Happiness At Work edition #133 – we are what we think

 

dreamstime_l_22898332Here is a guide to some the ideas and articles we’ve collected in the latest Happiness At Work edition #133.

Our theme this time is inspired by the excellent Get Happy Neuroscience for Business series of articles, including The 5 Neuroscience Lessons for Leaders and The 7 C’s of Change Management – making change easier with neuroscience.

What these ideas, and the stories that follow, all have in common is the growing understanding we are getting from contemporary research about how much the way we choose to think about things affects the experienced reality of the things themselves.

Never has the need for personal mastery been more vital or more richly informed, and I hope this collection will give you new approaches and techniques to try out and talk about with the people who matter to you.  Enjoy.

How Your Thoughts Change Your Brain, Cells and Genes

by Debbie Hampton Writer, blogger, hot yoga enthusiast, brain injury survivor

Every thought you have causes neurochemical changes, some temporary and some lasting. For instance, when people consciously practice gratitude, they get a surge of rewarding neurotransmitters, like dopamine, and experience a general alerting and brightening of the mind, probably correlated with more of the neurochemical norepinephrine…

Every cell in your body is replaced about every two months. So, the good news is, you can reprogram your pessimistic cells to be more optimistic by adopting positive thinking practices, like mindfulness and gratitude, for permanent results…

Your biology doesn’t spell your destiny, and you aren’t controlled by your genetic makeup. Instead, your genetic activity is largely determined by your thoughts, attitudes, and perceptions. Epigenetics is showing that your perceptions and thoughts control your biology, which places you in the driver’s seat. By changing your thoughts, you can influence and shape your own genetic readout.

The Surprising Scientific Link Between Happiness And Decision Making

by LAURA VANDERKAM

How do you make decisions? Some people want to find the absolute best option (“maximizers”). Others, known as “satisficers,” have a set of criteria, and go for the first option that clears the bar.

While wanting the best seems like a good thing, research from Swarthmore College finds that satisficers tend to be happier than maximizers.

This is true for two reasons. First, people who want the best tend to be prone to regret. “If you’re out to find the best possible job, no matter how good it is, if you have a bad day, you think there’s got to be something better out there,” saysBarry Schwartz, a professor at the University of California, Berkeley and author of The Paradox of Choice

This happiness gap raises the question: Can maximizers learn to become satisficers? Can you learn to settle for good enough?

Possibly, but it takes some work. “What I believe is that it’s changeable and that it’s not easy to change,” says Schwartz. Here are some ways to make the shift…

Beyond Brain Basics: 5 Neuroscience Lessons for Leaders

In Brain Basics, we looked at many of the structures in the brain and how they function. In this section we will look more specifically at how they impact leadership and the workplace. Since these are complex issues, especially for people who are just learning about neuroscience, we’ve put together 5 neuroscience lessons for leaders, that will shed some light on the practicality of these notions.

1. The Brain is Plastic

…The brain continues to reform and rewire itself based on how much or how little the pathways are used. That means that we can always learn new things.

The way neurons share information is through sending and receiving neurotransmitters across the small gap. The neurotransmitters trigger a chemical process, which creates an electrical charge that travels through the neuron. This process of electrical charge, neurotransmitters, electrical charge, and so on is what creates the pathway of neurons. There is a saying “Cells that fire together, wire together.” That means that when learning a new task or about a new person, the best way to learn it is to do it multiple times, so that the neurons “fire together” and eventually “wire together”.

It is never too late for a leader or an employee to learn a new skill or a new way of doing things. Change is hard sometimes, but research tells us it is possible.

2. Our Brains Like Rewards

Emotions are an important aspect of how the brain changes and how we learn. Positive feelings activated through the reward system of the brain enhance the pathways and improve learning. The reward system is very complex and has pathways in many areas of the brain, but often it is regulated by the neurotransmitter dopamine.

There are two main reward systems in the brain that are related to attention and motivation: primary and secondary. Primary rewards are related to primary needs like food, water, and shelter. We feel good when we have those needs met. Secondary rewards help our survival but are not vital to it. They include things like information, power, trust, touch, appreciation, and community.

For leaders, rewards are often an effective way to motivate employees. Based on neuroscience, there are some rewards that seem to release more dopamine than others. You will see that money, or material goods, are not on the list. Many of the rewards are related to social interaction in some way.

Following the science, leaders can review their system of motivation and rewards to consider ideas that are proven to be rewarding to the brain. While each employee is different, there are many categories or rewards that would be useful to implement in order to truly activate an employee’s reward pathway. More dopamine means employees who are happier, more focused, and more motivated.

3. The Power of Mirror Neurons

In the early 1990s scientists discovered mirror neurons. They found that when one person watches another do some kind of action, the neurons of the first person fire as if they were actually doing it. There is a common example that has to do with yawning. Research has shown that yawning can be contagious. Why? Mirror neurons. When one person yawns and another observes, the neuronal pathways for yawning in the observer’s brain are activated, causing them to yawn too.

While this may explain why a yawn can seem to travel around an office, mirror neurons are really important for learning, emotional awareness, and empathy. When we watch someone do something, our brain is actually learning how to do it. When we see someone experiencing an emotion, our brain processes that emotion as well, increasing empathy.

Mirror neurons can be important aspects of leadership as we can see how our emotional and physical states as leaders are actually teaching our employees how to act and how to respond emotionally to us. When mirroring is connected to a certain need and when it is understood from a familiar viewpoint, the effect is stronger. Mirror neurons, again, prove how much humans are social animals. People are highly connected to the people and the environments around them.

Because of this connection, leaders can create environments where people can mirror others who create collaborative and cooperative learning and working atmospheres. Individuals are important to the team and the team is important to the individuals through the power or mirror neurons.

4. Emotions are Everything

Many people want to believe that they can make decisions based exclusively on free will and their rational minds. That is not often backed by science, as research has shown that there are many unconscious processes that influence and dictate why we behave in the ways we do.

Those processes follow brain pathways that were put into place when we were very young. In most cases we have already made a decision before we have actually thought about it. This happens in the limbic system. Our cerebral cortex then has to rationalize the decision through language and planning, leading to, what some may call, the illusion of free will. That is not to say that the cerebral cortex cannot influence the limbic system. This can be seen in people who practice meditation and mindfulness.

As a leader, it is particularly useful to know that when we are faced with stress or a threat, the executive functions of the brain shut down, leaving the unconscious processes of the limbic system in charge of decision making. These parts of the brain react on emotion and survival instincts.

Leaders also need to be aware that in terms of learning and team building, change happens not from the cerebral context but from the limbic system. With effective company rewards and interventions, the slow process of changing the limbic system can start to take place.

5. Creating a Brain-Based Work Environment

The information presented is a starting point for creating a work environment that is based around what is healthy for the brain. Leaders who ignore how the brain functions are leaving a lot to chance. Sometimes things might be great, but then something can happen and they might worsen. Having a brain-based work environment can help leaders effectively navigate the rises and falls in the economic climate.

Be a brain-based leader by helping the people improve the work environment, and the environment improve the people. Both influence the other and, in a working system, there will be an upward spiral of motivation, growth, and productivity. Overtime, this environment will actually change the brains of the people in it, making the team and the organization better able to adapt to change.

see also these articles in the series:

The Basis of Leadership Is Born in the Brain: Why Leaders Should Care about Neuroscience

The 7 C’s of Change Management: Making Change Easier With Neuroscience

11 Ways to Run Your Business with Neuroscience

Your Brain on Hormones: How Neuroscience Can Make You a Better Leader

Improve Employee Engagement Using Neuroscience

Brain Basics: Neuroscience in Business

Google’s Scientific Approach to Work-Life Balance (and Much More)

…Inspired by the Framingham Heart Study research, our People Innovation Lab developed gDNA, Google’s first major long-term study aimed at understanding work. Under the leadership of PhD Googlers Brian Welle and Jennifer Kurkoski, we’re two years into what we hope will be a century-long study. We’re already getting glimpses of the smart decisions today that can have profound impact on our future selves, and the future of work overall…

…The fact that such a large percentage of Google’s employees wish they could separate from work but aren’t able to is troubling, but also speaks to the potential for this kind of research. The existence of this group suggests that it is not enough to wish yourself into being a Segmentor. But by identifying where employees fall on this spectrum, we hope that Google can design environments that make it easier for employees to disconnect. Our Dublin office, for example, ran a program called “Dublin Goes Dark” which asked people to drop off their devices at the front desk before going home for the night. Googlers reported blissful, stressless evenings. Similarly, nudging Segmentors to ignore off-hour emails and use all their vacation days might improve well-being over time. The long-term nature of these questions suggests that the real value of gDNA will take years to realize.

…We have great luxuries at Google in our supportive leadership, curious employees who trust our efforts, and the resources to have our People Innovation Lab. But for any organization, there are four steps you can take to start your own exploration and move from hunches to science:

1. Ask yourself what your most pressing people issues are.  Retention?  Innovation? Efficiency?  Or better yet, ask your people what those issues are.

2. Survey your people about how they think they are doing on those most pressing issues, and what they would do to improve.

3. Tell your people what you learned. If it’s about the company, they’ll have ideas to improve it. If it’s about themselves – like our gDNA work – they’ll be grateful.

4. Run experiments based on what your people tell you. Take two groups with the same problem, and try to fix it for just one. Most companies roll out change after change, and never really know why something worked, or if it did at all. By comparing between the groups, you’ll be able to learn what works and what doesn’t.

And in 100 years we can all compare notes.

How to Reset Your Happiness Set Point

by Alex Lickerman M.D. author of The Undefeated Mind: On the Science of Constructing an Indestructible Self

The set-point theory of happiness suggests that our level of subjective well-being is determined primarily by heredity and by personality traits ingrained in us early in life and as a result remains relatively constant throughout our lives. Our level of happiness may change transiently in response to life events, but then almost always returns to its baseline level as we habituate to those events and their consequences over time. Habituation, a growing body of evidence now tells us, occurs even to things like career advancement, money, and marriage.

On the other hand, other research (link is external) suggests a few events—chief among them the unexpected death of a child and repeated bouts of unemployment—seem to reduce our ability to be happy permanently. Yet some studies also suggest that we can also fix our happiness set point permanentlyhigher—by helping others.

According to one such study (link is external) that analyzed data from the German Socio-Economic Panel Survey, a collection of statistics representing the largest and longest-standing series of observations on happiness in the world, the trait most strongly associated with long-term increases in life satisfaction is, in fact, a persistent commitment to pursuing altruistic goals. That is, the more we focus on compassionate action, on helping others, the happier we seem to become in the long run…

…just as exercise can actually provide us with energy by forcing us to summon it when we’re feeling tired (link is external), helping others can provide us with enthusiasm, encouragement, and even joy by forcing us to summon them when we’re feeling discouraged. “If one lights a fire for others,” wrote Nichiren Daishonin, “one will brighten one’s own way.” Thus, the moments in which we feel happiest aren’t just moments to be enjoyed. They’re also opportunities to increase the frequency and intensity with which we feel them in the future.

5 Beneficial Side Effects of Kindness

by David R. Hamilton, Ph.D. Author, ‘I HEART ME: The Science of Self-Love’ and ‘How Your Mind Can Heal Your Body’

When we think of side effects, the first thing that springs to mind are the side effects of drugs. But who’d have thought that kindness could have side effects, too?

Well, it does! And positive ones at that.

…when we are kind, the following are some side effects that come with it:

1) Kindness makes us happier.

When we do something kind for someone else, we feel good. On a spiritual level, … we’re tapping into something deep and profound inside us that says, “This is who I am.”

On a biochemical level, it is believed that the good feeling we get is due to elevated levels of the brain’s natural versions of morphine and heroin, which we know as endogenous opioids. They cause elevated levels of dopamine in the brain, so we get a natural high, often referred to as “Helper’s High.”

2) Kindness gives us healthier hearts.

Acts of kindness are often accompanied by emotional warmth. Emotional warmth produces the hormone oxytocin in the brain and throughout the body. Of much recent interest is its significant role in the cardiovascular system.

Oxytocin causes the release of a chemical called nitric oxide in blood vessels, which dilates (expands) the blood vessels. This reduces blood pressure, and therefore oxytocin is known as a “cardio-protective” hormone because it protects the heart (by lowering blood pressure). The key is that acts kindness can produce oxytocin, and therefore kindness can be said to be cardio-protective.

3) Kindness slows aging.

Aging on a biochemical level is a combination of many things, but two culprits that speed the process are free radicals and inflammation, both of which result from making unhealthy lifestyle choices.

But remarkable research now shows that oxytocin (which we produce through emotional warmth) reduces levels of free radicals and inflammation in the cardiovascular system and thus slows aging at its source. Incidentally these two culprits also play a major role in heart disease, so this is also another reason why kindness is good for the heart.

There have also been suggestions in the scientific journals of the strong link between compassion and the activity of the vagus nerve. The vagus nerve, in addition to regulating heart rate, also controls inflammation levels in the body in what is known as the inflammatory reflex. One study that used the Tibetan Buddhist lovingkindness meditation found that kindness and compassion did, in fact, reduce inflammation in the body, mostly likely due to its effects on the vagus nerve.

4) Kindness makes for better relationships.

This is one of the most obvious points. We all know that we like people who show us kindness. This is because kindness reduces the emotional distance between two people, so we feel more “bonded.” It’s something that is so strong in us that it’s actually a genetic thing. We are wired for kindness.

Our evolutionary ancestors had to learn to cooperate with one another. The stronger the emotional bonds within groups, the greater the chances of survival, so “kindness genes” were etched into the human genome.

Today, when we are kind to each other, we feel a connection, and new relationships are forged, or existing ones strengthened.

5) Kindness is contagious.

When we’re kind, we inspire others to be kind, and it actually creates a ripple effect that spreads outwards to our friends’ friends’ friends — to three degrees of separation. Just as a pebble creates waves when it is dropped in a pond, so acts of kindness ripple outwards, touching others’ lives and inspiring kindness everywhere the wave goes.

A recent scientific study reported than an anonymous 28-year-old person walked into a clinic and donated a kidney. It set off a “pay it forward” type ripple effect where the spouses or other family members of recipients of a kidney donated one of theirs to someone else in need. The “domino effect,” as it was called in the New England Journal of Medicine report, spanned the length and breadth of the United States of America, where 10 people received a new kidney as a consequence of that anonymous donor.

The Happiest Part Of Your Vacation Isn’t What You Think

by Carla Herreria

According to a 2010 study published in the journal Applied Research in Quality of Life, just planning or anticipating your trip can make you happier than actually taking it.

While all vacationers enjoyed pre-trip happiness, the study’s authors found that people only experienced a boost in happiness post-vacation if their trip was relaxing. If their vacation was deemed “stressful” or “neutral,” their post-trip happiness levels were comparable to those who hadn’t taken a vacation at all.

Pre-trip happiness, however, is a different story entirely. The study found that all vacationers experienced a significant boost in happiness during the planning stages of the trip because, as the researchers suggest, the vacationers were looking forward to the good times ahead…

Is Artistic Inspiration Contagious?

by Scott Barry Kaufman

In a recent study, Todd Thrash and colleagues conducted the first ever test of “inspiration contagion,” using poetry as the vehicle. They looked at specific qualities of a text and the qualities of the reader. It’s a rich study, with 36,020 interactions between all of the variables! Here are the essential findings…

…The more writers privately reported that they felt inspired while writing, the more the average reader reported being inspired. This is despite the fact that there was no actual contact between the reader and the writer other than the text itself!

…Readers higher in openness to new experiences were more tolerant of the new and sublime. The more that the reader was open to new experiences, the more they experienced inspiration transmission, and the less the originality and sublimity of the text hindered transmission.

Reader inspiration was not the only outcome of writer inspiration. Writer inspiration also brought out feelings of awe and chills in the average reader. These feelings of enthrallment were transmitted particularly through the insightfulness and sublimity of the text.

…However, these findings suggest that good writing is more like talking, an expression of one’s inner state of being. Perhaps the most helpful way for aspiring writers to view writing is as a natural vehicle for capturing personal insights and expressing them.

New data science research shows how we manage our long-term happiness

by Colin Smith

Most theories of motivation have championed the pleasure principle, where our choices of daily activities aim to maximize our short-term happiness. However, it was not clear to researchers how to reconcile this idea with the fact that we all have to engage routinely in unpleasant, yet necessary activities.

To address this question a team of researchers, including an Imperial academic, developed a smartphone application to monitor in real-time the activities and moods of approximately 30,000 people.

The team found that, rather than following the pleasure or hedonic principle, people’s choices of activities instead consistently followed a hedonic flexibility principle, which shows how people regulate their mood. Specifically, the model shows that people were more likely to engage in mood-increasing activities such as playing sport when they felt bad. When they felt good they engaged in useful, but mood-decreasing activities such as doing housework…

The model revealed that firstly, people’s future decisions to engage in one activity rather than another are related to how they currently feel. Secondly, the interplay between mood and choices of activity followed a very specific pattern.

When participants were in a bad mood, they were more likely to later engage in activities that tended to subsequently boost their mood. For example, if people’s current mood decreased by 10 points, they were more likely to later engage in things like sport, going out into nature, and chatting. All of these activities were associated with a subsequent increase in mood.

see also:

Finding Happiness: Your Mood Decides Whether You Live In The Moment Or Focus On Future

By

…More or less, we can all be split into two groups; Those motivated by the pursuit of pleasure and those who prefer to secure their long-term welfare. A new study has attempted to understand the motivation between these two conflicting philosophies.

Our likeliness to live in the moment or prepare for the future is not a permanent feature of our personality and changes according to our mood at the moment. The study revealed that when a person is in a good mood, they are more likely to do housework and other unpleasant yet useful activities over the next few hours than when they are in a bad mood. When feeling bad, people tend to choose activities later that day that are more pleasurable, such as playing sports and spending time with friends, apparently in an effort to feel better…

25 Freelancers (Re)Define Success

Profundity by Col Skinner, a UK based Digital Marketing Consultant and Strategist

…if we all take some time to review what success actually means to us and what we want from our working lives then we might find it doesn’t (have to) match the archetypal clichés in society. The archetypal perception is that success is something status led that is achieved through sacrificing your personal life in order to commit hundreds of hours to earning tons of cash in a ‘kill or be killed’ business environment. All very 1980’s Wall Street if you ask me. I think shows like The Apprentice / Dragons Den, along with business dinosaurs like Donald Trump, also have a lot to answer for.

I thought it would be interesting to hear how people who have quit the rat race, define success.  So I went and sourced a range of Freelancers who very kindly gave their personal definitions of SUCCESS. This may help give clarity to those who currently struggle to define their own goals…

You, and no one else, are the one that sets or defines what success looks like. Don’t fall for the cliché trappings of a successful life. Aim for goals that matter and make a difference to you or those around you. I will leave you with this great quote by Anne Sweeney:

“Define success by your own terms, achieve it by your own rules, and build a life you’re proud to live.”

Happiness At Work edition #133

All of these articles and more can found together in this collection.

What you’ll find in our February 2016 Happiness At Work collection #132

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Nuns from Tyburn Convent, Marble Arch perform a sponsored skip to rebuild the convent front, 17 August 1989. (Archive ref. GUA/6/9/2/1/1). Photo by Graham Turner from the Guardian story: Memorable shots: Moments from Graham Turner’s Guardian career – in pictures

Welcome to this month’s new Happiness At Work collection.

These are some of the highlights I have especially enjoyed and drawn ideas from during the last six week’s trawl for stories, research and practical tips about how to make greater relationships, happiness and resilience for ourselves and the people we work with.

As this burgeoning new field of inquiry expands and gains more and more momentum, it is becoming harder to slim down our selection rather than to find relevant material, and we really hope you will find something amongst this mix, and in the rest of the collection, to use to nourish your own aspirations, learning, leadership and flourishing.

some articles about Happiness At Work

The 5 Most Important Finding from the Science of Happiness that apply at Work

by Alexander Kjerulf

Happy workplaces are more profitable and innovative, attract the best employees and have lower absenteeism and employee turnover rates. Simply put, happy companies make more money.

But how do you create a happy workplace? We believe some of the answers are found in positive psychology…

Traditional psychology looks at everything that can go wrong with our minds – psychosis, neurosis, phobias, depression etc – and asks how it can be treated/cured. It’s an incredibly important field but positive psychology asks the opposite question: When are we happy? What does it take for people to live good lives  and thrive psychologically? The field has been especially active for the last 30 years and we are learning some really interesting and surprising things about happiness.

Here are the five findings from positive psychology that we believe are the most relevant in the workplace.

1: Positive emotions have many beneficial effect on us and on our job performance…

2: Emotions are contagious…

3: Small actions can have a large effect on our happiness…

4: Unexpected things make us happy…

5: Making others happy, makes us happy…

read this full article here

The Benefits of Peer-to-Peer Praise at Work

by Shawn Achor

I am now working with (my wife) Michelle Gielan and Amy Blankson from the Institute for Applied Positive Research to find out how long a happiness boost lasts from a single pay increase versus more frequent organic boosts like digital praise. Our hypothesis is that if a company gives a pay increase, the engagement bump is short-lived, as the new income level becomes the mental norm — necessitating another raise later to maintain the same level of engagement. This is in line with current research on extrinsic/intrinsic motivation as described in the HBR article “Does Money Really Affect Motivation?” But because the peer recognition program is ongoing, there is no indication of a tolerance point at which the engagement scores return to a baseline.

As our companies continue to grow and expand and technology advances, we are finding ourselves increasingly fragmented from our social support networks both at work and at home. The digital revolution has increased our speed of work dramatically. And this research suggests that technology may also be one of the keys to connecting us back together — creating the type of effective, organic and peer-based praise people need and deserve as they endeavor to lead their teams to greater success…and hopefully greater happiness.

read this article here

27 Insights for Creating and Sustaining Workplace Happiness

by PAUL JUN

Psychologist and author Martin Seligman posited that “authentic happiness” is a combination of engagement, meaning, and positive emotions. He studied people from all over the world and discovered that when a person exercises certain traits or virtues—like duty, kindness, and leadership—it promotes authentic happiness.

The two realms of life that are most likely to elicit engagement, meaning, and positive emotions are our social relations and the workplace. And yet, if you ask around, you’ll sadly come to the realization that most workplaces hinder engagement and positive emotions.

Here are 27 resources from great thinkers, researchers, and leaders on helping you hone in on happiness so that you can cultivate it within your team and your day-to-day activities.

some articles about Making Great Relationships at work

The Biggest Performance Management Mistake

by Jacob Shriar

Every employee has a desire to do great work. Companies need to create an environment where employees can achieve great work.

Most companies focus on improving employees’ weaknesses, when they should be focusing on their strengths.

Marcus Buckingham, who worked at Gallup for 20 years researching employee engagement, discovered that the best performing leaders were the leaders that focused on their employees’ strengths.

People produce the best results when they make the most of their unique strengths rather than focusing on their weaknesses or perceived weaknesses…

continue reading this article here

How Expressing Gratitude Might Change Your Brain

By 

This result suggests that the more practice you give your brain at feeling and expressing gratitude, the more it adapts to this mind-set — you could even think of your brain as having a sort of gratitude “muscle” that can be exercised and strengthened (not so different from various other qualities that can be cultivated through practice, of course). If this is right, the more of an effort you make to feel gratitude one day, the more the feeling will come to you spontaneously in the future. It also potentially helps explain another established finding, that gratitude can spiral: The more thankful we feel, the more likely we are to act pro-socially toward others, causing them to feel grateful and setting up a beautiful virtuous cascade.

read this article here

Your coworkers are more important than you think

by 

According to a meta-analysis by Gallup, one determinant of positive employee attitudes — in addition to having learning opportunities and adequate office supplies — is answering yes to the question “I have a best friend at work.” Perhaps company policies could include 45-minute lunch breaks, since American researchers found that this length of time spent in substantive conversation — not small talk — fosters a sense of closeness between mere acquaintances. Exchanging weekend war stories at your neighbour’s desk has more value than you might think…

read this article here

The Power of Treating Employees Like Family

“Parenting is the stewardship of the precious lives that come to you through birth, adoption or second marriages. Leadership is the stewardship of the precious lives that come to you by people walking through your door and agreeing to share their gifts with you.” This insight ultimately transformed how Chapman runs his company. In a new book Everybody Matters: The Extraordinary Power of Caring for Your People Like Family, Chapman and coauthor Raj Sisodia explain how any company can integrate this perspective into their organization.

Here is the Knowledge@Wharton conversation with Chapman and Sisodia about their book.

some articles about Resilience and Personal Mastery

Resilience isn’t just a nice-to-have. Here’s why.

by Karen Liebenguth

‘How do I tend to respond to difficult or challenging times at work?’

The workplace throws up a steady stream of obstacles and challenges e.g. colleague relationships, organisational ways of working, workloads etc., and it’s our resilience or the ability to cope with the obstacles that come our way, to bounce back, learn from mistakes, to make amends when necessary, and most important of all, begin again without rumination or regret, which determines our wellbeing at work.

Resilience was once seen as a rare human feat – but now, research shows that within a well-functioning emotion system, resilience can be standard and that people’s levels of resilience are not set in stone, but can be improved through experience and training.

So how do you develop a resilient workforce?

read these five tips for developing greater resilience here

Why Resilience Is Good for Your Health and Career

by Laura Landro

Resilience is often defined as the capacity to adjust to change, disruption or difficulty and move on from negative or traumatic experiences in a positive way.

Studies find people with the most resilience tend to be more productive, less likely to have high health-care costs and less often absent from work. Now, some employers are offering programs to help employees become more resilient. They are providing webinars and group coaching to teach skills and habits that help people stay focused and functioning during stressful times at work or home…

A recent review of more than a decade of studies, led by researchers at the University of Nebraska and published in the Journal of Occupational and Organizational Psychology, found resilience training in the workplace can help improve employees’ mental health and subjective well-being, and offer wider benefits in social functioning and performance.

continue reading this article here

How People Learn to Become Resilient

by 

In December the New York Times Magazine published an essay called “The Profound Emptiness of ‘Resilience.’ ” It pointed out that the word is now used everywhere, often in ways that drain it of meaning and link it to vague concepts like “character.” But resilience doesn’t have to be an empty or vague concept. In fact, decades of research have revealed a lot about how it works. This research shows that resilience is, ultimately, a set of skills that can be taught. In recent years, we’ve taken to using the term sloppily—but our sloppy usage doesn’t mean that it hasn’t been usefully and precisely defined. It’s time we invest the time and energy to understand what “resilience” really means.

read this article here

see also

Is Resilience Written in our DNA?

an examination of the different research findings…

The Only 7 Things You Can Control in Life

BY CATHERINE GOLDBERG

We make millions of little decisions all the time, and the result of each one is either net positive, net negative, or neutral. The more net positive decisions we can make (and the fewer net negative ones), the better. Net positive decisions—brushing your teeth before bed, eating healthy meals, and regularly going to the gym—help you feel good and bring you one step closer to your goals despite the effort they entail….

While the healthier choice may seem harder, it pays off bigger. And you’ll be surprised by just how easy these choices can be once you make the effort. By learning how to master the seven things that are within our control, you will start to make more net positive decisions, fewer net negative ones, and find that empowering, positive behaviors become second nature. So let go of all the stuff you can’t control and start using your time to master what you can control. Before you know it, you’ll be living your best life ever!

1. Your Breath…

2. Your Self-Talk…

3. Your Gratitude…

4. Your Body Language…

5. Your Mental and Physical Fitness…

6. Your Diet…

7. Your Sleep…

read more about these seven things here

some articles about Performance & Productivity

Multitasking is Killing Your Brain

by Larry Kim

Our brains weren’t built to multitask.

Our brains are designed to focus on one thing at a time, and bombarding them with information only slows them down…

New research suggests the possibility that cognitive damage associated with multi-tasking could be permanent.

A study from the University of Sussex (UK) ran MRI scans on the brains of individuals who spent time on multiple devices at once (texting while watching TV, for example). The MRI scans showed that subjects who multitasked more often had less brain density in the anterior cingulate cortex. That’s the area responsible for empathy and emotional control.

The one caveat is that research isn’t detailed enough to determine if multitasking is responsible for these effects, or if existing brain damage results in multitasking habits. Still, no matter how you spin it, multitasking is no good.

The lesson? Multitasking is not a skill to add to the resume, but rather a bad habit to put a stop to. Turn off notifications, create set email checking time slots throughout the day (rather than constant inbox refreshing), and put your mind to the task at hand.

read the full article here

some articles about Making a Better World

The World’s Happiest Man on Altruism

by Oliver Haenlein

Matthieu Ricard, also known as ‘the world’s happiest man’, spends much of time now  trying to teach the world how to be happy, and how to show empathy, kindness and compassion to one another.

His latest book, Altruism, provides a complex look at a remarkably simple approach to solving the ills of the world. Ricard’s work has always revolved around positive transformation, and now he has published an 800-page guide to using one of the traits most inherent to human nature to overcome the challenges of the 21st century.

Ricard summarises his work: “I used everything I could learn through 70 years, and I researched for five years to point out that altruism is not a luxury or utopia, but the only answer to the challenges of our times.”

The book took him five years to write, and contains an impressive 1,600 scientific references, providing a convincing argument on how important the widespread adoption of genuine concern for the wellbeing of others could be for changing the world.

He takes a three-pronged look at the world’s main challenges: the economy in the short-term, life satisfaction in the mid-term, and the environment in the long-term.

“People are basically good. If you look at evolution, one of the difficult points was how evolution can explain altruism; now you see all the great evolutionists like Martin Nowak with ideas that actually say cooperation has been much more creative to evolution than competition. Those are not just eccentric guys; they are the core of the science.”

Ricard believes that we are perfectly placed to start tapping into what is already a part of us, to create something better: happier societies, a more compassionate business environment, and a less damaging approach to the environment.

read the original article here

some articles about Stillness, Solitude and Mindfulness

13 untranslatable words for happiness

by Elsa Vulliamy

In order to widen the scope of the psychology of happiness, Dr Lomas gathered a list of hundreds of what he said were “untranslatable” words for positive sensations.

Some of the best are listed below:

  1. Sobremesa (Spanish): time spent after finishing a meal, relaxing and enjoying the company
  2. Tepils (Norwegian): drinking beer outside on a hot day
  3. Remé (Balinese): something both chaotic and joyful
  4. Desbunar (Portuguese): shedding ones inhibitions while having fun
  5. Sabsung (Thai): being revitalised through something that livens up one’s life
  6. Feierabend (German): the festive mood at the end of a work day
  7. Tilfreds (Danish): satisfied, at peace
  8. Geborgenheit (German): protected and safe from harm
  9. Flâner (French): strolling leisurely on the streets
  10. Shinrin-yoku (Japanese): relaxation gained from ‘bathing’ in a forest
  11. Gökotta (Swedish): waking up early with the purpose of going outside to hear the first birds sing
  12. Suaimhnaes croi (Gaelic): state of joy after the completion of a task
  13. Tarab (Arabic): musically induced state of ecstasy

read this article here

The End of Solitude

by William Deresiewicz

Those who would find solitude must not be afraid to stand alone.

What does the contemporary self want? The camera has created a culture of celebrity; the computer is creating a culture of connectivity. As the two technologies converge — broadband tipping the Web from text to image, social-networking sites spreading the mesh of interconnection ever wider — the two cultures betray a common impulse. Celebrity and connectivity are both ways of becoming known. This is what the contemporary self wants. It wants to be recognized, wants to be connected: It wants to be visible. If not to the millions, on Survivor or Oprah, then to the hundreds, on Twitter or Facebook. This is the quality that validates us, this is how we become real to ourselves — by being seen by others. The great contemporary terror is anonymity. If Lionel Trilling was right, if the property that grounded the self, in Romanticism, was sincerity, and in modernism it was authenticity, then in postmodernism it is visibility.

So we live exclusively in relation to others, and what disappears from our lives is solitude. Technology is taking away our privacy and our concentration, but it is also taking away our ability to be alone…

continue reading this article here

How Easily Distracted Are You? Here, Distract Yourself With This Game to Find Out

By  and 

Overall, the link between creativity and distractibility ties in nicely with one of the main assertions Kaufman and Gregoire make in their book: that a creative mind is an open mind. This may even help explain why experiments since at least the 1960s have discovered a link between creativity and mental illness. “Being open to and curious about the full spectrum of life — both the good and the bad, the dark and the light — may be what leads writers to score high on some characteristics that our society tends to associate with mental illness,” Kaufman and Gregoire write, “at the same time that it leads them to become more grounded and self-aware.” Having an open mind means a lot more stuff is going to wander on in there, for better or for worse. “Everything is interesting, and you want to pay attention to it all,” Carson said.

But in the annoying, everyday scenarios, this can be a problem, for the obvious reasons. Sometimes you do have to filter out distractions. Alas, it’s not yet clear from the research whether it’s possible for a person to temporarily improve their latent inhibition. Instead of trying to train yourself to ignore distractions like email or texts, it may be better to avoid them completely, at least while you’re trying to get creative work done. Marcel Proust is said to have worked while wearing ear plugs; the 19th-century novelist Franz Kafka once said, “I need solitude for my writing; not ‘like a hermit’ — that wouldn’t be enough — but like a dead man.” Both men have a point.

take the test and read the full article here

articles about Contemporary Trends in Work & Organisations

Time to say goodbye to the open plan era?

‘We shape our buildings, afterwards our buildings shape us.’ Winston Churchill

Most employees spend around 40 hours a week in the workplace. It’s the space in which they reason, react, collaborate, build relationships and think creatively…

With employee wellbeing moving up the organisational agenda it isn’t surprising to find businesses re-examining how their workspaces affect employees, for good or for bad.

But other forces too are pushing them to think differently. There has been much discussion about the impact of the multi-generational workforce and of the complications that arise as the requirements and preferences of different generations play out in the modern workplace.

Nor is it just generational differences; different kinds of job roles, work patterns, skill sets and perhaps even personality types also need to be taken into consideration. There is a growing appreciation of the need to move beyond a one-size-fits-all approach to workplace design, towards one that appreciates the diversity of employee needs.

As businesses seek to gain and maintain competitive edge and remain agile in a world of increasingly flexible work patterns, the need to rethink the working environment is almost inevitable.

With more organisations recognising this, it’s becoming clear that the office of the future is going to look very different from the workplace of the past.

read this article here

10 Job Skills You’ll Need in 2020

The world of work—and the world in general—is changing. People are living longer, new technologies are emerging, and we’ve never been more globally connected. That means the skills we use now in the workplace are not necessarily the skills we’ll need in the future.

To get a sense of what skills you might want to start investing your time into developing, check out the infographic here.

Holacracy: The System To Make Your Team More Productive

by by Jacob Shriar

Holacracy is a management framework that not only makes things more transparent, but empowers employees and fully utilizes their strengths.

Holacracy is so far removed from a traditional way of running an organization that it takes a while to understand and you need to have an open mind…

Holacracy is a management framework focused on self-management. It’s a way of running your company in a very organized way, with clear roles and responsibilities.

With Holacracy, I can play multiple roles and have multiple functions depending on what my skills are.

To fully understand why this is such a powerful system, we need to look at the main differences between Holacracy and traditional company setups.

  1. Roles Instead Of Job Descriptions…
  2. Decisions Are Made At The Team Level…
  3. Constant Optimisation…
  4. Incredible Transparency…

read this article in full here

for more about this radical new organisation framework, watch on youtube:

Frederic Laloux on Reinventing Organisations

Brian Robertson’s Google talk on Holacracy

Jos de Blok l Organisation without management l Meaning 2015

The Positive Organization: Time for HR to leave the ‘bandage business’

In this three-part series, Professor Robert Quinn looks at how HR can stop being in the ‘bandage business,’ and how they can harness the findings of his research on Positive Organizations to emerge as a strong strategic business partner. This is part one. Read part two and part three too.

…in a world where 70% of the global workforce is unengaged and 52% of the management workforce is unengaged, how do we create cultures where people flourish and exceed expectations?

Leadership development and cultural vitality are big HR challenges that face every organization.

Part Two: The Positive Organisation

Do you aspire to survival, or to flourish?

The questions that drive positive organizing are these:

  • What are people, teams, organizations and communities like when they are at their best?
  • How do we learn from excellence and spread that excellence?
  • Instead of engaging in managerial problem solving how do we engage in organizational purpose finding?
  • How do we continually recognize the reality of constraint while we simultaneously orient to the reality of possibility.

Part Three: The Positive Organization: Doing the impossible – Amy’s courageous story

…the story of a Chief People Officer who got out of the bandage business. She altered the culture of a major business school. In the process she reinvented herself and became invaluable to her organization.

Happiness At Work edition #132 – February 2016

You can find all of these articles, and many more, in our new HAW collection…

Happiness At Work #124 ~ Happy UN International Day of Happiness 2015

For the International Day of Happiness 2015 we’re inviting everyone to focus on their connections with others.

This campaign is a global celebration to mark the United Nations International Day of Happiness. It is coordinated by Action for Happiness, a non-profit movement of people from 160 countries, supported by a partnership of like-minded organisations.

A profound shift in attitudes is underway all over the world. People are now recognising that ‘progress’ should be about increasing human happiness and wellbeing, not just growing the economy.

March 20 has been established as the annual International Day of Happiness and all 193 United Nations member states have adopted a resolution calling for happiness to be given greater priority.

In 2011, the UN General Assembly adopted a resolution which recognised happiness as a “fundamental human goal” and called for “a more inclusive, equitable and balanced approach to economic growth that promotes the happiness and well-being of all peoples”.

In 2012 the first ever UN conference on Happiness took place and the UN General Assembly adopted a resolution which decreed that the International Day of Happiness would be observed every year on 20 March. It was celebrated for the first time in 2013.

For the very first International Day of Happiness in 2013, events took place all over the world and we celebrated hundreds of “Happy Heroes” – those people in our communities who do so much to bring happiness to others.

The 2014 Day of Happiness campaign asked people to share authentic images of what makes them happy to “Reclaim Happiness” back from the fake commercial images of happiness that we are so often bombarded with. Many tens of thousands of people shared images and the social reach was estimated to be over 13 million people globally.

International Day of Happiness, 20 March 2015 – 7 Billion Others

“Once you start listening to music, you’ll feel happiness deep down your heart.”

Video portraits from Italy, India, South Africa, Algeria, Cambodia, Chad, and the USA to mark the International Day of Happiness.

On selected international days the United Nations Regional Information Centre for Western Europe (UNRIC), in partnership with the Good Planet Foundation, shares clips from the ‘7 billion Others’ project to communicate the dreams, hopes, and fears of citizens from all over world.

International Day of Happiness: Just how happy are you?

BBC News

Have you ever thought about what truly makes you happy?

It is a question the United Nations is asking us to think about, because it has branded Friday 20 March the International Day of Happiness.

The pursuit of happiness is in fact a very serious business, with experts claiming that loneliness can be twice as deadly as obesity.

See the video of Tim Muffett’s report for the BBC here

How to use staff happiness to boost your business

by Margaret Harris for The Sunday Times Business Times

Research by executive search company Korn Ferry has found that happy employees are good for business: happy staff generate more sales and are better at taking on challenges than those who are miserable in their jobs.

Michelle Moss, director of assessments at Korn Ferry’s alliance partner Talent Africa, said of the research: “Traditionally, staff members worked seriously hard on the job and had fun after hours, at the weekend or in retirement. Today, you are encouraged to be happy in your work and have fun making your workaday contribution.”

Moss has the following advice:

To increase their staff members’ happiness, some big companies provide on-site gyms, hair salons and other services. “The aim is higher staff retention, but the essential building block is employee happiness at the workplace,” she said;

Give staff “happiness injections” to motivate them when the job threatens to overwhelm them. These may take the form of support services, perks or efforts to make work more satisfying;

This process can sound manipulative, but it benefits the workers and the company: people feel good about themselves because they feel valued by their employer;

Celebrating wins, no matter how small, can help raise team spirit and lift morale;

and

Companies with happy employees are likely to be rewarded with increased productivity, lower absentee rates, contained recruitment costs and an easy flow of ideas.

read the original article here

Happy – 2015 UN International Day of Happiness – Pharrell Williams

UN to Create a Playlist of Happiness

What is happiness? The United Nations is teaming up with pop stars to create a playlist that asks, in musical form, that eternal question.

A campaign launched Monday is asking listeners around the world to post through social media the songs that make them happy, with the playlist to be revealed Friday on the UN-declared International Day of Happiness.

The curators who will assess the responses and determine the playlist include the British singer-songwriters Ed Sheeran and James Blunt, US singer-songwriter John Legend, French DJ David Guetta and the Portuguese pop star David Carreira.

UN Secretary-General Ban Ki-moon, who is not generally known for his rock star persona, announced the initiative in an MTV-style video in which he offered his vote for Stevie Wonder’s 1970 hit “Signed, Sealed, Delivered.”

Ban said that the song – also known to be a favorite of US President Barack Obama – represented his hopes for a successful agreement on climate change at a UN-led conference in Paris later this year.

The United Nations in 2012 declared an International Day of Happiness – which coincides with the first day of spring in the Northern Hemisphere – after an initiative by Bhutan, the Himalayan land that measures a “Gross National Happiness” instead of a standard economic indicator.

“On this day we are using the universal language of music to show solidarity with the millions of people around the world suffering from poverty, human rights abuses, humanitarian crises and the effects of environmental degradation and climate change,” Ban said.

Last year, the International Day of Happiness invited music fans around the world to dance to Pharrell Williams’ hit “Happy,” creating a viral sensation.

The campaign, which did not specify restrictions on genre, asked music fans to post songs on social media with the hashtag #HappySoundsLike. The playlist will be released by streaming service MixRadio.

read the original article here

Five Ways Music Can Make You Healthier

You might use music to distract yourself from painful or stressful situations, too. Or perhaps you’ve listened to music while studying or working out, hoping to up your performance. Though you may sense that music helps you feel better somehow, only recently has science begun to figure out why that is.

Neuroscientists have discovered that listening to music heightens positive emotion through the reward centres of our brain, stimulating hits of dopamine that can make us feel good, or even elated. Listening to music also lights up other areas of the brain — in fact, almost no brain centre is left untouched — suggesting more widespread effects and potential uses for music.

Music’s neurological reach, and its historic role in healing and cultural rituals, has led researchers to consider ways music may improve our health and wellbeing. In particular, researchers have looked for applications in health-care — for example, helping patients during post-surgery recovery or improving outcomes for people with Alzheimer’s. In some cases, music’s positive impacts on health have been more powerful than medication.

Here are five ways that music seems to impact our health and wellbeing.

Music reduces stress and anxiety

Research has shown that listening to music — at least music with a slow tempo and low pitch, without lyrics or loud instrumentation — can calm people down, even during highly stressful or painful events.

Music can prevent anxiety-induced increases in heart rate and systolic blood pressure, and decrease cortisol levels—all biological markers of stress. In one study, researchers found that patients receiving surgery for hernia repair who listened to music after surgery experienced decreased plasma cortisol levels and required significantly less morphine to manage their pain. In another study involving surgery patients, the stress reducing effects of music were more powerful than the effect of an orally-administered anxiolytic drug.

Performing music, versus listening to music, may also have a calming effect. In studies with adult choir singers, singing the same piece of music tended to synch up their breathing and heart rates, producing a group-wide calming effect. In a recent study, 272 premature babies were exposed to different kinds of music—either lullabies sung by parents or instruments played by a music therapist—three times a week while recovering in a neonatal ICU. Though all the musical forms improved the babies’ functioning, the parental singing had the greatest impact and also reduced the stress of the parents who sang.

Though it’s sometimes hard in studies like this to separate out the effects of music versus other factors, like the positive impacts of simple social contact, at least one recent study found that music had a unique contribution to make in reducing anxiety and stress in a children’s hospital, above and beyond social contributions.

Music decreases pain

Music has a unique ability to help with pain management. In a 2013 study, sixty people diagnosed with fibromyalgia — a disease characterised by severe musculoskeletal pain — were randomly assigned to listen to music once a day over a four-week period. In comparison to a control group, the group that listened to music experienced significant pain reduction and fewer depressive symptoms.

In another recent study, patients undergoing spine surgery were instructed to listen to self-selected music on the evening before their surgery and until the second day after their surgery. When measured on pain levels post surgery, the group had significantly less pain than a control group who didn’t listen to music.

It’s not clear why music may reduce pain, though music’s impact on dopamine release may play a role. Of course, stress and pain are also closely linked; so music’s impact on stress reduction may also partly explain the effects.

However, it’s unlikely that music’s impact is due to a simple placebo effect. In a 2014 randomised control trial involving healthy subjects exposed to painful stimuli, researchers failed to find a link between expectation and music’s effects on pain. The researchers concluded that music is a robust analgesic whose properties are not due simply to expectation factors.

Music may improve immune functioning

Can listening to music actually help prevent disease? Some researchers think so.

Wilkes University researchers looked at how music affects levels of IgA — an important antibody for our immune system’s first line of defence against disease. Undergraduate students had their salivary IgA levels measured before and after 30 minutes of exposure to one of four conditions — listening to a tone click, a radio broadcast, a tape of soothing music, or silence. Those students exposed to the soothing music had significantly greater increases in IgA than any of the other conditions, suggesting that exposure to music (and not other sounds) might improve innate immunity.

Another study from Massachusetts General Hospital found that listening to Mozart’s piano sonatas helped relax critically ill patients by lowering stress hormone levels, but the music also decreased blood levels of interleukin-6 — a protein that has been implicated in higher mortality rates, diabetes, and heart problems.

According to a 2013 meta-analysis, authors Mona Lisa Chanda and Daniel Levitin concluded that music has the potential to augment immune response systems, but that the findings to date are preliminary. Still, as Levitin notes in one article on the study, “I think the promise of music as medicine is that it’s natural and it’s cheap and it doesn’t have the unwanted side effects that many pharmaceutical products do.”

Music may aid memory

My now-teenage son always listens to music while he studies. Far from being a distraction to him, he claims it helps him remember better when it comes to test time. Now research may prove him right—and provide an insight that could help people suffering from dementia.

Music enjoyment elicits dopamine release, and dopamine release has been tied to motivation, which in turn is implicated in learning and memory. In a study published last year, adult students studying Hungarian were asked to speak, or speak in a rhythmic fashion, or sing phrases in the unfamiliar language. Afterwards, when asked to recall the foreign phrases, the singing group fared significantly better than the other two groups in recall accuracy.

Evidence that music helps with memory has led researchers to study the impact of music on special populations, such as those who suffer memory loss due to illness. In a 2008 experiment, stroke patients who were going through rehab were randomly assigned to listen daily either to self-selected music, to an audio book, or to nothing (in addition to receiving their usual care). The patients were then tested on mood, quality of life, and several cognitive measures at one week, three months, and 6 months post-stroke. Results showed that those in the music group improved significantly more on verbal memory and focused attention than those in the other groups, and they were less depressed and confused than controls at each measuring point.

In a more recent study, caregivers and patients with dementia were randomly given 10 weeks of singing coaching, 10 weeks of music listening coaching, or neither. Afterwards, testing showed that singing and music listening improved mood, orientation, and memory and, to a lesser extent, attention and executive functioning, as well as providing other benefits. Studies like these have encouraged a movement to incorporate music into patient care for dementia patients, in part promoted by organisations like Music and Memory.

Music helps us exercise

How many of us listen to rock and roll or other upbeat music while working out? It turns out that research supports what we instinctively feel: music helps us get a more bang for our exercise buck.

Researchers in the United Kingdom recruited thirty participants to listen to motivational synchronised music, non-motivational synchronised music, or no music while they walked on a treadmill until they reached exhaustion levels. Measurements showed that both music conditions increased the length of time participants worked out (though motivational music increased it significantly more) when compared to controls. The participants who listened to motivational music also said they felt better during their work out than those in the other two conditions.

In another study, oxygen consumption levels were measured while people listened to different tempos of music during their exercise on a stationary bike. Results showed that when exercisers listened to music with a beat that was faster and synchronous with their movement, their bodies used up oxygen more efficiently than when the music played at a slower, unsynchronised tempo.

According to sports researchers Peter Terry and Costas Karageorghis, “Music has the capacity to capture attention, lift spirits, generate emotion, change or regulate mood, evoke memories, increase work output, reduce inhibitions, and encourage rhythmic movement – all of which have potential applications in sport and exercise.”

read the original article here

Pharrell reminds kids to be happy on U.N. International Day of Happiness

Singer Pharrell Williams urges kids to seek happiness during the United Nation’s program for the International Day of Happiness.

Your Happiness Is Part of Something Bigger

by , Director of Action for Happiness

This Friday is not just the first day of spring, it is also the International Day of Happiness – a day to celebrate the things that contribute to human wellbeing and a flourishing society.

One of the strongest findings from all the research about wellbeing is the vital importance of our relationships. We are a deeply social species and we thrive when we’re closely connected to others. But modern society is undermining rather than enhancing these connections.

Our cities and public spaces are increasingly crowded, but more of us are living alone and fewer of us know our neighbours. The digital age promises endless connectivity, but we have fewer face-to-face interactions and often find ourselves paying more attention to the smartphone in our hand than the people we’re with.

The effects of this are devastating. Loneliness has been shown to be twice as deadly as obesity and is now becoming an epidemic among young adults as well as older people. Social isolation is as likely to cause early death as smoking.

Fortunately, there are lots of ways we can start to put this right. In particular, we need to give much greater priority to helping people at risk of loneliness and isolation and supporting the many excellent initiatives that address these issues, includingcampaigns, befriending services, social prescribing, helplines and more.

But this is also about how we treat the people around us in our daily lives. We can each play our own small but meaningful part in helping to create a happier, more connected world.

The theme for this year’s International Day of Happiness is “Your happiness is part of something bigger” – highlighting the importance of these small, everyday connections with others. The aim is to encourage people, wherever they are in the world, to reach out and make more positive connections with the people around them.

This can include simple everyday actions – like chatting to a neighbour, reconnecting with an old friend or sharing a few friendly words with a stranger in the supermarket.

Or it could be something more unusual. For example, Action for Happiness activists (or ‘Happtivists’ as they like to call themselves) are planning Positive Flash Mobs in various major cities, including Amsterdam, Barcelona, Bucharest, Kiev, London, Milan, Perth and Washington DC. The aim is to transform places where we normally ignore each other – like busy streets or train stations – into places of friendliness and connection.

And in the online world, many thousands more people will be supporting the day by sharing inspiring personal messages and images using the#InternationalDayOfHappiness hashtag. Our online relationships will never be quite as valuable as those we have in person, but the internet can still be a great tool for creating more positive connections.

Of course, just one day focused on spreading happiness is not enough by itself; it needs to be the trigger for wider and more sustained changes. That’s why Action for Happiness, the non-profit movement behind this campaign, is also working to encourage on-going action across society, through initiatives like Happy Cafés and theAction for Happiness course.

So if you’d like to help transform our disconnected society into a friendlier, happier and more connected place, visit www.dayofhappiness.net and download your free Happiness Pack which has lots of suggestions for how to get involved.

The International Day of Happiness will be more than just a fun celebration, it will also help to remind us all that the world is a better place when we connect with and care about the people around us.

As Mark Twain once said: “The best way to cheer yourself up is to cheer someone else up”.

read the original article here

The Key To Our Happiness Is Connection, Not Competition

There are two different sides to human nature. Both are important, but the balance between them has huge implications for our wellbeing, culture and future.

One side of our nature is self-interested. This is our in-built instinct to do whatever we can to survive and thrive, often at the expense of others. The other side is co-operative and leads us to help others even when there is no direct benefit for ourselves.

Although Charles Darwin is normally associated with the “survival of the fittest” theory, he also believed that our natural instinct was to care for others. In The Descent of Man he wrote that the communities most likely to flourish were “those with the most sympathetic members”, an observation backed up by research that we are wired to care about each other.

But we have such a strong cultural narrative about the selfish side of humanity that we adopt systems and behaviours that undermine our natural co-operative tendencies. This starts in schools, where the relentless focus on exams and attainment instills in young people the idea that success is about doing better than others. It continues in our marketing culture, which encourages conspicuous displays of consumption and rivalry.

It’s found at the heart of our workplaces, where employees compete with each other for performance-related rewards. It’s behind the self-interested behaviour that makes it so hard to overcome major societal challenges such as climate change.

This “get ahead or lose out” ethos not only fails to promote the better side of our nature, it’s also deeply flawed. In schools, helping young people to develop social and emotional skills doesn’t just enhance their wellbeing, it’s also been shown to boost their performance.

In workplaces, research from Adam Grant, professor of management at the University of Pennsylvania’s Wharton School shows that “givers” – people who help others without seeking anything in return – are more successful in the long term than “takers” – who try to maximise benefits for themselves, rather than others.

For society as a whole, the World Happiness Report 2013, a major global study, found that two of the strongest explanatory factors for national wellbeing are levels of social support and generosity. Our success as a society directly depends on the extent to which we see each other as a source of support rather than a source of threat.

Today is the International Day of Happiness and this year’s theme is “your happiness is part of something bigger”, focusing on the importance of connecting with and caring about the people around us. This matters for sustainability for three significant reasons.

Firstly, it is a timely reminder of the importance of collaboration and the need for systems thinking, both within and across organisations. This is the only way we can solve the major challenges in our increasingly complex and interconnected world.

Secondly, it links to the growing body of evidence including a recent paper from the University of Warwick that shows when people feel happier and more connected they are more productive at work. Dr Teresa Belton, researcher and visiting fellow at the University of East Anglia, has also shown it leads people tobehave in more environmentally sustainable ways.

Thirdly, the deeper message behind the International Day of Happiness is the need for a radical shift in the way we measure progress. This moves us away from chasing GDP growth at all costs and towards a more holistic view of wellbeing as the ultimate goal, taking future generations into account too.

This doesn’t just matter for business leaders and policy makers, it relates to the way that we each behave as individuals and how we treat others in our communities and working lives.

Today people all around the world are taking small actions to create more positive connections with others around them, whether at the office, in the shops, on the train or in their neighbourhood. These tiny moments of friendliness and co-operation aren’t trivial and meaningless; they are the vital lifeblood of a good society.

read the original article here

RSA Animate – The Empathic Civilisation

Bestselling author, political adviser and social and ethical prophet Jeremy Rifkin investigates the evolution of empathy and the profound ways that it has shaped our development and our society. Taken from a lecture given by Jeremy Rifkin as part of the RSA’s free public events programme.

Happiness At Work edition #124

You can find all of these articles and many more in our latest collection here

Happiness At Work #111 ~ how to be happier at work

This week I have put happiness at work right in centre stage, and concentrate on what we can each do for ourselves to be happier at work, no matter what our current circumstances.  And thus, this means also looking at some of the skills we need to expand and strengthen our self-mastery.

It is interesting and exciting to us that the science of happiness at work really does seem to growing, both as a field of legitimate study and as a beacon of interest for professionals wanting to increase their own success and the success of their teams and organisations.

We know from our work making learning programmes with a variety of different professionals and organisations, that ‘happiness’ can seem, at best, like a luxurious extra, only to be contemplated when the harder agenda of results, efficiencies, increased performance and productive relationships have been achieved, and, at worst, like an irrelevant piece of frippery that has no place whatsoever in the serious business of business.

But we know, too, from the growing research findings, case studies, intelligence garnered from psychology, neurology, biology and economics, as well as our own experience with what works best, that happiness at work is a baseline essential for all of the other outcomes we aim to accomplish:  high quality results, customer service and staff relationships, peak performance and productivity, high motivation and engagement, successful learning, creativity and resilience and high levels of employee loyalty, commitment and retention.

And we now know conclusively, too, that ‘happiness’ is the engine that drives and sustains all of these outcomes, not the other way around.

These 2 Keys To Happiness At Work May Surprise You

by Alexander Kjerulf

(This article is adapted from Happy Hour is 9 to 5: How to Love Your Job, Love Your Life and Kick Butt at Work.)

…if raises, bonuses, perks and promotions aren’t the key to a happy work life, what is?

This has been the subject of extensive research over the last few decades, and it seems it comes down to two things: results and relationships.

One Key to Work Happiness: Results

Results is about making a difference at work, knowing that your job is important, getting appreciation and doing work that you can be proud of.
Results comes from having all the resources, skills, training and time to do a really good job. But it also comes from your own attitude. Do you actually care about the quality of your work or are you just putting in the hours?

Three great ways to get that feeling of results:

Offer and receive praise and recognition Great workplaces have a culture of recognition, where people who do good work are acknowledged and praised.

Celebrate success In many companies, a project that goes well is never mentioned again and a lot of time is spent finding and fixing mistakes. I say: We should turn that around and be sure to celebrate the results we achieve.

Help others One hallmark of a toxic workplace is that everyone is in it for themselves. In great workplaces, people freely help each other whenever they can, boosting everyone’s performance.

Another Key to Work Happiness: Relationships

Relationships are about liking the people you work with, having a good manager and feeling like you belong.

In short, we are happy at work when we do great work together with great people. Three great ways to create good workplace relationships:

Say “good morning” It seems banal (and honestly it is), but actually saying a friendly cheerful “good morning” to your co-workers helps create better relationships.

Take breaks together More and more people feel so busy at work that they skip coffee breaks and eat lunch alone at their desk. That’s a shame.

Make sure to take breaks with your co-workers and use them as a chance to connect.

Offer random acts of workplace kindness Do little things to surprise and delight co-workers, like bringing someone a cup of coffee out of the blue.

Link to read the original article in full

How To Keep Workers Happy – It’s Not What You Think

by William Craig

happiness at work - it's not what you may think

happiness at work – it’s not what you may think

Happiness in the workplace is something of a double-edged sword. Yes, having happy employees is critical to the success of any company, but there are plenty of ways that bending over backwards to put a smile on your workers’ faces can backfire. As with everything else, balance is key.

Myth #1: Employees should be kept happy 24/7

Let’s start simple. As a boss, you’re neither able nor expected to be in charge of your employees’ happiness every second of every workday.

The thing about employee culture is that participation should never be compulsory. Yes, you should encourage employees to get together outside of regular business hours, but don’t force it. That kind of “extracurricular” contact could go a long way toward helping your team work more effectively together while they’re on the clock; encourage it, but don’t try to mandate it.

What any boss needs to understand is that the people he or she oversees have lives of their own, with individual hopes, desires, worries, sources of stress and, yes, plans for what they want to do after work. We are not our job descriptions, after all.

Employees have plenty of their own reasons for being less than enthusiastic on any given day. If their discontent has something to do with working conditions, then you have your work cut out for you. But if it’s something to do with their personal lives? Well, then, that’s really not your concern unless it starts to interfere with their work.

Onno Hamburer, the author of the Happiness at Work e-book, understands that negative feelings are a part of daily life: “…Even when things are going well, we sometimes need negative feelings, as they serve as a warning when there is a chance that things may go wrong. Negative emotions also help bring about change.”

Trying to create happiness is putting the cart before the horse. If you focus first and most intently on creating a welcoming environment with a high hiring bar, your happiness “problem” will probably take care of itself.

Myth #2: The ‘good guy boss’ is the best kind of boss

Being a boss obviously brings with it a host of challenges, and chief among them is the whole identity crisis thing.

What I mean is that there are a number of management styles available to you, and while you’ll probably find that some combination of them will get you the best results, there are still stereotypes that you’ll want to avoid.

One of these is the “good guy boss.” This is the boss who wants to be everybody’s best friend – who feels honour-bound to wear a smile, say yes all the time, and generally sacrifices objectivity for artifice.

I understand the appeal; everybody wants to be liked. And, yes, to a certain extent, being a likeable boss is pretty essential to morale. Just keep in mind that being likedand being effective are not always the same thing.

So what does the good guy boss look like? He’s the one who’s always smiling, even though it looks a little bit more pained than it used to. He’s the one who never says noto his employees, even when it will hurt the company.

Here’s the thing – being a good guy boss every second of the day could actually hurt you. Here’s how:

  • Your employees won’t bring serious issues to your attention. You probably have people in your life who can’t handle criticism; we all run into them from time to time. If you’re the kind of boss who’s unrealistically positive every day, you’re going to give the impression that you don’t want to hear bad news or receive constructive criticism, however badly they may be needed.
  • You’ll be putting unnecessary pressure on your employees. Employee expectations are essential, but you don’t usually see “relentlessly sunny disposition” on the list of prerequisites. Being a good guy boss puts quite a lot of pressure on your employees to match the intensity of your smile and optimism, when the truth is that contentment is not a one-size-fits-all proposition.
  • Your customers may not respect you. Customers are always going to be interested in how their business partners treat their employees. This is particularly true in the retail scene, but it holds up in just about every industry. They want to know that you have the respect and trust of your employees, but if you try too hard to be the good guy boss, your customers will think you’re a pushover.

I’m not saying it’s impossible or inappropriate to be a positive, well-liked, and optimistic boss; the only danger comes from replacing things like objectivity and honesty with artifice. Your focus needs to be on creating an atmosphere of trust and mutual respect, rather than on being liked no matter what.

Myth #3: Happiness is not the same thing as engagement
Despite what Gallup might tell you, happiness is not the same thing as engagement, no matter how often we use them interchangeably.

I’m going to make a slightly ridiculous comparison, so bear with me. If you’ve ever owned a cat, you probably know that they go crazy for string. You can drag it around and they’ll run and jump to catch up with it. After a while, though, they’ll tire of the stimulation, lie down, and only halfheartedly reach for the string while they repose lazily on the carpet. The pursuit of the reward is no longer worth their time.

In this example, the cat is your workforce and the string is, well, whatever you want it to be. Taco Tuesdays? Free shots of Yukon Jack at 3PM every day? You might be temporarily improving their happiness with relentless boondoggles, but too much of a good thing and they’ll stop putting in the effort to catch the proverbial string. Simply put, they’ll be happy and probably complacent, but they won’t be engaged. And they certainly won’t do their best work.

For the record: the occasional Taco Tuesday is wonderful for morale. Just don’t overdo it.

If I can put my WebpageFX hat back on for a moment, I’ll point out that we’ve seen really wonderful results from providing unique experiences for our employees – usually once a month or so (September’s was a sushi-making class). They’re not a direct reward for good performance – not exactly. The difference is that employees understand that we’re looking out for their happiness, and they very naturally look for ways to feel that they’ve earned it.

Link to read the original article

Zappos is one of the poster organisations for happiness at work.  Amazon reportedly bought the company for its superb customer relations, and these are achieved by an explicit an active commitment to employee happiness.  Here are some top tips about how to achieve this from one its founders, and now CEO of Delivering Happiness, Jenn Lim…

5 Ways to Be Happier at Work

by 

When former Zappos culture consultant Jenn Lim climbed Mount Kilimanjaro with Tony Hsieh, it was one of the most meaningful experiences of her life.

When we’re young, we often idealise work, as if our ascent to success will be as clear and rewarding as a climb up Mount Kilimanjaro. But as we get into the working world, the reality sets in: there is boredom, apathy, and resentment. We’re not so sure we’re heading in the right direction, and we have no idea if we’ll ever make it.

As CEO of Delivering Happiness, Lim’s goal is to provide resources and information on how to find more happiness and meaning in the workplace and beyond. Beginning as a book by Hsieh, Delivering Happiness has flourished into a movement that brings together like-minded individuals online and offline, provides coaching for businesses, and works with schools to teach happiness to students.

Delivering Happiness promotes the idea, backed by positive psychology research, that happier people are more productive. Research has shown that happiness can boost our intelligence, creativity, and energy. It can increase our job security, job retention, resilience, productivity (by 31%), and sales skills (by 37%). Happiness reduces rates of burnout and turnover.

We caught up with Lim to hear some of the lessons they’ve learned about how to make work happier and more meaningful. Here they are:

Choose happiness

Psychology studies suggest that 40-90% of our happiness is a choice, Lim says. In other words, whatever our genetics or life circumstances, a substantial portion of our well-being comes down to attitudes and behaviors. If we want to be happy, we have to truly decide to be happy.

That also means that we can’t completely blame our bosses or our work environment for bringing us down. Just because our company isn’t on board with the happiness movement doesn’t mean we are powerless. “If you change your individual world, then together we can actually change the world,” says Lim.

Define your values

One of the reasons why it’s so key for a company to articulate its values is because employees need to figure out if their values align with the company’s. When we feel bored or down, it might be because the tasks we’re doing aren’t in line with our values. For example, if being social and helping others is important to us but we spend all day in our cubicle typing up reports, it makes sense to feel disconnected. 

At Delivering Happiness, their first value is “be true to your weird self.” Among their “motley crew” of 25 people – who sometimes refer to themselves as the “Bad News Bears” – individuality is respected and encouraged.

If we’re not sure of our values, one exercise Lim recommends is to identify the highs and lows in our life and look at which values were present or absent during those times. She actually found her purpose in life amidst one of the lows: losing her father to colon cancer. During that time, she took on the role of information disseminator, researching online and communicating with her father and his doctors. She realized that that was her purpose – to be a conduit of information – and today she’s fulfilling it by disseminating know-how about happiness. Her values shifted from a focus on money, title, and status to a focus on people.

Flow

As Mihaly Csikszentmihalyi recounts in his book Flow, that feeling of full engagement and immersion happens when we’re operating at a high skill level to achieve a big challenge. If there’s a mismatch between our skills and the challenge, we’ll either feel bored or frustrated. To be happier at work, Lim says, we should aim to achieve flow once a day – which might mean seeking out bigger challenges.

Connection

The research is clear on this point: happier people have better relationships, and relationships make us happier. People in the top 10% of happiness have the most active social lives, and social support predicts happiness much better than GPA, income, SAT scores, age, gender, or race.

To make more connections at work, Lim suggests sharing our passions and hobbies with our coworkers. We’re bound to find someone with a similar interest, and that commonality can be the spark that leads to a relationship.

Explore

At the same time, says Lim, part of finding meaning and happiness is figuring out what we don’t like. We live in an age where we can explore, make mistakes, and learn from them. The way to find happiness, she says, is to be open to new opportunities – sometimes the thing that makes us happy is something we could never have predicted or imagined.

Read the original article here

3 New Scientific Findings About Happiness

Positive psychology is a relatively new field that’s churning out insights on how normal people can be stronger and happier every year. Here are a few recent ones.

Happiness may be as old as the human race. The idea of rigorously studying happiness, however, is far newer.

For most of its history, psychology was exclusively concerned with helping those who were struggling. It was a discipline whose main occupation was “spot the loony,” as Martin Seligman, the father of “positive psychology” joked in his TED talk.

Then just a decade or so ago something shifted. Psychology started to look not just at those who were sick, but also those were well, investigating not just how to fix the broken, but also how to help the normal flourish.   Studying happiness, in other words, became a thing. Today the investigation continues with important findings rolling out of labs and research institutes regularly.

PsyBlog recently rounded up ten of the most fascinating recent studies. Here are a few to get you started.

1. Happiness activates your body from head to toe.

We tend to think of happiness as a state of mind. Sure, it gives you a warm glow, but that’s mostly metaphorical, right?

Actually no. When Finnish researchers induced various emotions in 700 study subjects and then asked them to colour in a detailed body map, they discovered that feeling good isn’t just metaphorically or mentally energizing, it actually energizes the whole body.

Happiness is the one emotion that fills the whole body with activity, including the legs, perhaps indicating that happy people feel ready to spring into action, or maybe do a jig,” says PsyBlog.

2. Being nice to others increases happiness.

Maybe this isn’t the most shocking finding on the individual level – most of us have experienced the joy of making someone else’s life a little easier – but scientists recently found the same principle applies to whole communities as well. The research team looked at how 255 American metropolitan areas reacted to the disruptions and challenges caused by the recent financial crisis and found “that communities that pull together – essentially doing nice little things for each other like volunteering and helping a neighbour out – are happier.”

“Social capital has a protective effect: people are happier when they do the right thing,” concludes PsyBlog.

3. School can’t teach you to be happy.

Getting that PhD may help you come up with an important scientific breakthrough, score a world-class job, or understand the intricacies of Renaissance poetry, but chances are it won’t make bring you any closer to happiness. Friends and family, it seems, are the best way to do that.

“Relationships have stronger associations with happiness than academic achievement, according to a recent study,” PsyBlog reports. “Whilst strong social relationships in childhood and adolescence were associated with happier adults, the associations with academic achievement were much lower.”

Looking for more evidence that happiness isn’t down to fancy degrees. The lead researcher behind one of the longest-running studies of human flourishing ever (the Grant Study that tracked 268 Harvard grads for more than 75 years), boiled down decades upon decades of data to this conclusion: “Happiness is love. Full stop.

Read the original article here

If there is one challenge above all others that we find comes to the top of our skills training workshops it has to be the fine and imprecise art of achieving balance.  Striving to get work-life balance has become harder and harder as the increasing demands of our work have combined with the technology that makes being always switched on not only possible but our default state.  And as more and more of us find a real sense of vocation and purpose in our work, setting and keeping boundaries that give us space outside and away from our work become harder to realise.

Help with this comes from another headliner in the emergent happiness at work field is mindfulness expert and author of Real Happiness At Work, Sharon Salzburg, and her teaching that gives us ways to combine the discipline of self-mastery into the realities of our working lives.

Striking the Right Balance At Work

by Rene Lynch

“I think we can all understand happiness as something much deeper than just having a good time. It speaks to a type of resiliency, an ability to recover from mistakes or setbacks.” 

Consider for a moment what you hate about your job. (Everybody hates something about their job, right?) Maybe your boss is a screamer. Your co-workers are conniving backstabbers. And you feel like you’re on a dead-end career path.

Now, what if you reframed those work problems as opportunities for personal growth and self-examination?

Sharon Salzberg, author of “Real Happiness at Work,” says many Americans who feel increasingly frustrated, overworked and underappreciated have more control over their work lives than they may realize.

The title of the book is eye-catching. It’s been sitting on my desk, and people walk by and point to it and say something along the lines of “Yeah, right. No such thing.”

I hear that all the time. People say, “Hey, we don’t call it ‘play’; we call it ‘work.’ We’re not supposed to have a good time doing it.” But I think we can all understand happiness as something much deeper than just having a good time. It speaks to a type of resiliency, an ability to recover from mistakes or setbacks. I think everyone actually wants to be happier at work.

So happiness isn’t as much about having a blast at work but finding something meaningful in whatever it is you are doing?

Yes. By happiness, we are talking about the challenges of taking our deepest values and bringing them to work. … We can really have the intention to do whatever we are doing very well, where we’re not halfhearted, where we try to make every encounter something where we truly listen and care about the other person and see what comes out of that different sort of awareness.

The trick seems to be how to get to that place. The tools you suggest in your book revolve around mindfulness and meditation.

I’ve heard this phrase … “email apnea,” where we stop breathing or breathe in a shallow fashion when we are checking our email. That has a profound physiological effect. I think it’s powerful to take notice of the moments in the day when we are starting to feel that anger, that anxiety, that irritation, or when we are starting to feel like we are not breathing. I would suggest you begin by trying to establish even a very short period of [a meditation or mindfulness] practice at home, where you even take five minutes to push out all the distractions and focus on the breath.

How does that transfer to the office setting?

When tempers are starting to flare, tensions are starting to rise, we can recognize it and come back to ourselves. It’s taking a step back. Mindfulness is about changing our relationship to our thoughts, to our feelings, so we have more balance and clarity. Then you begin to realize when you are starting to get angry. Not when you’ve written the email and pressed send. One of the great benefits to mindfulness in the workplace is that it releases us from tunnel vision.

So many of the challenges we face at work revolve around communication. We seem to ping back and forth between a fear of asking for what we want or need, or exploding in anger and irritation. Why is it so hard to strike the right balance?

A lot of it is knowing your motivation. What are you trying to accomplish? Do you want to be seen as right? Do you want revenge? Do you want to get back at someone? Even if we need to say something that is difficult, we can still be kind.

Somebody I spoke to who had a great difficulty saying “no.” [Using mindfulness and meditation training], she recognized the feelings, the sense of panic that she’d feel when she was asked to do more and more. She trained herself to recognize the pattern and to draw clearer boundaries. But in a nice way. She was able to grow in herself.

Link to read the original article

by Henrik Edberg

Did you ever stop to think, and forget to start again?”

“Well,” said Pooh, “what I like best — ” and then he had to stop and think. Because although eating honey was a very good thing to do, there was a moment just before you began to eat it which was better than when you were, but he didn’t know what it was called.”

Winnie the Pooh is a kind bear. He cares greatly about his friends.

And he has always seemed like a pretty happy bear to me.

He’s also a favourite of mine so today I’d like to simply share 5 of my favourite happiness tips from that honey loving bear.

1. Don’t get bogged down in details.

“You can’t help respecting anybody who can spell TUESDAY, even if he doesn’t spell it right; but spelling isn’t everything. There are days when spelling Tuesday simply doesn’t count.”

Getting bogged down in details, focusing on the small problems can have advantages. But it can also make you miss the big picture. What’s really important in your life.

Don’t make the classic mistakes of spending too much time nitpicking or making mountains out of molehills. Relax instead. Focus on the positive things you have and want in your life.

Keep your attention on that. Work towards that. The days may seem long but the years are often pretty short. So live them instead constantly inspecting, criticizing or overthinking them.

2. Be proactive. Take the lead.

“You can’t stay in your corner of the Forest waiting for others to come to you. You have to go to them sometimes.”

It’s easy to get locked into a reactive mindset. You just follow along with whatever is happening. You do what the people around you do. You react to whatever is going on.

And so you get lost in your circumstances. This way of thinking doesn’t feel too good. You tend to feel powerless and like you are just drifting along in life.

Another way of going about things to be proactive. To be the one who takes action first and to take the lead. It’s not always easy though. You have to get out of your comfort zone and it can feel scary.

So to not get lost in procrastination take it one small step at time. Just be proactive instead of reactive about one little thing in your life today. Start with that action and then build your proactiveness muscle step by small step.

3. Keep conversations simple and positive.

“It is more fun to talk with someone who doesn’t use long, difficult words but rather short, easy words like “What about lunch?”

What do people want in a conversations and relationships?

Long-winded negative babbling?

Or positive, focused talks where it is interesting to listen, communicate and exchange ideas?

Although the answer probably varies but I’d rather spend most of my time with doing the latter.

Three tips that help me to keep the conversation positive and focused are:

  • Live a positive life. If you focus on the positive in your daily life then it’s usually no problem to keep focusing on it and talking about it in conversations. More on that in the last tip in this article.
  • Be aware and alert. If you know that you have a problem with excessive ramblings then simply being aware of this can help you to stop yourself more and more often before you go off into babbling.
  • Use words that helps you to get through. No need to try to impress people with big and complicated words when it’s not needed. Focus on getting through to others and communicating by using simple words that anyone can understand.

4. Do nothing once in a while.

“Don’t underestimate the value of Doing Nothing, of just going along, listening to all the things you can’t hear, and not bothering.”

Although it feels good to work towards your dreams and doing the things you love I find that things tend to go better and I feel better if there is a balance.

If I take some time each week to do pretty much nothing. If I just spend time with myself on a walk in the woods or by the ocean for example.

By doing so I unload my mind. I relax fully and so life becomes less heavy and burdensome and I tend to have less stress and worries during the rest of my week.

5. Appreciate the little things.

“Nobody can be uncheered with a balloon.”

Daily happiness is to a large part about appreciating the small things.

If you just allow yourself to be happy when accomplishing a big goal or when you have some great luck then you are making life harder than it needs to be.

Instead, focus on appreciating things that you may take for granted.

Take 2 minutes and find things in your life you can appreciate right now.

The funny thing is that if you just start appreciating something you can very quickly start jumping around with your attention and appreciate just about anything around you.

You may start with the food you are eating right now. Then move your attention to the phone and appreciate that you can contact anyone – and be contacted by anyone – you’d like.

You might then move your attention outside, through the window and see the wonderful sunshine, then kids having fun with a football and then the tree by the road turning into wonderful autumn colours. And so on.

It might not sound like much. But this simple 2 minute exercise can help you to uncover a lot of the happiness that is already in your daily life.

Whether you are feeling really good or really bad, emotions are felt more intensely when the ambient lighting is brighter, according to recent research (Xu et al., 2013).

Since many decisions are made under strong lighting conditions, turning down the lights may help you make less emotional decisions.

The study, published in the Journal of Consumer Psychology, also has implications for those experiencing depression, as Alison Jing Xu, the study’s lead author explained:

“…evidence shows that on sunny days people are more optimistic about the stock market, report higher wellbeing and are more helpful, while extended exposure to dark, gloomy days can result in seasonal affective disorder.

Contrary to these results, we found that on sunny days depression-prone people actually become more depressed.”

Across six experiments the researchers gave participants various tests in both brightly and dimly lit rooms.

They found that:

  • Bright lights increase our perception of heat: people feel warmer when they are in a brighter area.
  • People order spicier food when the lights are brighter: we want to be thrilled in the light.
  • Aggressive people are judged to be even more aggressive when the judges are sitting under bright lights.
  • People find others more attractive when in bright rooms.
  • People react more strongly to both positive and negative words under bright lights.

What these experiments are telling us, the authors explain, is:

“Bright light usually correlates with heat, and heat is linked to emotional intensity.

This psychological experience of heat turns on the hot emotional system, intensifying a person’s emotional reactions to any stimulus.

Thus, in bright light, good feels better and bad feels worse.” (Xu et al., 2013).

So, to turn down your emotions, try turning down the lights.

And to turn them up, flick the switch on!

Link to read the original article

There are a number of studies that have shown the importance of the routines and habits we use to start our day with to how happy that day will then be.

In this new research, this idea is looked at specifically in relation to how we start our work day, and provides some good food for thought about why it might be worth our time and effort to get as right as possible, both for ourselves and for anyone we manage…

How start-of-day mood impacts work performance

Most managers don’t give much thought to the experiences their employees are having right before they get to work. Maybe one employee sat in hellacious traffic and another quarreled with her teenage daughter. Someone else dropped a buttered bagel on his new shirt. Others spent time getting elderly parents ready for their daytime routine. Managers would do well to pay more attention to their staffers’ morning moods.

My research with Steffanie Wilk, an associate professor at the Fisher College of Business at the Ohio State University, shows that start-of-day mood can last longer than one might think—and have a significant effect on job performance.

In our study, “Waking Up On The Right Or Wrong Side Of The Bed: Start-Of-Workday Mood, Work Events, Employee Affect, And Performance,”i we examined how start-of-workday mood serves as an “affective prime.” An affective prime—similar to the proverbial rose-colored glasses–is something in an environment or situation that orients you to see and respond to events in a certain way. Our work builds on research on affect (emotion) in organizations, a growing focus in recent years.  In our study, we asked the question of whether start of day mood or “waking up on the right or wrong side of the desk” could follow employees throughout the day and influence their work performance.

Both vicious and virtuous cycles emerged, linked to how employees felt at the beginning of the day. People who started out happy or calm usually stayed that way all day, and interacting with customers tended to further enhance their mood. For the most part, people who were already in a terrible mood didn’t really climb out of it, and felt even worse after interacting with positive customers.

Self-mastery is one of the themes I return to again and again, because happiness, as much as our learning, begins and works from ourselves: knowing ourselves and what ‘playing to our strengths’ means for us, and then increasing our capacity to think helpfully about the situations we face and creatively about the possible responses we might bring to progress them and move things forward.  And this is quite likely to mean changing what we are doing in fundamental and long-lasting ways and starting and maintaining a new habit is not easy.  Here is a helpful approach to get our best resolutions off the ground and making them ongoing…

3 Simple Ways to Make Exercise a Habit

by James Clear

A lot of people want to build an exercise habit that sticks. (A 2012 survey analysed the top ten habits of  thousands of people and found that exercise was number one by a long shot. [1])

Of course, wanting to make exercise a habit and actually doing it are two different things. Changing your behavior is difficult. Living a new type of lifestyle is hard. This is especially true when you throw in very personal feelings about body image and self-worth.

But there are some strategies that can make it easier to stick with an exercise habit.

Here are 3 simple ways to make exercise a habit.

1. Develop a ritual to make starting easier.

…if you can find a way to make getting started easier, then you can find a way to make building a habit easier. This is why rituals and routines are so important. If you can develop a ritual that makes starting your workout mindless and automatic, then it will be much easier to follow through…

“During the next week I will exercise on [DAY] at [TIME OF DAY] at [PLACE].”

One research study showed that people who filled out this sentence above were 2 to 3 times more likely to exercise over the long run. This is a psychology concept called implementation intentions and there are hundreds of studies to back it up.

2. Start with an exercise that is ridiculously small.

The best way to make exercise a habit is to start with an exercise that is so easy that you can do it even when you are running low on willpower and motivation. In the words of Leo Babauta, start with something that is so easy you can’t say no…

Here’s one strategy that you can use in the beginning: The 2-Minute Rule.

It’s very simple: focus on finding a way to get started in just 2 minutes rather than worrying about your entire workout…

3. Focus on the habit first and the results later.

What matters most in the beginning is establishing a new normal and building a new routine that you will stick to; not the results that you get. In other words, in the first 6 months it is more important to not miss workouts than it is to make progress. Once you become the type of person who doesn’t miss workouts, then you can worry about making progress and improving…

Read the full article here

Much of what we know about how to be happier at work, and how to make it easier and more likely for others to be happier at work too, is wisdom that we already have in what we tend to call common sense, hardwired into us from our centuries of being successful human beings.  Strange then that so much of this intelligence can leave us when we are at work, whether because we just forget it in our keenness to adopt the cultural protocols of the prevailing environment we find ourselves in, or because we come to believe that everyday niceties of kindness, politeness, respect and generosity have no legitimacy in the fast-paced results-driven world of work.  Wrong, as this article that pulls out a few choice quotes from people about their managers points up…

Straight from the Employee’s Mouth: 3 Keys to Being A Successful Manager

by 

Managers are the No. 1 influence on employee engagement in the workplace, while being one of the most under-trained positions in the business world.

As a result, there is a wealth of white papers, scientific studies, and entire organizations devoted to figuring out what makes managers effective at motivating and leading others. But there’s one study by Quantum Workplace, The 50 Best and Worst Recognition Comments of 2013, that goes to the horse’s mouth to find out what employees are really saying.

Quantum Workplace compiles some of the most compelling recognition-related comments found in Best Places to Work and TeamPulse surveys for the annual publication, and it’s a great snapshot of the ground-floor recognition needs of today’s employees.

On the subject of poor management, these were choice comments:

  • “As time has passed, I’ve become more and more convinced that I am invisible. My manager does not care about my growth and development at all. I am very much looking forward to finding a job with a different company.”
  • “Recognition is given to those who put in the most hours, not those who do the best work.
  • “Would a ‘thank you’ be so hard?
  • We just go through the motions so we don’t get yelled at and can get home by 5.”

How workers view good managers

Here’s what people had to say about good managers:

  • Management gives constructive criticism when it’s needed and praise when it’s due.
  • “I appreciate the small incentives, general kindness, and ‘thank-you’s’ for a job well-done”
  • Senior management talks with us to find out what motivates us to strive for company goals. They use those means of motivation to show that they really care about their employees.”
  • I have a great supervisor who listens and considers my thoughts and ideas.”

The Three Keys

When you hear it straight from employees it all seems pretty simple, and that’s because it is!  The keys are:

  1. Give – your time, your interest, your attention, yourself.
  2. Listen; and
  3. Recognise and appreciate what people do.

NB I have amended these three keys from the original article (Ed.)

Link to read the original article its author’s suggested three keys 

One of the greatest destroyers of happiness at work is any perception of unfairness or inequality.  Study after study has shown that people are prepared to be happy to put up with all sorts of hardships, provided they believe that the pain is being equally shared, but the y will feel unhappy and even militant the moment they feel that someone is being given preferential treatment of any kind.  The same is true when we look at studies of societies and nations, which is one of the reasons that Denmark consistently achieves the highest rankings in global happiness rankings.

This report on the work eBay is doing to overcome gender equality stands out for its relevance and pertinence for all of us, while also underscoring the difficulty of the challenges still be successfully conquered…

In 2010, eBay embarked on a journey to bring more women into its top ranks. It found that commitment, measurement, and culture outweigh a business case and HR policies.

by Michelle Angier and Beth Axelrod

Changing the culture—for everyone

Since WIN began, eBay has more than doubled the number of women in leadership roles. At the same time, we have increased the proportion of women in leadership by improving the promotion rates and (notably) our retention of female leaders. We’ve made progress across all businesses, functions, geographic regions, and key workforce segments, including technology. Yet the numbers can also tell a different story. At the most senior level, we are still almost exclusively male, and our board diversity remains a work in progress. Despite the impressive increase in numbers at the director-and-above level, we are far from declaring victory and are in fact humbled by our experience thus far.

We know that shifting the culture to improve the day-to-day experience of women at eBay has only just begun. Yet cultural change is essential because culture trumps all: even the best policies fail if employees think it isn’t really acceptable to avail themselves of them without hurting their careers. Furthermore, women must have faith that our people processes are fair to feel confident that they can build lasting careers at eBay.

The perception of fairness in people processes matters to everyone, not just women. Many of the concerns they expressed in our survey—for example, about promotions, hiring, challenging assignments, mentorship, or the visibility of job opportunities—worried men too. By improving our execution and the perceived fairness of our people processes, we can make eBay a better place for women and men to build their careers.

This is no small undertaking—nearly 6,000 people managers around the globe must raise their game—but it is also a tremendous opportunity. We intend to spur cultural change through multiple efforts, including our people-manager-effectiveness initiative already under way. We have just embarked on this journey.

As we reflect on what drove the early progress of our gender-diversity initiative, it is clear that a few things mattered most: senior leadership commitment and conviction, a focus on a few people processes, and the measurement of our data. Our continued progress will require shifting mind-sets and changing our culture so each employee gains a greater awareness and understanding of these issues and becomes better equipped to embrace our differences and support our successes.

This isn’t just a journey for women. Academic research shows that everyone has gender biases and expectations. Women and men acquire these attitudes, many of them unconscious, early in life. Starting with the children we raise, we must rewrite the norms that limit both genders, and this will take time. “Meeting everybody where they’re at in the journey” is hard while establishing trust and sustaining momentum for change, but it’s a worthy effort. In the future, winning companies will be those that learn to deploy the entire workforce productively and inclusively. We hope eBay will be one of them.

Link to read the original article in full

Happiness At Work edition #111

Link to all of these articles and many more in this week’s Happiness At Work edition #111

Happiness At Work #108 ~ be a clown, be a clown, be a clown

Be a clown, be a clown
All the world loves a clown
Be the poor silly ass
And you’ll always travel first class

Judy Garland – Be A Clown Lyrics by Cole Porter

This post pulls together a selection of articles that highlight the importance and benefits of humour, laughter and sometimes even the capacity to be a bit of a clown at work.

Are you playful?

Do people find you funny?

Do you like to lighten things up and mix work and play together, to find the fun in any situation?

One of the 24 Character Strengths identified by Peterson & Seligman is humour, and here is why it matters so much to our own and other’s wellbeing and success:

Humour and Playfulness:

…seeing and highlighting the light side of things; you like to laugh and tease; making (not necessarily telling) jokes.

You like to laugh and tease.

Bringing smiles to other people is important to you.

You can usually see the light side of all situations.

Humour involves an enjoyment of laughing, friendly teasing, and bringing happiness to others. Individuals with this strength see the light side of life in many situations, finding things to be cheerful about rather than letting adversity get them down. Humour does not necessarily refer just to telling jokes, but rather to a playful and imaginative approach to life.

6 Possible Ways To Exercise Your Humour and Playfulness

  1. Find different ways to bring a smile to somebody’s face every day.
  2. Play with different ways of lightening or cheering up a situation, group or meeting that feels overly serious or struggling.
  3. Next time you feel anxious or upset or stressed, ask yourself: ‘What is the funniest thing about my situation at the moment?’
  4. Think about a past even in which you used humour for your benefit and the benefit of others.
  5. Write down the humour of your everyday life. Each day make a conscious effort to be aware of your sense of humour, others’ sense of humour, funny situations, and clever comments and record them in a daily journal.
  6. Watch a funny sitcom/ movie or read a comic/funny blog daily.

What follows is a number of different takes on how and when and why laughter, fun, being truly human and allowing our human foibles to show are so essential, vital and beneficial to the successful flourishing of our work and our relationships…

Judy Garland: Be A Clown/Once In A Lifetime (1964)

Judy Garland, the consummate tragic clown shows some of the many faces and dimensions of clowning…

Give ’em quips, give ’em fun
And they’ll pay to say you’re A-one
If you become a farmer, you’ve the weather to buck
If become a gambler you’ll be struck with your luck
But Jack you’ll never lack if you can quack like a duck
Be a clown, be a clown, be a clown

Judy Garland – Be A Clown Lyrics by Cole Porter

Benefits of Humour

We don’t need scientists to tell us that laughing is fun and makes us feel better. Research is verifying that humour has many of the positive effects that funny people have long suspected.

Researchers have found that you can even “act as if” you are feeling an emotion—say, happiness or irritation—by arranging your face in a smile or a frown, and you are likely to feel that emotion. In a classic study, participants were instructed to hold a felt-tip marker in their mouths in a way that caused their facial muscles to be formed into a smile or a frown. While holding the marker this way, they were asked to view comic strips and say how funny they found them. Those whose facial muscles were mimicking a smile found the same comics funnier than those whose facial muscles were set into a frown.

Physical benefits of mirth and laughter:

  • Increased endorphins and dopamine
  • Increased relaxation response
  • Reduced pain
  • Reduced stress


Cognitive benefits of humor and mirth:

  • Increased creativity
  • Improved problem-solving ability
  • Enhanced memory (for humorous material)
  • Increased ability to cope with stress, by providing an alternative, less serious perspective on one’s problems

Emotional benefits of humour and mirth:

  • Elevated mood and feelings of wellbeing
  • Reduced depression, anxiety, and tension
  • Increased self-esteem and resilience
  • Increased hope, optimism, energy, and vigour

Social benefits of humour and mirth:

  • Bonding with friends and family
  • Reinforcement of group identity and cohesiveness
  • Increased friendliness and altruism
  • Increased attractiveness to others
  • Happier marriages and close relationships

Laughing out loud, being quietly amused, anticipating something funny, and even forcing a smile or chuckle can all lead to increases in positive emotions and neutralise negative emotions, which can help keep us on the “upward spiral” to greater happiness.

Link to the original article

“I remain just one thing, and one thing only, and that is a clown. It places me on a far higher plane than any politician.”

Charlie Chaplin

Happiness Is Our True Nature

by World Peace Sustainability Clown

…When times are tough is helpful to remember to smile and laugh and look for the sunny side up.

As clowns we have resilience and an ability to see the humour in life.

The messengers of humour have been characterised by the fool, clown, trickster, joker, buffoon and jester. They operate outside the norms of society and simultaneously are near the centre of human experience. There are clowns who depict the happy/sad clown. This just means that life is up and down at times. There is a little tear drop on some who are wishing for a happier side of life to emerge. There are other white faced clowns who bring grace and skills to make others laugh. Others are mimes, I remember Charlie Chaplin here, who was a great mime. Some are comedians or who deliver serious messages with humour.

The clowns are the ones who help society to release tension and to remember all is well. They often use themselves as the joke. The court jester was the clown who would tell the truth to the King in a funny way.

The early clowns were often seen as conflict resolvers as they distracted people from their problems and gave them light relief. What a relief to be en-lighten-ing. That’s where ‘lighten up’ came from

Sometimes, as a society, we can become very serious about politics, the state of the world and ourselves. However, from a clowns perspective, we would say speak up by all means but do it in a way that doesn’t hurt but reveals we can laugh at our inconsequentialities and find solutions.

The art of the clown is to demonstrate unity and peace in the world, through not being serious. Discernment is good but not with the negative energy. We may have to get serious and send out the serious police, seriously. Write you a ticket, but really it will be a love letter. If we catch you frowning too much we may have to put tickets on you (ha ha). Clowning is the opposite to frowning

Link to read the original post in full

“I was finding it very difficult to find a label that understood what I wanted to do and really believed that people wanted to hear something honest and a little bit different. So, I did feel a bit like a clown. You’re knocking on everyone’s door trying to get them to believe what you’re doing.”

Emeli Sandi

14 Leaders Reflect on Humour and Fun

Here are some of the pearls of wisdom from Let’s Grow Leaders  August Festival, all about Humour in the Workplace, compiled by  Karin Hurt

Link to all 14 links in the original article

“Everything is funny, as long as it’s happening to somebody else.” – Will Rogers

Humour and Leadership

“A sense of humour is part of the art of leadership, of getting along with people, of getting things done.” – Dwight D. Eisenhower

Bob Whipple of the Trust Ambassador tells us to Wag More, Bark Less.  It’s a pretty simple way to lead better:

Why is it that some bosses feel compelled to bark when wagging is a much more expedient way to bring out the best in people?

The message we get from the barking dog is “I am here, I am formidable, I am not going anywhere, so keep your distance.”

In the workplace, if a manager sends a signal, “I am here, I am formidable, I am not going anywhere, so keep your distance,” the workforce is going to get the message and comply. Unfortunately, group performance and morale is going to be awful, but the decibel level will at least keep everyone awake.

When a dog wags its tail, that is a genuine sign of happiness and affection. You can observe the rate of wagging and determine the extent of the dog’s glee. Sometimes the wag is slow, which indicates everything is okay, and life is good. When you come home at night and the dog is all excited to see you, most likely the wag is more of a blur, and it seems to come from way up in the spine area. The wag indicates, “I love you, I am glad you are here, you are a good person to me, and will you take me for a walk?”

A manager who wags more and barks less gets more cooperation. Life is better for people working for this manager, and they simply perform better. Showing appreciation through good reinforcement is the more enlightened way to manage, yet we still see many managers barking as their main communication with people. Look for the good in people, and appreciate it. Try to modify your bark to wag ratio and see if you get better results over time.

“I’m not sure how a world leader reacts to the work of a clown.”

Darrell Hammond

 

Martin Webster of Leadership Thoughts shares his personal leadership mnemonic. What does L E A D E R S H I P mean?

What’s Your Leadership Mnemonic? 

mnemonic |nɪˈmɒnɪk|
noun
a system such as a pattern of letters, ideas, or associations which assists in remembering something.

Leadership In a Nutshell

L for listening. Listen to people. Listen to your employees. Listen for the good and the bad. If you don’t listen, “Yer know nothin’.”

E for example. If you want to inspire others to do something then it has to be a part of your life. You must lead by example.

A for awareness. Seeing what’s around you is important. But situational awareness—understanding the bigger picture—is even more significant since it leads to better decision-making. And a self-awareness means we make sure there is harmony between what we say and do.

D for developmentDevelop your leadership ability and develop your team.

E for excellence. Strive for excellence. Encouraging effort is aboutaiming for excellence and this means always doing and giving one’s best.

R for resilience. Leaders must learn to take knocks and get up again and again. Resilience is not giving up.

S for surround. Surround yourself with high quality employees. The leader is only as good as the team. But the high performance team is greater than the sum of its parts.

H for humility. Leaders should develop the positive aspects of their personality. Humility is a strength. It is accepting the other way is better.

I for innovation. Innovation can be as simple as showing people how to lead themselves to their own solutions and stepping out of the way.

P for purpose. People are motivated if they have purpose. The leader’s vision helps employees to see their purpose in the workplace.

Jennifer V. Miller of The People Equation advises that all leaders encounter potentially embarrassing situations and offers three ways to deal with inevitable unfortunate leadership gaffes in 5 Reasons Leaders Fear Embarrassment – and three ways to deal with it:

“The rate at which a person can mature is directly proportional to the embarrassment he can tolerate.” Douglas Engelbart, American Inventor

Trying to avoid embarrassment is like the proverbial nailing of Jello to a wall: it’s hard to do and probably not worth the mess. So why do some people still operate under the mistaken premise they should avoid embarrassing situations at all costs? It’s an unrealistic expectation driven by fear:

  1. People will laugh at me.
  2. I’ll look stupid.
  3. My persona of near-perfection will be damaged
  4. I’ll seem weak.
  5. My credibility will suffer.

What if, instead, you took Douglas Engelbart’s quote to heart—that a bit of embarrassment may actually be good for your leadership effectiveness? Being forced to admit a gaffe, mispronunciation (or, heaven forbid bodily noise) will do wonders to help you show humility and most importantly, your humanity.

Here are three remedies to help you deal with those inevitable embarrassing moments at work:

Acknowledge it. Acting like it didn’t happen may work on some level foryou, but it does not work for your followers. They saw you do it (or heard through the grapevine that you did it) so just ‘fess up and get on with it.

Use Humour. As a former corporate trainer, I’ve made my share of “oops!” comments during presentations and workshops. I once co-facilitated a workshop with a brilliant trainer who stumbled on the AV cord and nearly bit the dust in front of 100 meeting attendees. He didn’t miss a beat. He put himself upright and said with a chuckle, “I just washed my feet and I can’t do a thing with them.” Sometimes, just laughing at oneself can be the best way to show that a) you have a sense of humour and b) you are human.

Be gracious. My colleague Henry took the ribbing in stride. He didn’t get defensive or try to outdo the heckler from the audience with a riposte. Instead, he smiled, quickly deleted the Skype icon, let the laughter subside and then moved on with his presentation.

The next time an embarrassing situation comes your way, take a deep breath, deal with it and take heart in knowing this: you just upped your maturity another few notches.

 

Fun With Your Team

“One man alone can be pretty dumb sometimes, but for real bona fide stupidity, there ain’t nothin’ can beat teamwork.” – Edward Abbey

Dan McCarthy of Great Leadership tells us Don’t Force Your Employees to Have “Fun” at Work:

What’s a leader to do to create an energizing, motivating work environment, where people can come to work, have a few laughs, and feel good about themselves and their work?

Instead of hiring a fun consultant, a leader can:

1. Lighten up

2. Smile

3. Be energetic

4. Maintain a consistent, positive attitude

5. Keep calm under stress and a crisis

6. Poke fun at yourself

7. Bring goodies to work. Food is always fun.

8. Be happy

9. Enjoy your work

10. Be a team player

In other words, take care of yourself first. Be a role model – if you’re enjoying yourself at work so will others – it’s contagious. And if you’re miserable, the best fun committee in the world won’t be able to lift the dark cloud following you around.

A word of caution: just don’t overdo it, or you can come across as flip, unconcerned, clueless, or a goof. As with everything, it’s all about moderation.

You can’t force “fun” on someone – it’s phony and intrusive. However, you can create an environment where natural and spontaneous fun is allowed to emerge on its own.

Wally Bock of Three Star Leadership encourages us to Listen for Engagement because laughter is a characteristic of engaged teams:

Engagement is great stuff. No two people agree on a precise definition of engagement, even though everybody agrees that it creates all kinds of good things.

That’s OK, though, because they can give it the Potter Stewart test. “Don’tworry,” they tell you, “I know it when I see it.”

That’s almost right. You can tell if a group of workers are engaged. Butdon’t look for engagement, listen for it.

Listen for the laughter. An engaged team is at ease. Team members enjoy each other and they enjoy what they’re doing. So they laugh. You can hear it.

Listen to the stories. When a team is engaged, they tell each other and others certain kinds of stories. They’re stories about overcoming obstacles, stories about heroic achievements, and about doing good things.

Boss’s Bottom Line

When you hear your team members laughing and telling positive stories about work and each other, you’ll know they’re engaged, without the need for sophisticated surveys or expensive consultants.

John Hunter of the Curious Cat Management Improvement Blog shares that joy in work encompasses fun—that it is fun to take pride in what you do and  help others. Take a look at Positivity and Joy in Work:

Creating organization that show respect for people in the workplace and give them tools to improve is far more powerful than most people understand. Most people get scared about “soft” “mushy” sounding ideas like “joy in work.” I have to say I sympathize with those people. But it is true.

To get “joy in work” it isn’t about eliminating annoyances. Fundamentally it is about taking pride in what you do and eliminating the practices in so many organizations that dehumanize people. And to create a system where the vast majority of people can have joy in work most of the time requires a deep understanding and application of modern management improvement practices (Deming, lean thinking, etc.).

Enjoying Your Days

“A day without sunshine is like, you know, night.” – Steve Martin

Lisa Kohn of Thoughtful Leaders Blog shares Seven Stupid and Easy Things to Do to have a Better Day. We have a choice between whether we let our stressors get us down, or whether we do something stupid that makes us laugh and makes our mood—and our day—better:

With all the pressure on all of us to be effective, productive, successful, and serious-minded (at least most of the time), I’m putting a stake in the ground – perhaps a stupid thing to do – for also being stupid. Because there are some very basic, simple, and even stupid things that we can do that will make our mood, and our day, better. It may not make us more productive or effective or successful – at first – it may only make us happier. And that may very well pay-off in the other dimensions as well.

So what are they?

  1. Do something stupid – not bad stupid or mean stupid, but silly stupid and fun stupid. Do something that will bring a smile to your face. Do something that will cause others to chuckle.
  2. Smile anyway – it does seem stupid, but when you smile, your brain thinks you’re happy. I mean, you wouldn’t smile if you weren’t happy, right? That would be stupid. So simply smile and feel better.
  3. Do something for someone who annoys you – dumb, right? Why would you ever want to do something for someone who p—–s you off? Because it can make you feel better. You’ll know you’ve taken the higher road and you’ll release the positive emotions that come withdoing something nice.
  4. Do something for someone who doesn’t notice – this one is stupid because you don’t even get appreciation in return, but again you do get a wash of good feelings…which leads to a better day.
  5. Tell a stupid joke – it probably has to be with the right audience, but stupid jokes and ideas can work wonders on tough days. There was a time recently when I was (appropriately) upset by things that were happening around me. And as I sat with my best friend of over thirty years and we cracked jokes about how popular we were in high school (which our kids all doubted) and how much we loved sitting around now in our housedresses and reminiscing, I laughed so hard I forgot I was having a bad day. It was stupid and fun.
  6. Tell your boss (coworker, client) about that idea you have that is outlandish…and just might work – feel free to caveat this one with, “this may be a weird idea but…” if you’re worried they’ll think the idea is really stupid, but sometimes the ideas we’re afraid to share spark the greatest outcomes.
  7. Just decide to have a better day – while there are things that happen that really are bad, most of us are stressed out mostly by things that don’t matter in the long run. And it may seem stupid to simply decide to feel better, but we do have a choice between whether we let our stressors get us down, or whether we go back to number one and do something stupid that makes us laugh.

“Sure, I could of done it different… put my clown in a closet and dressed up in straight clothing. I could of compromised my essence, and swallowed my soul.”

Wavy Gravy

Bill Benoist of Leadership Heart Coaching shares about Having Fun at Work. So why did the frog cross the road? Ask a few people at work this question and watch how your day begins to change:

Last month, I committed to writing a post about having fun at work.

Having fun alleviates stress. It helps put others at ease. Having fun can even increase productivity.

So one would think writing a piece about having fun should be a piece of cake, right?

Nope.

I stared at a blank piece of paper for what seemed like an eternity. I am not talking one or two hours.   I am talking days.

The problem I had with this commitment – I could not relate to the topic.

How do you write about something fun when you’re not in that place?

Of course there have been fun times at work that brought a smile to my face, but for this post I could not remember any details.

Everything was a fog.

Everything, except the audit compliance paperwork facing me; the staffing crises I was dealing with; the unreasonable requests coming across my desk.

All those things were crystal clear.

Had the topic been about stress in the workplace, or how NOT to have fun, the post would have been done in minutes.

How I longed for some humor in my life.

I wanted someone to call me up and make me laugh.

And then IT hit me.

If I am feeling this way; if I am waiting for someone to call and make me smile, just how are those who work for me feeling?

Whether good or bad, our emotions are contagious.

So for the next 30 minutes, I pushed aside everything due and overdue, and I picked up the phone and I started calling my staff.

My first call was to a tech who was closing more work orders than the others and I asked her why she was slacking off. This produced a few giggles from both of us.

My next call was to my second in command who I informed I was bequeathing all my stress to.

Again, more laughter

I made a few more calls to staff having no agenda other than to brighten their day.

I laughed with one over her date from hell the night before.   Another proudly told me about her daughter’s swim meet.

I then called my manager, and maybe it was the tone in my voice, but he proceeded to tell me a story about his cat running up the chimney the night before.

I was howling as he described how he was chasing this soot demon cat amongst white carpet and furniture.

It has been a couple of days since I restarted this post and now the words come very easy for me.

It’s hard for me to remember much about the unreasonable users that day, or the staffing crises, or those compliance reports.

But I’m pretty certain I finished the day with a smile on my face because I’m smiling now as I think about it.

No question or plan of action for the end of this post, but I do have a riddle for you:

Just why did the frog cross the road?

Ask a few people and notice how your day begins to change.

Willy Steiner of Executive Coaching Concepts points out that Americans neglect to take 175 million vacation days they are eligible for annually! His post, The Disappearing Vacation (and 8 Reasons You Should Take One) explores some of these troubling facts, explains why it may be happening, and gives you eight reasons why you, the leader, need to get out of the office:

  • The Conference Board reported that 40% of consumers had no plans to take a vacation over the next six months, the lowest percentage recorded by the group in 28 years.
  • 57% of American workers had unused vacation time and in a typical year, that amounts to 175 million vacation days not taken.
  • Since 1970, Americans on average work an additional 568 hours per year, about another 10 hours per week.
  • 23% of American workers in the private sector do not get any paid vacation time.
  • The average vacation has been reduced from 7 to 4 days in average duration – by CHOICE.

In many respects I think the reason is that we have let technology run amok and it has created an artificial reality where busyness is now equated with our value to an organization. We can’t seem to escape the email, the texts, the calls, and the meetings. Many of these also cross continents and therefore multiple time zones, complicating matters even further. What it says to us is that if we are busy, we must be important. How often do you hear people droning on about how busy they are, the endless meetings they are in and the 300 emails they get on a daily basis?

The executives I have come to admire the most always seem to be the most responsive but also the most in demand. They manage this busyness rather than let themselves be led around by it. These are the people who do find ways to take their vacations, so they can enjoy their families, indulge in their passions and recharge their batteries.  Having a break to look forward to, a release, is always a positive thing.

A couple years ago I came across an interesting article in the Fast Company Newsletter by Patty Azzarello, titled: “Think You Can’t Take a Vacation? The Sound Business Reasons You Really Should”.  This is adapted from her reasons why the business is better off without you for a while:

  1. It shows you are a competent leader. If you can plan, delegate and free up time for yourself, and not leave a train wreck while you’re away, it is a positive reflection on your leadership skills.
  2. Nobody is impressed that you haven’t taken a vacation in years. The old saying is that all work and no play makes Jack or Jill a dull person. People do not respect or admire someone who can’t get away.
  3. You will motivate your team. They will appreciate your example of allowing yourself to have a life, as long as you don’t barrage them every day with check-in’s and email dumps. A couple scheduled check-in’s on key projects are okay but don’t go somewhere and just keep on working.
  4. Your team can be more productive. You may not like to hear it but the absence of all the stuff that you throw at them on a regular basis gives them a chance to catch up on their stuff.
  5. When you’re out of the loop, it allows them to develop and grow. If you’re unreachable, they’ll have to stretch themselves, learn and take some risks. Don’t undo all they have done when you get back just because it’s different, however.
  6. You will be more productive. When you have a chance to reflect and mull over some tough issues without the day-to-day pressures you normally toil under, you may be surprised at the insights that present themselves.
  7. It may help you prioritize better. In the busyness that is our world, priorities are overwhelmed by the adrenaline rush of constant action. Stepping out of that world might help your perspective.
  8. You and your company benefit. People who indulge in interests outside of work also deal with pressures and disappointments in the workplace with more resilience and confidence. Besides everyone needs a break.

So ask yourself:

  • Do I feel I’m too busy or important to take a vacation?
  • Could I be stifling the development of my team?
  • Can I find a way to let go and relax?

“A scientist worthy of a lab coat should be able to make original discoveries while wearing a clown suit, or give a lecture in a high squeaky voice from inhaling helium. It is written nowhere in the math of probability theory that one may have no fun.”

Eliezer Yudkowsky

Becoming a Humorous Person

“Comedy is acting out optimism.” – Robin Williams

Lisa Hamaker has been working on her humour and shares her progress at Worth It! My Long Journey to Being Mildly Funny. We’re all different and it really shows up in our humor—what we laugh at, and how funny we are. Does working on it help?

Fun is important in our work: to enhance communication, to ease a tense situation, or to create connection and camaraderie. So I have put a little effort into being able to be more humorous in my work.

Years later, I am still not the jokester in the group, but more often than not when I relax my inputs get a laugh, and I can actually tell a joke that gets a joyful response.  In addition, when I am not trying to be funny, but others laugh anyway, I can relax into the moment and enjoy it.

A few Reminders to help us feel the the funny in our workplace:

  • Everyone is different and I believe it really shows up in our sense of humor. Even as a kid I thought the Three Stooges were ridiculous, but just mentioning Steve Martin’s name brings a smile to my face. I am sure there are folks out there who think I nuts for not laughing at the Three Stooges–the joy of life is how different we all are. It doesn’t mean I’m bad when every person doesn’t smile at my funny lines, just different.
  • We can learn to be funny.  I have focused on telling jokes more effectively–like pausing before the punch line. It seems to be working.
  • Know that when we receive unintended laughter, it’s usually not meant to hurt us, it’s just the difference of styles mentioned above. I believe that we gain lots of points by being able to smile and relax into these situations.

What about you? Are you the natural humorist? Any tips for the rest of us? If not, is it important to you to be able to be funny? What have you done to come out of your shell?

send in the clowns

the smile on the face of the clown

“I’ve always been misrepresented. You know, I could dress in a clown costume and laugh with the happy people but they’d still say I’m a dark personality.”

Tim Burton

David Dye of Trailblaze – Engage! asks “Do you ever feel like a fraud? A fake? Like you have no business leading anyone? If so you are in good company with almost every leader. Dave shares several antidotes to the imposter syndrome, including humor in “What to Do When You Feel Like a Fraud.” After all, “It’s hard to be critical if you’re adorable.”

Pop Quiz

 “David, I’m worried that they’re going to find out I’m not as good as they think I am.”

Pop quiz: Who do you think said those words?

a)     The youngest-ever elected president of a state medical association

b)     The director of a nonprofit organization that serves tens of thousands of people around the world

c)      A physician who speaks internationally and is renowned in her field

d)     A small business owner whose team regularly coaches international CEOs and celebrities

e)     A fortune 500 executive vice president

The correct answer is “all of the above.” I have personally heard those words from all five of the people I described.

I’ve even said them myself.

A Dirty Little Leadership Secret 

Have you ever felt like a fake?

As if your success rested on a knife’s edge…one false move…one tiny mistake and everyone would know you were nothing but a well-spoken fraud.

If you’ve ever felt this way, you’re not alone. In fact, you have very good company – just from our little quiz, you now know seven people, all very accomplished, who have felt the same way (five in the quiz plus you and me).

Although rarely discussed, this feeling is so common that is has a name: imposter syndrome.

Imposter syndrome describes a feeling of strong self-doubt, that you’re a fake, that your success is due to luck, or your ability to fool people, more than it is due to your work. It often comes along with the fear of being ‘found out’.

It’s a dirty little leadership secret that causes all kinds of stress and can result in leaders who burn out trying to satisfy their own inadequacy.

If you let it, imposter syndrome will tie you in knots, ruin your confidence, and undermine your ability to lead your team and achieve your goals (not to mention screw up your life in many other ways!)

I know.

I’ve been there.

I’ve felt as if I didn’t belong in the room, didn’t think others would take me seriously, or that I wasn’t as smart, as rich, or as experienced as I needed to be compared to the group I was working with.

The brutal truth is that you can’t be the leader you need to be when you’re tied up in knots like that. You’ll try to overcompensate or you’ll stay silent when you should speak.

Either one will kill your credibility and end your influence.

Put an End to Imposter Syndrome

The good news is that there are several tools you can use to overcome these tendencies to self-sabotage. Here are seven tools I’ve used to put an end to imposter-syndrome:

1)    Honour your past and your present.

During much of my childhood, we struggled financially. I remember one pair of pants I wore where the patches had patches (which had patches!)  It was embarrassing to wear those pants.

Later in life, long after we’d overcome those financial hurdles and I was doing well professionally, there were times I felt like I’d conned my way into the room, and when my colleagues realized it, they’d show me the door.

A mentor of mine told me, “It’s a good thing to remember where you come from, but it’s a foolish thing to think you’re still there.”

His point was that your experiences in childhood can serve you, help you make good decisions, give you an appreciation for people from all walks of life, and keep you from being judgmental. It would be foolish to leave that treasure behind.

However, it would be equally foolhardy not to acknowledge today’s circumstances. It’s intellectually dishonest and dishonors the people who have put their trust in you today.

2)    “You’re always too something for someone.”

I first heard this from the 1999 World Champion of Public Speaking and motivational speaker, Craig Valentine.

It’s a fun way to overcome the doubt that creeps in when you compare yourself with others.

You might worry that you’re too young, too old, too thin, too fat, too poor, too rich (believe it or not, people canworry about this and see it as a limitation).

“You’re always too something for someone” gets at the silliness of it all. Once you start looking for inadequacy, you’ll always find a reason you don’t belong.

3) Visualise the Critical Voice & Have a Conversation

Have you ever experienced a critical chattering voice that pipes up with all sorts of harsh negativity when you’re trying to do something?

  • Who do you think you are?
  • You’re crazy if you think you can do that!
  • Why would anyone listen to you?

You’re not crazy. Many people have these thoughts (or experience them as the voice of a particularly critical person from their past).

One fun way to deal with these voices is to visualize them. This tool comes from Taming Your Gremlin by Rick Carson.

Give your internal critic a name and picture it as a little gnome or troll. (Like your own version of Kreacher, the negative house-elf from the world of Harry Potter.)

Once you’ve got your own Kreacher in mind, have some fun with it. Let it talk.

You might even answer it in your imagination. “Uh huh, okay. Let’s hear it. What else do you have? Is that all you’ve got? Keep it coming…”

Once your negative gnome is played out, you can order it to go sit in the corner and be quite until you’re done. (And it will!)

Yes, I know this sounds completely silly. However, it’s a fun way to play with these negative voices and when you’re playing, they cannot trap you.

4)    Laugh

When I’m writing and self-doubt begins to wrap me in its constricting coils, telling me I can’t write anything unless it’s absolutely perfect, I can almost hug that little voice, laugh at it, and say, “Ahhh, there you are again, aren’t you cute?”

It’s hard to be critical when you’re adorable.

5)    Inner Authority

This tool comes from a book named (appropriately) The Tools: 5 Tools to Help You Find Courage, Creativity, and Willpower by Phil Stutz.

You can use this tool when you find yourself in a situation where you feel pressure to perform (whether in a meeting, with a new group of people, or on stage) and it causes anxiety, doubt, and insecurity.

To tap into your inner authority, picture what Stutz calls your “Shadow.”

Stutz describes the Shadow “as everything we don’t want to be but fear we are, represented in a single image. It’s called the Shadow because it follows us wherever we go.” The shadow doesn’t affect how you see the world, but rather, it determines how you see yourself.

Project that image visually, just outside of yourself. Try to see it with a body and a face.

The next step is to connect yourself to the Shadow…to feel a bond with it. Then together, with your Shadow, turn to your audience, the group you’re facing…whoever it might be and say together, “Listen.”

This may take some practice (and again, it may feel weird) because most of us spend lots of energy trying to hide away the things we’re ashamed of, but with practice, you will find tremendous strength in this tool.

The reason it works is because you show up with your whole self. You’re not split in two; you’re not hiding. You’re all there.

6)    Catcher’s Mitt Curiosity

Sometimes your doubts might have something important to tell you. Maybe there is a new skill you need to learn or a true mistake you can avoid.

How can you tell the difference between legitimate doubt and useless insecurity?

Picture yourself wearing a baseball catcher’s mitt. Picture the doubt as an apple that someone tosses to you.

Catch it in the mitt and imagine turning the apple over while you examine it. (Don’t eat it right away!) Ask yourself if there is something of value for you here. Create space for curiosity. See what happens.

If you’re still unsure, this is a great place for a mentor or coach to assist you.

7)    Your Team

One of the most effective tools for dealing with imposter syndrome is simply to focus on the people you serve.

They don’t really care where you came from, how you got here, whether or not you had a big house, small car, good hair, bad hair, or anything else.

What they do care about is how you can help them succeed today.

It’s almost impossible to trip over your own insecurities when you focus on serving others. This is the reason volunteering is such a powerful experience and why you hear volunteers say that they received so much more than they gave.

I have proof this one works:  while I’ve been writing this article, I’ve focused on you. Not me, not my doubts, not my lack of a PhD in psychology – you!

(Clearly it worked since you’re reading this now.)

There you have it: seven different tools you can use when you feel self-doubt, insecurity, or imposter-syndrome threatening to undercut you.

Please know you’re not alone and that the world needs you!

 

Job Titles Won’t Bring Your Workers Happiness, but a Wonderful Workplace Will

…Not to pick on those happy-go-lucky folks whose goal is to bring about happiness at work, but true happiness comes from organizations doing right by their employees. Not even Googler Chade-Meng Tan would disagree with that. At least I think …

You want happy workers? Give them what they want: a culture where creativity is encouraged and pass-the-buck is discouraged, flexibility to manage business life and home life, good benefits like a retirement plan with auto-rebalancing and a few plum perks — discounted movie tickets anyone? — couldn’t hurt either.

With those tenets in place, you won’t need funky job titles like “happiness hero” to get employees engaged. Happiness on the job is a chief motivator on its own.

Link to read the whole article

“Men are really good at making fun at other people and women are really good at making fun of themselves.”

Amy Poehler

How to Find Your Life Purpose: An Unconventional Approach

adapted précis from an article by Leo Babauta

The One Step to Finding Your Purpose

It’s simply this: learn to get outside your personal bubble.

Your personal bubble is the small world you live in (we all have one), where you are the center of the universe. You are concerned with your wellbeing, with not wanting to look bad, with succeeding in life, with your personal pleasure (good food, good music, good fun, etc.)…

Some of the problems caused by this personal bubble:

  • In our bubble, we’re concerned with our pleasure and comfort, and try not to be uncomfortable. This is why we don’t exercise, why we don’t only eat healthy food.
  • This fear of being uncomfortable is also why we get anxious at the thought of meeting strangers. It hampers our social lives, our love lives.
  • Because we don’t want to look bad, we are afraid of failing. So we don’t tackle tough things.
  • We procrastinate because of this fear of failing, this fear of discomfort.
  • When someone does or says something, we relate that event with how it affect us, and this can cause anger or pain or irritation.
  • We expect people to try to give us what we want, and when they don’t, we get frustrated or angry.

Actually, pretty much all our problems are caused by this bubble.

Including the difficulty in finding our life purpose.

The Wider View, and Our Life Purpose

Once we get out of the bubble, and see things with a wider view, we can start a journey along a path like this:

  1. We can start to see the needs of others, and feel for their problems and wishes.
  2. We then work to make their lives better, and lessen their problems.
  3. Even if we aren’t good at that, we can learn skills that help us to be better at it. It’s the intention that matters.
  4. As we go about our daily work, we can tie our actions to this greater purpose. Learning to programme or become healthy (for example) isn’t just for our betterment, but for the betterment of others, even in a small way. This gives us motivation on a moment-to-moment basis. When we lose motivation, we need to get back out of our bubble, shed our concern for our discomfort and fears, and tie ourselves to a bigger purpose.

In this path, it doesn’t matter what specific actions you take or skills you learn to make people’s lives better. What career you choose is not important — what matters is the bigger purpose. You can always change your career and learn new skills later, as you learn other ways to fulfill this purpose. You’ll learn over time.

What matters is becoming bigger than yourself. Once you do, you learn that you have a purpose in life.

How to Get Out of the Bubble

Getting outside this personal bubble isn’t as easy as just saying, “Let it be so.” It takes work.

First, you must see when you’re stuck in the bubble. Whenever you’re angry, frustrated, irritated, fearful, anxious, procrastinating, feeling hurt, wishing people would be different … you’re in the bubble. These are signs. You are at the centre of your universe, and everything is relating to you and your feelings. When you can’t stick to habits, or have a hard time with a diet, you’re in the bubble. Your momentary pleasure is what matters in this bubble. Outside the bubble, they’re just little events (sensations of desire, urges) that can be let go of.

Second, when you notice that you’re in the bubble, expand your mind and heart. See the bigger picture. Feel what others must be feeling. Try to understand rather than condemning. See how little and petty your concerns and fears have been. Realise that if others treat you badly, it’s not about you, but about what they feeling and paying attention to.

Third, wish others well. Genuinely want their happiness, just as you want your own happiness. See their suffering and wish for it to end or lessen.

Fourth, see how you can help. How can you makes things even a little better for others? Sometimes it’s just by paying attention, just listening. Other times you just need to be there, just lend a hand. You don’t need to go around solving everyone’s problems — they probably don’t want that. Just be there for them. And see if you can make people’s lives better — create something to make them smile. Make one little part of their world — a cup of tea, an article of clothing you’ve sewn — be a little space of goodness.

Repeat this process multiple times a day, and you’ll get better at it.

You’ll learn to be bigger than yourself. You’ll learn that the life we’ve been given is a gift, and we must make the most of it, and not waste a second. You’ll learn that there is nothing more fulfilling than making the lives of others a little better.

Link to read the original article in full

“I’m not this callous clown walking around laughing at life all the time. I’ve had some serious, serious problems in my life. But I’ve come out with a smile.”

John Lydon

Creativity – the strategic tool of the 21st century

By 

Most of us associate creativity with an actual creative pursuit, such as dancing, painting or writing. In fact, according to public speaker, singer, businesswoman and social entrepreneur, Tania de Jong presenting at Mind & Potential 2013,  creativity means far more, extending way beyond the arts to every facet of life depending on one’s outlook. As de Jong says, “Creativity is about new ideas and thinking about doing things differently and solving problems.”

De Jong says one of the problems is too many of us tend to be more left-brained (logical, analytical and objective) than right-brained (intuitive, thoughtful and subjective), the upshot being, and here de Jong quotes legendary business thinkers, Ryan Mathews and Watts Wacker: “Creativity has become the most endangered species in the 21st century. Never has the need for creativity been so compelling and never has genuine creativity been in such short supply.”

Which is why de Jong has made it her life’s work to motivate companies to commit to fostering what she calls “this incredible strategic tool” to help “unleash those values around inspiration, courage and passion and those outcomes of wellbeing and leadership.”

Not that this is always easy given the risks inherent in thinking outside the box. De Jong says sometimes we’ll get it wrong, or we won’t necessarily succeed first go. Thus it’s important we make friends with failure by seeing it as normal, and as a wonderful opportunity for learning and growth. Certainly she’s someone well qualified to say, having experienced a number of setbacks herself in her early professional singing career. Yet despite this she never gave up. What’s more, she’s probably more successful today than she would’ve been had her journey been all smooth sailing.

De Jong has prepared a list of what she regards as the key attributes of innovators and great teams. These are:

  • curiosity, visionary and highly imaginative thinking;
  • persistence, a commitment to learning, teamwork and collaboration;
  • adaptability and flexibility;
  • courage, trust and listening;
  • the desire for improvement, efficiencies and enhanced experiences;
  • and perhaps most importantly, an emphasis on encouraging diversity of thought.

Apropos the latter, she says, “I believe in the power of what I call positive human collusions, that is colliding with people you’d never meet in the normal course of life and deliberately seeking to build bridges with [them].”

De Jong cites a 15-country creativity study that showed 98 percent of three to five year olds tested scored in the highly creative range. By the age of 15, just 12 percent were ranked in this category; while a mere two percent of adults over the age of 25 who took the same tests were still at this level. “But it’s still sitting there,” she says. “Imagine if we could unlock another five percentage points?”

Link to read the original Happiness & Its Causes article

A Surprising Way To Connect With Your Team

The Leadership Freak writes honestly about the benefits and positive consequences of openly showing our human emotions…

Feeling alone is the result of isolation. Those who feel misunderstood live behind self-protective barriers that keep others out.

Once a month I meet with a group of leaders to strengthen connections, clarify focus, and develop our leadership. We spend at least half our time eating, talking about movies, families, and stuff we’ve done. The rest of the time is focused on leadership.

Some were surprised and others a little uncomfortable with this month’s agenda. I asked them to give me feedback.

  1. Name two things I’m doing that enhance my potential.
  2. Name two things I’m doing that hinders my potential.
  3. What one thing should I do more?
  4. What one thing should I stop?
  5. What would you struggle with if you had my position?

Here’s a sampling of their responses.

Positive:

  1. You take immediate action when you receive actionable feedback.
  2. You see and develop the strengths of others.
  3. You make people feel appreciated, not taken for granted.

Negative:

  1. You lose focus and get distracted.
  2. You put people on the spot.
  3. You get too occupied with logistics and miss opportunities to connect.

Surprise:

They like seeing my emotional side. When something touches my heart, let it out. This is about compassion and kindness, not blowing up.

Observations about the meeting:

  1. We feel like we’re on the leadership journey together.
  2. Leaders don’t receive feedback if they don’t actively seek it.
  3. Honest feedback is encouraged by openness and blocked by excuses.
  4. People feel valued when you listen and explore their feedback.
  5. Your feedback tells me what’s important to you. Their observations reflected their personal values. Several are more attuned to the reaction of others than I am.
  6. We’re building an environment where sharing positive and negative feedback is normal and welcomed.
  7. We’re creating a culture of self-development. I’m modeling the way not pointing the way.

How can leaders lower protective barriers and let others in?

Link to read the original article

“I think we all have the urge to be a clown, whether we know it or not.”

Ernest Borgnine

In their words: Susan Pearse & 5 ‘Stuck in a Rut’ traps and how to break out of them

By 

Susan Pearse is an acclaimed leadership expert

STUCK IN A RUT?  Ruts are your brain’s way of staying lazy, so breaking out of them can give you the momentum to achieve your goals. It’s also a great way to keep stretching your neurons, growing your brain, and feeling renewed.

Check out the 5 common ruts below and try the exercises to break out of your ruts.

Rut 1: Avoidance

Your brain is very clever at dodging risks and coming up with convincing excuses about why something should be avoided. Putting off a phone call, declining an invitation, or worse, finding an excuse to hold off on starting that new business, trying a new approach, or changing your life.

Try this: Small Step.
 Avoidance is the brain’s way of protecting you from risk and potential failure. But avoidance itself really is a form of failure. By not acting on your dreams, striving for possibilities, or taking a chance, you are destined to repeat the same old patterns and you won’t achieve your goals. Rather than trying to break out of the rut in one big step, take a small step first. As long as you act, you are breaking the rut of avoidance.

Rut 2: Holding on

Your brain likes to stick with things that are familiar. It takes less energy and feels comfortable, or at least more comfortable than doing something new and different. But sometimes holding on just holds you back. Cluttered cupboards, stale relationships, meaningless work won’t create the life you want.

Try this: Let Go. 
It feels uncomfortable to change, but nothing new happens without first letting go. If there is some part of your life you are seeking to change, it’s important to give your attention to what you will start doing. But unless you are clear on what you need to let go, this rut will hold you back. So today, identify what you are holding onto that’s holding you back. Are you ready to let it go?

Rut 3: Complacency

Have you stopped noticing the view out your window? Is your partner no longer as fascinating as when you met them? Is work just a chore rather than a way to make a difference? You are slipping into the complacency rut. Once something becomes very familiar, your brain engages autopilot and you operate with very low levels of quality of attention.

Try this: Fresh Eyes. 
Once something becomes too familiar, attention must be given intentionally. If you don’t do this, the familiar drops into the background. Stay engaged with the important people, places and activities in your life by giving your full attention. Just tell yourself “see this as if for the first time” and experience life with the richness of fresh eyes.

Rut 4: Self Talk

It’s amazing how much chatter rolls through your head. Apparently you’ll have 12,000 internal conversations today! But it has also been found that 95 percent of these chats will simply be reruns of the day before. In fact they are more like echoes from an old conversation, rather than useful reflections on what is happening right here and now.

Try this: Fresh Talk. 
The conversations in your head will determine what you do today. If you’re holding yourself back from something important, is it because of a stale old conversation: an old excuse for not acting, believing the time is not right even though things have changed, convincing yourself you are not capable when you haven’t even tried? Have a fresh talk with yourself today and break out of the self talk ruts that hold you back.

Rut 5: Indecision

How many things are waiting for your decision right now? Items in the in-tray, phone calls delayed, holiday destinations to choose, suppliers waiting for your order, another year passed without writing that book … Maybe you say to yourself, “I’ll get to that when I have time to think about it properly.” But most indecision arises from too much thinking!

Try this: Think Then Act. 
Once you’ve given something a good dose of thought, finish it off with an action. It does not need to be the big final act, but do something that moves you forward. You need to train your brain to make decisions, otherwise it will slip into the lazy habit of circling thoughts with no outcome. And this is the very definition of a rut! Turn thinking into a tool that leads to action rather than a heavy process that holds you back.

Link to read the original article

Happiness At Work edition  #108

All of these articles and many more are collected in this week’s new Happiness At Work edition, where you can find the cream of the week’s stories  about 21st work and leadership, happiness and wellbeing, creativity and learning, self-mastery and resilience.

Enjoy…

Happiness At Work #106 ~ so much more than a nice to have feeling

The world of work is most definitely changing.  A whole variety of irresistible social, economic, technological and human forces are combining to revolutionise, not just for how we work, but the fundamental reasons at the heart of why we work and what we expect in return.

Our growing intelligence about happiness at work lies in the engine room of this revolution, encapsulated, informed and enriched by an increasing pressure for higher levels of work fulfilment and our increasing intelligence about what this means – whether this is articulated in the drive for greater employee wellbeing and engagement, or the drive for greater meaning and recognition for what we do, or in the drive for greater flexibility, autonomy and work-life balance in how our work is organised.

Happiness at work as an idea is gaining credibility and traction, but it is still not always easy to present as a call to action inside apparently more important and urgent organisational concerns such as uncertain economies, overloaded work demands, escalating accountability requirements and ever-increasingly complex and insistent customer and staff expectations.  Happiness is considered by many as too slight, too subjective and personal, and/or too transient a thing to be the proper concern of a serious workplace.

But our contemporary sciences are building up compelling evidence to show that happiness is so much more than a nice to have feeling.

Happiness at work means feeling that we are achieving our potential.  It is mixed and made from high levels of commitment, confidence, conviction, contribution in a culture that aligns with our best selves and provides us with ample amounts of pride, trust and recognition (Jessica Pryce-Jones 5 C’s Science of Happiness model)

Or, if you prefer, it is work that brings us high quality positive emotion and engagement and relationships and meaning and accomplishment ( Martin Seligman’s PERMA model for flourishing.)

We now know that, at most, only half of our happiness is comes to us as our genetic predisposition, and, even more surprisingly, only 10% of our happiness is dependent upon our circumstances.  This means that at any time, no matter what we are facing, at least 40% of our happiness is down to our own voluntary choices: how we choose to think about things and what we choose to do.

Not only that but real revolutionary discovery has been that happiness leads to better outcomes – greater success, better relationships, higher learning, problem solving and creativity, higher performance and productivity, better and health and even a longer life – not the other way round as we used to have it.

And we can all learn to be happier.

This post pulls together stories from this week’s new Happiness At Work collection that all variously help to fill out and amplify our understanding about what happiness at work means in its fullest, most vital and imperative sense: why it matters, how it matters and what are some of the ways we can learn to harness its potency.

Maybe these ideas will be helpful to progress your own thinking and maybe they will be helpful to bring these ideas more persuasively to people you work with…?

The Importance of Happiness in the Workplace

Many people feel that if they become successful at work, they will automatically become happy. But according to Shawn Achor, founder and CEO of Good Think, Inc., that scenario should be reversed. It’s important to become happy, which will then help you become a success. Achor makes it his business to study the psychology of happiness in the workplace. He consults with organizations worldwide and regularly publishes his findings on his website (www.shawnachor .com). His ground-breaking book, The Happiness Advantage: The Seven Principles of Positive Psychology That Fuel Success and Performance at Work, was published in 2010.

It’s important to organizations for employees to be happy, and not just for the employees themselves. “The greatest competitive advantage in the modern economy is a positive and engaged workforce,” Achor says. And happiness as a concept is poorly understood, inside and outside of the workplace. In his book, happiness is defined as “the joy we feel striving after our potential.” It occurs along the way to achieving one’s potential, not just when that potential has been achieved.“This definition is crucial for leaders to understand,” Achor says.

“Without it, happiness can create irrational optimists.” He suggests that what is needed is the cultivation of “rational optimism.” The latter “requires taking a realistic assessment of the present, both the bad and the good, while maintaining a belief that our behavior matters. Rose-colored glasses will not help, but an optimistic brain will help your team overcome the biggest challenges.”

People can also help fulfill their potential by better understanding the role of social support at work. The key to remember is that giving support is even better than receiving it. “In an era of do-more-with-less,” Achor says, “we need to stop lamenting how little social support we feel from managers, coworkers and friends, and start focusing our brain’s resources upon how we can increase the amount of social support we provide to the people in our lives. The greatest predictor of success and happiness at work is social support. And the greatest way to increase social support is to provide it to others.”

Achor was also the head teaching fellow for psychologist Tal Ben-Shahar’s happiness course at Harvard. He found that lessons learned there could also be applied to organizations. “In the working world,” he says, “working with leaders, I began to discover that some of the same principles that caused Harvard students to rise to the top were also the same principles used by leaders to become more successful. Those seven research principles became the basis for The Happiness Advantage.” Closely related to happiness is the concept of thriving. Gretchen Spreitzer, a professor at the University of Michigan’s Ross School of Business, and her coauthors delineate this concept in their paper “Thriving at Work: Toward Its Measurement, Construct Validation, and Theoretical Refinement,” published in the Journal of Organizational Behavior.

“Thriving is like happiness in that it also involves the experience of positive emotions,” Spreitzer says. “But it is focused on a specific type of positive emotion—what we term as vitality or energy. When people are thriving in their work, they feel alive at work. Their work is literally fueling them with energy. But thriving is also more than positive emotions. It also includes a sense that one is growing, learning or getting better at what they are doing. This suggests that thriving is about making progress or having positive momentum rather than languishing or feeling stunted.”

Everyone at work can consciously help themselves to thrive more. Some basic strategies involve managing energy by sleeping well, eating a balanced diet that includes frequent high-protein snacks, and taking breaks, ideally every 90 minutes. But Spreitzer and her colleagues also found that the way people engaged in their work had an effect on how well they thrived. “When individuals engage their work in a way that helps others, learn new things, and find meaning in their work, they report higher levels of thriving,” she says. “So the challenge is for individuals to find ways to craft their work so they have more relational connections, more chances to try new things, and can see more of the impact in what they do.”

This research suggests that leaders can create the kind of workplaces that can help people thrive. Spreitzer says, “Leaders can (1) provide their people with more opportunities for decision making discretion, (2) share more information about the organization, its strategy, and competitors, (3) set and reinforce norms that promote civil and respectful behavior, and (4) offer performance feedback, especially about what is going well. When leaders create workplaces with these characteristics, their people feel like they can grow, develop, and thrive in their work.”

Fully engaged, thriving employees finish the day not depleted but, Spreitzer contends, “with energy for their family life, hobbies, and community service.”

Link to the original Leader to Leader article

Why Happiness At Work Really Matters

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Are you happy at work? Are the people you work with happy? Should you even care as long as the job is getting done?

It turns out you should – happy companies are more successful on a range of metrics – but creating a happy work environment is counterintuitive. Research and practice both show that what makes people happy in the workplace is not obvious, and relatively easy to provide things like good pay, free food or perks, are over-rated.

The benefits of happiness at work

Researchers from the University of Warwick in the UK found that people who are happy at work are about 12% more productive. Shawn Anchor, author of The Happiness Advantage, has quantified the benefits of a happy company – sales increase by 37%, productivity 31%, and accuracy on tasks improves by 19%, not to mention the health and quality of life improvements for staff.

You might think providing perks such as free food, massages in the office, on-site medical services and gym facilities, would ensure a happy workforce. Google has led the way in perks for some time, even ensuring its building designs are fun (like the slide at its Zurich office pictured above).

But the equation is not that simple – it’s not just a case of perks in, happiness out. While such benefits are helpful in attracting people to work at your firm, they are not that effective at improving company performance. No wonder Google is keen to stress that it’s passion not perks that are the biggest contributor to its success.

Part of the problem is that humans are incredibly good at adapting and we get used to almost anything – good or bad. The classic study on this was done by Philip Brickman, Dan Coates and Ronnie Janoff-Bulman at the University of Massachusetts in 1979. Comparing lottery winners to accident survivors who were paraplegics and quadriplegics they found no significant different in general happiness. People who had won big on the lottery were happy about their good fortune but in fact took less pleasure from everyday activities than the accident survivors.

Salary is not the key to happiness either. It actually comes in to play as a factor of unhappiness – we will be unhappy if we think others in our company or industry are being paid more to do the same task.

Princeton study found that people who are highly paid are relatively satisfied but are barely happier day to day, tend to be more tense and do not spend their time doing more enjoyable things, than lower paid people.

Alexander Kjerulf, a Danish management consultant, who styles himself the Chief Happiness Officer and has advised Ikea, Lego, Oracle, Tata, and Pfizer amongst others, says that results and relationships are actually the most important factors for ensuring people are happy at work. Gallup research backs him up – perks are less important than engagement, which occurs when staff feel they are contributing to something significant.

Tech investor Craig Shapiro tweeted his “org chart for happiness”. On the work side he highlights “fulfillment”, which is in turn a function of productivity, recognition and giving. In other words doing worthwhile work that others appreciate, while also giving back to others, is Shapiro’s recommendation for happiness.

Zappos CEP Tony Hsieh literally wrote the book on happiness in tech. In Delivering Happiness he describes how he built the corporate culture at Zappos by valuing happiness. While Zappos operates some quirky policies eg new hires are offered $2,000 if they decide to quit after the first week, Hseih’s book also highlights the importance of things such as helping staff grow (both personally and professionally), ensuring customer service is everyone’s responsibility and building strong relationships with your team.

Taking inspiration from firms like Zappos, Moo.com, Valve, Buffer and Mailchimp, there’s even now Happy Startup School, which aims to educate entrepreneurs in how to create happy, sustainable and profitable businesses.

Kjerulf, the Chief Happiness Officer, says that while values are important “happiness at work is something you do”. Here’s five tips he offers to foster it at your company:

1. Random acts of workplace happiness. When was the last time you brought a co-worker a cup of coffee unprompted or without warning? Scientific research shows that the random element of these acts really matters. The pleasure/reward centre of the brain is less active when we know something good eg a monthly bonus, is coming, but can be stimulated up to three times as much when the act is unexpected.

2. Hire happy people. The sandwich chain Pret A Manger says you can’t hire someone who can make a sandwich and teach them to be happy, but you can teach happy people to make a sandwich. Kjerulf also cites Southwest Airlines as a company that hires for attitude and trains for skill.

3. Stop negative behaviour. Gossip, rudeness and other negative behaviours act like a cancer at the heart of the company if they are unchecked, says Kjerulf. This is because negative emotions are three times more contagious than positive ones.

4. Celebrate success. Kjerulf consulted with Lego, which a decade ago had been brought to the brink of bankruptcy thanks to a relentless pursuit of innovation coupled with a lack of financial controls. New CEO Jorgen Vig Knudstorp announced the company’s first profit in several years at a company wide meeting but the news was greeted by silence. Lego had no culture of celebrating success and so people simply didn’t know how to react. Now item 0 on every meeting agenda is celebrating something one of the participants has achieved recently, a simple tactic which has helped transform meetings and make them more productive.

5. Celebrate mistakes. If you do then people will be more open to admitting they have made a mistake. Ben & Jerry’s has a flavor graveyard in Vermont where headstones are erected to its retired flavours including short lived flops like Oh Pear and Cool Britannia. NixonMcInnes, a British social media consultancy, in addition to measuring and tracking staff happiness every day, has a monthly event called Church of Fail, where staff are encouraged to share their failures. The company wants to make it ok to fail, because the more it fails, the more it can innovate and succeed.

Making your staff happy is not about expensive benefits, it’s about offering them meaningful work. What company can’t afford to do that?

Link to the original article

Happiness At Work with Dr Timothy Sharp

Positive Psychology is the science of thriving and flourishing. In a workplace context, it can be argued that when individuals thrive and flourish, they’re also more innovative, creative, collaborative, resilient, and ultimately, more productive. Positive organisations also attract and keep the best people so it’s a classic win-win for all involved, as Dr Tim Sharp explains in this recent interview with AIM.

Tim shares an overview of the exciting field of Positive Psychology, focusing on optimism, hope, resilience, facing up to the tough times, rewarding positives and the important of doing “the right thing”.

Link to the article with the full transcript of this video

Why Happy Workers Make Better Workers

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Growing interest in employee happiness is putting companies on their toes. Business press and blogs are revealing psychological findings, case studies and strategy insights that make happiness a must-have for profitable workplaces.

After issuing their Global Human Capital Trends, Deloitte concludes that workers today want more.

They want something different. They are demanding, they want meaningful work, and they expect their employer to make work more rewarding in many ways.”

So why do happy workers make better workers?

Three reasons: they care more, they give more and they stay longer

Today’s typical worker is overwhelmed. People are working harder and longer, they are constantly connected and invaded by technology and they are losing their bearings when it comes to a work-life balance.

Companies translate this into worrying leadership pipeline issues, retention and engagement numbers or talent recruitment challenges.

It’s time for workplaces to focus on employee engagement and happiness. Not because it brings more revenues and lower turnover rates, which it does, but because we owe it to ourselves turn to what truly matters:  sustainable growth through people’s wellbeing.

Link to read this article in full

The Happiest People Pursue the Most Difficult Problems

by Rosabeth Moss Kanter

Lurking behind the question of jobs — whether there are enough of them, how hard we should work at them, and what kind the future will bring — is a major problem of job engagement. Too many people are tuned out, turned off, or ready to leave. But there’s one striking exception.

The happiest people I know are dedicated to dealing with the most difficult problems. Turning around inner city schools. Finding solutions to homelessness or unsafe drinking water. Supporting children with terminal illnesses. They face the seemingly worst of the world with a conviction that they can do something about it and serve others.

For many social entrepreneurs, happiness comes from the feeling they are making a difference.

I see that same spirit in business teams creating new initiatives that they believe in…In research for my book Evolve!, I identified three primary sources of motivation in high-innovation companies: mastery, membership, and meaning. Another M, money, turned out to be a distant fourth. Money acted as a scorecard, but it did not get people up-and-at ‘em for the daily work, nor did it help people go home every day with a feeling of fulfilment.

People can be inspired to meet stretch goals and tackle impossible challenges if they care about the outcome.  People stuck in boring, rote jobs will spring into action for causes they care about.

Heart-wrenching emotion also helps cultivate a human connection. It is hard to feel alone, or to whine about small things, when faced with really big matters of deprivation, poverty, and life or death. Social bonds and a feeling of membership augment the meaning that comes from values-based work.

It’s now common to say that purpose is at the heart of leadership, and people should find their purpose and passion. I’d like to go a step further and urge that everyone regardless of their work situation, have a sense of responsibility for at least one aspect of changing the world. It’s as though we all have two jobs: our immediate tasks and the chance to make a difference.

Leaders everywhere should remember the M’s of motivation: mastery, membership, and meaning. Tapping these non-monetary rewards (while paying fairly) are central to engagement and happiness. And they are also likely to produce innovative solutions to difficult problems.

Link to read the full Harvard Business Review article

The Importance of Defining Core Values

The Social Employee Engagement platform, Officevibe, is one of this decade’s fast growing success stories.  IN this post, Gowth Manager Jacob Shrier talks through the core values that underpin the why and how they do what they do, and, very probably, the why and how of their continuing escalating success.

People don’t buy what you do, they buy why you do it – Simon Sinek

This quote is from the famous TED talk where Simon shows that if you communicate your “why”, and understand your purpose, you can sell more and be more successful.

The most interesting part, is that this is all biological, and works every time.

This might be an extreme comparison, and a bit of an exaggeration to make a point, but core values are like the ten commandments – rules to live your life by.

Core values are your company’s “commandments”, and is the foundation for making sure everyone is on the same page.

Also, hiring for culture fit becomes so much easier, because you have all of your “requirements” written down already.

As an employee, when joining a new company, if you align yourself with the company’s core values, meaning you share similar values, that, to me, is the definition of a good culture fit.

Zappos, in my opinion, is the authority on company culture. They are probably the most referenced company of a company that gets culture right, and it took them years to define their core values.

Even though our core values guide us in everything we do today, we didn’t actually have any formal core values for the first six or seven years of the company’s history. – Tony Hsieh, Zappos founder

The OfficeVibe mission and values

Mission: Build the most epic place to work, have fun and innovate.

In one sentence, if we had to sum up what we’re trying to do, this is it.

1. Without fun, it sucks.

Having fun at work is incredibly important for employee engagement. We want to let all of our employees and new hires know that we actively encourage people to have fun at work.

We often go out for happy hours, and lots of the employees play in our arcade and game room.

You need to have a good time while you’re at work, otherwise, life just sucks.

2. More than yesterday, less than tomorrow.

This is a reminder that we really value personal growth.

What this one means, is that I know more than I did yesterday, but I understand that I know less than I will tomorrow, because I will always be learning.

Passion, and personal growth are hugely important qualities for us.

3. We’re an ambitious family

This is all about camaraderie and team building.

First, it’s important that we all recognize that we’re a family. We love each other, and we’ll do anything for each other.

Second, we’re ambitious. Together, as a team, we’re going to change the world.

In all honesty, that’s my goal with Officevibe. I want to make the world of work better. I truly believe that everyone deserves to enjoy their work.

4. Our customers fall in love with us

We always go above and beyond for our customers.

Many people in the company have gotten incredible praise from customers, and we keep track of all of it, in our internal social network (Yammer).

Hubspot, another company I’m in love with, does this, and they call it solving for the customer.

As a core value, this is important for us, as we’re always trying to help our customers be better.

5. Simple is beautiful

I love this one, because simplicity is beautiful, but it’s so hard to achieve.

But it’s an important reminder to everyone, when designing websites or building new features for products, keep it simple.

This is of course inspired by other industry leaders like Apple or Basecamp, and we try our best to keep everything as intuitive as possible.

6. Passion is not optional

We need to be passionate about what we do, and we need to hire people that share that passion.

I would hate to hire someone just because they’re looking for a job.

If I hired someone for Officevibe, they would need to be as passionate as I was about changing the world of work.

7. Quality without compromise

This is an important reminder to always maintain a high level of quality in everything we do.

Often times, clients or users want things yesterday, so a natural instinct is to rush something through to shut them up.

This is a very silly mistake, and will only last short term.

It’s important that we have high standards for ourselves, and we try our best to maintain them.

8. Nothing is impossible

We should always be aiming higher, and always pushing ourselves to be the best at what we do.

Again, this ties back to personal growth. We want to work with people that are always pushing themselves to be the best.

Combined, these core values help shape who we are, what we believe in, and who we should be hiring.

What Do You Think About Core Values?

What are your organisation’s core values?

What ideally would you say about why you do the work you do, what values and principles are essential to the way you do it?

How much of this is inextricably linked to the positive experience – your happiness at work – that you and the people you work with have in the doing of this work?

Link to   see the original Officevibe article and its accompanying images 

The 10 Reasons Why Happiness At Work is the Ultimate Productivity Booster

by Alexander Kjerulf, Chief Happiness Officer

If you want to get more done at work, the productivity gurus out there will tell you that it’s all about having the right system. You need to prioritize your tasks, you must keep detailed logs of how you spend your time, todo-lists are of course essential, you must learn to structure your calendar and much, much more.

But that’s not where you should start. You should start by liking what you do.

The single most efficient way to increase your productivity is to be happy at work. No system, tool or methodology in the world can beat the productivity boost you get from really, really enjoying your work.

I’m not knocking all the traditional productivity advice out there – it’s not that it’s bad or deficient. It’s just that when you apply it in a job that basically doesn’t make you happy, you’re trying to fix something at a surface level when the problem goes much deeper.

Here are the 10 most important reasons why happiness at work is the #1 productivity booster.

1: Happy people work better with others
Happy people are a lot more fun to be around and consequently have better relations at work. This translates into:

  • Better teamwork with your colleagues
  • Better employee relations if you’re a manager
  • More satisfied customers if you’re in a service job
  • Improved sales if you’re a sales person

2: Happy people are more creative
If your productivity depends on being able to come up with new ideas, you need to be happy at work. Check out the research of Teresa Amabile for proof. She says:

If people are in a good mood on a given day, they’re more likely to have creative ideas that day, as well as the next day, even if we take into account their mood that next day.

There seems to be a cognitive process that gets set up when people are feeling good that leads to more flexible, fluent, and original thinking, and there’s actually a carryover, an incubation effect, to the next day.

3: Happy people fix problems instead of complaining about them
When you don’t like your job, every molehill looks like a mountain. It becomes difficult to fix any problem without agonizing over it or complaining about it first. When you’re happy at work and you run into a snafu – you just fix it.

4: Happy people have more energy
Happy people have more energy and are therefore more efficient at everything they do.

5: Happy people are more optimistic
Happy people have a more positive, optimistic outlook, and as research shows (particularly Martin Seligman’s work in positive psychology), optimists are way more successful and productive. It’s the old saying “Whether you believe you can or believe you can’t, you’re probably right” all over again.

6: Happy people are way more motivated
Low motivation means low productivity, and the only sustainable, reliable way to be motivated at work is to be happy and like what you do. I wrote about this in a previous post called Why “motivation by pizza” doesn’t work.

7: Happy people get sick less often
Getting sick is a productivity killer and if you don’t like your job you’re more prone to contract a long list of diseases including ulcers, cancer and diabetes. You’re also more prone to workplace stress and burnout.

One study assessed the impact of job strain on the health of 21,290 female nurses in the US and found that the women most at risk of ill health were those who didn’t like their jobs. The impact on their health was a great as that associated with smoking and sedentary lifestyles (source).

8: Happy people learn faster
When you’re happy and relaxed, you’re much more open to learning new things at work and thereby increasing your productivity.

9: Happy people worry less about making mistakes – and consequently make fewer mistakes
When you’re happy at work the occasional mistake doesn’t bother you much. You pick yourself up, learn from it and move on. You also don’t mind admitting to others that you screwed up – you simply take responsibility, apologize and fix it. This relaxed attitude means that less mistakes are made, and that you’re more likely to learn from them.

10: Happy people make better decisions
Unhappy people operate in permanent crisis mode. Their focus narrows, they lose sight of the big picture, their survival instincts kick in and they’re more likely to make short-term, here-and-now choices. Conversely, happy people make better, more informed decisions and are better able to prioritize their work.

The upshot

Think back to a situation where you felt that you were at peak performance. A situation where your output was among the highest and best it’s ever been. I’m willing to bet that you were working at something that made you happy. Something that you loved doing.

There’s a clear link between happiness at work and productivity. This only leaves the question of causation: Does being productive make us happy or does being happy make us productive? The answer is, of course, yes! The link goes both ways.

Link to read Alexander Kjerulf’s  article in full

Why the Workplace Will Be the Future of Health and Fitness

The month-long NEWM initiative is the brainchild of Virgin HealthMiles,an organization that’s part of the Virgin Group run by Richard Branson, and that helps companies develop a culture of health and wellness.NEWM is about pushing business leaders to make employee wellness a priority and highlighting the workplace as an important factor in helping people stay healthy.

While NEWM has been around for half a decade now, employee wellness programs have never gotten more attention than they have in the last few months.

Most media coverage of employee wellness is based on the assumption that these programs can help employers cut healthcare costs. And, for a while, the main question about corporate wellness was: How cost-effective are they? But recently, the conversation around employee wellness has changed. Health and wellness experts are taking a step back, wondering whether wellness programs are ultimately about cutting costs, or if maybe they’re about something bigger, that has to do with improving people’s lives.

Over the last few years, the number of workplace wellness programs has drastically increased. Among large companies (those with at least 200 employees), 92 percent offered wellness programs in 2010. That’s  an increase of 34 percent since 2009.

It’s hard to say exactly what’s prompted the recent growth in employee wellness programs, but perhaps the most obvious reason is the fact that Americans work more than ever before (8.8 hours in 2012, compared to7.9 hours in 2007). Whereas health experts once focused on the home environment, there’s a new focus on the importance of the workplace for promoting long-term health solutions. We’re hearing about how coworkers can motivate each other to start working out, and how posting calorie counts in office soda machines can keep us away from the sugary stuff.

Corporate wellness programs take advantage of the fact that most businesses are at least partly based on people working together. Part of the reason why a walking challenge is so appealing is that it’s something coworkers can do in a group, whether they’re competing against each other or working together to achieve their goals.

Corporate wellness programs don’t just benefit employees by enabling them to get more fit. They also tend to inspire people to like their companies more. According to the Virgin HealthMiles survey, almost 90 percent of employees said they consider health and wellness offerings when deciding where to work, and research suggests wellness programs are as important to job satisfaction as raises and promotions. For Boyce, inspiring people to love where they work is central to his concept of success.

According to the Virgin HealthMiles survey, the biggest obstacle currently facing employee wellness is measuring the impact of these programs. Some health experts insist that a successful employee wellness program will save employers a significant amount of money in the long term; others are less certain.  Perhaps we’ll never be able to measure the real impact of employee wellness.

The question, then, is whether we should pursue these programs at all.  Baun talked about the difference between ROI (return on investment) and a less official term called “VOI,” or value on investment. The second term refers more to what happens when you improve people’s lives, and is substantially harder to measure.

Still, anecdotal evidence consistently suggests these programs have something to offer. Baun, who’s been in the business of employee wellness for more than 30 years, told me multiple stories about employees who’d started practicing an overall healthier lifestyle with the help of workplace wellness programs.

In so many of these cases, it would be impossible to measure the effect of a workplace wellness program, he said. But even without the clinical data, he was able to say with confidence: “It changed their lives.”

Link to read the full original Greatist article

Happiness At Work edition #106

All of these stories and many more can be found collected together in this week’s new Happiness At Work #106.

I hope you find things here to use, to enjoy and to help grow your own sense of happiness…

Link to the full Happiness At Work edition #106 collection of stories

 

 

Happiness At Work #104 ~ highlights in this collection

 

Here are some of the best stories in this week’s new Happiness At Work edition #104

15 Life Lessons From Banksy Street Art That Will Leave You Lost For Words

Using striking stencil art and profound imagery, Banksy has captured the interest of art lovers, activists, and graffiti artists around the globe. His mysterious identity (and refusal to use social media accounts) has only sparked more intrigue, with media outlets and fans prying to earn a peek into his life. But why use graffiti as a means to communicate?

By displaying art in crowded cities across the world, Banksy puts social and political issues in our face. These pieces force us to stop and think—something that we often avoid doing in our day-to-day lives.

and see more Banksy art at: https://www.artsy.net/artist/banksy

Other highlights from this week’s collection:

Understanding The Value Of Charisma In Leadership

Great leaders focus on how to make the vision they have for their organization something that we all care about because they connect it to what matters to us; that we can see the value and purpose it will create not just for those our organization serves, but for ourselves as well.

Seen from this light, we need to recognize that being a charismatic leader is not beyond our reach; that it’s not a special quality that only those who breathe this rarefied air are entitled to possess and exude.

Rather, this potential lies within all of us – waiting for us to push our focus beyond our smartphones and computer screens, to put down whatever we are busying ourselves with so that we can be fully present to hear and understand what those around us are trying to share…

HR Roundtable: How to Make Change Sustainable

Change, and change agent, have become terms that are thrown around in HR to the point of being ineffective catchphrases. This article presents ideas from a Roundtable event that aimed to take a different approach to “change.” To see if they could come up with ideas that put some substance to this topic which could be translated into action within companies, people considered these three questions:

+ What obstacles exist in organizations that deter/destroy change?

+ What keeps employees from embracing change?

+ How can change be sustainable in organizations?

Maybe you will find an idea or two in this to add to your own change activities…

How to Make Yourself Happy

Almost everyone wants to be happy, but surprisingly few people know how.

However, a growing body of research has identified one reliable path: doing something rewarding, especially philanthropy.

Acts of kindness not only benefit the recipient but also “create a pleasurable ‘helper’s high’ that benefits the giver,” says Stanford Graduate School of Business professor Jennifer Aaker, who’s studied the phenomenon. Indeed, studies show that people who regularly volunteer report greater happiness than those who don’t. Here’s how this works…

How To Rediscover Your Motivation

Changing the way you think and adding a few key habits can help you get back the motivation that you lost somewhere along the way…

What Your Personality Type Means For Your Career

This infographic gives an interesting display of the different Myers Briggs Personality Types and the different ways they translate into our work…

Maria Popova: Staying Present and Grounded in the Age of Information Overload

How do we answer the grand question of how to live—and more importantly—how to live well? This is the deeply philosophical (and yet eminently pragmatic) inquiry that lies at the core of Maria Popova’s remarkable blog, Brain Pickings. Since she launched Brain Pickings as a passion project back in 2006, it’s grown impressively, becoming an intellectual touchstone for inquiring minds that now draws several million readers a month.

Not surprisingly, Popova’s work ethic is as relentless as her curiosity. Yet, after eight years of providing a service that lights up creative minds around the world, she is feeling the strain. Over tea, we talked about her struggle to dial back the pace of her workflow, and the tension between “getting things done” and being present in your own emotional reality…

Happiness At Work edition #104

Click here to go to the Happiness At Work #104 collection