from our efforts, be they cognitive or physical or a combination, we experience a feeling of disappointment. That feeling indicates that at that moment we are primed for learning, but — and this is critical — only if we are willing to attend to and examine our errors.

That means that when [we] make errors, when we struggle, we have a great opportunity to spark deep learning, but only if we respond to [our] mistakes effectively and [reflect on what went wrong and analyse what we can learn from this].

Link to the full article with  Kevin Strategies for working with students

Professor Toni Noble ‘Build self-respect, not self-esteem’ at YoungMinds 2013

Highly recommended to update your thinking about what matters more in growing our resilience and success and helping the people around us to do the same.

Despite the unfortunate audio noise from Toni Noble’s earring against the mic, and even though it is directed at teachers and students, this is a richly-packed talk that challenges many of the assumptions a lot of us still carry about the primary importance of self-esteem that will reward the time and attention you give to its hearing.

 – What is the difference between self respect and self esteem?
– Has an emphasis on self-esteem at home and school been detrimental to our children’s wellbeing?
– What strategies can we use to build young people’s self respect?

Professor Toni Noble, leading educator and educational psychologist with expertise in student wellbeing and positive school communities; Adjunct Professor, School of Educational Leadership, Australian Catholic University

Resilience: An HR Manager’s Guide

Building resilience in your workforce takes just five ‘Rs’, according to Cranfield School of Management and Airmic, the association for risk management. They are: risk radar; resources; relationships; rapid response; and review and adapt — and it is not enough to have just one, employers need to adopt them all to truly achieve resilience…

“Resilience isn’t just about avoiding risk or being risk averse; it’s about actively taking it on, learning from it and understanding the business gain,” he says. “It’s a task for all our leaders, from the chief executive to our frontline supervisors, to provide a transparent and open culture in which people feel confident and able to flag when things don’t go well.”  John Scott chief risk officer at Zurich Global Corporate.

Link to read the full article

Sound of success: finding perfect acoustics for a productive office

Sound in a space affects us profoundly, claims acoustics expert Julian Treasure. He offers his tips on creating positive soundscapes

Overlooking sound can cause a lot of difficulties. An otherwise well-designed collaborative space can get scuppered by poor sound management. Julian Treasure, author of Sound Business and chairman of The Sound Agency comes across the problem often.

“We experience every space in five senses so it’s strange that architects design just for the eyes,” he says. “Sound in a space affects us profoundly. It changes our heart rate, breathing, hormone secretion, brain waves, it affects our emotions and our cognition.” His research suggests that trying to perform knowledge-based tasks in a space in which other people’s conversations are clearly audible is difficult. “Productivity can be degraded by up to two thirds,” he says.

This isn’t just a case of unfocused workers. If someone is talking right next to someone else, it’s instinctive for the passive listener to process their words. The issue is that, according to Treasure, people have the bandwidth to process 1.6 conversations at any one time. So if they’re already processing one happening just next to them, they have limited capacity for their actual task.

“There is also a lot of research to demonstrate that noise in offices changes people’s behaviour – it makes them less helpful, more frustrated, absenteeism goes up and so does the rate of sickness.”

So we need to work in silent offices, right? Actually that’s a no-no, too. “People often mistake our mission at The Sound Agency for a crusade for silence, but actually silence is in many ways just as bad as too much noise,” says Treasure.

He was visiting a client recently and the environment was completely silent and it was positively oppressive. “In a room full of 60 to 70 people which is open plan and absolutely quiet, it’s very intimidating to make a phone call. And if you do so, you’re upsetting about 15 to 20 people because they’re put off by your phone call.”

The answer is to have the right level of ambient noise – referred to as a masking sound. “It needs to be there in order to mask those conversations so that you can get on with some work without your concentration being degraded by other conversations,” he explains. Too much of this noise and the stress levels increase. Most offices work best at around 50 to 60 decibels, he explains. “So if you were to introduce some masking sound that doesn’t require cognition – nature sounds, bird song, rainfall or some very slow-paced soundscapes played by a computer – you release the productivity.” This masking sound can be played through earphones just as easily if it’s difficult to negotiate among a group.

However, raw noise is only one thing to analyse when you’re evaluating your workspace. Acoustics are also very important – few employers and managers will be aware of the reverb rate of their meeting room, but if the sound comes back to you in, say, one second it’s going to be annoying to work there. If two people are in there talking, they can become frustrated and end up with what’s known as the Lombard Effect, where it all escalates. Think about shopping centres, where there’s an echo and people have to shout to be heard while having a coffee, even when they’re sitting opposite each other.

The issue can be cumulative, as in the Lombard Effect, or just a combination of things. The first step to take is just to listen to the office and what’s going on in it. Walk around. Treasure sometimes advises people to get someone to walk them around with a blindfold or at least to close their eyes, and just ask whether the sounds are the most conducive to getting tasks done.

The results can be surprising. People don’t always go and listen to the fridge, the printer, the air conditioning unit or any number of other things – they can all be masked with acoustic absorbers. There may be a need for a sound system to create masking sounds. Treasure advises considering the communal areas and their objectives – people go to the café space to converse but find they can’t because the music is too loud and there’s too much chatter.

Treasure says: “I was at a workplace the other day where they had commercial radio in the canteen so you had the DJ’s chatter, you had advertising and you had loud music.”

Above all, ask people what they think. Noisy environments are among the biggest complaints people have in workspaces – and many bosses are in sound-insulated offices and unaware there’s a problem. Don’t forget to revisit the issue as well. Hearing changes over time and if you’ve employed someone for a long period their hearing and ability to process sound won’t be the same at 45 as it was when they were in their late 20s.

It’s not just hearing that changes, explains Treasure: “The difficulty of extracting signal from noise does get worse as you get older,” he says. “If you’re trying to listen to one person in an office and the background noise is very loud, it becomes harder and harder. It’s a listening thing, the brain is having a struggle.”

In an era in which we have an ageing demographic, this isn’t an issue that’s going to go away. And yet in office design, sound comes into consideration a poor second – if it comes in at all.

“We need architects to start designing offices that are fit for the ears as well as the eyes,” says Treasure. “We really need to start designing for all the senses and end up with offices that are truly fit for purpose.”

Link to the original article

Radical Wellbeing: Where We Need To Get To (Part 2)

by Deepak Chopra & Rudolph E. Hanzi

Radical well being jettisons the model of body as machine for something closer to reality: a model that is living, dynamic, fluid, and adaptive. This new model leads to a state of higher health controlled and monitored by each person. The reason that directing your own health is so powerful can be summarized in a few insights that have taken decades to develop. As we emphasized in our book “Super Brain”:

• Every thought, feeling, and sensation in the mind sends a message to every cell in the body.
• Cells operate through feedback loops that mesh with the feedback loops of tissues, organs, and the body itself.
• Disease begins with subtle imbalances in these feedback loops.
• The brain’s ability to consciously direct a person’s life depends on intelligence embedded in every cell.
• Behaviour today has consequences for our genes, altering their expression in profound ways.

Which leads to the conclusion that each person must decide to take advantage of the new model. The things that health-conscious people already do aren’t negated. It remains of primary importance not to smoke, avoid excess weight, and minimize use alcohol (with perhaps an exemption for drinking a glass of wine a day, at most). If you already have taken these steps, the new model also supports other familiar advice: exercise moderately, eat a good, balanced diet, and avoid environmental toxins. But these steps bring us only to the very edge of radical well being.

The really fascinating area to explore is known as “self-directed biological transformation,” which has enormous implications for your present health and everyone’s future evolution. Change is inevitable, and transformation is taking place in your body many thousands of times a second. For the most part, each of us has played a passive role in our own transformation, allowing biological processes, governed by our genes, to run automatically. The problem is that, as miraculous as the body’s feedback loops are, they deteriorate over time and are susceptible to imbalances that aren’t self-correcting. The result is unhealthy aging and disease. Short of that, the level of well being you experience is vulnerable to degradation biologically, much of which can be avoided.

Intervening in the body’s feedback loops comes down to a simple principle: The more positive the input your body receives, the more positive its output. Your body, down to the genetic level, is altered by the events of everyday life. (It’s already known that positive lifestyle changes directed at preventing and healing heart disease alter as many as 500 genes.) The time is right for proving just how much overall control we have over this enormous potential in the mind-body connection. One can foresee the future as self-directed biological transformation.

The platform for self-directed transformation is available to everyone. It includes yoga and meditation, exercise for strength, agility, endurance and play, a balanced farm-to-table and Mediterranean diet, good sleep, and stress reduction. These are well-established ways to improve bodily function. But there’s more to explore, given another basic principle: Every experience in consciousness has a physical correlate. A mystic experiencing deep inner silence, a Buddhist monk meditating on compassion, or a saint having a vision of angels isn’t exempted from this principle, because the label of “spiritual” doesn’t diminish the mind-body connection – that connection is actually amplified.

Whatever activity you undertake is a step in self-directed biological transformation. Knowing this, how should you choose to live? Certainly a higher priority should be given to those things that make you more conscious, with the aim of being more centered, free of psychological deficits, capable of experiencing love, bonding with others, and pursuing happiness with the dedication we show in pursuing success.

Link to the full article

15 Quotes To Help You Smash Your Negative Thinking

by Aidan Tan, Pick the Brain 

Here are 9 of these quotes to help you smash negative thinking

1) “Some people grumble that roses have thorns; I am grateful that thorns have roses.”   ― Alphonse Karr, A Tour Round My Garden

2) “You can, you should, and if you’re brave enough to start, you will.”   ― Stephen King, On Writing: A Memoir of the Craft

3) “Stop letting people who do so little for you control so much of your mind, feelings and emotions” – Will Smith

4) “Always think extra hard before crossing over to a bad side, if you were weak enough to cross over, you may not be strong enough to cross back!”   ― Victoria Addino

5) “If you are positive, you’ll see opportunities instead of obstacles.”   ― Widad Akrawi

6) “If we are not currently experiencing the danger of war, the loneliness of imprisonment, the agony of torture, the pangs of starvation, we are ahead of some 500 million people in the world.” -Unknown

7) “Whether you think you can or you think you can’t either way you are right!”   ― Henry Ford

12) “Take a walk outside – it will serve you far more than pacing around in your mind.”  ― Rasheed Ogunlaru

13) “Start thinking positively. You will notice a difference. Instead of “I think I’m a loser,” try “I definitely am a loser.” Stop being wishy-washy about things! How much more of a loser can you be if you don’t even know you are one? Either you are a loser or you are not. Which is it, stupid?”  ― Ellen DeGeneres, The Funny Thing Is…

Link to read the full set of 15 in the original article

Happiness At Work Edition #86

All of these stories are included in this new collection of articles about happiness and resilience at work and in our lives.

Link to the Happiness At Work Edition #86

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Happiness At Work #77~ ending & beginning and the space in between

This week’s post takes its inspiration from Steve McCurry’s latest collection of photos of people Leaving and Coming (see below), drawing on this time when we celebrate out one year and in the next to mark some of the in-between spaces and places and thinking and ways of being….

C OK

photo credit: SheReadsAlot via photopin cc

Deadly Conformity Is Killing Our Creativity. Let’s mess about more

People’s lives  would be more fulfilling if they we were given greater freedom in the workplace writes 

I began to notice the creativity of the manager of the Pret a Manger coffee shop, close to where I live, after he showed extraordinary kindness to a woman with Down’s syndrome in her 20s. Well, maybe it wasn’t that remarkable, but it was certainly natural and spontaneous and beautifully done…  [When she wanted] some attention from the manager, he stepped from behind the counter and gave her a big, affectionate hug.

It was moving and she was evidently delighted, so I took a comment card from the holder on the wall and wrote a note to the CEO of Pret telling him he had a gem on his staff.

The company told me that they would give the manager some kind of reward and since then I have taken a secret pleasure at being the unseen agency of a little good fortune. However, this is not the whole point…

Ten days ago, I found him on the floor with two-dozen paper coffee cups figuring out how to make a Christmas star from the cups and red lids. I have to say it didn’t look too promising, but the next time I went in, there was a Christmas tree made entirely of cups and lids, which wasn’t bad at all.

The Pret man came to mind when last week I heard the latest report from the Office of National Statistics which suggests we are currently using just 15% of our intelligence during work and that the nation’s human capital – a slightly artificial construct of skills, knowledge and continuous learning – is way down on five years ago. There appears to be a slump in the nation’s creativity.

And what has the Pret man got to do with this trend? Well, the way he does his job embodies several of the necessary requirements for creativity: the confidence to experiment, openness and time to play. Clearly the company allows his character to express itself but you can well imagine the grimmer coffee shop chains seeing his restless experimentation and goodwill as being a challenge, maybe even a threat to the orderly running of the business.

Two weeks ago, I wrote here about the British commitment to single issue causes and how all the originality with which these are prosecuted fails to be expressed in the political life of the nation. It seems that the same is true of our working lives. It is just short of a tragedy that, on average, people are only required to use 15% of their intelligence at work – depressing for each one of us, for the economic health of the nation and the general sense of well being.

We could be so much more and have lives that were greatly more fulfilled if we only started to find ways of allowing people to be a little more creative in whatever they do. I am not talking about web companies and media agencies, where a creative environment is a priority, but all those humdrum offices we find ourselves in, where the power structures, politics, sexism, fear, orthodoxy, imaginary pressure and bloody stupid rules prevent us from making the most of what we are, or becoming what we could be.

A few months ago, I was at a large meeting of about 25 people, which after a couple of hours produced very little. We were all there for the same purpose and believed in the same thing, but some stood on ceremony, others were too afraid to speak openly or kept their powder dry so they could better fix things by email later. Then a group went to the pub. They were at play, inhibitions fell away and ideas started flowing, and this was because there were no hierarchies; no one was defending their position; and, crucially, people listened with respect and encouragement. The golden moment is usually short-lived, especially in a pub, but that kind of open exchange, in which no one dominates and the default cynicism of British life is absent, can be terrifically creative, as well as fun…

Sooner, rather than later, the subconscious, [if it gets] left to get on with the problem in its own way, produces the thing that you want, or you didn’t even know was there. And that applies to unpressured groups of people, who are at play but maybe also a little focused, and ingenuity wells up from the subconscious and people find themselves speaking the idea before they knew they’d had it – the idea that is born on the lips, as Pepys once said.

There are countless inspiring videos about creativity on the web, likeElizabeth Gilbert’s Ted talk of 2009 Sir Ken Robinson’s of 2006 and the excellent lecture by John Cleese from 20 years ago. All of them come to the same conclusions about the importance of play, the absence of a fear of failure; openness and lack of pressure.

I would add to these the quality that my friend and the founder of Charter 88 and openDemocracy Anthony Barnett emphasises: generosity of spirit. And that takes us back to the manager of Pret a Manger, who, I believe, would not be nearly as creative if he were not so generous and kind-hearted.

Where does that leave us? Well, apart from encouraging the well-appreciated conditions for creativity in the workplace, we perhaps need to understand that the structures for taking decisions and driving things forward are not the same ones we should use to find innovation and make the most of the unexploited 85% of our intelligence. Power and hierarchies are the enemy of creativity.

Link to read the full original article

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

Dreaming Makes You Smarter

Annie Murphy Paul writes in her Brilliant Blog

…It might sound like science fiction, but researchers are increasingly focusing on the relationship between the knowledge and skills our brains absorb during the day and the fragmented, often bizarre imaginings they generate at night. Scientists have found that dreaming about a task we’ve learned is associated with improved performance in that activity (suggesting that there’s some truth to the popular notion that we’re “getting” a foreign language once we begin dreaming in it). What’s more, researchers are coming to recognize that dreaming is an essential part of understanding, organizing and retaining what we learn—and that dreams may even hold out the possibility of directing our learning as we doze.

While we sleep, research indicates, the brain replays the patterns of activity it experienced during waking hours, allowing us to enter what one psychologist calls a neural virtual reality. A vivid example of such reenactment can be seen in this video, made as part of a 2011 study by researchers in the Sleep Disorders Unit at Pitié-Salpêtrière Hospital in Paris. They taught a series of dance moves to a group of patients with conditions like sleepwalking, in which the sleeper engages in the kind of physical movement that is normally inhibited during slumber. They then videotaped the subjects as they slept. Lying in bed, eyes closed, the woman on the tape does a faithful rendition of the dance moves she learned earlier—“the first direct and unambiguous demonstration of overt behavioral replay of a recently learned skill during human sleep,” writes lead author Delphine Oudiette.

Of course, most of us are not quite so energetic during sleep—but our brains are busy nonetheless. While our bodies are at rest, scientists theorize, our brains are extracting what’s important from the information and events we’ve recently encountered, then integrating that data into the vast store of what we already know—perhaps explaining why dreams are such an odd mixture of fresh experiences and old memories. A dream about something we’ve just learned seems to be a sign that the new knowledge has been processed effectively…

Robert Stickgold, one of the Harvard researchers, suggests that studying right before bedtime or taking a nap following a study session in the afternoon might increase the odds of dreaming about the material. But some scientists are pushing the notion of enhancing learning through dreaming even further, asking sleepers to mentally practice skills while they slumber. In a pilot study published in The Sport Psychologistjournal in 2010, University of Bern psychologist Daniel Erlacher instructed participants to dream about tossing coins into a cup. Those who successfully dreamed about the task showed significant improvement in their real-life coin-tossing abilities. Experiments like Erlacher’s raise the possibility that we could train ourselves to cultivate skills while we slumber. Think about that as your head hits the pillow tonight….

This Week’s Brilliant Quote

“Penalties, and rewards, change the meaning of the task to which they are applied. When you’re deciding whether to motivate someone, you should first think about whether your incentive might crowd out their willingness to perform well without an incentive. Crowding out could occur because of a change in the perception of the task, or because you have insulted the person you are trying to encourage or discourage. Cash, in the end, really isn’t king; some things can’t be bought. Rewarding people on the basis of what they really value—their time, their self-image as good citizens—is often much more motivating than just slapping down, or taking away, a couple of bills.”

—Uri Gneezy and John A. List, The Why Axis: Hidden Motives and the Undiscovered Economics of Everyday Life

Link to read the original article

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

Art Elevates the Mind by Increasing Empathy, Critical Thinking and Tolerance

A new large-scale experiment on over 10,000 students finds that a one-hour tour of an art museum can increase empathy, tolerance and critical thinking skills…

The results showed that, compared with those who had not been to the museum, students who had visited:

  • Thought about art more critically.
  • Displayed greater empathy about how people lived in the past.
  • Expressed greater levels of tolerance towards people with different views.

The museum had clearly been a mind-expanding experience for the young people.

Interestingly, the improvements were larger when the students were from more deprived backgrounds.

Visiting the museum also made students more likely to want to visit art museums again in the future. This could create a cascading effect over their lifetime, continuing to boost critical thought, empathy and tolerance.

What is art for?

Field trips are often seen by teachers and students as purely for pleasure, rather than for educational purposes.

But the authors point out that museums are about more than that:

“We don’t just want our children to acquire work skills from their education; we also want them to develop into civilized people who appreciate the breadth of human accomplishments. The school field trip is an important tool for meeting this goal.” (Greene et al., 2014)

Link to read the original article

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

2013 800-CEO-READ Business Book Awards: Personal Development

The entries were submitted, the books were read, the shortlists determined, and we are now ready to announce the category winners of the 2013 800-CEO-READ Business Book Awards!

In the Personal Development category…

Springboard: Do What You Were Meant To Do

Springboard: Do What You Were Meant To Do

G. Richard Shell’s Springboard: Launching Your Personal Search for Success from Portfolio takes the top spot.

“There is no ‘secret’ you need to discover. And you do not have ‘one true purpose’ for your life that is your duty to find or die trying. The raw materials for success are tucked away inside you and your next big goal is probably within arm’s reach—if only you have the clarity of mind to see it”
Springboard, page 10-11

Success is an oft-tackled subject in business literature, so it’s easy to be cynical about there being any new angle to take on the matter. But G. Richard Shell, author of the classic Bargaining for Advantage and The Art of Woo achieves it in Springboard: Launching Your Personal Search for Success by presenting us with a book that doesn’t define success as much as it provides readers with tools to define it accurately and authentically for themselves.

Shell, who literally teaches the course on success at Wharton, opens his book with a retelling of his own circuitous path to success, written with great humility and insight, and the entire book is told in a voice that is both instructive and generous. “What is Success?” and “How Will I Achieve It?” are questions you will be able to answer for yourself once you close the covers of this book.

The other books in our Personal Development shortlist are all books whose writers I have featured over this year in this blog…

Link to read the original article

2013 800-CEO-READ Business Book Awards: Leadership

In the Leadership category…

Playing to Win: How Strategy Really Works by A.G. Lafley & Roger L. Martin from Harvard Business Review Press is our top book.

“The essence of great strategy is making choices—clear, tough choices, like what business to be in and which not to be in, where to play in the business you choose, how you will win where you play, what capabilities and competencies you will turn into core strengths, and how your internal systems will turn those choices and capabilities into consistently excellent performance in the marketplace. And it all starts with an aspiration to win and a definition of what winning looks like.” Playing to Win, page 46

This book relays the strategic approach P&G used over the 10-year period Lafley (with Martin as advisor) led the company to increase its market value to $100 billion. But this isn’t an industry book as much as it is a “story about choices, including the choice to create a discipline of strategic thinking and strategic practice within an organization.” And that’s truly what makes this book so good. It is, indeed, a story, and its two authors are invested in communicating the impressive work done at P&G and teaching this approach to others.

The other books in our Leadership shortlist are…

Link to read the original article

The Secret To Happiness

Happiness starts here:  How much control do you really have over your happiness, and how effectively are you pursuing it?

American Enterprise Institute President Arthur Brooks distills 40 years of social science research into a surprising set of answers, suggesting the four essentials are:

  • Faith
  • Family
  • Community
  • and Work through earned success ~ the belief that you are accomplishing something worthwhile and valuable

A Formula For Happiness

Arthur Brooks writes in the New York Times…

HAPPINESS has traditionally been considered an elusive and evanescent thing. To some, even trying to achieve it is an exercise in futility. It has been said that “happiness is as a butterfly which, when pursued, is always beyond our grasp, but which if you will sit down quietly, may alight upon you.”

Social scientists have caught the butterfly. After 40 years of research, they attribute happiness to three major sources: genes, events and values. Armed with this knowledge and a few simple rules, we can improve our lives and the lives of those around us. We can even construct a system that fulfills our founders’ promises and empowers all Americans to pursue happiness…

About half of happiness is genetically determined. Up to an additional 40 percent comes from the things that have occurred in our recent past — but that won’t last very long.

That leaves just about 12 percent. That might not sound like much, but the good news is that we can bring that 12 percent under our control. It turns out that choosing to pursue four basic values of faith, family, community and work is the surest path to happiness, given that a certain percentage is genetic and not under our control in any way.

The first three are fairly uncontroversial. Empirical evidence that faith, family and friendships increase happiness and meaning is hardly shocking. Few dying patients regret overinvesting in rich family lives, community ties and spiritual journeys.

Work, though, seems less intuitive. Popular culture insists our jobs are drudgery, and one survey recently made headlines by reporting that fewer than a third of American workers felt engaged; that is praised, encouraged, cared for and several other gauges seemingly aimed at measuring how transcendently fulfilled one is at work…

…rewarding work is unbelievably important, and this is emphatically not about money. That’s what research suggests as well. Economists find that money makes truly poor people happier insofar as it relieves pressure from everyday life — getting enough to eat, having a place to live, taking your kid to the doctor. But scholars like the Nobel Prize winner Daniel Kahneman have found that once people reach a little beyond the average middle-class income level, even big financial gains don’t yield much, if any, increases in happiness.

So relieving poverty brings big happiness, but income, per se, does not…

…the secret to happiness through work is earned success.

This is not conjecture; it is driven by the data. Americans who feel they are successful at work are twice as likely to say they are very happy overall as people who don’t feel that way. And these differences persist after controlling for income and other demographics.

You can measure your earned success in any currency you choose. You can count it in dollars, sure — or in kids taught to read, habitats protected or souls saved…

If you can discern your own project and discover the true currency you value, you’ll be earning your success. You will have found the secret to happiness through your work.

There’s nothing new about earned success. It’s simply another way of explaining what America’s founders meant when they proclaimed in the Declaration of Independence that humans’ inalienable rights include life, liberty and the pursuit of happiness.

This moral covenant links the founders to each of us today. The right to define our happiness, work to attain it and support ourselves in the process — to earn our success — is our birthright. And it is our duty to pass this opportunity on to our children and grandchildren.

But today that opportunity is in peril. Evidence is mounting that people at the bottom are increasingly stuck without skills or pathways to rise…

This is a major problem, and advocates of free enterprise have been too slow to recognize it. It is not enough to assume that our system blesses each of us with equal opportunities. We need to fight for the policies and culture that will reverse troubling mobility trends. We need schools that serve children’s civil rights instead of adults’ job security. We need to encourage job creation for the most marginalized and declare war on barriers to entrepreneurship at all levels, from hedge funds to hedge trimming. And we need to revive our moral appreciation for the cultural elements of success.

We must also clear up misconceptions. Free enterprise does not mean shredding the social safety net, but championing policies that truly help vulnerable people and build an economy that can sustain these commitments. It doesn’t mean reflexively cheering big business, but leveling the playing field so competition trumps cronyism. It doesn’t entail “anything goes” libertinism, but self-government and self-control. And it certainly doesn’t imply that unfettered greed is laudable or even acceptable.

Free enterprise gives the most people the best shot at earning their success and finding enduring happiness in their work. It creates more paths than any other system to use one’s abilities in creative and meaningful ways, from entrepreneurship to teaching to ministry to playing the French horn. This is hardly mere materialism, and it is much more than an economic alternative. Free enterprise is a moral imperative.

To pursue the happiness within our reach, we do best to pour ourselves into faith, family, community and meaningful work. To share happiness, we need to fight for free enterprise and strive to make its blessings accessible to all.

Arthur C. Brooks is the president of the American Enterprise Institute, a public policy think tank in Washington, D.C.

Link to read the full original article

C OK

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Leaving and Coming, Steve McCurry’s photo collection

 Doors
Are both frame and monument
To our spent time,
And too little has been said
Of our coming through and leaving by them. 
– Charles Tomlinson

Steve McCurry celebrates the season with another sublime evocative collection of his photos, themed around coming and going, the spaces of transition, the not-places between places, and in these moments of passing thorough he catches and hold our attention in these images, inviting us to stop mid-stream, mid-thought, mid-moment and – well, perhaps just to notice what we notice before we move on with our day…

Since the beginning of time,
doors have symbolized both great opportunities and thwarted dreams.
The open door is a metaphor for new life, a passage
from one stage of life to another, and metamorphosis.
Closed doors often represent rejection and exclusion…

Link to see Steve McCurry’s photos

C OK

photo credit: The Integer Club via photopin cc

Are You Really Listening?

by 

Listen: ˈlɪs(ə)n/

Verb: To give one’s attention to a sound.
Synonym: hear, pay attention, be attentive, concentrate on hearing, lend an ear to, and to be all ears.

We all understand the mechanics of listening. But too often today, when we have the opportunity to listen, we’re content with just passively letting sound waves travel through our ears. That’s called hearing. Listening is something entirely different. It’s essential for leaders to pay attention when others around us have something to say. Why? Because developing better listening skills is the key to developing a better company…

However, when input actually arrives, how authentic are you about listening? Do you pretend to care, just for the sake of getting at what you think you need? Or are you receiving, absorbing and processing the entire message?

We’ve all had moments when we politely smile and nod throughout a dialogue. The speaker may feel heard and validated, but we miss out on potentially valuable information. Or how about those moments when we greet someone in passing with a quick, “Hi. How are you?” and continue moving forward without waiting for a response.

Occasionally, that may happen. But what if it’s a habit? What if others in your organization learn to expect that behavior from you? When people assume their ideas and opinions don’t matter, communication quickly breaks down. This kind of moment isn’t just a missed opportunity for meaningful interaction — it’s a legitimate business issue that puts your organization at risk.

Why Don’t We Listen?

When we’re part of a conversation, but we’re not paying attention, we send the message that we just don’t care. However, our intentions may be quite different. These are the most common reasons why we fail at listening:

  We’re developing a response. Instead of maintaining a clear, open mind when others speak, we quickly start composing our reply or rebuttal. Many smart people tend to jump into that response mode — usually less than 40 words into a dialogue.

  We’re preoccupied by external factors. In today’s multitasking environments, distractions abound. We’re bombarded with noise from things like open floor plans, and a constant barrage of texts, tabs, emails, calls, and calendar notifications.

•  It’s not a good time for the conversation. Have you ever been rushing to prepare for a meeting when someone stopped you in the hallway with a simple “Got a moment?” While it may be tempting to comply, it’s wise to simply schedule the discussion for another time. You’ll stay on track for the meeting, and can focus on the request as time permits.

Checked Out? Ideas For Stronger Communication

I ask my team questions and invest time in discussions because I’m interested in their answers. Actually, I need those answers. After all, employee feedback is critical for a more engaged, productive, fulfilled workforce.

To foster better understanding, try asking follow-up questions to verify what people intend to convey, and discover how they feel about what they’re saying. This simple gesture will cultivate a culture of openness and camaraderie. Also, we can use tools to streamline the communication process and help us ask smart questions that reveal more about employees.

However, there’s no point asking questions if we only respond with a nod and then move on. If your mind is too cluttered and your day too busy to engage fully, be honest with your team. Assure them that you’ll get back to them when you’re able. And of course, don’t forget to follow up.

How To Make Mindful Conversation a Habit

Still, many leaders struggle with the art of active listening. That’s why it’s important to learn useful techniques and make practice a part of your life.

Deepak Chopra, MD, observes that leaders and followers ideally form a symbiotic relationship. “The greatest leaders are visionaries, but no vision is created in a vacuum. It emerges from the situation at hand.” Effective leadership begins with observation — knowing your audience and understanding the landscape. Even the most eloquent, powerful speech will fall on deaf ears if the speaker doesn’t listen to the pulse of the audience.

It’s never too soon to start practicing this art. Here are 4 easy tips to improve your ability to listen and lead:

1) Repetition. Repeat anything you find interesting. This helps you recall key points after a conversation ends. It’s also a smart technique when you meet someone new. Repeat their name throughout the discussion. This not only solidifies the name in your memory, but also helps build rapport and trust.

2) Read Between the Lines. Pay special attention when a speaker changes tone and volume, pauses, or breaks eye contact. These subtle signals are clues that can reflect emotional highlights or pain points (anger, sadness, happiness). And body language often reveals what words don’t say.

3) Mouth/Eye Coordination. Looking a speaker in the eye establishes a connection and lets them know you’re listening. But don’t hold their gaze too long. Recent research suggests that eye contact is effective only if you already agree with a speaker’s message. Instead, try looking at the speaker’s mouth. That may feel awkward, but this keeps you focused on what they’re saying — and they’ll know it.

4) Reflection. Seal the deal by thinking back to extract meaning. You may be exhilarated by a great conversation — but without a mental debrief, much of it can be forgotten. Reflection is critical in developing the takeaways (and subsequent actions) that make the discussion valuable. Try mentally organizing important points by associating them with a relevant word or two. Then, in the future, you’ll more easily recall the details.

The art of listening is about much more than exchanging facts. Active listening helps those in your company feel validated and connected with you and your organization. Genuine conversations weave their own path. Give them your time and attention. Along the way, you’ll solve problems and generate new ideas that will have a lasting impact on you, your team and your business.

Link to read the original article

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

17 Tips To Help You Expand Your Influence

CJ Goulding offers these great guidelines…

In his bestselling book The 7 Habits of Highly Effective People, author Stephen R. Covey explains that truly effective people who expand their influence live a life focused on things that they can change—their circle of influence—and not things they have no power over, which can be categorized in a circle of concern. He says:

Proactive people focus their efforts in the Circle of Influence. They work on the things they can do something about. The nature of their energy is positive, enlarging and magnifying, causing their Circle of Influence to increase.

Great tip! And here are some others that will help you to both live within that circle and expand your influence simultaneously!

1. Be proactive.

Expanding influence is not something that happens to people who sit still….Being deliberate and proactive about trying new things, forming new connections, and meeting new people are all ways to become more influential.

2. Be a good listener.

…influential people must first be good listeners. Improving your listening skill allows you to collect new information, build trust and rapport, and makes it easier for others to align with your causes.

3. Stay consistent.

…Consistent people are reliable and are the first ones trusted with new tasks, ideas, projects, and responsibilities.

4. Practice empathy.

Being able to recognize, understand, and share in the emotions and experiences of another person gives you the ability to relate to people on their level. You become a more caring individual who is in tune with the feelings and attitudes of the people surrounding you. And when you can relate to someone, you can influence them, though careful not to manipulate the feelings and emotions you were trusted with.

5. Seek for solution.

…when you are associated with solutions, you will be the first person called, the first person asked to consult, and the first option to resolve issues.

6. Accept responsibility.

…as the old adage states, “take blame when things go wrong, and give credit when things go as planned.” Taking responsibility for your actions and even for the actions of those people you manage allows you to expand your influence by building the trust others have in you and your word.

7. Appreciate others.

A simple THANK YOU goes a long way in person and even further when done publicly. Choose to recognize the efforts of others and lift them up as shining examples for others to see. By doing so you are influencing others by reinforcing what works and what was done right. We all want to be valued and appreciated.

8. Have a vision.

…Without a goal, people may follow your lead for a short time, but the facade will eventually fall apart.

9. Ask the right questions.

Don’t ask why something is happening, ask how you can make it better.

Ask questions like:

How can I leave this situation better than I found it?

How can I meet and get to know people better?

How can I help and inspire the people around me?

How can I be a solution in this situation?

10. Have passion, a fire for what you do.

…alert people to the fire inside. Your enthusiasm for what you do will also draw others alongside you in your quest.

11. Filter the information that you take in.

There is an information overload, an “infobesity” that exists in today’s society. As you expand your influence, realize that there will be information coming in from all sides and at all angles, but that not all of it is useful or well intended. Screening the TV shows and movies you watch, the books you read, and the people whose advice you take allows you to stay focused.

12. Increase your value through education.

Read and educate yourself on areas where you want to grow. … Take classes, read books, do training and anything else possible to round out and expand your life experience, and thus expand your influence.

13. Fine tune your skills.

Constantly work on mastering your skill set. Influential people are not mediocre. Like a bank account, skills need constant deposits to continually grow, so even after you feel you have attained some level of mastery, continuous work is still required to continue to grow and develop.

14. Be upbeat and enthusiastic.

…Upbeat and enthusiastic people attract other upbeat and enthusiastic people… A positive attitude is also extremely contagious, and will carry your influence with it as it spreads.

15. Be a person of integrity and values.

Your description of who you are and your actions should broadcast the same message…

16. Go above and beyond.

Raise the bar… successful and influential people are never mediocre. They never settle for “ok” when great is an option. As Steve Jobs said, “In your life you only get to do so many things and right now we’ve chosen to do this, so let’s make it great.” Make what you do great!

17. Use your influence to bring out the best in others.

…Once you gain influence in a certain area, use your sway to do good things for others and bring the best out in them. Pay your experience forward, whether it is in sharing what you have learned or providing opportunities for them to follow in your footsteps.

Link to read the full original article

photo credit: seier+seier via photopin cc

photo credit: seier+seier via photopin cc

Guess What! You Can Measure Motivation, and Here’s How!

The Motivation Guy  (also known as Dr. David Facer) writes…

One of the most persistent beliefs leaders tell themselves and employees is that if you can’t measure something, it does not matter.

I can easily refute that belief with two questions:

1. Do you love your partner/spouse, mother, father, or children?

2. If yes (no one has answered no yet), then tell me precisely how much.  And when you answer, please pick an amount and a unit of measure.  So your answer would be something like, “I love my children 12 gallons,” or “I love my husband six kilometers.”

Naturally, that’s absurd.  The love you feel matters a great deal and yet seems impossible to measure.

Employee motivation is a bit like that.  It matters a great deal to the well-being of your employees and the financial success of the company.  And yet it seems impossible to measure.

But that’s the thing—it is remarkably easy to measure.  Here’s how.

  1. Using yourself as a test case, the first thing you will want to do is upgrade how you think about measurement.  Most often you’re thinking in terms of numbers.  Instead, think first in terms of categories.  Then you can think of numbers.
  2. Specifically, think in terms of these six categories—or types—of motivation.
    • Inherent – You do something because it is fun for you personally
    • Integrated – You do something because the purpose and deep meaning of it serves others and is in harmony with your own deep sense of purpose
    • Aligned – You do something because it is compatible with your goals and values
    • Imposed – You do something because you want to avoid a hassle, drama, or feeling guilty
    • External – You do something to gain something outside the task and yourself such as money, status, or reputation
    • Disinterested – You do not do something because it just does not matter to you.
  1. Create a table featuring the six categories above and tally your thoughts, feelings, and what the running dialogue in your head is saying about what type of motivation you experience on each specific situation, task, or goal.
  2. What pattern do you notice?  Most coaching clients with whom I have used this simple technique notice a pattern pretty quickly.  In fact, for everything on their to-do list, they usually realize they are experiencing one or two types of motivation.  In time, one of them will become the most clear.
  3. BAM!  You just measured your motivation by discerning what type you are experiencing.  And, the tally you came up with reveals how intensely you feel one type over the others.

Now you may ask does measuring your motivation using that simple technique even matter?

It absolutely does, because the type of motivation you experience has a big influence on how you go about your daily work—and your probability of success.

More specifically, research reveals that your motivation type has a lot to do with how much creative, out of the box thinking you bring to your work. It greatly influences how persistent you are in the face of tough challenges.  It not only explains, itdetermines how enthusiastic, frustrated, or bored you feel about the minutia of your work.  And over time, the type of motivation you experience has a lot to do with the decisions you make to stay with the company or leave for somewhere better…

Link to read the original article

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photo credit: bumblebeelovesyou via photopin cc

Why It’s Hard To Be Yourself (And How To Do It)

We’ve all been told to “just be yourself” at some point in life.

It’s good advice, but deceptively hard to follow.

“Hive Mind” Compels Us To Think Or Act Like Someone Else

…The term ‘Hive Mind’ comes from the way that honeybees, though individuals, act as a cohesive whole, as if they have a single consciousness. In humans, it happens when a group of people want to get along to the point that they actively suppress their true thoughts and feelings. The unanimous agreement may start from one person saying, “That’s a great idea!” Then the people merge their unique perspectives into a single group perspective. In business, this might mean fewer quality ideas. In life, it could mean losing your identity.

Stereotypes Exist Because Of “Hive Mind” 

It’s human to want to belong and find your place in the world. That makes it tempting to “tweak” yourself to be like a stereotype to assure you can fit in with others. If you don’t know yourself, it can be tempting to take on a personality template. But it’s a pretty incredible fact of life that every person is unique, and we need to embrace that! If you don’t embrace it and explore your identity, you might end up living someone else’s life, and feel empty inside as a result.

The way you present yourself to the world is a declaration of your identity. If you dress and act like a stereotype, your unique traits will be hidden behind this more obvious label that everyone is familiar with. I’m not saying it’s wrong to dress in any certain way – that would be contradictory to this article – I’m saying it’s best to avoid “hive mind” in life.

When you purposefully dress and act as a well-known stereotype, there is a greater chance and temptation for you to embrace that cookie-cutter persona instead of being yourself. 

When people do this, it’s like they’re actors, playing a role that someone else created. They learn the dialect. They mimic the clothes and body language. And their real traits are held hostage behind this image.

Being Unique Can Be Uncomfortable At First, But It’s Better Long Term

…Diversity is why it’s so important to be yourself. It is one of the most interesting parts of life, and it expands our knowledge and ideas. And the more stereotypical, conforming clones we have in the world, the fewer unique and interesting people we’ll have to learn from. People label themselves because it’s easier at first, but later they feel trapped to live up to this image that isn’t really them.  

Security Is Knowing Who You Are

If you live according to a persona or stereotype, some amount of confidence comes with it, because you know how you’re supposed to act in most circumstances. Gangstas are tough and foul-mouthed, hippies are easy-going and peaceful, etc. So when you have any self-doubt, you can simply act your part. But this is a cheap substitute for reacting dynamically from your true identity.

The safety in being yourself comes from knowing yourself better than anyone else. And the more you act like yourself, the more you’ll get to know yourself. And for personal development, knowing your true self equips you to change yourself. The reason most adults are more confident than children is because they’ve had more time to get to know themselves, so they’re less sensitive to the world’s opinion. But as a kid, you’re new and impressionable, and it’s for this reason that so many kids will resort to being an image of someone else rather than themselves. It feels safer.

If you had a precious gem that nobody else in the world had, some people would claim to know about it. Some people might talk bad about it. But only you know the truth about that gem, because that gem is you!

The best tip for being yourself is simple. Don’t try to be anyone else…

Link to read the original article

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photo credit: Flyinace2000 via photopin cc

Do You Know What Life Will Be Like In 5 Years? IBM’s Top Scientist Does

In the 5 in 5 report IBM’s top scientists report on what the world, supported by smart sensing and computing, will look like in five years. Last week, Fast Companypreviewed the report with the physicist who heads up the research team: Dr. Bernard Meyerson, IBM Fellow, and Vice President of Innovation.

In five years, cities will be sentient. More buses will automatically run when there are more people to fill them. And doctors will use your DNA to tailor medical advice and smart computing to diagnose and plan treatment for big diseases like cancer not in months, but in minutes.

In five years, physical retail stores will understand your preferences and use augmented reality to bring the web to where shoppers can physically touch it. Sophisticated analytics will allow the classroom (not just the teacher) to track your progress in real time and tailor course work. Digital guardians will protect your accounts and identity, proactively flagging fraudulent use, while maintaining the privacy of your personal information.

In five years, we will have analytical models that allow us to actually change the future and prevent the traffic jam that would have happened if 20 minutes from now if we hadn’t already rerouted lights to stop it.

Here are details about the ways these five predictions will define the future and impact us at a personal level:

The city will help you live in it…

Doctors will use your DNA to keep you well…

Buying local will beat online…

You will have a digital guardian…

The classroom will learn you…

Link to read the rest of this article

photo credit: Dominic's pics via photopin cc

photo credit: Dominic’s pics via photopin cc

Beat Holiday Stress With These Two Easy Meditation Techniques

Regina Bright writes…

Holidays can be stressful. The hustle and bustle of work, parenting, in-laws, guests, shopping, traveling, and cooking can seem pretty hectic this time of year.

When I am feeling overwhelmed, I take a timeout to relax and do short meditation exercises. Here are a couple of my favorites:

Deep breathing.

Begin in a quiet, comfortable area with no distractions. Remember, your goal is to quiet your mind and to remain in the moment. Don’t get discouraged if you are not able to do this the first time.

 Sit up straight and tall, feet on the floor, and hands on your stomach. Take a deep breath in through the nose and out through the mouth and release. Notice your ribs expand while the rest of your body is motionless. Breathe deeply, slowly, and smoothly. Your exhale should be twice as long as your inhale.

Focus solely on your breath. If a thought comes up, bring your attention back to your breath. You are in control – resist distractions. Try this exercise daily. Remember meditation is a practice.

Focus on your senses.

Next time you are at the coffee shop, make your focus a cup of hot coffee. Notice the sounds around you – people talking, the steam from the cappuccino machine, the sound of whipped cream topping off a cup of coffee. Notice the colorful ceramic cup, the steam, and the creamer swirling around the rim. Notice the fragrant aroma of the dark coffee beans. Notice the warm liquid going down your throat and warming you. Notice how the warmth of the cup is warming your cold hands. Notice the taste of your favorite winter drink.

Notice what it feels like to slow down and live in the moment – it isn’t a race to get through life!

Link to read the original article

photo credit: Hamed Saber via photopin cc

photo credit: Hamed Saber via photopin cc

Happiness At Work – edition #77

All of these stories and more are collected together in this week’s Happiness At Work #77 collection, online from Friday 20th December.

Enjoy and have a very happy rejuvenating and connected holiday…

Happiness At Work #73 ~ the (brave?) new world we are making for ourselves

If happiness were the national currency, what kind of work would make you rich?

A really terrific question – and we’d love to hear your answers…?

And it’s a great headline too for this week’s Happiness At Work collection #73 question: based on the strongest trends, patterns and the new norms we are carving into our cultural assumptions and expectations, are we making ourselves any better?

This week we highlight a blend of stories that illuminate and probe and wrestle around and celebrate the new-in-the-now – in our organisations as much as across our societies and within the fabric of our everyday lives.  Together these stories bring a growing sense of what we are becoming and making of ourselves.

See whether you think this is to our greater good or our increased ill…?.

Well-Being Jettisons To Critical Performance Metric In Workplace

by Judy Martin writing in Forbes magazine

We have often noticed that what gets valued gets measured and what gets measured gets attention, energy and investment.  In our first story Judy Martin marks the growing validity of happiness and wellbeing at work as a serious metric in the engine rooms and accounting houses of our organisations, and asks…

Can you hear it? There’s a nascent ethos of binaural business wisdom coming from progressive CEOs truly concerned with the health and well-being of their talent, and the deepening of our own mindful awareness as individuals in desperate need of a more peaceful, productive and healthy working experience.

The well-being of the workforce, if only disconsolately by default, might be the metric of salvation in an era of digital exuberance, overworked employees and disengaged talent looking to jump ship.

A salvo of scientific research in stress and creativity, along with statistics reflecting big business’ desperation to retain and engage talent, pack a wallop of a wakeup punch to the tummy of the traditional business model. And some of  big business is hearing the wakeup call.

CIPD, a UK Human Resources trade organization, reports that over the last year alone, the number of employers making workplace cultural changes to try to reduce long-term absence levels has increased 20% in the last year. It its Simplyhealth Absence Survey, 85% revealed they’re making changes to working patterns, environments and flexibility. This passage from the report speaks volumes to acknowledging employee well-being:

“The benefit of changes to working patterns has been recognized by many employers, with over 70% of organizations reporting a positive impact on employee motivation and employee engagement. A further 46% also stated they were using flexible working options to support employees with mental health problems.”

But the positive news is littered with some hard core disturbing facts:

  • Absence levels, according to CIPD have crept up to post-recession numbers seen in 2010 and 2011.
  • ComPsych reports that “elevated stress levels are the new norm for employees.” The employee assistant provider says its 2013 StressPulse Report found that 62% of employees indicated high levels of stress, and that one-third lose an hour a day in productivity as a result of stress.
  • Gallup’s recently revealed that 70% of American employees are either disengaged or miserable at work.

(I discuss the intersection of work stress and well-being here in my recent post Work, Stress, Bliss Manifesto.)

“The message is clear,” says HR trend tracker Meghan M. Biro, Founder of TalentCulture.com and host of one of the most popular Human Resources twitter chats on the web, #TChat.  “Leaders have to do better building employee engagement and job satisfaction through programs like wellness and work flexibility. When you see people who can’t wait to get to work in the morning, you’ll know you’ve created intrapreneurs who will radiate a highly contagious fulfilment and happiness. It’s a beautiful thing.”

Mindfulness and Well-Being Garners Growing Attention

That beautiful thing seems elusive and hard to define in terms of success. But if you ask media mogul Arianna Huffington, well-being at work should be trending high enough for the c-suite to take more notice…

“The truth is that we no longer have the luxury to ignore our well-being, our wisdom, our ability to make good decisions, because the world is moving so fast that we can no longer be in maintenance mode. We have to constantly be innovating, constantly creating, and we can’t do that from the surface. We can’t do that from burnout,” said Huffington adding, “Right now the American workforce is running on burnout, sleep deprivation and exhaustion.”

The Wisdom 2.0 Business Conference at Google’s New York City headquarters, founded by author Soren Gordhamer who wrote  Wisdom 2.0: Ancient Secrets for the Creative and Constantly Connected, explored mindfulness in business and its impact on the well-being and performance of talent in our real-time world. The topic resonated deeply with another speaker at the conference, Rich Fernandez; a former Google employee and Founder of WisdomLabs. He effused with audience agreement that due to technology – demands, information and complexity are increasing without the capacity to manage all the stimulation.

“Our in-boxes and the way we work make the world very complex, and the world is already turbulent as it is. It’s really hard for our organizations, and those of us who work in those organizations to become resilient at the same rate,” said Fernandez.

Fernandez says we have more wicked problems than we’ve ever dealt with before, adding, “Our leaders need to be more complex and adaptive in their thinking. They need to be more agile and self aware…”

A Personal Take on Well-Being at Work 

Judging by the arguments made, it behooves leaders to take the reins on the well-being wagon at work, but that dirt road is paved with potholes of resistance unless the spreadsheets prove other wise. Perhaps individual effort to improve ones well-being might be the faster track. If employees learn to better manage their energy and work flow, they just might see an improvement in their performance and ability to manage stress.

“Everyone needs to learn to recognize and respect their own personal rhythms of peak performance and need for healing rest and recovery,” Rossi recently told me in an interview at WorkLifeNation.com.

I’ve been fascinated by the concept of well-being at work and how it has the potential to fuel more energy and better employee performance.  The implications are more crucial than ever before as the global marketplace becomes more competitive, and talent driven creativity and innovation might catapult a company above the rest. The question is, whose responsibility is it to nurture the well-being of employees? Please share your thoughts.

Judy Martin is an Emmy Award-winning journalist and stress management consultant who tracks workplace trends. Connect with Judy on Twitter: @JudyMartin8 and visit her at WorkLifeNation.com where she writes in depth about workplace concerns,  work stress management initiatives, workplace well-being trends and  transforming stress in an “always-on” world.

Link to read the original article

photo credit: kern.justin via photopin cc

photo credit: kern.justin via photopin cc

Diana Diamond asks: Are We Being Happy Yet?

More than 1,000 books on happiness were released last month on Amazon

At a recent Stanford alumni conference – “Are you happy now,” moderated by former CBS News anchor Katie Couric – the focus was on just that. The panel featured Stanford professors and David Kelley, founder of IDEO, a design and innovation firm based in Palo Alto.

Panelists first defined happiness as a feeling good experience, a combination of pleasure and meaningfulness, knowing how to have fun, and doing something with a purpose.

Some people are hard-wired for happiness. Surprisingly, there are happy and unhappy minds, mostly dependent on our genes but also our upbringing. Couric said her husband always tells her she was born on the sunny side of the street. I have cloudy-side origins. Fascinating, since we seldom analyze ourselves this way.

When asked if stress is an impediment to happiness, Kelley said that doing something for someone else or society helps alleviate stress. He added that creative people are happier and usually more excited about things.

Firdaus Dhabhar, a Stanford psychiatry professor, said stress can be helpful and make us more effective, but we need down times between stressful periods. And while some of us view stress as a bad thing, it need not be so unless it overwhelms us.

Panelists agreed more children are depressed now, compared to a decade or two ago; no explanation why. While money won’t buy happiness, as long as one’s basic needs are met, individuals tend to be happier. Those who choose to spend their money on experiences and activities are happier than those who spend their money on “things” such as another pair of shoes or a second house.

Technology is changing our lives, Kelley said, for better or worse. He knows of teenagers who come home early from a dance date so they then can text each other about the dance. “Technology can help you keep unconnected and impersonal.”

Yet, he added, an amazing 60 percent of teens surveyed say they feel worse after spending time on Facebook because all their friends “seem to be doing all these fab things.”

Panelists discussed children a lot, beginning with Couric’s question: Does having children make you happier?

Studies show children create more meaning in our lives. But parents today have a difficult time allowing their kids to fail — they want to protect them, and turn into helicopter parents, constantly hovering over them.

Couric asked why parents today feel they have to go to every one of their kids’ sports activities, every practice, every concert and every on-stage event. Parents work on their kids’ projects, and supervise their homework. It’s “what parents have to do,” she complained.

Jennifer Aaker, a Stanford marketing professor, said studies show that the happiness curve starts at 18 when kids are doing all sorts of exciting things, then leads to satisfaction, then onto doing something meaningful. And finally some contentment. People are least happy when they are 35 to 45 years old with three kids, but from 50 to 70 happiness increases, and then goes downhill. Happiness shifts over the course of life.

The United States is 18th in the world in happiness ratings, but compared to other countries, we pay less attention to the meaningfulness of life.

And what is the most important component for happiness? The panelists listed a sense of autonomy in one’s life, personal growth, authenticity, genuineness – and sleep.

Dare I now wish you a Happy Thanksgiving? Perhaps that will stress you out.

Link to read the original article

photo credit: Defence Images via photopin cc

photo credit: Defence Images via photopin cc

7 Things You Didn’t Know Were Internet-Connected

By 2015 there will be 25 billion devices connected to the internet, and by 2020 this is predicted to haves doubled to 50 billion interconnected devices.

This IT Brief outlines seven items sampling what they call the vast Internet of Things…

Within this “Internet of Things,” there is an already massive range of connected devices that continues to grow every minute.  Here are seven things you may not have realised are internet-connected:

Already here and a part of the Brave New World we have made for ourselves are…

Assassination by WiFi – as seen in Homeland, heart devices already have WiFi capability and are increasingly transmitting data to smartphones, registering potentially life-threatening irregularities. But this bring risks, and Vice President Cheney’s cardiologist has had this WiFi disabled – just in case…

Cows on Facebook – Ranchers are already using wireless sensors to monitor their stock from afar, bringing them news feeds such as when a cow is pregnant, and other farmers are using robotic milking that sends data about much milk their cows are producing…

Pot plants that water and light themselves – WiFi enabled sensors that provide information about nutrients and temperature can also automatically tun off and on watering and lighting accessories…

TV computing – WiFi capabilities are increasing the range of internet activities we can do through our televisions…

Pills that keep us monitored – WiFi enabled to transmit information to remind us to take our meds, and report us if we don’t to our doctors and relatives…

Rubbish that keeps us honest and clean – new tech systems using radio frequency identification that transmit data so there is no hiding what rubbish we’ve put where…

Machine control – in manufacturing a increasing amount of data is being provide across a broader and broader network to provide the intelligence to drive business excellence and controls…

Link to get this free download

photo credit: alles-schlumpf via photopin cc

photo credit: alles-schlumpf via photopin cc

Meaning 2013: A Business Rebellion

Meaning 2013 was the annual NixonMcInnes business conference that happened this year on 8th November in Brighton, with the aspiration to

‘help connect and inspire people who believe in better business…Be part of the change…’

Luke Dodd reviews this one-day conference in his Melcrum Internal Communications blog

Finding meaning in what your organization does is at the heart of smart Internal Communication.

Using that understanding and infusing it within your communication strategy encourages employee engagement, makes messages sticky and ensures alignment to business values.

And for those communicators wishing to make that connection, the search for meaning can go far beyond the office walls. It can lead us to reach out into the world and ask whether our individual efforts are helping society.

Meaning is powerful. And meaning can transform your organization.

Taking a high-level view of business was at the heart of the agenda for Meaning 2013 (#meaningconf), organized by Nixon McInnes and held at the Corn Exchange, Brighton, UK this past week. Over 200 delegates attended, ready to take a look at the world in a different way. Here are my highlights and thoughts from the day’s proceedings…

Link to read Luke Dodd’s memories and reflections of this event

10 Things We Learned From Meaning 2013 at Brighton

Some of the themes and the issues this gathering set out to explore were…

  • Organisational Design & Structure ~ is topdown command and control fit for the 21st century?
  • Workplace Democratisation ~ are businesses with collaborative decision-making practices getting the edge on old-school competitors?
  • 21st Century Leadership ~ what kind of leaders do the challenges of our time demand, and what is leadership today?
  • Steady State Economics ~ can we keep growing in conventional terms and if not, what are the alternatives?
  • Sustainability In Business ~ what are the opportunities for businesses to embrace sustainability?
  • Technology Disruption ~ what technology themes are imminent and likely to disrupt business as usual?
  • The Future Of Work ~ what do people want from work and what can they expect from progressive businesses?

In this post, Fiona Duffy of The Happy Startup School draws out her top themes from the Meaning 2013 NixonMcInnes event.

And, generously, NixonMcInnes have posted all of the the talks from the day in their YouTube channel, so you can pick and mix the ideas that interest you from this blended guide…

NixonMcInnes believe as we do, that business needs to re-design in the 21st century.  They created Meaning  to connect and inspire future business leaders who believe in the same thing, curating talks that inspire action.

Key take-aways and all of the talks from the day…

  • People want to be part of change (founder of the Swedish Pirate Party and Swarmwise author Rick Falkvinge)…   “We work for autonomy, mastery and purpose…Leaders need to provide a mission for people to rally around, where everybody can see there’s a place for them.  If someone can help towards reaching a goal or driving a single idea without having to be asked, magic happens, people start swarming towards that idea.  Ideas should be credible, executable and epic, so shoot for the moon.  On second thoughts, no – we’ve already been there.  Shoot for Mars…”

  • If you’re human, you’re a storyteller.  Get good at it (story activist, Mary Alice Arthur)…   “How do you make change?  By unleashing the Trojan mice…”  Stories make for driving positive change.  If you apply this to entrepreneurs, having a story in business gives clear purpose for people to rally around your cause.  Stories show a mrs human approach to business, essential for gathering a swarm of proactive people for driving change.  What question is your life calling for?  And what story are you living in and living into?“…

  • The best leaders lead through inquiry (co-founder of JustGiving Anne Marie Huby)…   “The stronger the culture, the less rules you need.”  At JustGiving leaders lead through questioning.  No single person can win points through status.  It takes collective intelligence to answer problems no one person can answer.  JustGiving’s core values and democratic approach to business empowers culture and team integrity…
  • Invent things that add value (Anne Marie Huby)…   Focus on inventing products that have real meaning – profits should be a by-product of doing better things.  Placing more focus on how we’re doing business not what we’re doing leads to better outcomes.  Test and learn constantly…

  • It’s possible not to fire a single soul in 57 years of business (Mikel Lezamiz, director of cooperative dissemination at MONDRAGON)…   “Workforce has the power, capital has the tool.”  Employee have their core values, cooperation, social responsibility, innovation and participation which owes a lot to a 0.01% staff turnover rate and 0 firing record.

  • Fun should be featured in the business model (James Watt, co-founder of BrewDog)…   BrewDog have adopted a disruptive business model where they set up an ‘equity for punks’ scheme allowing their fans shares in the company along with huge discounts across their beers – proving that having a little fun, disregarding corporate growth models and doing something you’re truly passionate about is the future of business…

  • Positive understanding of tech = positive change (Dr. Sue Black, one of the Guardian’s top ten women in tech)…   Since launching the #techmums campaign Sue Black has helped numerous mothers enrich their lives with the power of the internet  If you’re going to lead a business you’ve got to be moving towards Maslow’s ‘self-actualisation’…”

  • A dark age is looming (rogue economist, author and Harvard Business Review blogger Umair Haque)…   We need to build businesses with stronger values and less focus on financial growth.  When we look at meaning in our everyday lives, we shouldn’t be focusing on material wealth, we should be focusing on fulfilment.  The same is true for business.  We need meaning more than ever but “we’re entering a Dark Age for humanity when we’re reluctant to speak out against unfair systems.”

  • Don’t become the companies you set out to disrupt (social technologies expert Lee Bryant)…    Too many startups are mimicking the very organisations they’re battling against.  We need to recognise that top-down organisational norm isn’t working anymore.  It’s time to innovate and squash traditional structures, finding a way that incorporates your mission and values.

  • Identity is the new money (internationally recognised thought leader in digital identity and digital money, Dave Birch)…   “We have a new superpower because we can connect with anyone else on the planet in an instant… 

 

  • Finding meaning in what your organisation does is at the heart of smart communication...   Using the understanding [of meaning] and infusing it within your communication strategy encourages employee engagement, makes messages sticky and ensures alignment to business values.  Meaning is powerful.  And meaning can transform your organisation.” (Luke Dodd)

Link to read the original Happy Startup School article

photo credit: mugley via photopin cc

photo credit: mugley via photopin cc

How to Create a Workplace that Works for Women

Inge Woudstra, director of W2O Consulting & Training, writes in the Guardian

Management programmes often suggest ways to change the way women think, but perhaps we should be changing our workplaces instead.

Women are different, yet coaching, mentoring and leadership programmes often focus on fixing women; helping them to do well in an organisation designed for men. Is that really the solution?

Don’t adapt, instead create a workplace that works for women. Here’s how:

Create a female support network

Growing in your career requires self-confidence. A great way to do this is to join a women’s network: a place where you can find inspiration and recognition from sharing with like-minded people.

You may have to try a few networks before you have found one that feels right for you. If you can’t find one, why not create your own? Invite a few colleagues for a monthly dinner. Make sure that the people you invite are at a similar level to you and aren’t connected to your day-to-day workplace.

Author and bio-psychologist Martine Delfos explains that female support networks satisfy the basic human need of feeling safe and secure. Men have the same need to feel safe and secure, but they tend to find this kind of support and encouragement with their partner at home.

Remember to also build networks that do include men, as you will need those for the same purpose men use networks: for sales, self-promotion or increased power and influence.

Ask for the management support you need

Not everyone is motivated in the same way. Do you know what makes you stretch yourself? Reflect on questions such as: What inspires you to work harder? What gives you that little push to go for a challenging project, or promotion?

 …Most men tend to be motivated by challenges and competitions. Language that may work for men could include, “I bet you can’t beat our competitor” or, “This is a very challenging project.”

Women tend to be motivated by co-operation and a more encouraging style, with language that could include, “We really need your help to build our client base” or, “I saw you perform really well on the last project, I just know you can do this one.”

Find out what works for you and subtly let your manager know; they may well become your fiercest supporter.

Speak up: your view is important

It’s easy to sit back and let others take the lead. After all, putting yourself in the spotlight isn’t easy.

However, as Sheryl Sandberg argues in her book Lean In, your organisation needs you there. Teams with a better gender balance perform better simply because women’s brains tend to make different connections. You may, for instance, see the wider impact of a decision, or remember past experiences better and draw lessons from them.

 Voice what you need to feel valued

 You should feel happy and satisfied at work. Barbara Annis, author of Work with Me, did exit interviews with women, and her research shows that 40% cite “not feeling valued” as a key reason for leaving their organisation. Work-family reasons are mentioned by only 30%.

Men and women have a different way of feeling recognised and valued. Women tend to need to hear they are valued more often. In addition, women tend to look for appreciation for themselves as a person, whereas men tend to feel valued when their (public) achievements are valued.

It’s good to realise that you have a different approach, but may well get the same results. Knowing this may help you to feel more confident at work, which can make all the difference.

Link to read the original Guardian article

Better People Equals Better Business – Lessons from the All Blacks

James Kerr, author of Legacy: What the All Blacks can teach us about the business of life, writes for HRZone….

…Having feasted for 100 years on an extraordinary 75% winning record, results were slipping. The Men in Black had just come a miserable last in the Tri Nations, a championship they’d come to regard as their own.  Worse, morale had plummeted…

Something had to change.

The senior leadership gathered for a three-day summit under head coach, Graham Henry, in what he now calls the most important meeting of his career.

Out of it came a new resolve – to redesign the world’s most successful sporting culture – and a new phrase; Better People Make Better All Blacks. The strategy? Develop the character of the players off the pitch, so that they perform better on it.

Their plan revolved around the following pillars:

  • Devolved leadership, involving techniques not dissimilar from the military’s ‘mission command’ doctrine; to arm the players ‘with intention’ and to trust them to deliver.
  • Individual personal development; involving the creation of a ‘living document’ that charted individual progress day by day, week by week, season by season.
  • The creation of a learning environment modeled on Henry’s experience as a headmaster; a philosophy of continual improvement encapsulated in the phrase ‘Champions Do Extra’.
  • Train to win; training at intensity so Thursday’s training was even more brutal than the cauldron of a test match, leading to recalibration of expectations.
  • A focus on brain biology in which they identified the effect of stress on cognitive function and developed triggers and anchors to help the players cope.
  • The ritualisation of behaviour around their core narrative; epitomised by the team’s development of a new haka, Kapa o Pango.

This final element bound the rest together. “The success was being really good at that,’ says Wayne Smith, the All Blacks assistant coach. ‘Really good at making our team talks, our reviews, our game plans, all apply to the central story.”

Between 2004 and 2011, the All Blacks took their winning record from an extraordinary 75% (over 100 years, making them the most statistically successful sporting team in any code, ever), to an almost unbelievable 86%.

Clearly, the soft stuff – the story, the mind game – delivers the hard stuff, measurable competitive advantage. It also delivered a little gold cup.

In my bookLegacy: What the All Blacks can teach us about the business of life, I isolate the 15 key lessons in leadership I learned from my immersion into this inspiring environment. They are the proven principles that the All Blacks use to fuse themselves into a singularly effective high-performance organisation.

Here are a few of the All Blacks’ secrets of success:

Sweep the Sheds

…Surprisingly perhaps, a core All Blacks value is humility. They believe that stratospheric success can only be achieved by keeping their feet firmly on the ground.

Follow the Spearhead

…the All Blacks seek to replace the ‘me’ with the ‘we’. No one is bigger than the team, so much so that there is an unofficial policy, ‘No Dickheads’. They select on character over talent, believing that it delivers better long-term dividends. Something that many corporate environments might do well to consider.

Create a Haka

A key factor in the All Blacks rebirth was the development of the new haka, Kapa o Pango. By bringing the players and management together in an inclusive process that invoked the past while creating the future, the All Blacks reattached personal meaning to public purpose. Rituals reflect, remind and reinforce the belief system of the collective; it’s no surprise that the organisations and cultures that have survived and thrived over the centuries – from countries to churches, Wal-Mart to Leo Burnett, have significent rituals at their core to communicate their story and purpose.

Pass the Ball

To paraphrase Tom Peters, leaders create leaders, not followers. Central to the All Blacks method was the development of leadership groups and the nurturing of character off the field, to deliver results on it. This involved a literal and metaphorical handing over of responsibility from management to players, so that by game day the team consisted of ‘one captain and 15 leaders‘…

Leave a Legacy

There is a Maori concept, whakapapa, which captures the idea of our genealogy, our lineage from the beginning of time to the end of eternity. The sun shines on this, our time, just for a moment and it is our responsibility to ‘leave the jersey in a better place’. The All Blacks seek to ‘add to the legacy’ in everything they do, knowing that higher purpose leads to higher performance.

To regain their momentum, and to win back the World Cup, the All Blacks developed a values-led, purpose-driven high-performance culture and they used the power of storytelling to give it personal resonance. The result of this extraordinary environment was extraordinary results.

Those organisations that know what they stand for – and most importantly, why – consistently outperform those who are just going through the motions. They create better commercial results, generate more sales, deliver higher shareholder value, attract better talent, and retain it.

Clearly, many of the challenges HR leaders face are different to those of the All Blacks. Scale creates complexity, individual ambition can trump a collective spirit, organisational structure often undermines strategy. Nevertheless, if we seek to align all our people, resources and effort around a singular and compelling central narrative, and reinforce that story through communications, rewards, resourcing and training, the results will come.

Link to read the original unedited article

photo credit: Catching Magic via photopin cc

photo credit: Catching Magic via photopin cc

Gratitude Can Fuel School – and Work – Transformation

In this article Elena Aguilar outlines the benefits and application of practising gratitude in schools, but these ideas are so universally applicable I have adapted it only very slightly to show its relevance for all of us, whatever work we doing…

The Neuroscience Behind Appreciation

Here’s the thing: Our brains need to feel gratitude in order for us to want to be at work. Our brains are like Teflon for positive experiences and like Velcro with negative experiences. This means the negative comments, interactions, professional development (PD) workshops, and so on, cling to our brains. But if we spend a few minutes in appreciation, recalling those fulfilling moments in a day or encounters with supportive [people], or the segments in workshops when we felt we were learning, our brains create new links between neurons.

As we strengthen these links and build them day-after-day, our mind finds it easier to travel down those neuron paths and to experience the associated positive emotions. We can help our brain evolve in a positive way and in a way that might help us transform schools.

If we feel more positive, we will want to be at work. We will most likely be more patient with our [customers] and with colleagues. We may speak to each other with more kindness. We might listen to each other more deeply. We might take risks in our [work] or leadership. But we can’t do any of these when we’re perpetually distressed. Expressing gratitude can allow us to engage in our [work] and learning in a more positive, open way.

“Gratitude is like a flashlight. It lights up what is already there. You don’t necessarily have anything more or different, but suddenly you can actually see what it is. And because you can see, you no longer take it for granted.” – M.J. Ryan in Attitudes of Gratitude.

Ways of Practising Gratitude

Adapting and responding to what is most meaningful to each individual person increases the potency and impact of the appreciation we show.  Each one of us knows how we want to be appreciated. You might prefer quiet affirmation, or you might really like a public acknowledgment.  Perhaps you would really appreciate getting a written message, or maybe you would rather hear it in person. Or maybe a small gift of chocolate is what it would take to make you feel truly appreciated.

Closing meetings with public expressions of gratitude is a powerful and invaluable to create community, as are other practices. For example, a staff lounge can have an “Appreciation Tree” where all are invited to write an appreciation on a leaf and post it on the tree. In addition, there are many ways that we can individually practice this brain-enhancing behavior. Here are a few ideas:

  • Keep a gratitude journal. This exercise is a way of closing every day by recalling a few things we are grateful for from that day. By simply cataloguing them our minds start to search them out during the day
  • What do I appreciate about today and what was my role in making it happen? This is a more focused journal prompt to respond to each day that helps us recognize our agency in our blessings. Through this process, we discover how we can create more positive experiences for ourselves
  • Email a friend. You can also find a friend who wants to commit to emailing each other every day — or a few times a week — and sharing what you’re grateful for. Some of us feel more motivated by (and accountable) if we have an audience
  • Write a gratitude letter. Select one person you feel gratitude for (living or dead) and write a letter appreciating the ways that that he/she has enriched your life. If you can, read it face to face. This is a powerful exercise to engage in occasionally and could be tailored to an education context at times – write a letter to someone from your past, someone you have been touch with for too long, someone you see a lot but somehow never tell them what you appreciate about them…
  • Project 365. This is a fun photography project for those visually inclined. I did this for a year, taking one photo a day, and focused on capturing images that reflected something I was grateful for. After a while, I noticed that each day I’d consciously look for positive moments to capture. I felt like my mind was training itself, honing in on all that was good so that I could accomplish my daily task
  • Use guided imagery and meditation. By taking a few minutes at the start or end of each day to call to mind what we’re grateful for, we strengthen those neurons that make us feel happier. When I wake up, I often silently appreciate my body for all it does each day to keep my healthy. You can do this for whatever you’re grateful for.

Our ability to feel gratitude is a muscle of sorts – it’s a habit our minds can develop – we just need practice. Imagine if we were all practicing individually, for a few minutes in the morning and a few in the evening, and then if there were ways built into our work day to express gratitude to those around us; imagine how different we’d feel about being at work each day.

Link to read the original article about practising gratitude in schools

10 Ways To Create a Compassionate Workplace

 writes, on 13th November, World Kindness Day, about some new thinking that shows us how to make a better and more fictive workplace through practising more compassionate and kinder ways of working with each other…

1. Start small

According to business professor Adam Grant, the most successful ‘givers’ don’t try to be Gandhi or Mother Teresa. They do a lot of five-minute favours. “That might be sharing a little bit of knowledge, making an introduction when somebody is down on their luck or their opportunities, just listening, and offering advice or sympathy for a challenge that somebody is facing.”

2. Learn to focus

One Harvard University study found that we spend almost half our waking hours doing one thing but thinking about something else – and our distraction levels are highest at work. Amongst other things, this stops us from connecting with people around us.

Simple meditation and mindfulness exercises bring all kinds of benefits, including boosting our compassion levels (as this doctor’s waiting room study shows). More and more companies are offering meditation classes, and even CEOs and politicians are getting involved.

3. Try compassion training

In the last 10 years or so, research has confirmed that we can deliberately cultivate empathy and compassion. For example, studies using ‘economics games’ found that people acted more altruistically after compassion training and were more likely to redistribute money that was unfairly allocated. Teachers and healthcare professionals were less stressed, anxious or depressed, and compassion training seems to protect caregivers from burnout and compassion fatigue. A number of different organisations now run courses for professionals.

4. Be kind to yourself

Our biggest enemy at work – or anywhere else – is often ourself. Self-compassion (which is not the same as self-esteem) is important because the more we have, the more likely we are to be happy, optimistic and satisfied with life.

Self-compassion is linked with qualities that are very useful at work. It makes us more conscientious, resilient and motivated, and more willing to take responsibility for mistakes.Kristin Neff, a leading self-compassion researcher and teacher, believes it is hard to show compassion for others if we don’t have any for ourselves. “Your batteries are going to run dry,” she says.

5. Promote compassionate leaders

Organisations don’t set their values, structures and procedures, the people at the top do – so we should select, train and support leaders who are prepared to make changes and listen to employees. Leadership consultant Richard Barrett gives the example of a large South African bank that started conducting regular staff surveys. The result was a striking growth in staff engagement, profits and share price. “Caring about your employees is really good for business,” says Barrett.

6. Beware of ‘takers’

“The negative impact of takers on a culture is greater than the positive impact of givers,” says Adam Grant. Weeding out “the most selfish, horrible people” creates a balance of givers and ‘matchers’. As matchers tend to reciprocate the treatment they receive, they will emulate the givers around them, and this will shift the whole culture of the organisation.

7. It’s not always about money

We’re missing a trick if we think the only way to motivate employees is through financial incentives, with an injection of fear for good measure. Many organisations overlook the value of appreciation, support and affiliation, both as a performance motivator and as a calming factor in stressful work environments. One practical way to address this is to find ways to recognize and reward employees who go out of their way to help others.

8. Make compassionate decisions

We can never know exactly what the consequences of a decision will be. But before we act, we can run a few simple checks. What is our motivation? What are the implications for others? How would we feel if we were on the receiving end?

9. Ignore the compassion myths

We might worry that acting in a compassionate way will see us branded as a soft touch who can’t get the job done (even though research suggests the opposite is true). Adam Grant says: “The easiest way to remove that barrier is to identify other givers in your organisation and build a community of people who share your values and are willing to see concern for others and compassion as a sign of strength as opposed to a source of weakness.”

10. Lead by example

As the psychologist and author Daniel Goleman points out, our emotions and behaviour are contagious. “A leader is anyone who has a sphere of influence, and we all do in our lives somewhere… We are all in a situation, in any interaction, to be compassionate.”

Link to read the original article

photo credit: Amsterdamized via photopin cc

photo credit: Amsterdamized via photopin cc

Women are more engaged at work, so are they happier?

Jonathan Richards, chief executive of breatheHR writes…

Structured development improves morale and ultimately productivity, yet new research shows that many companies overlook the importance of supporting employees

…Continual staff mentoring and development is at the heart of every successful team and business. Yet despite demonstrable benefits, the Personal Development in the Workplace study we recently commissioned revealed that personal development was being seriously neglected by business owners across the UK.

The study surveyed employees in small-and medium-sized businesses in the UK. It revealed that almost half (47.6%) of staff feel that their boss doesn’t take their personal development seriously, while a quarter (27.9%) said they have never discussed personal development or training with their boss.

Perhaps most alarming is that more than 66% claimed to have no kind of personal development plan in place, effectively working day to day without any goals or training focus. While the figures showed only marginal differences of up to 7%, it emerged that women actually feel more engaged in the workplace, discuss their personal development more frequently with their employer and are more likely to have a personal development plan in place than their male counterparts.

These differences between men and women in the workplace may have roots in the classroom. It has been statistically proven that girls perform better than boys while at school, right through to GCSEs. This suggests that on a simple level, girls may well be more conscientious than boys, a trait which would mean they would also take a greater interest in their development at work.

There has also been a noticeable shift away from traditional gender roles in the past 15 years. Women, who are anecdotally and scientifically proven to be better at multitasking, are using this to their advantage and enjoying the benefits of a career and parenthood. Research by Jack Zenger and Joseph Folkman called Study in Leadership: Women Do it Better Than Men asked 7,280 professionals which skills they believed leaders of both genders possessed. While you might expect traits such as relationship building and teamwork to come high on the list (which they did), the top three were: takes initiative; practises self-development; displays high integrity and honesty.

The study concluded that women excel at 15 of 16 individual leadership characteristics, as judged by their peers, subordinates and managers, with the variation between women and men increasing as individuals gain seniority. Traits such as taking the initiative and practising self-development go some way to explaining why women are more engaged in the workplace and are therefore more likely to have a stronger focus on their personal development.

So why are so many small to medium-sized businesses neglecting their staff development obligations? This could be down to the impact of the recession, with business owners more concerned with paying wages and keeping the business on an even keel, rather than diverting already limited funds to training and developing staff.

Happy employees tend to be high-performing ones, so an important starting point for business owners should be to think about how they can improve the individual lives of each of their staff. This doesn’t mean taking them on a company break or sending them away on training courses; it can be as simple as just providing support and encouragement and taking the time to understand what it is they want to get out of their job.

There is no silver bullet to improve company morale or productivity, but by making a small improvement to each employee’s work life you will dramatically improve business performance.

Link to read the original Guardian article

photo credit: ^riza^ via photopin cc

photo credit: ^riza^ via photopin cc

Pret a Manger Wants Happy Employees – And That’s OK

 reports on the growing trend for organisations to train their staff to ‘treat customers as if they are guests in your home’…

The front page of the New York Times recently carried an in-depth report on a “broad and transformative trend” in Russia. It had nothing to do with more democracy or less corruption. It had to do with better customer service — specifically, an intense focus inside Aeroflot, the infamous Russian airline, to teach flight attendants how to smile.

“Anna, you just showed her the champagne bottle but didn’t say anything,” one instructor coaxed a young employee. “This is the silent service of Soviet times. You need to talk to her. And you need to smile and smile and smile.”

I found two things about the report especially noteworthy. First, these basic reminders are having a revolutionary impact at Aeroflot. According to the Times, customer surveys indicate that the airline now has the best service of any carrier in Eastern Europe, including the best the West has to offer.

Second, Aeroflot’s program comes at a time when the business culture in the United States seems to be questioning the importance, the value, even the authenticity of human-to-human connections. In an era of cutthroat competition, deep-seated cynicism, and the digital disruption of everything, does it make sense to make big bets on the power of small acts of kindness?

… the success of Pret a Manger, the fast-growing (323 stores around the world), fast-casual sandwich shop, [depends upon] its unapologetic commitment to developing a workforce that is bright, cheerful, and happy to keep smiling.

One distinctive part of the Pret offering is its wide variety of fresh (yet pre-made) sandwiches. This model allows the company to get customers in and out of the store in as little as 60 seconds — a true value for harried office workers, its target customers. But Pret wants that brief time to be filled with smiles, positive energy, and a genuine human connection, especially for repeat customers. CEO Clive Schlee calls it the Pret Buzz, and the company has identified a set of Pret Behaviors to create the Buzz and an in-depth training program to instill those behaviors.

“The staff manual tells staff to ‘use personal phrases that you are comfortable with and treat customers as if they are guests in your own home,’” a report in London’s Telegraph newspaper explains. “This is nothing so glib as a ‘Have a nice day’ culture; this is a philosophy that runs much deeper.”

It’s also a philosophy that has attracted loud critics on both sides of the Atlantic. The first attack came from the London Review of Books, which objected to the idea that Pret employees should be expected to do more than just provide competent service at a reasonable price. “Work increasingly isn’t, or isn’t only, a matter of producing things, but of supplying your energies, physical and emotional, in the service of others,” the essay complained. “It isn’t what you make, but how your display of feelings makes other feel.”

Then came an assault by Timothy Noah of The New Republic, who offered a withering critique of the “emotional labor” and “enforced happiness” that is at the heart of the Pret model. The essay began with a lament (tongue-in-cheek, I hope) about how Noah had come to believe that a young woman behind the counter at his local Pret was in love with him. “How else to explain her visible glow whenever I strolled into the shop for a sandwich or a latte?” he asked. “Then I realized she lit up for the next person in line, and the next. Radiance was her job.”

Noah then generalizes from his personal disappointment. “Why must the person who sells me a cheddar and tomato sandwich have ‘presence’ and ‘create a sense of fun’?” he wonders. “Why can’t he or she be doing it ‘just for the money’? I don’t expect the swiping of my credit card to be anybody’s vocation. This is, after all, the economy’s bottom-most rung.”

That’s a serious question, to which I’d offer three serious answers.

First, I find it odd, and more than a bit condescending, to think that entry-level customer-service jobs should be performed with a grim sense of duty and barebones competence. It’s better for customers — and, I’d argue, for employees as well — to be part of an experience that is built around good cheer and personal expression rather than gritted teeth and furrowed brows. That’s why flying on Southwest Airlines still seems like such a one-of-a-kind experience (for flight attendants and passenger alike), and why Aeroflot is flying high these days.

To be sure, and this is my second answer, the Pret experience is not for everybody. That’s why Pret evaluates job applicants based on how well their personal attributes map to the company’s core behaviors, and assigns them trial runs at a shop, after which current employees vote on whether to extend newcomers a full-time offer. Every truly distinctive workplace I’ve encountered makes it clear to all concerned: If you don’t fit, it’s going to be hard for you to commit.

Finally, the lessons being learned by Aeroflot, and the model being perfected by Pret a Manger, speak to a deeper shift going on in the economy and society. At a time of vast and troubling uncertainty, in a world that is being reshaped by technology, small acts of connection take on outsized importance. It’s strange to think that a winning smile from a cashier or a flight attendant, or a nod of recognition from an employee who has seen you three times that week, might matter to the person receiving it — or to the person doing it. But I believe it does matter, both in terms of creating better human experiences and building more valuable organizations.

I’m convinced that “emotional labor” will become a more important part of the job at companies that win big in the future — and that’s a development that makes me smile.

Link to read the original article

photo credit: marsmet511 via photopin cc

photo credit: marsmet511 via photopin cc

Cities, Cars, Cycling – and Human Happiness

By Susan Perry

photo credit: Stuck in Customs via photopin cc

photo credit: Stuck in Customs via photopin cc

The British newspaper The Guardian ran an edited excerpt last week from Charles Montgomery’s most recent book, “Happy City: Transforming Our Lives Through Urban Design.”

In the excerpt, Montgomery, who has written extensively about the link between urban planning and human wellbeing, asks the question “Is urban design really powerful enough to make or break happiness?”

His answer is (not surprisingly) a resounding “yes.”

“If one was to judge by sheer wealth,” he writes, “the last half-century should have been an ecstatically happy time for people in the US and other rich nations such as Canada, Japan and Great Britain. And yet the boom decades of the late 20th century were not accompanied by a boom in wellbeing. The British got richer by more than 40% between 1993 and 2012, but the rate of psychiatric disorders and neuroses grew.”

Social deficit and the shape of cities

Writes Montgomery:

There is a clear connection between social deficit and the shape of cities. A Swedish study found that people who endure more than a 45-minute commute were 40% more likely to divorce. People who live in monofunctional, car‑dependent neighbourhoods outside urban centres are much less trusting of other people than people who live in walkable neighbourhoods where housing is mixed with shops, services and places to work.

A couple of University of Zurich economists, Bruno Frey and Alois Stutzer, compared German commuters’ estimation of the time it took them to get to work with their answers to the standard wellbeing question, “How satisfied are you with your life, all things considered?”

Their finding was seemingly straightforward: the longer the drive, the less happy people were. Before you dismiss this as numbingly obvious, keep in mind that they were testing not for drive satisfaction, but for life satisfaction. People were choosing commutes that made their entire lives worse. Stutzer and Frey found that a person with a one-hour commute has to earn 40% more money to be as satisfied with life as someone who walks to the office. On the other hand, for a single person, exchanging a long commute for a short walk to work has the same effect on happiness as finding a new love.

Daniel Gilbert, Harvard psychologist and author of Stumbling On Happiness, explained the commuting paradox this way: “Most good and bad things become less good and bad over time as we adapt to them. However, it is much easier to adapt to things that stay constant than to things that change. So we adapt quickly to the joy of a larger house, because the house is exactly the same size every time. But we find it difficult to adapt to commuting by car, because every day is a slightly new form of misery.”

The sad part is that the more we flock to high-status cities for the good life — money, opportunity, novelty — the more crowded, expensive, polluted and congested those places become. The result? Surveys show that Londoners are among the least happy people in the UK, despite the city being the richest region in the UK.

photo credit: gynti_46 via photopin cc

photo credit: gynti_46 via photopin cc

Stress worse than that of a fighter pilot

But when cities enable us to get out of our cars and commute by slower means, such as biking or walking, our sense of wellbeing improves. Writes Montgomery:

Driving in traffic is harrowing for both brain and body. The blood of people who drive in cities is a stew of stress hormones. The worse the traffic, the more your system is flooded with adrenaline and cortisol, the fight-or-flight juices that, in the short-term, get your heart pumping faster, dilate your air passages and help sharpen your alertness, but in the long-term can make you ill. Researchers for Hewlett-Packard convinced volunteers in England to wear electrode caps during their commutes and found that whether they were driving or taking the train, peak-hour travellers suffered worse stress than fighter pilots or riot police facing mobs of angry protesters.

But one group of commuters report enjoying themselves. These are people who travel under their own steam. … They walk. They run. They ride bicycles.

Why would travelling more slowly and using more effort offer more satisfaction than driving? Part of the answer exists in basic human physiology. We were born to move. Immobility is to the human body what rust is to the classic car. Stop moving long enough, and your muscles will atrophy. Bones will weaken. Blood will clot. You will find it harder to concentrate and solve problems. Immobility is not merely a state closer to death: it hastens it.

photo credit: Amsterdamized via photopin cc

photo credit: Amsterdamized via photopin cc

A sense of connection

As Montgomery reports, one study, in which student volunteers were provided with pedometers for 20 days, found that the more people walked each day, the greater their energy, sense of self-esteem and level of happiness.

“The same is true of cycling,” says Montgomery, “ although a bicycle has the added benefit of giving even a lazy rider the ability to travel three or four times faster than someone walking, while using less than a quarter of the energy.  … [C]yclists report feeling connected to the world around them in a way that is simply not possible in the sealed environment of a car, bus or train. Their journeys are both sensual and kinesthetic.”

Time to switch to a ‘new mobility’

A growing number of people — urban planners, environmentalists, health experts and others — are, in Montgomery’s words, calling on “cities and corporations to abandon old mobility, a system rigidly organised entirely around one way of moving, and embrace new mobility, a future in which we would all be free to move in the greatest variety of ways.”

“We all know old mobility,” one expert tells the Canadian reporter. “It’s you sitting in your car, stuck in traffic. It’s you driving around for hours, searching for a parking spot. Old mobility is also the 55-year-old woman with a bad leg, waiting in the rain for a bus that she can’t be certain will come. New mobility, on the other hand, is freedom distilled.”

Link to read the original article

photo credit: Amsterdamized via photopin cc

photo credit: Amsterdamized via photopin cc

Henry Evans and Chad Jenkins: Meet the Robots of Humanity

Where out technology meets our humanity there is no doubting the bravery and betterment of the world we are making.

Paralyzed by a stroke, Henry Evans uses a telepresence robot to take the stage — and show how new robotics, tweaked and personalized by a group called Robots for Humanity, help him live his life. He shows off a nimble little quadrotor drone, created by a team led by Chad Jenkins, that gives him the ability to navigate space — to once again look around a garden, stroll a campus …

photo credit: Masahiko Futami via photopin cc

photo credit: Masahiko Futami via photopin cc

Threshold of the New (Steve McCurry’s Blog)

Steve McCurry’s new photo collection profiles people in their oldest years from around the globe – all emanating a strong presence that glows out of these images, as if to say to us: “we have made good enough – what will you do?”

Enjoy and draw breath from these exquisitely crafted and curated images…

Youth is the gift of nature, but age is a work of art.
– Garson Kanin

photo credit: ~FreeBirD®~ via photopin cc

photo credit: ~FreeBirD®~ via photopin cc

None are so old as those who have outlived enthusiasm.
– Henry David Thoreau

Link to see Steve McCurry’s Threshold of the New photo collection

photo credit: Pensiero via photopin cc

photo credit: Pensiero via photopin cc

75 Years In The Making: Harvard Just Released Its Epic Study On What Men Need To Live A Happy Life

BY 

In 1938 Harvard University began following 268 male undergraduate students and kicked off the longest-running longitudinal studies of human development in history.  The study’s goal was to determine as best as possible what factors contribute most strongly to human flourishing.  The astonishing range of psychological, anthropological, and physical traits — ranging from personality type to IQ to drinking habits to family relationships to “hanging length of his scrotum” — indicates just how exhaustive and quantifiable the research data has become.  Recently, George Vaillant, who directed the study for more than three decades, published the study’s findings in the 2012 book Triumphs of Experience (Amazon) and the following is the book’s synopsis:

“At a time when many people around the world are living into their tenth decade, the longest longitudinal study of human development ever undertaken offers some welcome news for the new old age: our lives continue to evolve in our later years, and often become more fulfilling than before.  Begun in 1938, the Grant Study of Adult Development charted the physical and emotional health of over 200 men, starting with their undergraduate days.  The now-classic ‘Adaptation to Life’ reported on the men’s lives up to age 55 and helped us understand adult maturation.  Now George Vaillant follows the men into their nineties, documenting for the first time what it is like to flourish far beyond conventional retirement.  Reporting on all aspects of male life, including relationships, politics and religion, coping strategies, and alcohol use (its abuse being by far the greatest disruptor of health and happiness for the study’s subjects),

‘Triumphs of Experience’ shares a number of surprising findings.  For example, the people who do well in old age did not necessarily do so well in midlife, and vice versa.  While the study confirms that recovery from a lousy childhood is possible, memories of a happy childhood are a lifelong source of strength.  Marriages bring much more contentment after age 70, and physical aging after 80 is determined less by heredity than by habits formed prior to age 50.  The credit for growing old with grace and vitality, it seems, goes more to ourselves than to our stellar genetic makeup.”

In Triumphs of Experience, Vaillant raises a number of factors more often than others, but the one he refers to most often is the powerful correlation between the warmth of your relationships and your health and happiness in your later years.  In 2009, Vaillant’s insistance on the importance of this part of the data was challenged, so Vaillant returned to the data to be sure the finding merited such important focus.  Not only did Vaillant discover that his focus on warm relationships was warranted, he placed even more importance on this factor than he had previously.  Vallant notes that the 58 men who scored highest on the measurements of “warm relationships” (WR) earned an average of $141,000 a year more during their peak salaries (between ages 55-60) than the 31 men who scored the lowest in WR.  The high WR scorers were also 3-times more likely to have professional success worthy of inclusion in Who’s Who.

One of the most intriguing discoveries of the Grant Study was how significant men’s relationships with their mothers are in determining their well-being in life.  For instance, Business Insider writes“Men who had ‘warm’ childhood relationships with their mothers took home $87,000 more per year than men whose mothers were uncaring.  Men who had poor childhood relationships with their mothers were much more likely to develop dementia when old.  Late in their professional lives, the men’s boyhood relationships with their mothers — but not their fathers — were associated with effectiveness at work.  On the other hand, warm childhood relations with fathers correlated with lower rates of adult anxiety, greater enjoyment on vacations, and increased ‘life satisfaction’ at age 75 — whereas the warmth of childhood relationships with mothers had no significant bearing on life satisfaction at 75.”  

In Vallant’s own words, the #1 most important finding from the Grant Study is this:

“The seventy-five years and twenty million dollars expended on the Grant Study points to a straightforward five-word conclusion: Happiness is love.  Full stop.” 

Link to read the original article

On Considering The (English) Hedge

This is a very special delicately potent video poem by artist Shelia Ghelani

“O long line of green… O Hedge O Hedge…’

In August Sheila spent two weeks in Cambridge with straybird working on Ramble 1 of Rambles with Nature hosted by Cambridge Junction. Together they made a series of four short ‘cinepoems’ for small screens, such as smartphones, which will also be presented as an installation. On Considering The (English) Hedge is the first of the series to be released for viewing.

Click here to find out more about Rambles with Nature and visit Sheila’s blog to keep up to date with the project as it unfolds.

Happiness At Work Edition #73

All of these stories – and many more – are collected in this week’s Happiness At Work Edition #73.  As always, we really do hope you find things here to enjoy, use and grow from.

photo credit: The Rocketeer via photopin cc

photo credit: The Rocketeer via photopin cc

Happiness At Work #61 – how relationships matter to our learning, our communication and our happiness

The stories we are specially highlighting from this week’s new collection, Happiness At Work #61, draw out ideas and new understandings about the connection and importance of relationships, to our happiness, yes, but for our learning and our creativity too.  And as well, as of course, to our effective communications, for the very definition of communicate, from its Latin root communicare means to share, to exchange.  And thus communication without relationship is more than an oxymoron, it is an impossibility.

photo credit: Rojer via photopin cc

photo credit: Rojer via photopin cc

Six Habits of Highly Empathic People

–by Roman Krznaric

If you think you’re hearing the word “empathy” everywhere, you’re right. It’s now on the lips of scientists and business leaders, education experts and political activists. But there is a vital question that few people ask: How can I expand my own empathic potential? Empathy is not just a way to extend the boundaries of your moral universe. According to new research, it’s a habit we can cultivate to improve the quality of our own lives.

But what is empathy? It’s the ability to step into the shoes of another person, aiming to understand their feelings and perspectives, and to use that understanding to guide our actions. That makes it different from kindness or pity. And don’t confuse it with the Golden Rule, “Do unto others as you would have them do unto you.” As George Bernard Shaw pointed out, “Do not do unto others as you would have them do unto you—they might have different tastes.” Empathy is about discovering those tastes.

The big buzz about empathy stems from a revolutionary shift in the science of how we understand human nature. The old view that we are essentially self-interested creatures is being nudged firmly to one side by evidence that we are also homo empathicus, wired for empathy, social cooperation, and mutual aid…

…empathy doesn’t stop developing in childhood. We can nurture its growth throughout our lives—and we can use it as a radical force for social transformation. Research in sociology, psychology, history—and my own studies of empathic personalities over the past 10 years—reveals how we can make empathy an attitude and a part of our daily lives, and thus improve the lives of everyone around us. Here are the Six Habits of Highly Empathic People!

Habit 1: Cultivate curiosity about strangers

…Respect the advice of the oral historian Studs Terkel: “Don’t be an examiner, be the interested inquirer.”

Curiosity expands our empathy when we talk to people outside our usual social circle, encountering lives and worldviews very different from our own. Curiosity is good for us too: Happiness guru Martin Seligman identifies it as a key character strength that can enhance life satisfaction. And it is a useful cure for the chronic loneliness afflicting around one in three Americans

Habit 2: Challenge prejudices and discover commonalities

We all have assumptions about others and use collective labels—e.g., “Muslim fundamentalist,” “welfare mom”—that prevent us from appeciating their individuality. Highly Empathetic People challenge their own preconceptions and prejudices by searching for what they share with people rather than what divides them…

Habit 3: Try another person’s life

So you think ice climbing and hang-gliding are extreme sports? Then you need to try experiential empathy, the most challenging—and potentially rewarding—of them all. Highly Empathetic People expand their empathy by gaining direct experience of other people’s lives, putting into practice the Native American proverb, “Walk a mile in another man’s moccasins before you criticize him.”…

We can each conduct our own experiments. If you are religiously observant, try a “God Swap,”  attending the services of faiths different from your own, including a meeting of Humanists. Or if you’re an atheist, try attending different churches! Spend your next vacation living and volunteering in a village in a developing country. Take the path favored by philosopher John Dewey, who said, “All genuine education comes about through experience.”

Habit 4: Listen hard—and open up

There are two traits required for being an empathic conversationalist.

One is to master the art of radical listening. “What is essential,” says Marshall Rosenberg, psychologist and founder of Non-Violent Communication (NVC), “is our ability to be present to what’s really going on within—to the unique feelings and needs a person is experiencing in that very moment.” Highly Empathetic People listen hard to others and do all they can to grasp their emotional state and needs, whether it is a friend who has just been diagnosed with cancer or a spouse who is upset at them for working late yet again.

But listening is never enough. The second trait is to make ourselves vulnerable. Removing our masks and revealing our feelings to someone is vital for creating a strong empathic bond. Empathy is a two-way street that, at its best, is built upon mutual understanding—an exchange of our most important beliefs and experiences…

Habit 5: Inspire mass action and social change

We typically assume empathy happens at the level of individuals, but HEPs understand that empathy can also be a mass phenomenon that brings about fundamental social change…

Empathy will most likely flower on a collective scale if its seeds are planted in our children.  That’s why Highly Empathetic People support efforts such as Canada’s pioneering Roots of Empathy, the world’s most effective empathy teaching program, which has benefited over half a million school kids. Its unique curriculum centers on an infant, whose development children observe over time in order to learn emotional intelligence—and its results include significant declines in playground bullying and higher levels of academic achievement…

Habit 6: Develop an ambitious imagination

A final trait of Highly Empathetic People is that they do far more than empathise with the usual suspects. We tend to believe empathy should be reserved for those living on the social margins or who are suffering. This is necessary, but it is hardly enough…

Empathising with adversaries is also a route to social tolerance. That was Gandhi’s thinking during the conflicts between Muslims and Hindus leading up to Indian independence in 1947, when he declared, “I am a Muslim! And a Hindu, and a Christian and a Jew.”

Organisations, too, should be ambitious with their empathic thinking. Bill Drayton, the renowned “father of social entrepreneurship,” believes that in an era of rapid technological change, mastering empathy is the key business survival skill because it underpins successful teamwork and leadership. His influential Ashoka Foundation has launched the Start Empathy initiative, which is taking its ideas to business leaders, politicians and educators worldwide.

The 20th century was the Age of Introspection, when self-help and therapy culture encouraged us to believe that the best way to understand who we are and how to live was to look inside ourselves. But it left us gazing at our own navels. The 21st century should become the Age of Empathy, when we discover ourselves not simply through self-reflection, but by becoming interested in the lives of others. We need empathy to create a new kind of revolution. Not an old-fashioned revolution built on new laws, institutions, or policies, but a radical revolution in human relationships.

Link to read this story in full, including  another video talk

50 Smiles Guaranteed To Make You Smile (get happy in less than 5 minutes)

“Every time you smile at someone, it is an action of love, a gift to that person, a beautiful thing.” ~Mother Teresa

photo credit: abhiomkar via photopin cc

photo credit: abhiomkar via photopin cc

Ken Wert writes…

It seems that with smiling, you can actually have your cake and eat it too!

Not only are smiles expressions of positive feelings (like happiness, excitement and enjoyment), the act of smiling, even if forced, enhances the very positive feelings that make us want to smile. So the smile is both cause and effect. The more we smile, even if we don’t particularly feel like it, the more we feel like it.

Moreover, one person’s smile is another person’s reason to smile. The smile, it turns out, is one of the most contagious of human conditions.

Why a post filled to the brim with happy faces?

This post is meant to instigate a ripple effect of smiles across the globe as you grin from your heart to your face (or your face to your heart, since smiling works in both directions) as you share your smile with others and they share theirs in turn (and please feel free to share this post with them too, while you’re in a sharing mood!).

Read the quotes and words under each photo and look at the smiley faces and see what happens to your own mood! Put yourself in the shoes of the happy faces and see if you can feel what they seem to be feeling.

And then just try not to smile. I bet you a 100 smiles you can’t make it to the end of this post without one creeping onto your kisser! :)

Link to this article and its 50 smiling faces

photo credit: Marwa Morgan via photopin cc

photo credit: Marwa Morgan via photopin cc

Steve McCurry’s Blog: When Words Fail

“When words fail, music speaks.”  (Hans Christian Andersen)

The brilliant photographer’s latest collection features his photos of people making music.

Ravishing and joyful and overflowing with relationships…

Link to Steve McCurry’s When Words Fail photographs

Looking To Genes For The Secret To Happiness

By GRETCHEN REYNOLDS

Our genes may have a more elevated moral sense than our minds do, according to a new study of the genetic effects of happiness. They can, it seems, reward us with healthy gene activity when we’re unselfish — and chastise us, at a microscopic level, when we put our own needs and desires first…

…those volunteers whose happiness, according to their questionnaires, was primarily hedonic, to use the scientific term, or based on consuming things, had surprisingly unhealthy profiles, with relatively high levels of biological markers known to promote increased inflammation throughout the body. Such inflammation has been linked to the development of cancer, diabetes and cardiovascular disease. They also had relatively low levels of other markers that increase antibody production, to better fight off infections.

The volunteers whose happiness was more eudaemonic, or based on a sense of higher purpose and service to others — a small minority of the overall group — had profiles that displayed augmented levels of antibody-producing gene expression and lower levels of the pro-inflammatory expression…

…purpose is an elastic concept, not necessarily requiring renunciation but only that “you think first of someone else” or “have a goal greater” than your immediate gratification. Being a parent, participating in the creative arts or even taking up exercise so that you can live to see your grandchildren may ease you toward eudaemonia, he says. It may even be that this will enable your genes to respond more favorably to how you’re conducting your life.

Link to read the unedited version of this story

photo credit: Bindaas Madhavi via photopin cc

photo credit: Bindaas Madhavi via photopin cc

Business Renaissance Must Be Human-Centric

by 

…The typical approach is to define all the potential variables, then prioritize them based on impact, frequency, risk exposure…you see where I’m going with this, right? This is 20th century thinking to deal with a 21st century issue. Not the brightest approach, yet we keep banging our collective heads against the idiot wall and think something positive will happen if we just repeat it enough times.

The renaissance is, and must be, human-centric.

It is a return to seeing the value in a person as a person, not an asset to sweat. Life is complex. Technology is complex. Intertwining two complex systems results in chaos. We have learned to respond to chaos in our personal lives as a means of necessity. We seem to feel the organization should somehow be exempt from it. So, we create demanding and manipulative policies that only serve to frustrate, disengage and manipulate people…

It will be a changing of the guard that will be necessary, but difficult for many people. It will affect how we do business, how we define success and how we structure education regarding business. This is good. This is necessary. This is overdue…

Link to read the unedited version of this post

photo credit: jesuscm via photopin cc

photo credit: jesuscm via photopin cc

5 Steps To Building A Culture of Communication

It’s important to understand the gravity of effective communication in business, then build a culture around it. Putting great communication at the center of your business is the greatest way to ensure success. Bill Gates said it best, “I’m a great believer that any tool that enhances communication has profound effects in terms of how people can learn from each other, and how they can achieve the kind of freedoms that they’re interested in.”

Here are a few steps that will help you build a culture of communication in your business.

1. Don’t Punish the Bad Ideas…

2. Every Personality is Different, Think of Key Ways to Communicate with Everyone…

3. Async Communication… a simple and passive way of communicating with your team on your own schedule when messages aren’t urgent or time based. This can be through email, or third party tools designed with this type of discussion method in mind… 

4. Talk, Even When It’s Not Comfortable…

5. Enable Transparency in Every Aspect…

Link to read this article in full

photo credit: josemanuelerre via photopin cc

photo credit: josemanuelerre via photopin cc

Babies Learn To Recognise Words In The Womb

BETH SKWARECK

…The research team gave expectant women a recording to play several times a week during their last few months of pregnancy, which included a made-up word, “tatata,” repeated many times and interspersed with music. Sometimes the middle syllable was varied, with a different pitch or vowel sound. By the time the babies were born, they had heard the made-up word, on average, more than 25,000 times. And when they were tested after birth, these infants’ brains recognized the word and its variations, while infants in a control group did not, Partanen and colleagues report online today in the Proceedings of the National Academy of Sciences.

Babies who had heard the recordings showed the neural signal for recognizing vowel and pitch changes in the pseudoword, and the signal was strongest for the infants whose mothers played the recording most often. They were also better than the control babies at detecting other differences in the syllables, such as vowel length. “This leads us to believe that the fetus can learn much more detailed information than we previously thought,” Partanen says, and that the memory traces are detectable after birth…

…Just because babies can learn while in utero doesn’t mean that playing music or language recordings will help the child. Partanen says there is no solid evidence that stimulation beyond normal sounds of everyday life offers any long-term benefits to healthy babies. Moon adds that playing sounds to a fetus with speakers close to the belly could even be risky because this could overstimulate the fetal ear and the rapidly developing brain. Too much noise can interfere with the auditory system and may disrupt the baby’s sleep cycles.

Rather than playing recordings for healthy babies, Partanen sees potential treatments for children at risk for dyslexia or auditory processing disorders, if hearing certain sounds in pregnancy turns out to speed up language learning—”but that’s a big if.” His team’s study looked only at babies less than a month old, and it’s not clear whether the babies will retain the memories as they get older, or whether in utero learning has an effect on language learning or ability later in life.

Link to read this article in full

origin_4657619168

Handling Conflict

By 

Stevenson Carlebach, who used to teach acting and directing, says there are many similarities between his former profession and what he does now. For starters, “when an actor takes on a character they’re actually sort of negotiating with their mind to think like the character. When you’re trying to negotiate, you’re doing the same thing, you’re negotiating with your mind to be less antagonistic or to be more cooperative, to be more creative,” he says.

In other words, a good negotiator is really just a good actor in that they’re able to put themselves in another person’s shoes which promotes both empathy and understanding. As Carlebach says, both actors and negotiators are essentially asking what’s driving or motivating the other person, what’s causing them to behave in a certain way, and whether they too would behave in the same way under similar circumstances. But unlike actors, negotiators have their own interests to consider in this process as well.

He employs various exercises to do this including one he calls the “hot buns exercise” where three participants each assume a particular role: that of enquirer whose job it is to stay curious and ask open questions about a topic of their choice, that of speaker who takes a different perspective to that of the enquirer, and that of enquirer’s coach whose job is to observe whether the enquirer is, in fact, asking open questions.

Carlebach notes, “Going into this exercise everyone thinks, you know, ‘how hard can it be, I’m an open-minded person, sure I can do this.’ But within a minute the enquirer is only asking leading questions. They can’t stay curious. You know, ‘how could you be so stupid’, kind of questions. For most of us, we’ve never observed ourselves being close-minded.”

Indeed for many folk, this realisation proves to be a light bulb moment…

Link to read this article in full

photo credit: It'sGreg via photopin cc

photo credit: It’sGreg via photopin cc

School Is A Prison – and damaging our kids

This research showing how young people are are at their most unhappy when they are in school mirrors research findings by London School of Economics Mappiness study, which found that people are most miserable when they are at work, second only to when they are ill.  What sort of world have we made for ourselves, and what will it take for us to start to undo and remake the conditions we live in and terms of engagement for the greatest time we spend of our lives: our education and our work?

As  writes in his article:

Longer school years aren’t the answer. The problem is school itself. Compulsory teach-and-test simply doesn’t work

…Most students — whether A students, C students, or failing ones — have lost their zest for learning by the time they reach middle school or high school. In a recent research study, Mihaly Czikszentmihalyl and Jeremy Hunter fitted more than 800 sixth- through 12th-graders, from 33 different schools across the country, with special wristwatches that provided a signal at random times of day. Whenever the signal appeared, they were to fill out a questionnaire indicating where they were, what they were doing, and how happy or unhappy they were at the moment. The lowest levels of happiness, by far, occurred when they were in school and the highest levels occurred when they were out of school playing or talking with friends. In school, they were often bored, anxious or both. Other researchers have shown that, with each successive grade, students develop increasingly negative attitudes toward the subjects taught, especially math and science.

As a society, we tend to shrug off such findings. We’re not surprised that learning is unpleasant. We think of it as bad-tasting medicine, tough to swallow but good for children in the long run. Some people even think that the very unpleasantness of school is good for children, so they will learn to tolerate unpleasantness, because life after school is unpleasant. Perhaps this sad view of life derives from schooling. Of course, life has its ups and downs, in adulthood and in childhood. But there are plenty of opportunities to learn to tolerate unpleasantness without adding unpleasant schooling to the mix. Research has shown that people of all ages learn best when they are self-motivated, pursuing questions that are their own real questions, and goals that are their own real-life goals. In such conditions, learning is usually joyful…

Link to read this article in full

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

The Rise of Authority Or Why Being An Expert Is Not Enough

The importance of relationship is emphasised, too, in this post, by , which draws the distinction between getting power and influence from being able to speak with authority – dependent entirely upon the perceptions made by the receivers of your communication – as opposed to expertise, a more fixed position of claiming to be right.  Authority comes from a blend of Aristotle’s’ three modes of credibility: Logos (appeal to the objective rational argument), Pathos (successfully connecting into a shared understanding of our values, beliefs, feelings and the things we hold to be most important), and Ethos (the credibility, believability, perceived authenticity and trustworthiness – gravitas – of the speaker):

…You have authority when the audience says you do. You earn that praise by “bringing the thunder” every day…

How do you spot an Authority in a crowd?

First, they aren’t trying to be an expert. ** They are trying to matter.**

They want their skills, perspective, and tools to be useful. They are in it for the long-term. This is why they seem to stay relevant, even when the latest fad cools and disappears.

You will also see:

Confidence  They are willing to take a stand, point out error, and go it alone. Their confidence doesn’t come from a slick website or a clever book title. It comes from years refining their craft.

Openness  An Authority welcomes inspection. They hate black boxes. They believe they grow when everyone can collaborate on a point of view. For this reason, Authorities often frustrate their followers because they are willing to change their mind. They don’t confuse decisiveness with stubbornness.

Curiosity An Authority is obsessed with “what if”. They quickly tire of the same line of conversation. They are looking for new connections and they are intensely focused on the unconventional strategies that the expert’s dismiss.

Productivity An Authority embraces “the grind”. They know that Authority is perishable. Authority stays fresh when it publishes. They are more afraid of being inconsequential than being perfect. [They bring ways] to force the world to push back and make them better.

The good news is that you’re an Authority. You have to decide how you’ll grow and cultivate your skills and experience…

Link to read this article in full

Our own top tip for optimising the authority you can bring to your communications is to become obsessively interested in your audience: who they are, what they care about, what they know already, what position they are likely to be hearing you from, what problems, threats and difficulties they are wrestling with, and anything and everything else you can think of to wonder about them.  And then go into the communication ready to learn and notice as much as you possibly can during every stage of your encounter.

Another technique that helps to raise the level of authority you will be perceived to have is to surprise your listeners.  If people think they know what you are going to say, and you seem to start on track with these expectations, they are not likely to really listen openly to what you actually do say.

Here are some more ideas from  about increasing your powers of persuasion with more extravert, people-oriented people:

Keys To Persuading Expressing Personalities

…how best to persuade someone who is an expressive or influencer personality? When I think of an expressive, Oprah Winfrey immediately comes to mind because she’s someone who is more relationship-focused than task-oriented. Like the Trump, Oprah also likes to control situations and others.

The following describes this personality type:

Expressives like being part of social groups; enjoy attending events with lots of people; are more in tune with relating to people than working on tasks; are imaginative and creative; can usually win others over to their way of thinking; like things that are new and different; have no problem expressing themselves…

Some persuasion advice when dealing with an expressive-type person:

Definitely spend time engaging the liking principle with them, because they want to like the people they interact with. Oprah certainly cares about closing the deal but she also cares about you and your story so look for ways to connect with her. If she likes you it’s a good bet she’ll go out of her way to help you.

Expressive personalities responded more to reciprocity than any other personality type so look for ways to genuinely help them and they’ll respond in kind much more than pragmatics or thinkers will.

As was the case with pragmatics, in a business setting overcoming uncertainty is key for expressives.

Sharing trends and what others are doing – the principle of consensus – can be quite effective with expressives. Oprah types want to move the masses and they know it’s easier to swim with a wave rather than against it so share what many others are already doing.

Sharing hard data or using the advice of perceived experts is the most effective route with this group.  However, while authority was the #1 principle chosen by expressives, it wasn’t as effective as it was with the other personalities. Show Oprah the numbers or share insight from experts and it will give her pause to consider your request.

When it came to using consistency – what someone has said or done in the past – this was the #3 choice for expressives. For this group it’s not as much about being right as it is being true to themselves and what they believe. Look for ways to tie your request to his or her beliefs or values and the chance you’ll year “Yes” will increase significantly.

Scarcity was no more effective for this group than the others. Definitely don’t force the issue unless something is truly rare or diminishing. Oprah Winfrey and her expressive friends don’t like to miss out on opportunities but just know you won’t be as effective with the scarcity strategy as you might be with Donald Trump and his pragmatic buddies.

Link to read the unedited version of this article

photo credit: jurvetson via photopin cc

photo credit: jurvetson via photopin cc

Presenting? Take A Pause For The Cause

Here is some excellent advice from Steve Roesler about the power and potency of using silence in our communications:

Logical pauses serve our brains, psychological pauses serve our feelings.”Stanislavski

Watch a really good stand-up comedian. You see pauses between jokes. Sometimes even a pause between syllables.

Sometimes they do it to allow the audience a chance to catch a breath or to create interest about what’s coming next.

Why?

Because good comedians are masters of change.

Night after night they move a new group of people from one intellectual and psychological state of being to another.They knew the flow of human dynamics.

The Importance of The Pause

Psychological: When you pause to create a “curious” state of mind, the tension makes people want to listen. That gives you the opening to help them learn.

Logical: Change initiatives mean new information and new experiences. Periodic, intentional pauses allow everyone time to make sense of what’s happening and create new context.

Where can you insert intentional pauses in order to become a really good “Stand-Up” leader and speaker?

Perhaps this is connected to intelligence coming from a new study into our inhibitory brain neurones and the role they play in selecting, shutting down and filtering out the information coming at us:

Researchers discover how inhibitory neurons behave during critical periods of learning

We’ve all heard the saying “you can’t teach an old dog new tricks.” Now neuroscientists are beginning to explain the science behind the adage.

For years, neuroscientists have struggled to understand how the microcircuitry of the brain makes learning easier for the young, and more difficult for the old. New findings published in the journal Nature by Carnegie Mellon University, the University of California, Los Angeles and the University of California, Irvine show how one component of the brain’s circuitry — inhibitory neurons — behave during critical periods of learning…

The brain is made up of two types of cells — inhibitory and excitatory neurons. Networks of these two kinds of neurons are responsible for processing sensory information like images, sounds and smells, and for cognitive functioning. About 80 percent of neurons are excitatory. Traditional scientific tools only allowed scientists to study the excitatory neurons…

…The prevailing theory on inhibitory neurons was that, as they mature, they reach an increased level of activity that fosters optimal periods of learning. But as the brain ages into adulthood and the inhibitory neurons continue to mature, they become even stronger to the point where they impede learning.

[But this new study] found that, during heightened periods of learning, the inhibitory neurons didn’t fire more as had been expected. They fired much less frequently — up to half as often.

“When you’re young you haven’t experienced much, so your brain needs to be a sponge that soaks up all types of information. It seems that the brain turns off the inhibitory cells in order to allow this to happen,” Kuhlman said. “As adults we’ve already learned a great number of things, so our brains don’t necessarily need to soak up every piece of information. This doesn’t mean that adults can’t learn, it just means when they learn, their neurons need to behave differently.”

Link to read the unedited version of this report

And for more ideas and knowledge about the fine art of persuading people, see:

42 Tips for Masterful Presentations

Posted by: Arnold Sanow

8 Must-Read Books on Influence and Persuasion

by JENNIFER MILLER

and in the week that we commemorate 50 years since one of the greatest speeches ever made, see:

15 Things You Might Not Know About the ‘I Have a Dream’ Speech

By 

 

photo credit: Steve Corey via photopin cc

photo credit: Steve Corey via photopin cc

 

The Poetry of Childhood

BY RICHARD LEWIS

…The ability of children to easily enter into the life of something other than themselves—to exchange their own mind for the mind of another—grows not only out of their innate playfulness, but out of a fluidity and plasticity of thought that is, in many ways, an inborn poetic gift. It is, perhaps, a way of seeing in which the seer does not distinguish between herself and the nature outside of her, an imaginative grasping of the whole of life before it becomes separated into subject matters and academic disciplines. One might think of it as a wilderness of thought that encompasses a multitude of growing worlds, each connected and dependent on the other—a truly ecological means of thinking and perceiving…

…the mind of the child and an event or object from outside of the child are subtly and gently brought together. This means of expressing and interpreting the world is not something that was taught, but a spontaneous way of explaining that what is of me is also what is happening around me.

Certainly this is true of Marilyn from New Zealand, who wrote lyrically and suggestively, when she was seven years old, of this shared mind between an insect and herself:

Nothing is better than the song the cricket sings. The sound of the cricket brightens my feelings and makes me sing too. My mind is the cricket’s mind and I wish I was a cricket. Hop, hop the black cricket. The cricket pokes out his feelers and I can hold them and the song of the cricket is my mind.

…So much of this childhood ease with both the visible and invisible, what we know and don’t know—the pure sense of expectation and delight in the mystery of what is happening and about to happen—is not only a function of our mind’s ability to balance opposites through the equipoise that is our imagination, but also a way of experiencing the world poetically. I don’t mean a poetry of verse and poems, but a poetic understanding that allows us to stand, for instance, in the middle of a stream and say nothing, and yet to feel, if only fleetingly, a sense of how we and the flowing water are of one being. Or to walk down a city street and accidentally walk through the shadow of a tree that seems to move with us, to want to follow us—an expectation, an incandescent moment of which we are suddenly made aware. Each is only an instant, but an instant that carries with it a form of knowledge accessible to children and adults alike, one we rarely include in our current estimates of intelligence or achievement. This awareness should not be seen as a lack of development or a passing innocence, but as a container of thought that we carry with us over a lifetime. Within it, we, the stream, the tree, and the tree’s shadow share the same language.

To Be Alive

It was there
Something—happened
What was it
A bird
A fish
A lizard
Was it the girl
Listen.
I hear it again
It is the wind
Wind.
It created me
I am its friend
The wind lives
in a secret garden
far away from me
It comes and I sleep
Sleep and the wind and I
drift to air.

by David, aged 10

Link to read this story in full

photo credit: jenni from the block via photopin cc

photo credit: jenni from the block via photopin cc

Design Thinking: Creating A Better Understanding Of Today To Get To A Better Tomorrow

Kevin Bennett, co-author of “Solving Problems with Design Thinking: 10 Stories of What Works,” co-authored by U.Va. Darden ProfessorJeanne Liedtka, writes about the importance of getting inside the thinking and perspective of other people to better solve our own problems and realise our own ambitions in these fundamentals of creativity:

…The value of design thinking is in allowing us to see “A” more clearly.  For it is in focusing on “A” that we truly understand ourselves, each other and our world.

Design thinking guides us through an archeological dig to better understand “A” with a sense of openness to exploration and discovery. In this archeological dig, design thinking takes up ethnographic research tools to help us truly understand customers and other stakeholders. “Journey mapping” enables us to map other people’s personal experiences by walking in their shoes. “Mind mapping” allows us to understand the values, assumptions, beliefs and expectations of individuals, to see the world through their eyes as they walk through their journeys.

Design thinking also helps us to see the world differently by looking to areas and organizations with seemingly nothing in common with our own. Throwing ourselves into another culture, industry or company can often shake up our own thinking. For example, in France, a group of banks and insurance companies said that design thinking “equipped us bankers and insurers with a new pair of glasses through which to see the world, our society, our clients and our jobs differently.”

In exploring “A” we open ourselves up to thinking differently, to innovations and solutions not previously contemplated. Many of the resulting insights and ideas will appear rough and not fully formed, but our research shows that there will be diamonds among them. And in finding these gems, we can not only better achieve our goals, we can test the very goals we set out to achieve.

Thus in focusing on “A” we can not only better achieve our goals in our businesses, organizations and lives, we can also better ensure we are picking the right ones in the first place.

Link to read this article in full

photo credit: paul bica via photopin cc

photo credit: paul bica via photopin cc

Stress Does Not Fuel Creativity

Never Eat Alone co-author Tahl Raz interviewed author, speaker and entrepreneur Jonathan Fields for the Social Capitalist about his recent book Uncertainty: Turning Fear and Doubt Into Fuel for Brilliance. During the interview, Jonathan discussed how stress actually reduces your creativity.

Research shows the higher your anxiety levels ratchet up, the lower your creativity goes. Also, one of the key things for creativity in business is a type of problem solving called “insight-based problem solving.” So to solve problems, you can come up with innovative ideas in two ways, either insight-based or analytically based.

Now analytical would be, “Ok, I have a big idea,” and if somebody said, “How did you get to that idea?” you could explain the steps, you could reverse them and back out and tell them how you got to it.

The insight-based solution is the one where you have this tremendous idea, but if someone said, “How did you get there?” you would have no idea. It’s the thing that just comes to you. What we know and what the research actually shows is that creativity plummets as anxiety goes up.

But even more specifically, insight-based problem solving, which is the highest level of problem solving because it introduces new paradigms, also plummets as anxiety goes up.

To read the full transcript of Jonathan’s interview, click here.

For more ideas about being more creative see also:

Six Ways to Expand Your Perspective

by KEVIN EIKENBERRY

Wait, What’s That? The Science Behind Why Your Mind Keeps Wandering

IF YOU’RE EXPERIENCING AN ATTENTION DEFICIT, YOU’RE FAR FROM ALONE.

BY: 

photo credit: premasagar via photopin cc

photo credit: premasagar via photopin cc

What Happens to the Brain When You Meditate (And How it Benefits You)

BELLE BETH COOPER

How Meditation Affects You

Better Focus…

Less Anxiety…

More Creativity…

More Compassion…

Better Memory…

Less Stress…

More Grey Matter…More grey matter can lead to more positive emotions, longer-lasting emotional stability, and heightened focus during daily life…

Link to read this article in full

photo credit: wili_hybrid via photopin cc

photo credit: wili_hybrid via photopin cc

Stifling Ourselves With The Need To Be Right

John Hodgman, author of The Areas of My Expertise, … provides some thoughtful – not to mention wry – perspectives on the importance of keep alive our sense of not knowing, giving compelling reasons for why it is that an acute sense of what we don’t know may be much more critical to our vitality and future possibility, than our certainties:

“What most people and societies become when they believe they know everything: incurious, self-satisfied, flabby, and prone to wearing tunics and lounging on grassy lawns…

“While there may be legitimate, eternal mysteries out there that are beyond our comprehension, history, in fact, shows us that if we do ask questions, we are likely to find answers eventually – which is perhaps more frightening than ignorance…. Being curious is the bravest human act, aside from skydiving.”

We shut ourselves off and limit our potential when we are certain we know what we really don’t, or maybe even can’t, know with certainty. We even make things up to make sense of life, and we confabulate, and [maybe unconsciously] “fill in gaps in memory with fabrications that one believes to be facts.”

Link to read more of this article

Schein on Dialogue

From the blog Theatrical Smoke, some reflections from Edgar Schein’s “On Dialogue, Culture, and Organizational Learning”:

…dialogue, for Schein…starts from a change in mental approach–the use of a somewhat unnatural “suspension”–instead of reacting when we hear discomfiting information that triggers us, we pause for a moment, and evaluate what we’re thinking. “Is this feeling I have true? Or is it based on a mistaken perception?” we ask ourselves, and wait a bit for additional information before we decide how to act. Dialogue means bringing a kind of mindfulness, or cognitive self-awareness as we talk–”knowing one’s thought as one is having it,” says Schein.  Thinking about a thought rather than being the thought. Leaving the animal-like, mechanical push-and-pull of a conversation, and watching, as it were, partially from above…

…if we’re using dialogue, we’re watching ourselves thinking as we simultaneously listen to what people are saying, we’re seeing and assessing our built-in assumptions as they pop up, we’re thinking about what language means, we’re holding multiple possibilities in mind simultaneously. … we create a psychologically safe space where we can efficiently develop new languages and new models…

…without dialogue, says Schein – and this is the kicker – you can’t do much at all. Dialogue is “at the root of all effective group action,” it allows groups to “achieve levels of creative thought that no one would have initially imagined,” and, finally, without it, you can’t learn, you can’t change, and you can’t adapt:

“Learning across cultural boundaries cannot be created or sustained without initial and periodic dialogue. Dialogue in some form is therefore necessary to any organizational learning that involves going beyond the cultural status quo.”

Link to read this article in full

photo credit: country_boy_shane via photopin cc

photo credit: country_boy_shane via photopin cc

Prompts That Get Us To Analyse, Reflect, Relate and Question

This technique is offered by  in Teaching Professor Blog as a teaching aid to help students learn, but we think it has excellent potential as a tool for us all to keep our own experiential learning continuous with our day-to-day activities:

This particular technique involves a four-question set that gets students actively responding to the material they are studying. They analyze, reflect, relate, and question via these four prompts:

  • “Identify one important concept, research finding, theory, or idea … that you learned while completing this activity.”

  • “Why do you believe that this concept, research finding, theory, or idea … is important?”

  • “Apply what you have learned from this activity to some aspect of your life.”

  • “What question(s) has the activity raised for you?  What are you still wondering about?”  [You might need to prohibit the answer “nothing”.]

Link to read the rest of this article

photo credit: Mister Kha via photopin cc

photo credit: Mister Kha via photopin cc

How To Be More Creative

 offers these really helpful techniques:

Think left

…researchers have found that information in your left visual field is more likely to help you solve a problem creatively than information perceived by your right visual field – which means placing inspirational information or items on your left is one way to help promote more creative thinking…

Cut out distractions

When an idea starts rolling around inside your brain, part of your visual cortex shuts down … to allow the ‘germ’ of an idea to bubble up to the surface and into awareness.  New research shows that cutting off the distractions of the outside world, even for a short time, seems to help the brain have more insights.

Break patterns

…Activities that ‘open your mind’ by breaking established cognitive patterns enable new and original associations to occur. Scientists suggest trying something different, changing routines, reading or watching things that demonstrate creative thinking, or doing puzzles that require creative thinking.

Take it easy

…The trick is to immerse yourself in a mindless, easy task like arranging Lego blocks into colours, mowing the lawn, walking, doing the housework or meditating. Activities like these enable the frontal lobes to relax, allowing thoughts to flow more freely and subconscious ideas to percolate into conscious ideas more readily…

Link to read this article in full

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photo credit: Tambriell via photopin cc

Learning how to live

Why do we find free time so terrifying? Why is a dedication to work, no matter how physically destructive and ultimately pointless, considered a virtue? Jenny Diski urges you to down tools while you can.

BY JENNY DISKI

…What if you answered the question “What do you do all day?” with “Nothing”? It isn’t as if that could possibly be true. If you spent all day in bed watching television, or staring at the clouds, you wouldn’t be doing nothing. Children are always being told to stop doing “nothing” when they’re reading or daydreaming. It is lifelong training for the idea that activity is considered essential to mental health, whether it is meaningful or not. Behind the “nothing” is in part a terror of boredom, as if most of the work most people do for most of their lives isn’t boring. The longing people express to be doing “creative” work suggests that they think it less boring than other kinds of work. Many people say that writing isn’t “proper work”. Often they tell me they are saving up writing a book for their “retirement”. Creative work sits uneasily in the fantasy life between dread leisure and the slog of the virtuous, hardworking life. It’s seen as a method of doing something while doing nothing, one that stops you flying away in terror…

…Leisure, not doing, is so terrifying in our culture that we cut it up into small, manageable chunks throughout our working year in case an excess of it will drive us mad, and leave the greatest amount of it to the very end, in the half-conscious hope that we might be saved from its horrors by an early death…

Link to read this story in full

photo credit: Brett Jordan via photopin cc

photo credit: Brett Jordan via photopin cc

Happiness At Work Edition #61

You will find all of these articles – and more – with ideas and practical tips related to these themes of learning, making strong relationships and learning to be happier and more creative in this week’s new collection, Happiness At Work #61, as well as stories about happiness at work, leadership and resilience and wellbeing.

We hope you find things to enjoy and use.

Happiness At Work #60 ~ some of this week’s highlight articles

photo credit: Chris JL via photopin cc

photo credit: Chris JL via photopin cc

Here are our favourite stories in this week’s new Happiness At Work Edition #60  which we hope you will enjoy too…

Creativity is the Secret Sauce in STEM

Ainissa Ramirez Science Evangelist writes:

Creativity is the secret sauce to science, technology, engineering and math (STEM). It is a STEM virtue. While most scientists and engineers might be reluctant to admit that, and to accept the concept of STEAM (where A is for Art), I’ve witnessed that the best of the best are the most creative.

So how do we make our children more creative?

Researchers have found that play is important for productive thought. Playing with ideas also increases learning…

Creativity is really the art of metaphor.

Metaphors create a linkage between two dissimilar ideas and are useful in the sciences because they allow information to be attained by connecting the unknown with the known.  And this is the key element to scientific creativity. Metaphors are important because they create a means of seeking answers, and sometimes they free us from the common thinking and enable scientific breakthroughs…

Link to read this article in full

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photo credit: nosha via photopin cc

Can Artists Make The World A Better Place? (The Forum, BBC World Service)

This 44minute podcast is one of the best conversations I have yet heard about the importance and value and worth of the arts and arts education for our world.  Highly recommended:

When you think about people trying to change the world for the better, should artists be near the top of the list? Bridget Kendall explores this question at the Aspen Festival of Ideas in Colorado, in front of a lively festival audience.

She is joined by: Damian Woetzel, former Principal Dancer at the New York City Ballet and the man behind an eye-catching initiative in inner-city schools called Arts Strike; ground-breaking designer Fred Dust, who says good design should be much more than simply creating beautiful objects; and art collector and philanthropist Dennis Scholl, who likes creating ‘happy surprises’ in the shape of Random Acts of Culture.

Link to listen to this podcast

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photo credit: woodleywonderworks via photopin cc

Don’t Just Learn, Overlearn!

By Annie Murphy Paul

Decades of research have shown that superior performance requires practicing beyond the point of mastery.

 “Why do I have to keep practicing? I know it already!”

That’s the familiar wail of a child seated at the piano or in front of the multiplication table (or, for that matter, of an adult taking a tennis lesson). Cognitive science has a persuasive retort: We don’t just need to learn a task in order to perform it well; we need to overlearn it. Decades of research have shown that superior performance requires practicing beyond the point of mastery. The perfect execution of a piano sonata or a tennis serve doesn’t mark the end of practice; it signals that the crucial part of the session is just getting underway.

Whenever we learn to make a new movement, Ahmed explains, we form and then update an internal model—a “sensorimotor map”—which our nervous system uses to predict our muscles’ motions and the resistance they will encounter. As that internal model is refined over time, we’re able to cut down on unnecessary movements and eliminate wasted energy…

While Ahmed’s paper didn’t address the application of overlearning to the classroom or the workplace, other studies have demonstrated that for a wide range of academic and professional activities, overlearning reduces the amount of mental effort required, leading to better performance—especially under high-stakes conditions. In fact, research on the “audience effect” shows that once we’ve overlearned a complex task, we actually perform it better when other people are watching. When we haven’t achieved the reduction of mental effort that comes with overlearning, however, the additional stress of an audience makes stumbles more likely.

“The message from this study is that in order to perform with less effort, keep on practicing, even after it seems the task has been learned,” says Ahmed. “We have shown there is an advantage to continued practice beyond any visible changes in performance.” In other words: You’re getting better and better, even when you can’t tell you’re improving—a thought to keep you going through those long hours of practice…

Link to read this article in full

We Feel, Therefore We Learn

By 

According to Dr Dan Siegel, one important point to bear in mind is that every experience we have causes our neurons to fire. Another is that when neurons fire, they wire together to create associations that are reinforced through repetition. Moreover, this involves the production of myelin or our brain’s white matter. “If you lay down myelin, you are 3000 times as effective as if you were a circuit without myelin,” says Siegel.

But that’s not all. The brain, or as Siegel describes it, “the social organ of the body” which has evolved over millions of years “has allowed us to survive because we have relationships with each other. We don’t have big claws, we don’t have big fangs, we’re not that strong. So how did we survive? Because we could look at another human being and figure out what was going on with them. This is why in terms of the science of learning, learning is a profoundly social experience.”

Lin k to read the rest of this article

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photo credit: schaaflicht via photopin cc

Human Brains Are Hard-Wired For Empathy, Friendship, Study Shows

Perhaps one of the most defining features of humanity is our capacity for empathy – the ability to put ourselves in others’ shoes. A new University of Virginia study strongly suggests that we are hardwired to empathize because we closely associate people who are close to us – friends, spouses, lovers – with our very selves.

“With familiarity, other people become part of ourselves,” said James Coan, a psychology professor in U.Va.’s College of Arts & Sciences who used functional magnetic resonance imaging brain scans to find that people closely correlate people to whom they are attached to themselves…

The researchers found, as they expected, that regions of the brain responsible for threat response – the anterior insula, putamen and supramarginal gyrus – became active under threat of shock to the self. In the case of threat of shock to a stranger, the brain in those regions displayed little activity. However when the threat of shock was to a friend, the brain activity of the participant became essentially identical to the activity displayed under threat to the self.

“The correlation between self and friend was remarkably similar,” Coan said. “The finding shows the brain’s remarkable capacity to model self to others; that people close to us become a part of ourselves, and that is not just metaphor or poetry, it’s very real. Literally we are under threat when a friend is under threat. But not so when a stranger is under threat.”

Link to read this article in full

See also:

When Empathy Hurts, Compassion Can Heal

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

Empathy can be painful.

Or so suggests a growing body of neuroscientific research. When we witness suffering and distress in others, our natural tendency to empathize can bring us vicarious pain.

Is there a better way of approaching distress in other people? A recent study, published in the journal Cerebral Cortex, suggests that we can better cope with others’ negative emotions by strengthening our own compassion skills, which the researchers define as “feeling concern for another’s suffering and desiring to enhance that individual’s welfare.”

“Empathy is really important for understanding others’ emotions very deeply, but there is a downside of empathy when it comes to the suffering of others,” says Olga Klimecki, a researcher at the Max Planck Institute for Human Cognitive and Brain Sciences in Germany and the lead author of the study. “When we share the suffering of others too much, our negative emotions increase. It carries the danger of an emotional burnout.”

…“Through compassion training, we can increase our resilience and approach stressful situations with more positive affect,” says Klimecki.

The positive emotional approach was accompanied by a change in brain activation pattern: Before the training, participants showed activity in an “empathic” network associated with pain perception and unpleasantness; after the training, activity shifted to a “compassionate” network that has been associated with love and affiliation.

Their new brain-activation patterns more closely resembled those of an “expert” who had meditated every day on compassion for more than 35 years, whose brain was scanned by the researchers to provide a point of comparison. This result suggests that the training brought about fundamental changes in the ways their brains processed distressing scenes, strengthening the parts that try to alleviate suffering—an example of neuroplasticity, when the brain physically evolves in response to experience.

Negative emotions did not disappear after the loving-kindness training; it’s just that the participants were less likely to feel distressed themselves. According to Klimecki and her colleagues, this suggests that the training allowed participants to stay in touch with the negative emotion from a calmer mindset. “Compassion is a good antidote,” says Klimecki. “It allows us to connect to others’ suffering, without being too distressed.”

Link to read the rest of this article

To Buy Happiness, Spend Money On Other People

In a new video, Michael Norton shows that spending money on others yields more happiness than spending it on yourself.

photo credit: tedeytan via photopin cc

photo credit: tedeytan via photopin cc

The Essential Link Between Happiness & Gratitude

By 

…consultant and founder of HappierHuman Amit Amin has assembled 26 separate academic articles and studies around the world that show the benefits of saying “Thank You.” Here are some highlights from those findings:

  • Expressions of gratitude reinforce pro-social and moral behavior.
  • Frequent opportunity to express gratitude leads to increased well-being, better health, better exercise habits, higher life satisfaction and increased optimism.
  • Grateful people get more sleep.
  • A one-time act of thoughtful gratitude produces an immediate 10% increase in happiness and 35% reduction in depressive symptoms that lasts for months.
  • Writing down one’s gratitude produces a cumulative effect that increases month over month.
  • Gratitude (which focuses us on others) and materialism (which focuses us on ourselves) are inversely related.
  • Those who are more grateful not only perceive the environment to be more benevolent, but actually make it so by helping others more frequently and accumulating social capital.

Link to the read this article in full

Happiness Increases From Giving When There’s A Social Connection, Study Shows

Giving makes us feel happy, and giving to someone we actually know makes us even happier, a new study suggests.

New research published in the Journal of Happiness and Development shows that social giving — where you’re giving to a person who you know, or your giving leads to a social connection — seems to foster more emotional benefits than giving without the social aspect…

Link to read the rest of this article

photo credit: Lori Greig via photopin cc

photo credit: Lori Greig via photopin cc

10 Ways Happy People Prioritise Their To-Do Lists

Marc Chernoff offers some advice for making time work for us by keeping our happiness in the centre of our lives and the way we organise and plan ourselves…

In the seven years of this blog’s existence, Angel and I have had the pleasure of meeting, coaching and interacting with hundreds of truly inspiring, happy, prolific people.  And the more we have interacted with people like this, the more we realize the similarities in how they prioritize their lives, and how their priorities align with our own.

What becomes evident is that, to sustain happiness, we must focus our attention on the right things, in the right ways.  Every growing human being (that means all of us) has resource constraints: limited time and energy.  It is critical that we spend our resources effectively.

Here are 10 ways to prioritize your life and your to-do lists for increased happiness and fulfillment:

1.  One thing at a time, with full presence.

In other words, make the thing you have chosen to do the number one priority while you’re doing it.  Focus with your full attention.  See the value in where you are, while you’re there.  Enjoy what’s happening, while it’s happening…

2.  Family and close friends are at the top.

Nurture your important relationships in such a way that when you tell the people you care about that you care about them, you’re simply reinforcing what theyalready know based on how you have prioritised them into your life

3.  Focus on importance, not urgency.

As Johann Wolfgang von Goethe once said, “Things which matter most must never be at the mercy of things which matter least.”

Truthfully, the most important thing in life is knowing what the most important things in life are, and prioritizing them accordingly.  Sadly, most of us spend too much time on urgent things and not enough time on important things…

4.  Keep your efforts aligned with your purpose.

Getting anything worthwhile done is a matter of connecting with why you have chosen to do this thing in the first place.

Don’t allow others to confuse you.  Don’t let them convince your heart what is right for you.  Your heart already knows.  Listen to it.  Don’t let anyone else dilute the power of your inner voice.  You’ve got to stand up for something specific, on your own two legs, or you will achieve nothing worthwhile in your own mind’s eye…

5.  Play to your strengths and delegate when it makes sense.

When it comes to tackling big projects, you can try to do everything yourself, or you can reach out and find the right people to help you.  The first choice will raise your stress and blood pressure; the second choice will raise your consciousness and effectiveness…

6.  Socialize and share with peers.

Regardless of what you’re trying to accomplish, it’s always easier if you have a group of people who understand what you’re doing, why you’re doing it, and what challenges you’re facing.  Staying in touch with these people and sharing ideas with them will accelerate your effectiveness and happiness.  Best selling author, Seth Godin, refers to these people as your tribe members.

A tribe is a group of people connected to one another via an idea, movement or common goal.  For millions of years, human beings have been part of one tribe or another.  Godin says, “A group needs only two things to be a tribe: a shared interest and a way to communicate.”…

7.  Give what you can, as you seek what you desire.

In many ways, life is a circle – what you put in to it comes back around.  When you make a positive impact in the world, the world will have a positive impact on you.

If you want to be rich, be generous.  If you want to make friends, be friendly.  If you want to be heard, listen.  If you want to be understood by others, take the time to truly understand them.  If you want to live an interesting life, be interested in the happenings around you…

8.  Leave the past behind as you plan ahead.

Let old problems remain where they belong – in the past.  No matter how many times you revisit the past, there’s nothing new to see.  Don’t let what once happened get in the way of what is happening.  Just because you’ve made mistakes doesn’t mean your mistakes get to make you.  If something important didn’t work yesterday, figure out what changes can be made today…

9.  Commit to self-respect, regardless of the issue at hand.

Whenever you catch yourself in a rambling bout of negative self-talk, stop and ask yourself, “If I had a friend who spoke to me in the same way that I sometimes speak to myself, how long would I allow this person to be my friend?”…

10.  Leave room to breathe.

Things don’t always go as planned.  Good things can’t always be planned.  Be flexible and open to life’s twists and turns.

Organize, but don’t agonize.  Keep your space and time ordered, but your schedule underbooked.  Create a foundation with a soft place to land, a wide margin of error, and room to think and breathe…

Link to read this article in full

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photo credit: SalFalko via photopin cc

Shorter Workday Isn’t The Key To Happiness, Says Bummer Of A Study

Workaholics of the world, rejoice? We’ll all be just as unhappy with a shorter work week.

When it comes to working hours, less apparently is not more. Proponents of the six-hour workday will be saddened to hear that, as delightful as shorter days sound, decreasing work hours might not make anyone any happier.

At least that’s what new research in the Journal of Happiness Studies suggests. The 10-year longitudinal study examined the impact of the reform South Korea instituted in 2004 reducing working hours on Korean workers’ happiness. While people’s satisfaction with their working hours increased, there wasn’t a significant effect on overall life or job satisfaction…

Link to read the rest of this article

photo credit: Haags Uitburo via photopin cc

photo credit: Haags Uitburo via photopin cc

Your Boss Is Less Stressed Than You

By 

Several studies have now shown that autonomy – a sense of control over what we do and how we do it – is an essential aspect of our happiness at work.  This article reports on a new study that shows the higher up the pecking order you get at work, the less stressed you are likely to be, but then goes on to look at other studies that show that there are several other important apescts that help or hinder our happiness at work.

So who is better off at work, you or your boss? A Harvard study suggests that it’s your boss because your boss is less stressed. And why is your boss less stressed? It turns out that it is because your boss has control…

Results showed that leaders had statistically significant lower levels of cortisol and lower anxiety than nonleaders. The study was repeated on a second group with similar results.

The researchers then dug into what led to this lower level of stress in leaders and concluded that a sense of control, specifically to do with being in authority, was the main contributing factor…

Less stress may not mean more happiness, though.

Another Harvard Researcher, Professor Rosabeth Kanter, clearly thinks that stress is just one factor among several in overall workplace happiness. She describes the primary sources of motivation (in innovative companies) as ‘mastery, membership and meaning’ with ‘money’ a distant fourth. Mastery certainly fits with control, suggesting that the boss is indeed likely to be happier, but the other important factors do also come into play. Membership – meaning being part of a team, belonging to something bigger than you personally, can work just as well for you as your boss, perhaps even better since the manager role inevitably removes your boss from being part of the team to some extent. This also fits with the majority of people finding the people they work with as being most important.

Lastly there is valuing your work. Some of that comes from you – if you know you do a good job and are confident enough to value the work you do and its quality for yourself then you are probably in a good place. The rest comes from other people – one of whom is undoubtedly your boss.

A study in the Journal of Occupational and Organizational Psychology, reported in Science Daily, that looked at common factors in 223 different workplace studies over a 30 year period suggests that happiness at work is most strongly linked to underlying happiness and attitude. Essentially if you are happy in your life and are generally a happy person you will be happy at work…

Link to read this  article in full

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photo credit: kyeniz via photopin cc

The 7 Deadly Sins of Happiness

By Dr. Mercola

Are You Guilty of These 7 Sins of Happiness?

…identifying the seven ‘sins of happiness,’ which author Trent Hand compiled for Lifehack.  That is, the seven habits or attitudes that make happiness very hard to come by. Hand explained:

These “sins” are so deadly that we often don’t notice we are falling into their trap until we wake up one day and wonder why we are glaring at ourselves in the mirror.”

1. Comparing Yourself to Others

This will either make you feel guilty for living more comfortably than others who are struggling, or make you feel inadequate compared to those who have more. As Mark Twain said:  “Comparison is the death of joy.”

2. Talking About Your Dreams Instead of Going to Work on Them

Talking about your dreams is great, but only if you eventually follow through with them. Make a point to set short-term action steps that will help you achieve your long-term goals – and act on them.

3. Listening to People With Nothing Positive to Say

Spending time around consistently negative people will drain your energy and bring down your mood. It’s generally nearly impossible to cheer a negative person up, you’re better off avoiding them as much as possible and surrounding yourself with positive people instead.

4. Focusing on the News

Watching the news is virtually guaranteed to bring you down and create feelings of helplessness and a lack of hope, as there’s not much you can do to improve the problems you’re seeing. Instead, focus on positive steps you can make in your local community, such as mentoring a child or delivering meals to the elderly.

5. Deciding Someone Else Needs to Change

Finding fault in others, and letting them know what they’re doing wrong, is easy. Much more difficult is looking inward to see how you can improve yourself instead. The latter will pay off by leading to a better you, while trying to fix others will likely be futile and interfere with your relationships.

6. Thinking “Happiness” is a Destination You Can Reach

If you think you’ll be happy once you accomplish a certain goal (like getting married or paying off your house), this is a myth. You must learn to find happiness during the journey, on a daily basis, rather than waiting to somehow find happiness at the end.

7. Forgetting to Say “Thank You”

It’s easy to take for granted all that you have to be thankful for – friends, family, loved ones, your health, your job … By focusing on all that you have to be grateful for (jot down whatever comes to mind on a notepad, for starters), you’ll instantly feel happier.

Living in the Moment: Another Key to Being Happy

Groucho Marx may not be the first person who comes to mind for a philosophy by which to live your life, but his words come with a definite air of wisdom:

“I, not events, have the power to make me happy or unhappy today. I can choose which it shall be. Yesterday is dead, tomorrow hasn’t arrived yet. I have just one day, today, and I’m going to be happy in it.”

How often your mind wanders is frequently a predictor of how happy you are. One study found, in fact, that the more often you take yourself out of the present moment, the less happy you are.  The researchers concluded:

“ … people are thinking about what is not happening almost as often as they are thinking about what is and … doing so typically makes them unhappy.”

So … allow yourself to be immersed in whatever it is you’re doing right now, and take time to really be in the present moment. Practice mindfulness and avoid replaying past negative events in your head or worrying about the future; just savor what’s going on in your life now.

Link to the full original version of this article

photo credit: drl. via photopin cc

photo credit: drl. via photopin cc

Positive psychology is mainly for rich white people

James Coyne PhD picks up Barbara Ehrenreich’s retitled book and mounts a hefty critique of positive psychology his understanding of the messages it is selling.  There are important points here, despite how badly we believe these writers misrepresent positive psychology and the mission of the new economics and Gross National Happiness indexing.  See what you think…

When Barbara Ehrenreich’s Bright-Sided: How the Relentless Promotion of Positive Thinking  Has Undermined America was published outside of the United States, the book was retitled Smile or Die. The publisher was concerned that non-native English speakers might not understand the play on words in the original title. I think the retitling is actually more apt in capturing the message of positive psychology: buy our advice, buy our books, attend our workshops or die…

…Undoubtedly, rich white persons in the suburbs are more likely to score high on these measures. Positive psychology is applied ideology, not science, in encouraging them to congratulate themselves on the personal achievement the high score represents.  And if they are still unhappy or in ill health, the problem lies with the personal characteristics and their modifiable attitudes.

As for the poor and disadvantaged, the physically ill, they have only themselves to blame. As a wealthy positive psychology entrepreneur recently declared “Your attitude is the reason you are poor.” He went on to cite Barbara Frederickson:

In an article in the Journal of Business Venturing, leading positive psychology researcher Barbara Fredrickson found positive emotions help build essential resources for entrepreneurs. Among those resources, the top three she found were social capital, resilience, and big picture thinking.

“It’s not just one of those things that’s going to matter more than the others,” Fredrickson said. “All three are part of a larger web that creates an upward spiral.”

So what is the solution to poverty and social inequality?  Poor people have to think positive, start smiling and expressing gratitude. What a program for individual and social change– or a shameful fraud. As Barbara Ehrenrich has pointed out in Bright-Sided (or Smile or Die), the downside of this ideology is personal self-blame and national denial. Reviewing Bright-SidedThomas Frank remarked:

“We’re always being told that looking on the bright side is good for us, but now we see that it’s a great way to brush off poverty, disease, and unemployment, to rationalise an order where all the rewards go to those on top. The people who are sick or jobless—why, they just aren’t thinking positively. They have no one to blame but themselves.”

Link to read this article in full

photo credit: Pörrö via photopin cc

photo credit: Pörrö via photopin cc

Cycling across America: lessons in sustainability and happiness

Rob Greenfield’s 4,700-mile ride on a bamboo bicycle towing solar panels taught him the power of living a simple life

…I learned the power of a bicycle. It is a relatively simple machine but it can take us great distances both figuratively and literally. Life is good when you are on a bike. Good for yourself, good for the earth, and good for the people around you.

I recognised that people do genuinely want to help and to be a part of something greater than themselves but they just need that extra little push and they need to see someone else do it first. I learned that positivity tends to create more positivity, as does goodness.

Lastly, if you live simply, you can live free. The less complicated you make your life, the more time you have to spend doing what you love and what’s good for you.

Change begins with the actions of individuals. A big action that anyone can take is to become a conscious consumer and support businesses that are doing their part to protect the environment.

Businesses will sell what we will buy so we decide through our actions what is on the market. If as an individual you want to change the way business is done, then start buying from businesses that are using it as a means of positive change in the world…

For me business is a tool to create a happier, healthier planet as well as support myself and my employees. I just hope other companies can also come to recognise this.

Link to read Rob Greenfield’s full Guardian article

photo credit: Todo-Juanjo via photopin cc

photo credit: Todo-Juanjo via photopin cc

Happiness and Gumballs

The Happy Show offers visitors the experience of walking into the designer’s mind as he attempts to increase his happiness via meditation, cognitive therapy and mood-altering pharmaceuticals. “I am usually rather bored with definitions,” Sagmeister says. “Happiness, however, is just such a big subject that it might be worth a try to pin it down.” Centered around the designer’s ten-year exploration of happiness, this exhibition presents typographic investigations of a series of maxims, or rules to live by, originally culled from Sagmeister’s diary, manifested in a variety of imaginative and interactive forms.  – from the city of Chicago website.

The exhibit was fantastic, and we spent over an hour enjoying the unique infographics and interactive displays, all relating the concept of happiness.

The most provocative art piece was Sagmeister’s attempt to show a graphical representation  of the happiness of the visitors to the show.  He did this based on the amount of gumballs that were taken from a row of ten old-fashioned gumball machines standing against the wall, numbered from 1-10, each machine signifying one higher level of individual happiness.

I thought about my level of personal happiness before I approached the gumball machines. I decided that I was relatively happy.  Even with some bumps in the proverbial road, I had my health, good friends, my hair, and I wasn’t bored yet with my existence.  I took a gumball from machine #7.  That put me in the top 25% of happiness…

Link to the rest of this story

The Happy Show by Stefan Sagmeister

Susan Schneider

Link to Susan Schneider’s post about her experience of this show

Happiness At Work Edition #60

See this week’s new collection for these – and many more – stories about happiness and wellbeing, creativity & artistry, resilience and learning, mindfulness and self-mastery, leadership and changing the world…

Link to Happiness At Work Edition #60

We hope you find things here to enjoy and incorporate in your own work, life and continuous learning.