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

Becoming More Happy, Creative & Productive ~ a back to earth toolkit of tips and techniques

After last week’s post putting our heads in the clouds to think and expand our thinking about thinking, I thought it might be helpful this week to come back to earth with a post that is grounded in practical How To tools and techniques.  I hope you find something in this selection to enjoy and use with what you are trying to make and make happen in your life and work.

The loudest story to catch my attention this week, turning up across a range of different sites, is Sharon Salzburg’s ideas brought together in her new book:

Practices For Having A Happier Day At Work

Margarita Tartakovsky writes in Psych Central’s blog World of Psychology:

…In Real Happiness at Work Salzberg discusses eight pillars of happiness in the workplace:

  • balance;
  • concentration;
  • compassion;
  • resilience;
  • communication and connection;
  • integrity;
  • meaning; and
  • open awareness.

At the end of each chapter she features formal meditations that take about 10 to 20 minutes, along with mini meditations and practices throughout the book.

Below are some of my favorite tips from Salzberg’s book for helping us have a more peaceful and happier day at work. The great thing about these exercises is that they’re simple, small and totally doable ways we can enjoy greater calm and satisfaction.

  • Before starting a project, meeting or even a conversation, ask yourself: “What do I most want to see happen from this?”
  • Before starting your day, set an intention. Salzberg gave this example: “May I treat everyone today with respect, remembering each person wants to be happy as much as I do.”
  • As you sit down at your desk, spend several moments listening to the sounds around you. Take note of your reactions to the sounds.
  • Notice how you’re holding something in your hand, such as a pen or cup. Are you holding on tightly? “Sometimes, we exert so much force holding things, it exacerbates tension without our realizing it.”
  • Try to perform a simple act of kindness every day. Salzberg included these examples: “holding an elevator door, saying thank you in a sincere manner, or listening to someone with a clear and focused mind.”
  • Pay attention to your feelings. For instance, if you’re feeling irritated toward a co-worker, pay attention to your irritation, “not so much the story of why you’re irritated, but the actual feeling of it.” What does it feel like in your body? Where do you feel it? Identifying irritation as it starts helps you prevent an action you might later regret. “With a more immediate recognition of what we’re feeling, we have a choice as to how we want to respond in that moment.”
  • As you heat up your lunch, stop, and simply pay attention to your breath until your hear the ding of the microwave.
  • If you’re feeling upset, consider helping someone out. (“The more you help, the happier you can be.”)
  • Think about the people who make your job possible, such as a housekeeper, elevator operator or fundraiser – and thank them.

As Salzberg writes, “Being happy at work is possible for all of us, anytime and anywhere, with open eyes and a caring heart. We need only to take the first step.”

Link to the original article

‘Real Happiness at Work’ is an Inside Job

Love Your Job’s reviewer ‘Olivia Greene’ writes

In Real Happiness at Work, Sharon Salzberg’s first question to her readers is, “When we took this job did we expect it to make us happy?”

…Stuck in a rut at work, mostly of my own making, I stumbled across this book and I decided to read it every morning on my way to work for ninety days. My subway commute is about forty minutes, so I had time to get into the philosophy of the book and choose an exercise for the day before I walked through my office’s doors.

Using some of her exercises began to change my work day:

Unitask!
So many of us pride ourselves on our capacity to multitask, but that mindset can lead to a lot of stress. Salzberg’s exercises call for us to do one thing at a time, give that one activity our attention and thereby give ourselves a break. Once I tried this, I realized I was happier if I was unitasking, not multitasking. It is exhausting to stretch our attention in two or three different places — and it’s unnecessary.

Notice our Stress
Salzberg writes that every job has stress, but each of us gets stressed about different things. I tried an exercise that calls for writing down every thing during the work day that stressed me. Looking over my list, I found out it was different stressors than I realized — and a lot of the stress came from my own thoughts, which I could slowly change.

Mindful Emailing
Before reading Salzberg’s book, I answered an email as quickly as possible. Responsible for an inflow of hundreds of emails a day, the key for my professional survival seemed to me to be speed. But that was making me harried, unable to appreciate what I was writing or reading. Instead, I tried her mindful emailing exercises: I read emails twice entirely before replying and found out I was missing important points, I considered more carefully how my emails would be read and I added more kind words, and I decided I didn’t need to check my email while walking or riding the elevator. This mindful emailing made me, quite simply, happier at work.

Plant seeds
I made lists of accomplishments I hoped for at work, and noted which parts of success I could control — and which I couldn’t. It helped to ground me when I considered that I could set intentions, I could work towards something, but every outcome was dependent on forces beyond my control.

Notice sounds
Most work environments are noisy, with sounds we have no control over. Stationed between an employee social area and a crucial work area, I’m surrounded by sounds I can not control and do not need to pay attention to. I learned that when they begin to overwhelm me, I can stop, truly notice the sounds without feeling the need to stop them, and then gradually return to work with more ability to focus.

Take a deep breath!
While it’s core and basic advice I’ve heard countless times, Sharon Salzberg writes convincingly of the power of breath to restore and center us. In moments when I feel afraid and lose my calm, I learned that taking a deep breath can restore a sense of peace and vitality. It only takes three seconds and it works wonders.

I found that using these exercises allowed me, after a year of wishing I had the courage, to point out the amazing accomplishments I’d had over the past years and ask my boss to help those be recognized. I’ve also found the strength to apply for other jobs. I know that something wonderful is on its way, and I embrace what is happening right now instead of wishing it were different. Most importantly, I remember that finding happiness at work is an inside job. Only I can find it. My boss, my colleagues, and my company can not give it to me. I need to reach for it every day by making the time to breathe, to mini-meditate and to remember a greater sense of purpose. That’s my real responsibility — and it’s a big job.

Link to the original article

Sharon Salzberg, “Real Happiness at Work” | Talks at Google

Here you can watch Sharon Salzburg talking about her research and ideas and leading some guided mindfulness exercises in this video talk.  When you can give this the time to listen to, there’s lots of gentle wisdom here and a very easy mindfulness experience to enjoy at 23’55”:

“Life is full of surprises when we pay attention…”
And here is Sharon Salzburg writing the illustrative story she tells in this video, extracted from her book:

Self-Forgiveness at Work

…before too long, we got stuck in unthinkably bad traffic. I don’t recall ever seeing such traffic. As we crawled along, trying to go cross-town, then trying to go uptown, then cross-town again, trying anything, we barely made any progress. I wondered if I would make it to the talk at all. More than anything, I felt bad for the cab driver, wondering if he would get a fine for returning the cab late. I began to apologize, “I am so sorry. You were nice enough to pick me up and now you’ll be late. I can’t believe this monstrous traffic. I’ve never seen anything like this. I’m so, so sorry.” He interrupted me, “Madam, traffic is not your fault.” Then he paused a moment, and added, “Nor is it mine.”

I just loved that he added “Nor is it mine.” I thought of how many times customers probably blamed him for their own tardiness, for bridge closings and tired toll collectors and wild drivers of other cars. I thought, “That was a wonderful teaching. Actually it would be okay if I don’t make it to the lecture at all” (I did, by barely a second).

When we challenge the habit of unfair self-blame, we learn to focus our energy on areas of the job that we can manage and let go of the rest. When we take time to focus on the part of the environment we can control – most particularly ourselves — working life becomes less emotionally fraught.

Patience is a much-underrated tool for dealing with frustrating work situations. Cultivating a flexible perspective, and the ability to let go, is essential to whatever kind of work we do. As we learn to delay the story lines and mental habits that we typically bring to our work, and simply become available to our circumstances in the moment, we’re able to adapt to things as they actually are. Patience at work begins with the full acknowledgment of conditions exactly as they are.

This includes the restless, critical or stubborn states of our own mind. A student of mine was amazed, on the morning of a job interview, when mindfulness practice enabled her to catch herself in the middle of a long-held assumption regarding her confidence and self-worth (“I’m not good enough! I can’t compete. I’ll never get it!”). Barraged by fear as well as impatience over the interviewer’s response, her mind in the past would have spun out of control, kept her on tenterhooks, and beaten herself up in the interim. Had she not been patient enough to stop, sit quietly and observe her self-defeating thoughts, she would never have been able to notice this pattern — and compose herself enough to land the job.

The more time we spend on meditation practice, the more rewarding it becomes as rather than rejecting difficulties as bothersome interruptions, we can acknowledge our work with all its complications and challenges as an invitation to wake up and live our lives more honestly and fully.

Link to the original article

Self-acceptance: a key to a happy life, but difficult to achieve

A new survey has found that self-acceptance is the “healthy habit” people struggle with most.

The UK charity Action for Happiness in conjunction with online behavioral change program Do Something Different asked 5,000 participants to rate themselves on a scale of 1 to 10 on ten “happy” habits. These habits, identified as “keys to happiness” via scientific research, plus the questions used to identify them, were as follows:

Giving: How often do you make an effort to help or be kind to others?
Relating: How often do you put effort into the relationships that matter most to you?
Exercising: How often do you spend at least half an hour a day being active?
Appreciating: How often do you take time to notice the good things in your life?
Trying out: How often do you learn or try new things?
Direction: How often do you do things that contribute to your most important life goals?
Resilience: How often do you find ways to bounce back quickly from problems?
Emotion: How often do you do things that make you feel good?
Acceptance: How often are you kind to yourself and think you’re fine as you are?
Meaning: How often do you do things that give you a sense of meaning or purpose?

While questions about Giving and Relating each scored an average of more than 7/10, the Acceptance question scored the lowest of the bunch: an average of 5.56 out of 10, just below Exercising (5.88/10).

“This survey shows that practising self-acceptance is one thing that could make the biggest difference to many people’s happiness,” says Professor Karen Pine, a psychologist from the University of Hertfordshire and co-founder of Do Something Different. “Exercise is also known to lift mood so if people want a simple, daily way to feel happier they should get into the habit of being more physically active too.”

Do Something Different and Action for Happiness have created a Do Happiness programme, which sends people messages to help them practice scientifically backed healthy habits. Some of the recommended actions include being as kind to yourself as you are to other people, spending quality quiet time by yourself, and asking a trusted friend what he or she thinks your greatest strengths are.

Link to the original article 

Russ Harris: ‘How To Build Genuine Confidence’ at Happiness & Its Causes 2011

In this talk Russ Harris uncovers the real causes of lack of self-confidence, and gives us three rules for building our confidence in those times when we do not feel it naturally:

Rule 1 – Genuine confidence is not the absence of fear and anxiety, it is a transformed relationship with fear and anxiety.

Rule 2 – The actions of confidence come first, the feelings of confidence come later.

Rule 3 – Focus full attention on the task in hand.

And at this point in the talk is where I have set the video to play from, when Russ Harris’s shows a quite different mindfulness technique for doing this…

The Secret to Managing Stress: Adding the Opposite

How many of you are stressed about something right now? Did I hear an overwhelming “yes?” Well, I’m not surprised—a whopping 83% of Americans say they’re stressed at work.

And sure, you can find plenty of advice online about how to manage stress—from working out to using relaxation techniques like yoga or mediation to socializing with family and friends.

But I want to add another, rather unique tool to your stress-management kit. You may not have heard about it before—or you may have, years ago: It’s based on a strategy for teaching math to kids, known as “adding the opposite.”

In the classroom, this technique is used to help explain the idea of subtracting a negative—by adding a positive instead. Instead of 4 – (-6), for example, the student is taught to think of the equation as 4 + (+6).

Turns out, this is a great way to deal with stress, as well: Instead of trying to mitigate the negative effects of stress, think about what you can do to create a positive outcome, instead. Also referred to as “proactive coping,” this technique has worked wonders for my clients and has been proven in studies to reduce levels of worry and anxiety.

To help illustrate exactly how to use this method, read on for three ways you can “add the opposite” in common stress-inducing situations at the office.

1. Focus on the Positive

We’ve all had that kind of day: Your boss was a crank, your co-workers were annoying, you had a killer all-day headache, and you’re about to take this workday stink home and share it with your family. (Won’t they be thrilled?)

Not so fast! According to the University of Minnesota, you can greatly reduce evening stress levels simply by jotting down a few positive things that happened during the day. And they don’t even have to be work-related! Maybe you received a great compliment, nailed a presentation, or made a new friend in the office. Whatever you write, make sure to note why these things made you feel good. This will help you remember all the positive attributes, skills, and people you have in your life, and focusing on the “why” helps you appreciate those things even more.

You see, instead of dealing with stress by rehashing your terrible day to anyone who will listen, you can add the opposite by reminding yourself of what went well.

2. Envision Success

I don’t live downtown, but I have to go there frequently for meetings. And up until recently, I dreaded everything about it. Between the unfamiliar territory, one-way streets, ever-present construction, and full parking garages, I knew that it was always going to take much longer than I expected to arrive, find parking, and get to the meeting on time. It was harried and stressful, and I dreaded it.

Eventually, I realized that I couldn’t keep operating that way, and I started trying to proactively cope. So, whenever I had a city meeting, I’d envision myself leaving the office with plenty of time to spare, effortlessly finding a parking spot, and arriving well ahead of time, relaxed, unstressed, calm, and ready to conduct business.

And you wouldn’t believe the difference it made. I realized that by working myself up mentally and always picturing the worst possible experience, I was creating my own stress. But when I shifted my outlook, I had a completely different experience. I actually did arrive early, find parking, and had time to gather myself before the meeting.

Whether you dread city parking, presentations, meetings, performance reviews, or any number of other stressors, try adding the opposite by shifting your outlook from dread to anticipation and imagining a positive outcome. You’ll be able to ditch the stress—which will put you in the right mindset to succeed in any situation.

3. Start a Conversation

I often work with clients who complain that their managers are a constant source of stress, but they avoid tackling the issue head on. Why? They feel uncomfortable confronting an authority figure, or aren’t sure what to say or how to say it. And so, they take no action at all—and the stress continues.

To add the opposite in this situation, try focusing on the goal you want to achieve in that conversation and taking the steps to make it happen.

For example, let’s say your stress stems from your boss’ tendency to assign projects right as you’re about to leave the office. Instead of panicking about those last-minute tasks, directly confront the issue with a conversation—perhaps asking if you can meet each morning to outline the day’s assignments.

You’re instantly replacing that fear, dread, and avoidance with a proactive with a focus on the desired outcome—and that’s a much better way to replace that end-of-day stress.

The next time you anticipate a stressful event, focus on creating positive outcomes and aligning the resources you need to be successful. Doing this before stress has a chance to get to you has a much better effect on your personal well-being—rather than simply recovering from stress after the fact. That means a healthier body, a healthier mind, and a happier life. I challenge you to take steps to proactively cope with those tough situations by adding something positive. Your well-being depends on it!

Link to the original article

How to Help a New Co-worker (When You Have Your Own Work to Do)

The latest water cooler gossip has leaked the news that someone new is finally getting hired, which means your overloaded plate may actually see some lightening in the near future.

But, before you can let out a sigh of relief, you remember what a chore it was the last time someone new joined the team—and your excitement is quickly replaced with a feeling of dread.

Adding a new person to your team in the office can be a bittersweet experience. On the one hand, when he or she finally gets up to speed, your workload should get a lot more manageable, and ideally, your team will become more efficient. On the other hand, new hires—no matter how experienced they already are— require a lot of training.

Fortunately, you’re not necessarily doomed to suffer through a months-long ramping up period for a new hire. Here’s how to handle the inevitable barrage of questions with style and grace—and stay sane.

1. Flash Back

…I reminded myself what it was like when I first started several years before. From accidentally setting off the office alarm after forgetting the code to completely botching one of our daily reconciliation procedures, I was probably a nightmare to my peers. I also remembered how cohesive the team was and how hard it was being the “outsider” trying to break in to the group. With that in mind, I was able to keep my frustration in check and be much more compassionate about what she was going through as she adjusted to life with our tiny team.

2. Set Boundaries

I know, boundaries sound like limitations, but try to think of them less like restrictions, and more like a roadmap for a happy relationship. No matter who you are, there are rules to the road that you just won’t know when you first start out. At least, not until someone tells you. And, that’s where the boundaries come in.

…Sometimes, you can see a disaster from a mile away, so don’t be afraid to head it off as soon as possible. If you’re a tyrant before your morning coffee infusion, make sure the newbie knows not to come knocking unless the office is on fire. Not a fan of the 4 PM Friday afternoon team meeting? Make sure your new hire knows that on day one, and you’ll avoid resenting him for rest of his tenure. Whatever your pet peeves and professional thorns in your side may be, the more upfront and honest you are about your own boundaries, the happier and more productive everyone will be.

3. Get in the Game

Sometimes, you just can’t avoid all the questions. The job is complicated, and the culture is unique, and whoever is joining the team will need the secret handbook if he or she stands a chance at being successful—not to mention, help you out. That’s when it’s helpful to view the newbie onboarding process as a game, rather than an added burden.

This tactic was especially helpful to me when I had a recent graduate join my team. I had well over a decade of experience over her, so looking at her joining as a coaching opportunity just made sense. I knew things she couldn’t possibly know, and it was my responsibility to teach her. And, if I did it well, we’d both come out winners. While I’d have to give up about half the hours in my day until that point, I liked those odds. I ended up sharing everything I knew with her and answered all her questions with the same enthusiasm as my junior high basketball coach had when I asked him to explain a certain offensive play. And it worked.

At the end of the day, a job is just like any other game. There are rules and certain ways to get things done that work better than others. And, in many cases, taking the time to step back and be a coach—even if it’s not necessarily your job—is the only way to make sure your team will work effectively together.

Whether it’s the ins and outs of how to complete the TPS reports or the idiosyncrasies of the coffee machine, your new colleague is going to have a lot of questions, and chances are, you’ll be answering some of them. Keep these tips in mind, and you’ll soon enjoy the benefits of having a new, awesome, addition to your team in no time.

Link to read the full original article

Be Happier at Work—This Week With Huffington Post’s The Third Metric

The previous two posts both come from The Muse, a new website I discovered by signing up for the free five-day programme they are offering in partnership with The Third Metric.  Its a great site and so far, two days in, this has been a great programme.

Is your job leaving you over-worked, over-stressed, tired, and unhappy? It doesn’t have to be this way. This class, in partnership with The Huffington Post Third Metric, will give you smart, research-backed strategies for how to re-think about your daily grind and be happier at work. Starting now.

Here’s the link to check out the offer and sign yourself up

A bit more about this programme:

Introducing The 5 Day Program To Find Happiness At Work

by  Jordan Freeman

Small things can help you be happier at work. It comes down to choices, and you really can choose happiness. The Huffington Post has partnered with the career experts at The Daily Muse to lead the way, putting together a five-day lesson plan on how to be “Happier At Work.”

At HuffPost, we focus on something called “The Third Metric,” which seeks to redefine success beyond money and power. We want to introduce a third metric to success that includes well-being, wisdom and wonder. We explore happiness as part of this initiative — especially happiness at work. For many, career success means working harder, longer, and faster — which tends to lead to burnout, sleep deprivation, and driving ourselves into the ground. Not quite the picture of success and happiness we imagined.

Our lessons will teach you smart, research-backed strategies for how to re-think your daily grind, stop making yourself crazy, and be happier at work every day.

Here is an overview of some of the tips and tricks we’ve put together for you.

Day 1: Is “Busy” Helping or Harming You? 
Sometimes, being busy feels good — it makes us feel productive and important. But it can also hold us back from big-picture thinking and even happiness. Learn why it’s so important to take a break and how to do it the right way.

Day 2: The Happiness Booster Sitting Next to You 
It’s easy to separate your work and personal lives, but the truth is, having friends at the office can go a long way toward making you a happier (even better!) employee. Learn how to get to know people outside the office and why it’s important to do it now.

Day 3: The Pursuit of (Im)perfection 
Do you know perfection is impossible, yet continue to strive for it anyway? It could be bringing you down, big time. In this class, we’ll show you just how valuable a little imperfection can be.

Day 4: The Meaning of Your Work 
Even if you don’t love your job, there are still ways to find meaning in it — and get excited for it. We’ll show you practical ways to find purpose at work.

Day 5: Happy Today, Happy Forever 
Here’s a secret about happiness: You have more control over it than you think you do. In this last class, we’ll show you small activities you can do every day that can make a big impact on your happiness.

Sign up here.

Link to the original article

7 Ways to Make it Easy for People to Work with You

by  

“It all depends on who you’re working with.”

That was the feedback from team members to a recent survey about the state of collaboration within our department. The feedback was consistent. Collaboration is…well…inconsistent.It all depends on who you’re working with.

In all organizations you’ll hear people complain about the difficulty of working with certain colleagues. The common refrain is, “If only they would _____…”— communicate better, be more responsive, give me all the information I need…fill in the blank with whatever reason suits the occasion.

Instead of being frustrated with other people not being easy to work with, shift the focus to yourself. Are YOU are easy to work with? If you are easy to do business with, odds are you’ll find others much more willing to cooperate and collaborate with you.

Here are seven ways to make it easy for people to work with you:

1. Build rapport – People want to work with people they like. Are you likable? Do you build rapport with your colleagues? Get to know them personally, engage in small talk (even if it’s not your “thing”), learn about their lives outside of work, and take a genuine interest in them as people, not just a co-worker who’s there to do a job.

2. Be a good communicator – Poor communication is at the root of many workplace conflicts. People who are easy to work with share information openly and timely, keep others informed as projects evolve, talk through out of the box situations rather than make assumptions, and they ask questions if they aren’t sure of the answer. As a general rule, it’s better to over-communicate than under-communicate.

3. Make their job easier – If you want to gain people’s cooperation, make their job easier and they’ll love you for it. But how do you know what makes their job easier? Ask them! If handing off information in a form rather than a chain of emails makes their job easier, then do it. If it helps your colleague to talk over questions on the phone rather than through email, then give them a call. Identify the WIIFM (what’s in it for me) from your colleague’s perspective and it will help you tailor your interactions so both your and their needs are met.

4. Provide the “why” behind your requests – Very few people like being told what to do. They want to understand why something needs to be done so they can make intelligent decisions about the best way to proceed. Simply passing off information and asking someone to “just do it like I said” is rude and condescending. Make sure your colleagues understand the context of your request, why it’s important, and how critical they are to the success of the task/project. Doing so will have them working with you, not against you.

5. Be trustworthy – Above all, be trustworthy. Follow through on your commitments, keep your word, act with integrity, demonstrate competence in your own work, be honest, admit mistakes, and apologize when necessary. Trust is the foundation of any healthy relationship, and if you want to work well with others, it’s imperative you focus on building trust in the relationship. Trust starts with being trustworthy yourself.

6. Don’t hide behind electronic communication – Email and Instant Message have their place in organizations, but they don’t replace more personal means of communication like speaking on the phone or face to face. I’ve seen it time and time again – minor problems escalate into major blowouts because people refuse to get out from behind their desks, walk to their colleague’s office, and discuss a situation face to face. It’s much easier to hide behind the computer and fire off nasty-grams than it is to talk to someone about a problem. Just step away from the computer, please!

7. Consistently follow the process – Process…for some people that’s a dirty word and anathema for how they work. However, processes exist for a reason. Usually they are in place to ensure consistency, quality, efficiency, and productivity. When you follow the process, you show your colleagues you respect the norms and boundaries for how you’ve agreed to work together. If you visited a friend’s home and were asked to remove your shoes at the door, you would do so out of respect, right? You wouldn’t make excuses about it being inconvenient or it not being the way you do things in your house. Why should it be different at work? If you need to fill out a form, then fill it out. If you need to use a certain software system to get your information, then use it. Quit making excuses and do work the way it was designed to be done. Besides, if you consistently follow the process, you’ll experience much more grace from your colleagues for those times you legitimately need to deviate from it.

No one likes to think of him/herself as being difficult to work with, yet from time to time we all make life difficult for our colleagues. Focus on what you can do to be easy to do business with and you’ll find that over time others become easier to work with as well.

Link to read the original article

3 Ways To Handle Criticism Like A Pro – And Actually Grow From It

Be smart about the way you ask for feedback and you’ll realise you can’t live or learn without it.
Here’s how to ask the right questions and get the answers you need.

Ignoring this feedback can have detrimental effects on your company’s success, yet many of us are still averse to criticism. Sheila Heen, author of the new book Thanks for the Feedback: The Science and Art of Receiving Feedback Well says there’s a powerful reason this.

“Feedback sits at the juncture of two core human needs,” argues Heen. While on the one hand, we have a desire to improve and grow, we also have an innate need to be accepted and loved the way we are. “Feedback suggests that how you are now isn’t quite A-okay,” says Heen. High-achievers, in particular, struggle with this. “We think we should be doing it all and handling it all, if not perfectly, at least perfectly enough that other people don’t notice.”

So, how can we embrace criticism and learn to grow from it?

1. LET GO OF YOUR FIXED MINDSET.

Whether we view feedback as threatening or helpful depends on how we see ourselves, says Heen. Some people view themselves through a fixed identity. They have a mindset that says: “I am how I am. I’m either smart or stupid, capable or not, I’m going to be a success or a failure.” Such individuals take feedback as a verdict about their core being.

On the other hand, people who maintain a growth mindset assume that how they are today isn’t necessarily how they will be in the future. Thinking this way will allow you to accept feedback as a way to learn and grow.

2. IGNORE WHAT YOU DON’T AGREE WITH.

Not all criticism is helpful. “Getting good at receiving feedback doesn’t mean that you actually have to take it. It simply means that you resist the temptation to instantly either reject it or let it overwhelm you and instead work to understand it better,” says Heen. Knowing which opinions to accept and which to ignore means taking the time to fully hear people out.

Since the majority of feedback tends to be vague (“You need to be more of a team player” or “You need to be more responsive to the market”) you might need to push for more specifics. You could ask: “What specifically prompts you to say this?” or “What do you think I should be doing differently?” Getting answers to these questions will help you decide whether the message is useful or not.

3. DON’T FISH FOR A CANNED RESPONSE.

How you ask others for their opinions of you and your work will determine whether or not their responses are useful. “Asking ‘Do you have any feedback for me?’ is overwhelming for the giver and it’s not clear how honest you want them to be,” says Heen.

Instead, be more specific in your questioning. For example, asking “What’s one thing we could change that would make a difference to you?” makes clear the type of response you’re soliciting. You’ll be rewarded with more detailed thoughts that can help you and your business grow.

Link to the original article

Introverts: Know Your Strengths, And You Can Flourish At Work, Too

By Laura Pepper Wu, editor, The Write Life Magazine.

In business culture, we often favour extroversion. Yet the latest research suggests introverts make up one-third to one-half of the population. Author Susan Cain’s recent book, QUIET: The Power of Introverts in a World That Won’t Stop Talking, shines a positive light on us more modest individuals.

In fact, Cain suggests that their traits can actually be strengths — personally and professionally.

Are You an Introvert, Extrovert or Ambivert?

The term introvert is often used inaccurately. Introversion does not necessarily equate to shy, though some introverts are shy — as are some extroverts. Instead, Cain defines introverts as “people of contemplation,” who may enjoy the company of others, but are also comfortable with solitude. They are sensitive, contemplative, modest and calm, and spend a lot of time thinking and reflecting. They can enjoy social occasions, but crave restorative time afterwards. They do their best work alone in quiet places since they are easily overstimulated by noise, lights and action.

In contrast, extroverts are “people of action.” They gain energy from other people, are sociable, excitable and light-hearted. Unlike introverts, extroverts can tolerate a higher level of noise and work well collaboratively. And if neither of these temperaments resonate with you strongly, you may be an ambivert, someone who sits somewhere in the middle of this wide spectrum.Whether you’re an extrovert or an introvert, Quiet emphasizes that there are strengths that come with your temperament. You can also minimize the impact of the so-called weaknesses with self-knowledge.

Here are a few tips for introverts (and their bosses) to flourish in the workplace:

  1. Reduce noise. Shut the door to your office for stretches at a time, or wear noise-cancelling headphones. You’ll produce better work in a more satisfying environment.
  2. Set some rules for your interactions with colleagues and collaborators. If you have the luxury of doing so, let people know that you prefer email rather than phone conversations. Work in a conference room or coffee shop where you can’t be interrupted. Schedule regular meetings into your calendar to limit the need for spontaneous ones.
  3. Recognize your need for rest. After a big presentation, give yourself permission to restore your energy levels. This is essential for introverted workers to stay on top of their game. While it is important to bond with your work peers outside of the office, focus on quality over quantity.
  4. Let your temperament shape your career path. Since introverts flourish in quiet spaces with minimal interaction, careers such as graphic design, writing, programming and accountancy are all good choices.

The best tip of all is to commit to understanding more about the strengths associated with introversion. You’ll focus more on what you do best, and stress less about the differences between you and the louder voices who get more airplay at meetings. Introverts are observant, so they’ll often ask poignant and important questions, and see a different angle on something. Managers can respect these quiet strengths by asking questions and allowing everyone to speak during meetings. By understanding individual differences in a team, everyone wins.

Link to the original article

Eight Habits that Improve Cognitive Function

What daily habits improve brain structure and cognitive function?

by Christopher Bergland in The Athlete’s Way

On March 11, the New York Times published an article about the “brain fitness business titled, Do Brain Workouts Work? Science Isn’t Sure. I believe the answer is no. Without a variety of other daily habits, these “brain-training games” cannot stave off mental decline or dramatically improve cognitive function.

Most of these brain-training games will have some benefits—but it’s impossible to optimize brain connectivity and maximize neurogenesis (growth of new neurons) sitting in a chair while playing a video game on a two-dimensional screen.

In order to give your brain a full workout, you need to engage both hemispheres of the cerebrum, and both hemispheres of the cerebellum. You can only do this by practicing, exploring, and learning new things in the three-dimensions of the real world—not while being sedentary in front of a flat screen in a cyber reality.

Digital games are incapable of giving the entire brain a full workout. These digital programs can’t really exercise the cerebellum (Latin: “Little Brain”) and, therefore, are literally only training half your brain. These “brain-training workouts” are the equivalent of only ever doing upper body workouts, without ever working out your lower body…

For this post, I did a meta-analysis of the most recent neuroscience studies and compiled a list of habits that can improve cognitive function for people from every generation. These eight habits can improve cognitive function and protect against cognitive decline for a lifespan.

Eight Habits that Improve Cognitive Function

  1. Physical Activity
  2. Openness to Experience
  3. Curiosity and Creativity
  4. Social Connections
  5. Mindfulness Meditation
  6. Brain-Training Games
  7. Get Enough Sleep
  8. Reduce Chronic Stress

The secret to optimising cognitive function can be found in daily habits and exercises that flex both hemispheres of the cerebrum, and both hemispheres of the cerebellum. The eight habits I recommend here exercise all four brain hemispheres. If performed consistently, these habits can improve cognitive function and protect against cognitive decline.

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

Why Young Leaders Drive Old Leaders Crazy

by Leadership Freak

NOTE: Definition of a leader: ‘someone who influences the activities of an individual or a group in efforts toward goal achievement in a given situation’.  (Hershey & Blanchard, Situational Leadership, 1977)
This is probably you – whatever your job tile reads.
Only you know of course whether you are an ‘old’ or a ‘young’ leader…

Old leaders feel superior to young leaders because young leaders haven’t paid their dues. Young leaders devalue the value of experience when they think, “Paying your dues is over-rated.”

Young leaders don’t appreciate what old leaders put on the line to support them. When young leaders screw up, they don’t realise they diminish the prestige of those who selected them.

Young leaders who walk away when things get hard weaken old leaders who are gutting it out.

10 Tips for young leaders:

  1. Make everyone around you look good. Nothing good comes from pointing out the bad in others when you’re a young leader.
  2. Celebrate and thank more. One strength of young leaders is dissatisfaction. But, when dissatisfaction turns negative, influence declines.
  3. Slow down when you feel barriers lifting. Enthusiasm and good ideas don’t lower resistance – connection does. People won’t see how smart you are when they’re protecting themselves from you.
  4. Use personal rather than accusatory language. “Our slow progress makes mefeel trapped,” is better than, “You aren’t moving fast enough.”
  5. Respect and answer the fears of old leaders. You scare old leaders when you don’t appreciate their fears.
  6. Channel passion, enthusiasm, and excitement into focus and resolve. Calm determination has more power than vein popping enthusiasm.
  7. Tease out the suggestions of experienced leaders. Say something like, “So, if we go the way you suggest, the next steps are…” Old leaders love to be taken seriously.
  8. Don’t pressure people to get on your team. Get on theirs.
  9. Say what you want. “How can I gain respect?” “Will you help me gain a voice?”
  10. Honour experience.

Link to read the original article

BUT BUT BUT – there is always another side to the coin…

Looking Down on Young Leaders

by Leadership Freak

The hope for dying organizations isn’t found in old leaders who don’t have the guts to say they created the problem.

Organisations reflect the age and attitude of their leaders. The older some grow, the more they lean toward no, and “no” isn’t going anywhere.

Transform organisation by integrating young leaders.

Dedicated young leaders:

  1. Feel impatient.
  2. Address issues elders sweep under the carpet.
  3. Complain when stuck in bureaucracy.
  4. Consistently ask, “Why?”
  5. Care deeply.
  6. Yearn to make a mark.
  7. Embrace diversity.

4 Tips for maximising young leaders:

  1. Push them past the “all talk” stage. Let them struggle and support them at the same time.
  2. Take their perspective. Learn from them.
  3. They don’t know what they don’t know. Teach rather than scoff.
  4. Realise many of the qualities you look down on are the ones you need.

Youth alone isn’t the answer. I’m advocating for respectful age integration.

Link to the original article

see also:

Why Millennials are the New Greatest Generation (infographic)

by 

Generation Y is constantly being given a reputation of being entitled and uncompetitive in the workforce that is very undeserved.

But what if I told you, in spite of this public perception and bad luck, or perhaps even because of it, the Millennials are actually the most generous, educated and civic-minded generation since the Greatest Generation? Don’t believe me? The following infographic debunks many of those Gen Y myths.

See for yourself what this generation has accomplished and how hard they work despite the less than favorable job market they face…

The Top 6 Questions Leaders Have About Communications

by David Grossman

I talk to a lot of leaders who say they want to communicate effectively, but they’re not sure how to. They have questions about how to overcome communication challenges, how to share tough news with employees, and how to measure the effectiveness of their communication. I thought I’d answer the top six questions I get from leaders about communication.

1. If communication is so critical to leadership and business, why isn’t there enough communication in business today?

Communication is often seen as an “add-on” to “hard” or “technical” business skills. Communication is often perceived as someone else’s job. Sometimes leaders spend their time and resources focusing on goals that directly contribute to the bottom line, not knowing that communication does too.

And there are a myriad of myths about communication that get in the way, myths such as “talking is communication” or “people won’t interpret situations or give them meaning if leaders don’t talk about them,” both of which are far from the truth.

2. Why do leaders need to be effective communicators?

Today’s leaders need to be effective leadercommunicators and use strategic communication as a way to achieve the business goals they seek. Leading is communicating; you can’t separate communication from leadership. Without communication, employees lack direction and can’t measure their performance. They lack an ability to see themselves and their work as part of the bigger picture. They can’t add value by contributing as a thinking member of the team.

And what’s most important is that you can’t lead if you can’t express yourself.

Your technical skills and abilities can take you only so far. Leadership is much more. It’s about getting things done and moving a business forward through other people.

3. What traits are most important for a skilled leader communicator?  

Asking questions and listening are critical. Leaders create engagement by focusing on productivity, creating morale and building relationships. Before you can understand a business problem or achieve a goal, you have to understand what the situation is. Asking questions is the best way to come at a problem from varied perspectives. If a leader problem solves from assumptions or only the information at hand, he or she won’t be effective.

4. What’s the greatest communication challenge for leaders?

The greatest challenge leaders face is failing to remember that everything they do communicates.  Whether they intend to or not, everything leaders do (and don’t do) communicates something, so why not communicate well? It’s no secret that people will read into your behavior. They interpret situations and give them meaning, whether or not you communicate about it. Communication provides the right information and prevents misinformation. Leaders need to remember that they make the weather every day for their people.

5. How can leaders measure the effectiveness of their communication?

You can ask others. You can listen (and then listen some more). You can also use a 360 to assess how you’re actually communicating, as compared to how you may think you’re doing.

We all have blind spots, and most of us tend to overestimate our skills. Leaders who are extroverted typically say and do a lot, but the quality of their communication suffers. On the other hand, introverts tend to think they’re communicating more than they actually are.

Effective leadercommunicators practice just like great athletes. Look at Serena Williams. She’s one of the best tennis players in the world, but she still practices every day. Leaders don’t have to be perfect, but we all need to work on flexing our leadership muscle so it gets stronger over time.  A great place to start is to listen to see how you’re doing in meeting you team’s needs: listen to the questions people ask, and look in the mirror and check your reflection.

6. How can leaders inspire their employees when they don’t have good news to share?

The test of great leadership is to ensure understanding in the tough times as well as in the good times. The best leadercommunicators communicate even more in challenging times. They place greater emphasis on two-way dialogue and face-to-face (or at least voice-to-voice) communication, and they’re visible. They listen more than they talk. They ask questions.

They’re genuine, honest, and empathetic.

Be assured, too, that as a leader, it’s OK to not have all the answers.  The three best credibility-building words a leader can say are, “I don’t know” (and then go out and find the answer).

Link to the original article

And here’s a quirky new piece of science that I loved discovering, not least because it lends weight to the realisation that listening is much more complex and skilled and demanding than merely the absence of talking…

Different Brain Regions Handle Different Music Types

Functional MRI of the listening brain found that different regions become active when listening to different types of music and instrumental versus vocals. Allie Wilkinson reports in Scientific American

Vivaldi versus the Beatles. Both great. But your brain may be processing the musical information differently for each. That’s according to research in the journalNeuroImage. [Vinoo Alluri et al, From Vivaldi to Beatles and back: Predicting lateralized brain responses to music]

For the study, volunteers had their brains scanned by functional MRI as they listened to two musical medleys containing songs from different genres. The scans identified brain regions that became active during listening.

One medley included four instrumental pieces and the other consisted of songs from the B side of Abbey Road.

Computer algorithms were used to identify specific aspects of the music, which the researchers were able to match with specific, activated brain areas. The researchers found that vocal and instrumental music get treated differently. While both hemispheres of the brain deal with musical features, the presence of lyrics shifts the processing of musical features to the left auditory cortex.

These results suggest that the brain’s hemispheres are specialized for different kinds of sound processing. A finding revealed but what you might call instrumental analysis.

Link to hear the podcast of this story with short snatches of the music it references

Pharrell Williams – Happy (Official Music Video)

And on the subject of music, here is Pharrell Williams’ Happy, which has been chosen to be this year’s song for UN International Day of Happiness on 20th March.

Clap along and enjoy…

Happiness At Work Edition #88

All of these stories and plenty more are collected together in this week’s Happiness At Work collection of stories.

I hope you find something to take away from this to use and grow and profit from.

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

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

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

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

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

And yet, and yet, and yet…

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

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

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

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

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

On Happiness Inequality

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

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

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

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

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

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

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

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

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

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

Link to the original article

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

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

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

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

I hope you find something here you can use too.

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

By 

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

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

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

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

Ten ways to build your emotional resilience

– See crises as challenges to overcome; not insurmountable problems

– Surround yourself with a supportive network of friends and family

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

– Take control and be decisive in difficult situations

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

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

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

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

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

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

Link to read the full article

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

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

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

Ed Deiner

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

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

Dr Helen Fisher

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

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

Carl Honore’

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

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

Jerril Rechter

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

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

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

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

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

1. Meditation

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

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

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

2. Mini Workouts

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

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

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

3. Learn Something New

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

4. Go For a Walk

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

5. Write Down What You Think

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

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

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

I also like 750words

6. Read Something

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

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

7. Speak to a Friend/Relative

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

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

8. Watch TED Talks

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

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

9. Clean and Declutter

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

10. Do Something You Love

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

Link to the original Lifehack article

Working With Mindfulness: Overcoming the Drive to Multitask

Jacqueline Carter writes…

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

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

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

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

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

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

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

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

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

Link the original Huffington Post Blog

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

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

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

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

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

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

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

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

1. Get into a good position

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

2. Get in touch with your breathing

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

3. Detach from your thoughts

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

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

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

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

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

Black and white categories and cognitive-economy

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

In/tolerance of Uncertainty

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

Competing Needs: Novelty versus familiarity

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

The buffering effect of Psychological Hardiness

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

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

Keeping a journal to cope with challenges and change

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

Cognitive tricks for coping in times of uncertainty

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

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

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

Seeking Professional Help: Coach or Counsellor?

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

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

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

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

Link to the full article

The Neuroscience of Good Coaching

By Marshall Moore

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

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

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

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

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

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

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

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

Link to the full article

9 Stress-Reducing Truths About Money

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Link to the original article

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

by Jamie Lawrence, Editor, HRZone

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

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

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

Link to the original HRZone Article

If resilience is the question, is music the answer

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

What if the solution is engaging with music?

Link to the full article

Schools urged to promote ‘character and resilience’

By Patrick Howse, BBC News, Education reporter

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

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

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

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

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

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

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

‘Soft skills’

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

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

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

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

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

Wide support

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

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

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

Link to the full article

Teaching – and Learning – Resilience through Reflection

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

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

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

Reflection

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

Phase 1: What am I thinking now?

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

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

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

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

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

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

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

Phase 3: What went wrong?

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

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

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

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

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

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

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

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

Resilience: An HR Manager’s Guide

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

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

Link to read the full article

Sound of success: finding perfect acoustics for a productive office

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Link to the original article

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

by Deepak Chopra & Rudolph E. Hanzi

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

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

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

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

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

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

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

Link to the full article

15 Quotes To Help You Smash Your Negative Thinking

by Aidan Tan, Pick the Brain 

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

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

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

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

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

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

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

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

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

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

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

Happiness At Work Edition #86

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

Link to the Happiness At Work Edition #86

Happiness At Work #81 ~ resilience, sixth senses & letting go of control

photo credit: LyndaSanchez via photopin cc

photo credit: LyndaSanchez via photopin cc

Happiness At Work #81

This week’s collection is headlined by Steve McCurry’s latest photo collection.

McCurry’s photos are always intimate, beautiful and exquisitely held moments of  human strength and vulnerability, and this new collection is just as powerful and moving as always.

Portraits of Resilience (Steve McCurry’s Blog)

Resilience
is the ability to overcome adversity,

cope with setbacks, and persevere in the face of  
trauma and deprivation.

The greatest glory in living
lies not in never falling,
but in rising every time we fall. 
– Nelson Mandela

…more than education, experience, or training,
an individual’s level of resilience will determine who succeeds & who fails.
– Harvard Business Review, 2002

Link to see Steve McCurry’s  Portraits of Resilience

The Common Getty Collection Galleries

The Common Getty Collection Galleries

Resilience to become key attribute of future employees

Gabriella Jozwiak

More than 90% of HRDs believe employees’ ability to cope with change and uncertainty will determine their likelihood of being hired in five year’s time, according to a survey.

Talent and career management company Right Management polled 250 line managers and 100 HR decision makers in organisations with more than 500 employees, and revealed resilience has become an important employee attribute.

The results showed 79% of line managers and 75% of HR decision-makers thought employee wellness would be formally measured and reported by 2018.

However, 72% of line managers admitted their organisation could do more to support employees through persistently stressful periods.

Professor Cary Cooper, an expert in organisational psychology and health at Lancaster University Management School, told HR magazine the recession was responsible for HR’s developing focus on resilience.

“As a result of 2008, in almost all workplaces, whether in the public or private sector, there are fewer people,” Cooper said. “Those fewer people are doing more work and working harder, and most organisations are too lean and too mean.

“Whereas before the crash we were probably a bit fatter, and could tolerate people burning out or leaving, now what I’m hearing HRDs talk about is that they cannot cope with regrettable turnover – they cannot afford to lose some key people.

Cooper added: “The way we think we can keep them now is by making them more resilient and creating an environment that’s into wellbeing. Whether it’s flexible working or better management of people – whatever it is, we really have to retain people.

“This has become more of a bottom-line issue – it’s a retention issue and an attraction issue. But retention is key. We have to manage people by praise and reward, not by fault-finding.”

The survey highlighted flexibility as a key feature of future workers. Among HR decision makers, 79% expected employees to have multiple simultaneous careers by 2018, and 60% thought workers will be hired on temporary contracts or working as contractors or freelancers.

Almost all respondees (92%) thought older workers would opt to work part-time rather than retire.

Right Management UK & Ireland general manager Ian Symes said the results suggested employers needed to “put people at the heart of their plans and provide their employees with the support, structures and vision they need to cope in an ever-changing environment”.

 “Organisations need to strategically plan their workforce and look at the systems they have in place to support employees and the business through turbulent times,” Symes said.

“Without this, they will always be reacting to what is happening rather than being in control. This will only add to the stress and exhaustion that many staff are feeling so it’s important that businesses look at ways to boost the resilience of their organisation and their people. Planning ahead and being flexible are central to making this a reality.”

Link to read the original article

Sheryl Sandberg: So we leaned in … now what?

Continuing the resilience theme, Sheryl Sandberg talks in this video interview about her own trips and tribulations at work alongside the stories of many other women.

Sheryl Sandberg admits she was terrified to step onto the TED stage in 2010 — because she was going to talk, for the first time, about the lonely experience of being a woman in the top tiers of business. Millions of views (and a best-selling book) later, the Facebook COO talks with the woman who pushed her to give that first talk, Pat Mitchell. Sandberg opens up about the reaction to her idea, and explores the ways that women still struggle with success.

Giving Up Control: It’s Key to Unleashing Your Workforce’s Power

by ronald thomas

And the walls came tumbling down.

Last week I read the article about Zappos doing away with all job titles and replacing them with what is called Holacracy.

Developed by entrepreneur Brian Robertson, Holacracy is a system of governance that takes things like managers, job titles and bureaucratic red tape out of the equation, distributing leadership and power evenly across an organization.

Instead of a standard hierarchy, companies in a Holacracy are comprised of different “circles” and employees can have any range of roles and responsibilities within those circles.

Coming to an organization near you

There was also the article about the company that instituted a policy that no one is to be contacted while on vacation. The thinking behind this concepts makes sense. We have become tethered to technology that we feel that we have to have in order to be on 24/7.

Some of the other “employee friendly” policies I found were free beer Fridays, pets allowed in the workplace, volunteer days, PTO instead of sick days, yoga at work, paternal leave, etc. Hopefully we all have tasted tele-commuting, however, that has taken a back seat at some companies. This list could go on and on and we know that these perks are not one size fits all.

Bye-bye Industrial Age

The walls of the Industrial Age management are slowly crumbling. This is aided by the fact that not only are the organizations changing, but the new worker mindset is already there waiting for their companies to come along.

Workplaces today are embracing innovation, new technology, diversity and inclusion in order to build sustainable success. The linchpin that drives these innovative efforts depends on the quality of leadership, culture, and management practices at all levels of the organization. Each one must play a part in the change required to achieve these aspirations.

The organizations that are leading this charge realize that all these initiatives requires thinking and doing things in different ways from what has been done in our relatively slow-changing, and disconnected, Industrial Age past.

The challenge ahead is to unwind more than a century of Industrial Age thinking about work  – mindsets that are controlling, mistake-averse and “know it all,” and evolve them into ones that are enabling, learning and willing to try new things and fail.

The notion of worker versus manager is outdated, and a collaboration between these two is needed to move forward with a new agenda

The primary drivers of the Industrial Age were equipment and capital, and that was what was important. Employees were seen as necessary but replaceable. Thus the term “hired hands” or “warm bodies” was born.

However, we now are living in a new economic era and the main drivers are knowledge and intellectual capital. The problem is that many of our management practices today originated back in the Industrial Age and the older manager was probably steeped in these practices.

Management knows best?

Whatever our systems and processes, they were conceived at an earlier time. Recruiting, hiring, training, and performance reviews all came along as organizations grew.

Communications were top down, if at all. Managers and bosses had all the answers. It was “my way or the highway.” Employees were not considered a part of the process in any way.

Our job descriptions force us, in a lot of cases, to try to fit a square peg into a round hole. The manager of this era saw his people as employees and subordinates.

Some of the companies mentioned earlier do not refer to their people as employees; you hear different terms such as associates, partners, etc. Today people want to be treated as part of the process and not just a cog in the wheel.

Controlling vs releasing

The Industrial Age mindset is one of controlling people while the modern era is more about empowering people to achieve their highest potential. Survival in this extremely competitive economic era demands that our people be allowed to bring forth their unique contribution. Isn’t that is what we hired them for?

Bottom line: we manage THINGS, but THINGS don’t have the freedom to choose. We lead PEOPLE who do have the power to choose.

Unleashing the potential of this age will require a fundamental break with the control paradigm. It will require leaders to embrace what the late Dr. Steven Covey referred to as “The Whole Person Paradigm.”

Link to read the original article

Employees Who Feel Love Perform Better

by Sigal Barsade and Olivia (Mandy) O’Neill

“Love” is a not word you often hear uttered in office hallways or conference rooms. And yet, it has a strong influence on workplace outcomes. The more love co-workers feel at work, the more engaged they are. (Note: Here we’re talking about “companionate love” which is far less intense than romantic love. Companionate love is based on warmth, affection, and connection rather than passion). It may not be surprising that those who perceive greater affection and caring from their colleagues perform better, but few managers focus on building an emotional culture. That’s a mistake.

In our longitudinal study, ”What’s Love Got to Do With It?: The Influence of a Culture of Companionate Love in the Long-term Care Setting” (forthcoming in Administrative Science Quarterly), surveyed 185 employees, 108 patients, and 42 patient family members at two points in time, 16 months apart, at a large, nonprofit long-term healthcare facility and hospital in the Northeast. Using multiple raters and multiple methods, we explored the influence that emotional culture has on employee, patient, and family outcomes. What we learned demonstrates how important emotional culture is when it comes to employee and client well-being and performance.

Employees who felt they worked in a loving, caring culture reported higher levels of satisfaction and teamwork.  They showed up to work more often. Our research also demonstrated that this type of culture related directly to client outcomes, including improved patient mood, quality of life, satisfaction, and fewer trips to the ER.

While this study took place in a long-term care setting ­— which many people might consider biased toward the “emotional” — these findings hold true across industries. We conducted a follow-up study, surveying 3,201 employees in seven different industries from financial services to real estate and the results were the same. People who worked in a culture where they felt free to express affection, tenderness, caring, and compassion for one another­ were more satisfied with their jobs, committed to the organization, and accountable for their performance.

So what does a culture of companionate love look like? Imagine a pair of co-workers collaborating side by side, each day expressing caring and affection towards one another, safeguarding each other’s feelings, showing tenderness and compassion when things don’t go well. Now imagine a workplace that encourages those behaviors from everyone, where managers actively look for ways to create and reinforce close workplace relationships among employees.

Some large, well-known organizations are already leading the pack in creating cultures of companionate love. Whole Foods Market has a set of management principles that begin with “Love” and PepsiCo lists “caring” as its first guiding principle on its website. Zappos also explicitly focuses on caring as part of its values: “We are more than a team though…we are a family. We watch out for each other, care for each other and go above and beyond for each other”.

You might think all this “love business” would be hard for some people. We did, too, before we started this study, but we found love in some unlikely places. For example, we talked with employees at a large aerospace defense contractor who told us about a newly acquired division that had a strong culture of love.  Employees there routinely greeted each other with a kiss on the cheek. Visiting executives from the parent company were alarmed to see this gesture, finding it not only inappropriate but possibly an invitation to sexual harassment lawsuits. Although they initially tried to prohibit such displays of affection, ultimately they decided to allow the culture to flourish within the division, simply acknowledging that it was not consistent with the more muted values of the rest of the organization.

Surely not every manager will want to gather his team for a group hug every day (nor would every employee be comfortable with that). But there are many other ways to build an emotional culture of companionate love. We suggest leaders do at least three things.

First, broaden your definition of culture. Instead of focusing on “cognitive culture” — values such as teamwork, results-orientation, or innovation — you might think about how you can cultivate and enrich emotional culture as well.  Emotional culture can be based on love or other emotions, such as joy or pride.

Second, pay attention to the emotions you’re expressing to employees every day.  Your mood creates a cultural blueprint for the group.

Third, consider how your company policies and practices can foster greater affection, caring, compassion, and tenderness among workers. For example, Cisco CEO John Chambers asked that he be notified within 48 hours if a close member of an employee’s family passed away. At some companies, employees can forego vacation days or organize emergency funds to help fellow employees who are struggling and need help.

Most importantly, though, it is the small moments between coworkers — a warm smile, a kind note, a sympathetic ear — day after day, month after month, that help create and maintain a strong culture of companionate love and the employee satisfaction, productivity, and client satisfaction that comes with it.

Link to read the original article

Sixth sense a myth, heightened awareness a truth

amie Lawrence reports on new research for HRZone

New research suggests people can reliably detect a change in their surroundings, even if they cannot accurately describe what the change was.

The research suggests the ability is due to cues picked up from conventional senses such as sight. Because it has been little understood in the past, it has formed a key part of the field extrasensory perception (ESP), which also included things like clairvoyance.

The research, which came out of a year-long study from the University of Melbourne, is – according to the author – the first to show people can sense information they cannot verbalise.

When I interviewed Daniel Pink, author of NYT bestseller Drive, he told me that mindfulness and attention to detail are two of the most constant predictors of workplace success.

The complexity of the modern working environment means that those who can identify risk factors and changes from the norm can help companies stop bad things happening.

Identifying candidates who are capable of processing their environment thoroughly should be a priority.

A related term is high sensitivity, which has been historically gravely misunderstood in the workplace – to the detriment of productivity worldwide.

Link to read the original article 

Another seeeeeeeriously cool workplace

To see what can happen hen artistry meets office design, see Alexander Kjerulf’s report and  pictures of how a design company in Detroit have converted an old bank vault into their offices.  This gives a very visual sense of just how the world of work is changing to become more and more suited for human life as our 21st century progresses…

There are boring offfices, cool offices and offices that just take your breath away!

In December we got a tour of dPOP in Detroit and what we saw there blew us away completely.

This is hardly surprising – dPOP’s business is to design office spaces for their clients – but still, this space was beyond awesome.

…I’m not going to claim that redecorating the office space is a surefire way to create a happy workplace. I’ve seen some very unhappy workplaces, that had beautiful bright airy office spaces but completely toxic cultures. I’ve also seen incredibly happy workplaces, whose offices look like crap.

But I still think that office design matters. And on a more fundamental level, why does every workplace have to look the same? Why does every office or meeting room inside a company have to look the same? We know that our minds thrive on variety and I think you can let the office design reflect that.

Here are a few of the pics we took at one seeeeeeriously cool office…

Link to see the photos and the original article

Ryan Holladay: To hear this music you have to be there. Literally

Our love of sound and listening makes these artists’ work compelling. One of the many wonderful conditions of sound and listening is that it can only happen in real time – you can’t glance or flick through a sound – it can only be experience as it unfolds itself, moment by moment, cadence by cadence.  Just like what we have to do really listeni to someone talking to us…

Makes you think…..

The music industry has sometimes struggled to find its feet in the digital world. In this lovely talk, TED Fellow Ryan Holladay tells us why he is experimenting with what he describes as “location-aware music.” This programming and musical feat involves hundreds of geotagged segments of sounds that only play when a listener is physically nearby.

Happiness At Work #81

All of these articles and more can be found in the Happiness At Work collection #81

 

Happiness At Work #70 ~ creativity and finding the happy space to play in

photo credit: orangeacid via photopin cc

photo credit: orangeacid via photopin cc

This week’s Happiness At Work #70 headline theme considers the power and importance of creativity and play to our happiness and success.

What does playing mean in a work context?

What new ideas can we get about how to ‘play to our strengths’?

What are the benefits – for ourselves, for our organisations, for the people we play with and the people we play to – of making more time to be creative, for fun, and for finding a space in the middle of the circle?

And, if we are convinced of the worth of any of this, how might we go about trying out and extending and mastering any of these practices?

To help answer these questions, here are some of our favourite articles from this week’s collection…

photo credit: Photosightfaces via photopin cc

photo credit: Photosightfaces via photopin cc

Happiness Means Creativity: One Company’s Bet On Positive Psychology

BY MEG CARTER

Rather than just fix what’s ailing you, positive psychology looks to actively improve individual and organizational well-being. Here’s how Havas Worldwide is working to build a happier, more resilient–and ultimately more creative–workforce.

Cultivating a more positive outlook is a better way of boosting creativity than indulging a tortured genius, according to consultant psychologist and professor Neil Frude who has begun working with ad organization Havas Worldwide London to provide “positive psychology” training to the agency’s staff.

It’s all about creating a virtuous circle.

“There is a strong relationship between employee happiness and a workforce that is productive, creative, and flourishing,” he says, pointing to lab studies designed to test creativity after participants have been made more and less happy, which shows creative levels improve when people are happier.

Furthermore, the positive effect of creative satisfaction produces, in turn, a further emotional uplift that feeds what’s known as “contagion of emotion,” which benefits a group of people as a whole–be that an organization or simply a collection of friends and acquaintances…

“‘Positive psychology’ is about playing to strengths–enhancing positive emotions, rather than the old approach of using psychology to fix problems,” Frude explains.

“How we are using it is to demonstrate skills that help boost an individual’s sense of well-being–for example, ways of building resilience, or becoming more positive, or better managing your emotions in a positive direction by understanding what boosts or rewards you can give yourself to generate a positive emotional uplift.”

Build happiness and well-being among staff and an organization will benefit from a more emotionally intelligent workforce: people who not only understand their own and other people’s emotions but can more effectively manage their own and other people’s emotions, too.

photo credit: markchadwickart via photopin cc

photo credit: markchadwickart via photopin cc

Which is what inspired Russ Lidstone, CEO of creative agency Havas Worldwide London–whose clients include Credit Suisse, Santander, and Durex–to bring in Frude and his company, The Happiness Consultancy, to help boost levels of happiness, well-being, and resilience in his agency’s 240-strong workforce…

“The notion that 40% of your brain can be trained to adapt is an interesting one. Another selling point for me is that a liberated mind in a more confident and secure individual is more likely to feel free to express itself in different, innovative, and ultimately more creative ways.”

What all this means in practice is that, between now and the end of the year, every member of the 240-member staff based at Havas Worldwide’s offices in London and Manchester will undertake a four-week course in positive psychology run by Frude…

“This isn’t about ‘fixing’ a specific problem but making the organization work even better,” Professor Frude insists.

“It’s about empowering individuals to get more out of their lives and enabling managers to recognize the potential positive (and negative) impact that can come from putting people with a particular outlook into a team. And it’s about providing those involved in communications with sharper tools to understand and engage through the positive messages they create.”..

“My hope is for a wave of little interventions across the agency over time that will lead, in turn, to both a healthier outlook and better output for us all–as a business and also at a personal level–by getting the best out of ourselves and each other.”

Or to put it another way, Frude adds: “Learning to manage your emotional well-being is like teaching a person to fish–a skill that will keep you going for a lifetime.”

Link to read the original article in full

photo credit: VinothChandar via photopin cc

photo credit: VinothChandar via photopin cc

One of the essential elements of positive psychology is Engagement – what Mihaly Csikszentmihalyi has termed ‘flow‘ to describe the ecstatic state of being completely at-one with and absorbed in what we are doing. It is when we are stretched enough to feel challenged and stimulated but not so far beyond our confidence that we become over-stressed and anxious.

photo credit: anoldent via photopin cc

photo credit: anoldent via photopin cc

It is worth knowing that Csikszentmihalyi began to develop his model from the question: “Where in ordinary people’s lives are they really happy?” He went and talked to a great many creative people and noticed how very happy they were when they talked about their work, and how ready they were to continue what they were doing for years and years despite having little hope of ever achieving any fame or fortune. Despite any hardships and difficulties their work brought them, these artists and scientists reported a very high level of happiness in the sense of meaning and purpose their work gave to their lives, and often described working as a kind of ‘ecstasy’. Ecstasy in the original Greek meant ‘to stand to the side of something’, but it has come to mean a ‘mental stepping into an alternative and heightened realty.’

Here is how one of the artists Csikszentmihalyi interviewed talked about his experience composing music:

You are in an ecstatic state to such a point that you feel as though you almost don’t exist. I have experienced this time and time again. My hand seems devoid of myself, and I have nothing to do with what is happening. I just sit there watching it in a state of awe and wonderment. And [the music] just flows out of itself.”

Often, when in this state of complete flow, our emotions are in fact neutral and in it is only afterwards that we will remember back and feel we have just been having a wonderful time. This is because our concentration and consciousness merges with what we are doing, we have no self-consciousness, and we lose all sense of time.

Csikszentmihalyi goes on to explain that there are a range of different states we can find ourselves in, made up of the mix between our level of skill and the level of the challenge in what we trying to do:

  • too little skill mixed with too high a challenge and we feel anxious
  • too little challenge mixed with a surfeit of skill and we feel bored
  • high challenge matched with high skill and we have the possibility of feeling in flow

flow diagram

There are two states that are most easy to lean ourselves into flow from:

  • pushing ourselves over the edge of control and we can fall into flow. This is the optimum condition for leaning out beyond our comfort
  • and adding the ignition of discipline – a technique or structure or rule – can optimise our state of arousal into a flow state. This explains why absolute freedom – or only going with your instincts – are not sufficient to optimum engagement.

The Psychology of Flow

Applications and Examples of Flow

While flow experiences can happen as part of everyday life, there are also important practical applications in various areas including education, sports and the workplace.

Examples of Flow in Education: Csíkszentmihályi has suggested that overlearning a skill or concept can help people experience flow. Another critical concept in his theory is the idea of slightly extending oneself beyond one’s current ability level. This slight stretching of one’s current skills can help the individual experience flow.

Examples of Flow in Sports: Just like in educational settings, engaging in a challenging athletic activity that is doable but presents a slight stretching of one’s abilities is a good way to achieve flow. Sometimes described by being “in the zone,” reaching this state of flow allows an athlete to experience a loss of self-consciousness and a sense of complete mastery of the performance.

Examples of Flow in the Workplace: Flow can also occur when workers are engaged in tasks where they are able to focus entirely on the project at hand. For example, a writer might experience this while working on a novel or a graphic designer might achieve flow while working on a website illustration.

photo credit: Emily Raw via photopin cc

photo credit: Emily Raw via photopin cc

The Benefits of Flow

In addition to making activities more enjoyable, flow also has a number of other benefits.

Flow can lead to improved performance. Researchers have found that flow can enhance performance in a wide variety of areas including teaching, learning, athletics and artistic creativity.

Flow can also lead to further learning and skill development. Because the act of achieving flow indicates a strong mastery of a certain skill, the individual must continually seek new challenges and information in order to maintain this state.

photo credit: Thundershead via photopin cc

photo credit: Thundershead via photopin cc

My favourite illustration of flow is improvisation, whether they be jazz musicians or actors or dancers playing together. Improvisation is a set of disciplines and techniques that can be learned and mastered to deliberately deployed to generate and sustain a state of collaborative creative flow.

photo credit: Lieven SOETE via photopin cc

photo credit: Lieven SOETE via photopin cc

Paul Z Jackson is the man who taught me the first skills of improvisation, and he has just launched a new training facility: The Improvisation Academy. In his new blog he writes:

Habits or Choices – A New Perspective From Improvisation

We are all creatures of habit, and one of the great benefits of improvisation is how it can call habits into question. We can make choices when we notice ourselves up against the automatic, the habitual or the scripted.

An improvised moment is one when we are asked for a new response. We are either facing something we’ve not experienced before or we are doing something different in the same old circumstance.

photo credit: Lieven SOETE via photopin cc

photo credit: Lieven SOETE via photopin cc

Many of the best improvisation activities create just such moments of choice. For example, the members of the group stand facing each other in a circle. The aim is to take the place of another person by calling their name and walking into their place in the circle. You can take their place only after they have moved away, but they cannot move away until a space is opening up for them. So there is a chain of name calling, which creates a strong – some might say irresistible – impulse to move before you are meant to.

The game puts your attention into that moment of choice: to move or to resist the urge. And by enjoying the game – in which mistakes have absolutely minimal consequences – we can build our skills of paying attention, interrupting habitual responses and making a mindful decision of when to take a first step.

There are clear overlaps here in the philosophy and practice of improvisation with the Alexander Technique and Mindfulness. So is it time for you to build some good new habits?

Link to read the original article

photo credit: daystar297 via photopin cc

photo credit: daystar297 via photopin cc

Improvisation is a skilled form of play and brings with it all the potential for abundant joy and delight that we get from play for both its players and its audience.

Play is something that most of us seem to unlearn as we get older, but there is a growing case for why this might be to our disadvantage…

Don’t Be All Work and No Play – Liven Up Your Workplace

by ANDREA DEVERS

Humans are designed for play and I think its important to incorporate elements of fun into your daily routine. First and foremost I think it allows others to get to know YOU as a real person and second I think it actually helps to improve productivity. You’ll need to help to shape and define what is appropriate in your environment and culture for your employees, but also help to provide some outlets for release and rejuvenation for your teams and employees.

In the past, whenever I heard “have fun at work,” my mind immediately went to “team building activities” — which often involve some kind of trust fall (which I always hate doing and then when I try to opt out I feel like not a being a team player) or some kind of “party” off-site. But let’s face it, off sites and trust falls take time and money which means that its not always feasible to do all the time. Even if you’re fortunate enough to do such an event once a quarter, I think it still “falls” a little short.

Those larger off site events are still important — if you’re doing them, don’t stop. However, I’d suggest finding some other smaller events and activities to help stave off the dullness… and it doesn’t have to cost an arm or a leg. The key is to be regular and consistent.

First get a good understanding of your team and what kind of activities they enjoy and how they like to be recognized and engaged. Consider taking a quick survey of ideas from your team’s “favorite things.” Keep them on file when you need ideas or as reminders about what individuals prefer. Another cool idea — and way to engage your team — start a “fun jar” where your team can put in ideas of things that they’d like to do as a group. You’ll just need to provide a jar and a short template of requirements (i.e. budget, length of time for the activity) for their suggestions and then some guidance on how and when to pull an idea from the jar…

Link to read the original article and Andrea’s 10 suggestions for making fun at work

photo credit: pierofix via photopin cc

photo credit: pierofix via photopin cc

The Key To Happiness: A Taboo for Adults?

writes about the power of play for our creativity, engagement and happiness…

It’s a vision problem that no laser surgery can cure, a hyperopia that keeps us from seeing the central source of happiness right next to us. That problem is called adulthood. Those who are afflicted with this condition have trouble focusing on nearby objects of amusement and the realm that delivers the most enjoyment per square inch: play. Adults are oblivious to what they knew as kids — that play is where you live.

Grownups aren’t supposed to play. We have problems. We’re too busy. We have important things to do. It turns out, though, that there are few things more important to your happiness than frequent doses of play. As a study led by Princeton researcher Alan Krueger found, of all the things on the planet, we’re at our happiest when we’re involved in engaging leisure activities…

We live in a culture obsessed with wringing an external result from everything we do. Play doesn’t operate on that metric. It’s not about the end but the experience. This has made play one of the last remaining taboos, an irrational deviation from gainful obligation. What we don’t realize, though, is that it’s precisely the lack of a quantifiable result that allows play to tap a more meaningful place that satisfies core needs and reveals the authentic person behind the masks of job and society.

Anthropologist Gregory Bateson believed that the fixation on making everything productive and rational cuts us off from the world of the spontaneous that is home to real knowledge. Wisdom, Bateson believed, is to be found in the realms outside intentionality, in the inner reaches of art, expression and religion. “The whole culture is suffering from overconscious intentionality, overseriousness, overemphasis on productivity and work,” psychologist and cultural explorer Bradford Keeney told me. “We’ve forgotten that the whole picture requires a dance between leisure and work.”…

Studies show that play reflects more of who you are than your work. When you’re engaged in activities of “personal expressiveness,” ones that are self-chosen and that reflect intrinsic goals, you’re operating from the “true self,” says Alan Waterman of the College of New Jersey. This leads to optimal psychological functioning (i.e., happiness). We’re talking about something far from tangential to your existence. Play scholar John Neulinger called passionate play pursuits none other than the “central life interest.”

Play brings you back to life — your life. “Adults need to play because so much of our life is utilitarian, the University of South Alabama’s Catherine O’Keefe explained to me. “We need to reconnect with the things of our lives that ground us in who we really are and why we like our lives.”…

…the animating spark of play is the fast track to happiness. There is no quicker transport to the experiential realm and full engagement than through play, which brings together all the elements you want for the optimal moment.

  1. Play is 100-percent experience.
  2. It’s done for the intrinsic pleasure, for the participation.
  3. With no judgment or outcomes needed, play grounds you in the now.

Researchers say that the more absorbed we are in activities we like to do, the happier we are. Abraham Maslow and Mihaly Csikszentmihalyi pinpointed the power of full involvement in the moment to produce optimal experiences. Maslow called optimal moments the time when we are most attuned, “more integrated and less split, more perfectly actualizing.” He argued that these instants of sublime activation had all the hallmarks of the religious or mystical but were triggered by intensely felt, secular experiences.

photo credit: Egui_ via photopin cc

photo credit: Egui_ via photopin cc

Contrary to stereotype, engaged play is the gateway not to time-wasting but to times that let you contact deeper realms. When you paint a canvas or play volleyball, you’re in a creative improvisation that calls on inner fortitude and commitment and that reflect your values through self-expression. Play satisfies core self-determination needs, such as autonomy and competence, as little else can, connecting you with your mandate to explore and challenge yourself. That’s the integration Maslow was talking about. You tap the true you, not the performance identity of the job or the presentation identity that we display to others. Play relieves you of the burden to be someone you’re not. There’s nothing on the line; it’s just play. Just you.

When it comes to beefing up your happiness, it’s hard to do better than engaged play. Not only does it align you with your deepest needs and deliver fun in the moment, but the social component of play is a huge predictor of increased daily well-being, the research shows. Participating in recreational activities has been connected to increased positive mood and experiencing pleasure. And play increases the odds that you’re going to have more fun in your life because it’s a huge stress buffer, reducing strain and burnout, boosting your immune system and pumping up vitality and energy.

When you’re stressed, the brain’s activated emotional hub, the amygdala, suppresses positive mood, fueling a self-perpetuating cycle of negativity. Play can break you out of that straitjacket. It also cut through stagnation at the office. Studies show that playfulness can increase performance on the job and stoke creativity by breaking up the mental set that keeps us stuck. It resets the brain.

This tonic we write off as trivial is a crucial engine of well-being. In its low-key, humble way, play yanks grownups out of their purposeful sleepwalk to reveal the animating spirit within. You are alive, and play will prove it to you.

Link to read the original article in full

photo credit: kevin dooley via photopin cc

photo credit: kevin dooley via photopin cc

This passion and belief in the power of play is shared by Stuart Brown in this TEDTalk:

Stuart Brown: Play Is More Than Fun

“The opposite of play is not work. It’s depression…” Stuart Brown

photo credit: Felipe Morin via photopin cc

photo credit: Felipe Morin via photopin cc

I have been trying out the method surgeons use for washing their hands after seeing this – and the amount of germs we carry on our hands when we haven’t washed them thoroughly – on Dr Michael Mosley’s BBC Four programme: Pain, Pus and Poison: The Search for Modern Medicine. Apparently surgeons are taught to sing “Happy Birthday’ through twice to time a complete hand wash.

The surprising and quite unexpected result has been to find every time, in the very pleasurable relaxation of sinking in to the duration of the song twice through, is that all sorts of of creative ideas have fallen into my head at the same time.

And here is some of the science behind why this might be…

photo credit: Arlington County via photopin cc

photo credit: Arlington County via photopin cc

6 Purely Psychological Effects of Washing Your Hands

Wash your hands, wash your mind: recover optimism, feel less guilty, less doubtful and more…

Washing your hands doesn’t just keep you healthier; it has all sorts of subtle psychological effects as well.

Hand washing sends an unconscious metaphorical message to the mind: we don’t just cleanse ourselves of physical residues, we also cleanse ourselves of mental residues.

Here are six purely psychological effects of washing your hands…

1. Recover optimism

In a study by Kaspar (2012) participants who failed at a task, then washed their hands, felt more optimistic afterwards than those who didn’t.

Unfortunately washing their hands also seemed to reduce their motivation for trying the task again.

Still, hand washing can help boost optimism after a failure.

2. Feel less guilty

One study had participants think about some immoral behaviour from their past (Zhong & Liljenquist, 2006). One group were then told to use an antiseptic wipe, and another not.

Those who washed their hands after thinking about an immoral behaviour felt less guilty. The antiseptic wipe had literally wiped away their guilt.

3. Take the moral high ground

When people in one study washed their hands, they were more disgusted by the bad behaviour of others (Zhong, Strejcek & Sivanathan, 2010):

“…”clean” participants made harsher moral judgments on a wide range of issues, from abortion to drug use and masturbation. They also rated their own moral character more favorably in comparison with that of their fellow students.” (Lee & Schwarz, 2011)

So, when people feel clean themselves, they take the moral high ground and are harsher on the transgressive behaviour of others.

4. Remove doubt

Sometimes, after people make the wrong decision, they try to justify it by pretending it was the right decision.

It’s a result of cognitive dissonance, and it’s one way in which people lie to themselves.

However, hand washing may wipe away the need for self-justification in some circumstances, leaving you better able to evaluate your decision the way it really is (Lee & Schwarz, 2010).

5. Wash away bad luck

When participants in one study had some experimentally induced ‘bad luck’ while gambling, washing their hands seemed to mentally wash away their bad luck (Xu et al., 2012).

In comparison to those who didn’t wash their hands, hand washers carried on betting as if their bad luck was forgotten.

6. Guilt other people into washing their hands

A public health study flashed different messages onto the walls of public toilets as people entered, including “Water doesn’t kill germs, soap does,” and “Don’t be a dirty soap dodger.” (Judah et al., 2009)

The most effective overall message, though, was: “Is the person next to you washing with soap?”

So it seems when you wash your hands in a public toilet, you help guilt other people into washing theirs as well.

A clean slate

All these studies are demonstrating that when we wash our hands, we also wash our minds clean:

“…the notion of washing away one’s sins, entailed in the moral-purity metaphor, seems to have generalized to a broader conceptualization of wiping the slate clean, allowing people to metaphorically remove a potentially broad range of psychological residues.” (Lee & Schwarz, 2011)

Link to read the original article in full

5 Tips to Tap Into Your Creative Self

Psychiatrist Carrie and orthopaedic surgeon Alton Baron, authors of The Creativity Cure, believe passionately in the power of using our hands to unleash our creativity and allow our happiness to flow.

In THE CREATIVITY CURE: A Do-It-Yourself Prescription for Happiness, husband-and-wife physicians Carrie and Alton Barron draw upon the latest psychological research, a combined forty years of medical practice, and personal experience to reveal that creative action is integral to easing depression and anxiety and to fueling long-term happiness and wellbeing. The need to create – to produce something using our minds and hands – is fundamental. It connects us to our inner selves and to our environment and offers the deep satisfaction of accomplishment. But too often, in our technology driven, fast-paced society, we neglect this need. The Barrons show that creative processes facilitate insight and healing, connect our mental and physical selves, supply satisfaction and meaning and thereby yield life changing results.

The five steps of THE CREATIVITY CURE—Insight, Movement, Mind Rest, Using Your Own Two Hands, and Mind Shift—lead the way to a more meaningful, fulfilling life by simultaneously developing self-understanding and self-expression. With the Barrons’ detailed tools and strategies for cultivating creative outlets, overcoming unconscious fears and barriers to happiness, and linking internal thought to external action, readers will build the mindset and habits for happiness and positive change…

photo credit: J. Star via photopin cc

photo credit: J. Star via photopin cc

David B. Goldstein on creativity and playing to your personality strengths

We discovered David B. Goldstein this week and his ideas correlating the intelligence we can get from knowing our Myers-Briggs Personality Type and understanding the nature of our own individual creativity. This provides more detail about creativity we all have within us, and and the many different ways of being creative.

photo credit: sgs_1019 via photopin cc

photo credit: sgs_1019 via photopin cc

Everything You Thought You Knew About Creativity Is Wrong

We tend to think that creativity is innate — you’ve either got it or you don’t. Our “creative type” friends are artsy, full of wonder and always wanting to dig into something deeper. The rest? They’re investment bankers.

Contrary to popular belief, no one is born without a creative bone in his or her body, and not all creative types are starving artists. In other words, we’ve all got it, but our personalities play a role in the kind of creative we are, and how we best feed into it.

“Our creative process is how we see the world and how we make decisions,” David B. Goldstein, artist, researcher, management consultant and the co-author of “Creative You: Using Your Personality Type to Thrive” told The Huffington Post.

While we might typify creativity, Goldstein says this is limiting. “There’s more than one way to be creative — everyone is creative and can be creative in their own way.”

In his book, Goldstein reveals 16 different paths in which people can unearth their creativity, all of which depend on their psychological preferences. The author connects the personalities dictated by the Myers-Briggs Type Indicator assessment, a test developed on the basis that we all have particular preferences in the way we translate our life experiences and values…

Goldstein also challenges Some of the myths we might hold about creativity:

Stepping “outside of your comfort zone” is the best way to elicit creativity.
“Creativity comes from finding our comfort zone and standing in it,” Goldstein says. “When we’re comfortable and acting in our preferences, we have the courage to take risks.” The artist explains that when you’re not comfortable, you’re less likely to take the risks that could lead to that bright idea.

Plus, some of our best ideas come in the most unexpected places – like in the car driving home — where we feel mighty comfortable. These physical locations aren’t new to us, but they give our minds the “OK” to wander…

Brainstorming sessions are the best ways to come up with brilliant ideas.
Some, namely extroverts, feel most alive when surrounded by a group of people. But this is not the case for all – especially the introverted types who experience a sense of draining when they’re around others for too long, Goldstein explains. The trick is to find what setting works best for you…

Being creative means being spontaneous.
Some of the most inspiring, creative works came with a set of plans. Painter Henri Matisse, for example, constructed all of his paintings before he began. He even wore a suit and tie while he created – not exactly the splattered, ragged overalls we associate with artsy folk…

Creative people must invent something new.
Only 30 percent of the population have the personality of the “intuitive types.” These are the Einsteins and the Edisons – big picture thinkers who create something out of nothing. (The lightbulb, for example, did not exist until Edison decided it should.) Goldstein says these kinds of thinkers are abstract and impractical – they contemplate the future and solve “future problems.”

And yet, the “sensers” – the majority of us – aren’t any less creative, just a different kind. Sensers create by combining existing ideas. Think of Henry Ford, who didn’t invent the car, but thought up many ways to improve it.

Of course, a person isn’t necessarily strictly a senser or an intuitive: “There’s an overlap,” Goldstein explains. “The intuitives can pay attention to detail and do think in the moments, and sensers can look into the future and see the bigger picture.”

Creativity means having a finished product.
You don’t need to create something worthy of display to be considered creative. Those with a “perceiver” personality type tend to never see things as entirely complete, because they’re always inspired to add more. “If you’re a perceiver, you prefer endlessly modifying, editing, repainting and revisiting since there is an unlimited and continuous flow of data to consider,” Goldstein writes in his book…

Link to read the original article in full

photo credit: Sam Ilić via photopin cc

photo credit: Sam Ilić via photopin cc

Increase creativity at work and still have work life balance

Cindy Krischer Goodman writes:

Do you wish you were more creative? Creative people get ahead in business. They’re always coming up with a new way of doing things. For some of us, creativity flows easily. For others, we have those days where we struggle with it and it zaps our time and energy. Guest blogger David Goldstein is co-author of Creative You: Using Your Personality Type to Thrive. which addresses how personality types influence our creative abilities and how we can get better at it. David is an artist, entrepreneur, and researcher with a science and business background. He also writes a popular blog Courageously Creative.

…today, creativity isn’t just for people doing art or advertising – it’s for all of us and it’s about inventing better ways to do our jobs. Whether we realize it or not, we’re all naturally creative and by acting more creatively at work, we can be more engaged and happier.

One simple way to do this is to know your creative style — and this can help you get unstuck when you get blocked. While there are so many different ways to be creative, there are just as many ways to feel blocked in expressing ourselves…

The first way to overcome a block is to relax and not let it get the better of you and realize that we can’t always be inspired. Next, knowing your personality type is like having jumper cables to give you the spark to get going again.

Knowing your personality type can help you find your own balance. It can also help you to unlock your creativity and lead to happiness at work — it’s just a matter of balancing the right amount of information we take in with the decisions we make.

Link to read the original article in full

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photo credit: © Salim Photography/ www.salimphoto.com via photopin cc

22 Tips To Better Care for Introverts and Extroverts

by Belle Beth Cooper

‘[We] should not strive to eliminate [our] complexes but to get into accord with them: they are legitimately what directs [our] conduct in the world.’ -Sigmund Freud

…If we go a bit further back, we find that the terms introvert and extrovert (originally spelled extravert) were popularized by Carl Jung in the early 20th century. Unfortunately, their meanings got confused between then and now, and we started thinking that everyone belongs to one camp or the other. But actually, Carl’s point was that these are the very extremes of a scale. Which means that most of us fall somewhere in the middle.

There is no such thing as a pure introvert or extrovert. Such a person would be in the lunatic asylum. – Carl G Jung

…introversion and extroversion actually relate to where we get our energy from.

Or in other words, how we recharge our brains.

Introverts (or those of us with introverted tendencies) tend to recharge by spending time alone. They lose energy from being around people for long periods of time, particularly large crowds.

Extroverts, on the other hand, gain energy from other people. Extroverts actually find their energy is sapped when they spend too much time alone. They recharge by being social.

Research has actually found that there is a difference in the brains of extroverted and introverted people in terms of how we process rewards and how our genetic makeup differs. For extroverts, their brains respond more strongly when a gamble pays off. Part of this is simply genetic, but it’s partly the difference of their dopamine systems as well…

The nucleus accumbens is part of the dopamine system, which affects how we learn, and is generally known for motivating us to search for rewards. The difference in the dopamine system in the extrovert’s brain tends to push them towards seeking out novelty, taking risks and enjoying unfamiliar or surprising situations more than others. The amygdala is responsible for processing emotional stimuli, which gives extroverts that rush of excitement when they try something highly stimulating which might overwhelm an introvert.

More research has actually shown that the difference comes from how introverts and extrovertsprocess stimuli. That is, the stimulation coming into our brains is processed differently depending on your personality. For extroverts, the pathway is much shorter. It runs through an area where taste, touch, visual and auditory sensory processing takes place. For introverts, stimuli runs through a long, complicated pathway in areas of the brain associated with remembering, planning and solving problems…

For introverts, to be alone with our thoughts is as restorative as sleeping, as nourishing as eating.

Introverted people are known for thinking things through before they speak, enjoying small, close groups of friends and one-on-one time, needing time alone to recharge and being upset by unexpected changes or last-minute surprises. Introverts are not necessarily shy, and may not even avoid social situations, but they will definitely need some time alone or just with close friends or family after spending time in a big crowd.

12 quick tips to better care for an introvert (graphic)

photo credit: dogrando via photopin cc

photo credit: dogrando via photopin cc

On the opposite side of the coin, extroverts are energized by people. They usually enjoy spending time with others, as this is how they recharge from time spent alone focusing or working hard.

10 quick tips to better care for an extrovert (graphic)

Ambiverts exhibit both extroverted and introverted tendencies. This means that they generally enjoy being around people, but after a long time this will start to drain them. Similarly, they enjoy solitude and quiet, but not for too long. Ambiverts recharge their energy levels with a mixture of social interaction and alone time.

Though ambiverts seem to be the more boring personality type, being in the middle of everyone else, this balance can actually be a good thing.A study by Adam Grant, author of *Give and Take: A Revolutionary Approach to Success found that ambiverts perform better in sales than either introverts or extroverts. Ambiverts actually closed 24% more sales…

Most of us will be one or the other, but writing with your right hand doesn’t render your left hand inert. Similarly, an extroverted person can still do things that aren’t typically associated with extroversion. Meanwhile, introverts can learn to adapt to more extroverted scenarios, even if it might not come as naturally.

“The absolute worst thing you can do with either type is use a single word to define your approach.” Understanding the tendencies of ourselves and others is just the beginning. Effective communication means we need to take into account each person’s personality as well…

Link to read the original article

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photo credit: jurvetson via photopin cc

Finding the X Factor – the neuroscience of presence

Jan Hills writes

You will have experienced the feeling of a person, maybe a leader, shop assistant or friend who is completely focused on you and your needs. Their level of connection is palatable. For me it is best summed up in the words of a West African greeting, ‘Sawa bona,’ which translates to ‘I see you.’

The traditional response is ‘I am here’.

This exchange denotes that until you are ‘seen’ you do not exist and when you are seen you are brought into existence. This is the skill of deeply connecting to another and giving them attention. Many believe this speaks to a basic human need to be seen or validated. For many of us it is the X factor in business; people who can be present also connect deeply with others. It is an invaluable skill whether you are an HR leader, business partner or in shared services.

Everyone is capable of this level of connection. When we achieve it we understand more of what is going on in the business, are more influential, and increase engagement and ultimately productivity within the team.

Presence is a feeling state and one of the characteristics is that the experience feels spontaneous. There is no power play, posturing or self-consciousness and past experience is not interfering with the interaction. There is also an element of energy.

Energy

Research by the Institute of HeartMath shows that the heart, like the brain, generates an electromagnetic field. Director of Research Rollin McCraty says that: “The electrical field as measured in an electrocardiogram is about 60 times greater in amplitude than the brainwaves recorded in an electroencephalogram.” One of their significant findings is if people intentionally generate positive emotions by changing their state the electromagnetic heart information also changes.

According to the US National Institutes of Health in the USA the study of bioenergy is receiving increasing scientific attention. This research looks at the effect of electromagnetic heart fields that result in levels of heart-rate synchronization. It has been established that mothers synchronize with their baby’s heart rate.

photo credit: Lieven SOETE via photopin cc

photo credit: Lieven SOETE via photopin cc

What stops presence

The ability to connect therefore should be a learnable skill. But what gets in the way of achieving presence? In our discussions with clients we find these are the main issues:

  • Distractions: This covers a fairly broad area including people checking their mobile phones.

  • Internal dialogue: There is a lot of noise in most peoples’ heads. This ranges from self-conscious worry to planning what to say next, through to wondering what the other person thinks of us.

  • Threat response: Being emotionally comfortable is important to staying present. You may start being engaged with the person but lose it when you feel “threatened.” The CORE model helps here both to manage and to diagnose triggers.

  • Judgment: This often separates us from others. It blocks our ability to listen, closes down curiosity and reduces empathy. We judge all the time. The issue is hanging onto judgements; letting them interrupt the connection and break the presence.

  • Habit: It’s my theory that we can get into the habit of not fully connecting, and only through practice will this habit be overcome.

photo credit: Lieven SOETE via photopin cc

photo credit: Lieven SOETE via photopin cc

The research

Psychology has for many years emphasised the importance of not just the words but also the body language and tone of voice that goes with communication. People watch and make judgements on what is real, what is important and what is for show. This is intuitive but research from Sandy Pentland at MIT is able to verify and even put numbers on these factors. He has found that we act on and are influenced by the ‘honest signals’ people send. That is, the unconscious and non-verbal language including tone and energy. His team have developed a means of measuring these signals using an electronic badge.

Pentland says honest signals impact the success of individuals and teams and can account for as much as 50% of the performance of a group. …He found that a particular type of person is most effective in teams. He calls these people ‘charismatic connectors’ and they have many of the characteristics we associate with presence. They talk to everybody and drive the conversation around a team. They mainly work to connect people and information. The other interesting discovery Pentland made is that people can be trained to modify their honest signals to put in more energy or to communicate more effectively with their non-verbal signals. Making these changes improves the productivity and success of the team potentially by as much as an extra 8% in productivity improvements in call centre teams. You can see Pentland talking about his work here

photo credit: Lieven SOETE via photopin cc

photo credit: Lieven SOETE via photopin cc

Presence requires practice

I believe these are the elements that create the ability to be present.

  • Personal Awareness: Being aware of ‘What do I do, how do I do it and why do I do it?’ You can’t be present to others if you are not self-aware. Because presence depends on your emotional state at any given time, increasing your ability to change your emotional state is also critical. Mindfulness can help here and practice noticing your state and naming it.
  • You speak through your body and as Pentland found people pick up on this and respond both consciously and unconsciously. Everyone needs the Ralph Waldo Emerson’s quote, “Who you are speaks so loudly I can’t hear what you are saying,” somewhere close to hand. Like in our exercise, going into an interaction in the right state with the right degree of energy and relaxation in the body helps to achieve presence.
  • Emotional control: Read my HRZone article on emotional control and success for more about this. Presence requires a willingness to be honest with yourself about what is going on in the moment. The most skilled are able to step outside the immediate interaction and sense that is working and what is not and make minute adjustments. Being curious is a great aid. It is nearly impossible to disconnect, judge or listen to your own internal dialogue if you are deeply curious about the other person. This is especially hard but crucial in conflict, which is when you need it most.

Further evidence that adopting the right attitude and body language works comes from research by Amy Cuddy. When people adopt new postures such as appearing more powerful or more interested in others, the brain also starts to change and the adopted approach can be integrated into everyday behaviour. This is useful evidence for any development programme suggesting that we can help people to change their style and their presence, not just what they do. You can watch her excellent video on her research here which investigates how people perceive and categorize others. Warmth and competence, she finds, are the two critical variables. They account for about 80% of our overall evaluations of people (i.e., Do you feel good or bad about this person?), and shape our emotions and behaviors toward them. Her warmth/competence analysis illuminates why we hire Kurt instead of Kyra, how students choose study partners, who gets targeted for sexual harassment etc.

My message is, presence takes practice and intention. Monitor your own impact; when you are present with someone versus when you are distracted. Note the difference in results on your influence and understanding. This will motivate you to identify the triggers, adapt and practice ‘seeing’ the other person..

Link to read the original article

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photo credit: { pranav } via photopin cc

Patsy Rodenberg – The Second Circle

One of our great voice expert heroes is Patsy Rodenberg, author of several great books including Presence: How To Use Positive Energy For Success In Every Situation. Presence for her lies in the middle of three circles:

  1. In First Circle we are closed in on ourselves and failing to communicate out beyond our spheres. This is the withheld personna.

  2. In Second Circle we are in a dynamic state of balance between enough sureness about ourselves and what we have to bring and a concentrated alert attention and responsive to the people around us, constantly and minutely adapting to connect with what we receive. This is presence.

  3. In Third Circle we are pushing ourselves out into the world with such a force that have not attention or energy left over to receive anything back from from it. This is the overly presented personna.

A Working LIfe: The Voice Coach

writes in The Guardian

From actors to execs, Patsy Rodenburg’s mantra of psychology and Shakespeare helps them to master the power of speech

…After the lesson, she leads me to a tiny office. As she sits in a white rocking chair, it becomes clear that for her, training the voice is a complex business, involving not just breathing exercises, but a fair amount of psychology and lashings of Shakespeare.

“The voice encompasses so many things,” she says. “Everyone comes on to the planet with a fantastic voice, but people lose it. The voice is about communicating, engaging, how you show yourself, how you speak, how you listen.”

photo credit: MrAnathema via photopin cc

photo credit: MrAnathema via photopin cc

She gives a quick overview of her concept of “the three circles of energy”. The first is where a person withdraws into the self. The opposite is the third circle, the loud and boorish. The second circle is the ideal state, where a person’s energy is focused.

“It moves out towards the object of your attention, touches it then receives energy back from it,” she explains in her book, Presence. “You are living a two-way street – you reach out and touch an energy outside your own, then receive energy back.” …

She emphasises the importance of breathing from the lower abdomen, saying that a person’s voice should come from that part of the body: “The body houses the voice and the breath energises it.” …

Link to read the original article in full

photo credit: josef.stuefer via photopin cc

photo credit: josef.stuefer via photopin cc

Are audiences killing art and culture?

If the most important thing about art is its newsworthiness, says Sarah Kent, how do we engage with it on any other level?

…This is one of the questions to be addressed in BBC Radio 3‘s Free Thinking festival at the Sage Gateshead on Sunday in a panel debate: Are audiences killing culture?

Art is often promoted as a leisure pursuit, something fun to see on a wet Sunday afternoon. And it is achingly fashionable. On the first Thursday of each month, galleries in east London stay open late – hundreds descend on Vyner Street in Bethnal Green, sparking a street party complete with food, beer and sound systems; the event is so cool that even school kids hang out there…

Nowadays, artists are caught between a rock and a hard place. Market domination stifles creativity by seducing artists into producing glitzy commodities that shriek: “Buy me! Buy me!”…

Since an important part of their remit is to attract large audiences, museums and galleries unwittingly create a trap of a different kind – encouraging artists to woo the public with accessible art. Often the result is bland mediocrity; mirrored maizes are my bête noire. Occasionally, though, an artist responds with something both playful and profound.

When Olafur Eliasson projected a yellow disc onto the far wall of Tate Modern’s Turbine Hall in 2003, hundreds came to bask in the light of the artificial sun. The Weather Project tapped into the collective psyche by encouraging people to dream, which is what good art can do – visitors wore swimsuits, brought picnics and lay on towels as if they were on a beach in midsummer. The work demonstrated the power of illusion and people’s willingness to play.

If you visit Derry-Londonderry over the next few months you can earn a couple of quid discussing the market economy with some locals. Not down the pub, but at the Turner Prize exhibition where Tino Sehgal is staging This is Exchange…

If Seghal wins the Turner Prize it won’t be because his performers argued well or told moving tales, but because he provokes questions about the nature and value of art and the institutions that house it. Audience participation may be crucial, but pleasing the crowd is not; you may enjoy it, but his work is not about having a good time.

Antony Gormley‘s invitation in 2010 for people to take their place on the fourth plinth in Trafalgar Square was similarly memorable not because someone struck a fine pose or told a good joke; it was not Britian’s Got Talent. Fundamentally it was a conceptual piece that held up a mirror to our lust for celebrity, our desire to be in the frame. And it highlighted the fact that no-one has the faintest idea any more what public monuments and public art are for. What or who is worth commemorating?

Link to read the original article in full

photo credit: Pensiero via photopin cc

photo credit: Pensiero via photopin cc

New thinking and ideas about the relationship and potential collaboration between artists and their audiences is part of this interview, too:

Arts Head: Henry Little, Chief Executive, Orchestras Live

Interview by

…it’s interesting to think for a moment about what we consider a “concert” to be. The notion of a concert is quite a formal construct that makes people (and not just young people) immediately think that it might not be for them. Orchestras talk about “concerts” because that’s what they mostly do.

We talk about activity and events and sometimes they take the form of a traditional concert, but more often than not, they don’t. For example, we are working with young people in Cumbria on an event that could well see an orchestra performing in the local cattle market!

Our starting point is always the audience. We see programming as a two-way process involving both promoters and orchestras. We work with a wide range of British symphony and chamber orchestras, from early music ensembles to contemporary music groups, and we gather a complete picture of their plans to discover programmes that suit our partners’ needs. This can cover the full spectrum, from a traditional concert setting right through to a community performance involving hundreds of participants….

There’s a perception that teenagers and orchestral music don’t mix or that when they do, it’s a bit like oil and water. Many in our business lament the fact that audiences for classical music are getting older and that young people appear not to be interested in attending concerts. However, the fact is that they are and they do, so long as you involve them by allowing them to choose what music is played, how it is presented and when and where it takes place.

We also recognise the research that tells us that exposure to music from an early age is key to lifelong engagement and for us, enabling very young children to experience live orchestral music remains a priority. For me, it comes down to the question of with, rather than by and for. I think there’s too much of the latter when it comes to British orchestras’ approach to work with young people…

Link to read the original article in full

photo credit: Denis Collette...!!! via photopin cc

photo credit: Denis Collette…!!! via photopin cc

How To Slow A Racing Mind

An agitated mind leads to stress and a whole host of health problems, such as high blood pressure and heart disease. It even disrupts our relationships and sleep.

Fortunately, there’s a simple solution to this problem. No matter how fast your mind is racing, you can learn how to cultivate a calm and serene mind, and the good news is that it’s a lot easier than you might think…

There are four main sources of mental agitation: 1) Too many commitments, 2) background noise, 3) painful memories, and 4) worrying. There are short-term solutions for dealing with too many commitments and background noise. Painful memories and worrying will take more time to overcome, but they will resolve themselves through a regular meditation practice.

1. Too many commitments

…With many of our commitments, we have no choice in the short-run. We can’t quit our jobs or abandon our families, but we can consider more carefully what we truly need to survive and be happy. For example, do all our material possessions really make our family happier, or do they take us away from our loved ones? With mindfulness, we can determine the real sources of happiness and strive to incorporate them into our lives.

2. Background Noise

…There’s nothing inherently wrong with watching TV or listening to the radio. The problem arises when we simply use them as background noise. Of course, we should also use some discretion concerning what we watch or listen to. Remember, whichever seeds in your mind you water, those will be the ones that grow.

I would suggest turning off the radio or television (or any other entertainment device) when you’re doing something else. This will help you concentrate on what you’re doing. Try it for a week. I think you’ll be surprised at how much of a difference it makes…

3. The Calming Power of Mindful Breathing

Mindful breathing is a simple tool for keeping your mind from racing out of control. Practicing mindful breathing is very easy and doesn’t take long, and it will interrupt the acceleration of your mind. This will enable you to think with greater clarity, since you’ll have less mental agitation.

All you have to do is stop occasionally and take three to five mindful breaths. You don’t have to strain to concentrate on your breathing, but rather just pay attention to it…

4. Mindful Walking

Practicing mindful walking is also very easy. Most of us do a great deal of walking through our daily activities: at home, work, school, or when tending to our family’s needs. These are all wonderful opportunities to practice mindfulness, instead of allowing ourselves to get lost in our thoughts, many of which are either worrying or simply rehashing the same thoughts repeatedly.

When doing mindful walking, we generally walk more slowly than usual. Make your walking a smooth and continuous movement, while being mindful of each step. This can have a tremendous calming effect because it forces your mind to slow down.

As with mindful breathing, simply pay attention to your walking. With each mindful step, observe the sensation on your feet, the contraction of the muscles in your legs, or even the sensations of your clothes against your skin. Not only will this calm your mind, but it will also help you return to the present moment…

Link to read the original article in full

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photo credit: katiecooperx via photopin cc

A Classroom In The Now

IN THE EARLY 1990s, scientist, writer, and world-renowned mindfulness expert Jon Kabat-Zinnencountered Cherry Hamrick, a teacher in the small town of South Jordan, Utah, who wanted to bring mindfulness—the act of paying attention on purpose in the present moment—into her elementary school….

Cherry Hamrick taught mindfulness through techniques such as ringing a bell and having the students slowly raise their hands when they could no longer hear the sound of it; having them carefully eat a small portion of a candy bar and notice the way sugar sparked their taste buds; and setting aside time for “mindful walking,” in which they strolled around the school yard in silence and simply noticed each step. Gaining self-awareness through these types of exercises, Kabat-Zinn pointed out, is crucial to managing stress and finding success both inside and outside the classroom in a world where children are constantly bombarded with technological stimuli such as texts, e-mail, and Facebook.

“Self-distraction is at absolutely epidemic proportions—and it’s not the iPhone, it’s the thought of, ‘I wonder if anybody texted me,’” he said. “There’s always this digital domain—this virtual reality—and kids are even more challenged [to pay attention] than we were when we were young.”

The founding director of the Stress Reduction Clinic and the Center for Mindfulnessin Medicine, Health Care, and Society at the University of Massachusetts Medical School, Kabat-Zinn has been a strong supporter of groups like Mindful Schools that use mindfulness to teach children how to focus, manage their emotions, handle their stress, and resolve conflicts. Instead of simply telling children to pay attention, for example, Kabat-Zinn said that adults should show children how to pay attention through direct experience, because that allows them to make wiser decisions in the heat of the moment, rather than only in retrospect. “Mindfulness is like a muscle, and without exercise it will lose its strength,” he said. “Our world is so much about doing that the being gets lost.”

With stress in children in the United States at high levels, incorporating mindfulness into school curriculums is imperative, he asserted, adding that students can tap into “their profound capacity” for awareness if they are taught to do so.

Although Kabat-Zinn pointed out that mindfulness is becoming more mainstream—displaying a chart that showed the number of publications and studies on the subject rising drastically in the last 10 years—he said he hopes it will gain even more steam and become a part of every school curriculum. “Many kids come to school and they haven’t had breakfast, or they’ve seen acts of violence, and [yet] they are expected to learn optimally,” he said. “If you are going to be in an environment like a classroom, why not help [students] actually get into an alignment, calmness, clarity, and emotional regulation where they can be open to what is available for them? Then you create a community of learning.”

Link to read the original article

Happiness At Work Edition #70

You will find all of these stories – and more – in this week’s new Happiness At Work collection…

I hope you find things to enjoy and use to carve out at least a little more space in the middle – to play, to think, to connect, to create, to be happy…

Happiness At Work #67 ~ the art and practice of patient nurture

photo credit: Martin Gommel via photopin cc

photo credit: Martin Gommel via photopin cc

If you would know strength and patience,
welcome the company of trees.  
– Hal Borland

This week’s Happiness At Work theme is inspired by Steve McCurry’s beautiful photo portrait of trees in his blog collection

Sentinels and Sanctuaries (Steve McCurry’s Blog)

Steve McCurry’s new photo collection shows us in our relationships with trees and in these heart-lifting images, illuminates the timeless wisdom we associate with these majestic cohabitants of our planet.

It is not so much for its beauty that the forest makes a
claim upon men’s hearts, as for that subtle something,
that quality of air that emanation from old trees,
that so wonderfully changes and renews a weary spirit.
–  Robert Louis Stevenson

Follow this link to see Steve McCurry’s Sentinels and Sanctuaries and to enjoy a certain lift to your day

photo credit: joiseyshowaa via photopin cc

photo credit: joiseyshowaa via photopin cc

Following on from these thoughts, here are some of the articles from this week’s Happiness At Work Edition #67 that draw on ideas of nurture, cultivation, slowness, patience, subtlety and longevity.

We’ve Gotten The Pursuit Of Happiness All Wrong, Until Now

Aside from basic survival, the pursuit of happiness is arguably one of the most fundamental concerns of every human being on the planet (not to mention a driving force behind the $10 billion-a-year self-help industry). But according to Cornell cognitive psychologist Shimon Edelman, author of The Happiness Of Pursuit: What Neuroscience Can Teach Us About The Good Life,, we’ve been going about it backwards…

According to Edelman, understanding the workings of our own minds can help us to comprehend not only the nature of happiness but, perhaps eventually, how to optimize the brain for well-being. Recent developments in cognitive science have shed light on how positive emotional states (including pleasure, happiness, and euphoria) occur in the brain — and why we’re hardwired for happiness.

“In the past 10 years, neuroscience has witnessed a revolution. We used to treat the brain as a black box into which very limited glimpses were available, but we are starting to comprehend the basic principles within which the whole thing operates,” says Edelman, explaining that these simple principles are accessible to anyone who’s interested in getting to know his or her own mind…

Part of the reason we’re always seeking happiness is that it’s so fleeting in nature. As Edelman explains, “[Happiness] seemed difficult to grasp and hold onto… One has this compelling need to go on.”

This “need to go on” — to continue the pursuit — is one of the brain’s evolutionary advantages. “A species that rests on its laurels wouldn’t be doing that for very long,” he says.

But not all happiness is gone at a moment’s notice: eudaimonic happiness, which has to do with the way we evaluate our own lives and the feeling that we have lived well, is inherently longer-lasting than any state of pleasure, joy or euphoria (“hedonic happiness”). The distinction of these two domains of happiness goes back to Aristotle, who said that eudaimonic happiness happiness (also translated as “human flourishing,” or “living well,”) could be had by living in a way that follows a larger purpose beyond oneself. Happiness, for Aristotle, wasn’t the result of a life-long pursuit — it was the activity of pursuing.

“Eudaimonic happiness happiness is something you build up over a lifetime,” Edelman says. “In a sense, it’s a great consolation for older people — it’s nice to know that on that component, people can get more and more happy as they age if they led good lives.”

This eudaimonic happiness pursuit of the good life can also keep us in good physical health, according to recent research. A University of California study found that the two different types of happiness were associated with different gene expression. People with high levels of eudaimonic happiness happiness had low inflammatory gene expression and high antiviral gene expression, while those with high levels of pleasure-seeking happiness exhibited higher inflammatory gene expression.

“What happiness does in the short term, it also does in the long term,” says Edelman. “This [eudaimonic happiness] is what can be built and cherished and enhanced and preserved.”

Link to read the original article in full

photo credit: martinak15 via photopin cc

photo credit: martinak15 via photopin cc

Do You Want A Meaningful Life or A Happy Life?

In this long, erudite and thoughtful article,  reports on his findings and conclusions from a a survey that asked nearly 400 US citizens, ranging in age from 18 to 78, about the extent to which they thought their lives were happy and the extent to which they thought they were meaningful.

Happiness is not the same as a sense of meaning.  How do we go about finding a meaningful life, not just a happy one?

Parents often say: ‘I just want my children to be happy.’ It is unusual to hear: ‘I just want my children’s lives to be meaningful,’ yet that’s what most of us seem to want for ourselves. We fear meaninglessness. We fret about the ‘nihilism’ of this or that aspect of our culture. When we lose a sense of meaning, we get depressed. What is this thing we call meaning, and why might we need it so badly?

…We found five sets of major differences between happiness and meaningfulness, five areas where different versions of the good life parted company.

The first had to do with getting what you want and need. Not surprisingly, satisfaction of desires was a reliable source of happiness. But it had nothing — maybe even less than nothing ­— to add to a sense of meaning. People are happier to the extent that they find their lives easy rather than difficult. Happy people say they have enough money to buy the things they want and the things they need. Good health is a factor that contributes to happiness but not to meaningfulness. Healthy people are happier than sick people, but the lives of sick people do not lack meaning. The more often people feel good — a feeling that can arise from getting what one wants or needs — the happier they are. The less often they feel bad, the happier they are. But the frequency of good and bad feelings turns out to be irrelevant to meaning, which can flourish even in very forbidding conditions.

Meaning and happiness are apparently experienced quite differently in time. Happiness is about the present; meaning is about the future, or, more precisely, about linking past, present and future. The more time people spent thinking about the future or the past, the more meaningful, and less happy, their lives were. Time spent imagining the future was linked especially strongly to higher meaningfulness and lower happiness (as was worry, which I’ll come to later). Conversely, the more time people spent thinking about the here and now, the happier they were. Misery is often focused on the present, too, but people are happy more often than they are miserable. If you want to maximise your happiness, it looks like good advice to focus on the present, especially if your needs are being satisfied. Meaning, on the other hand, seems to come from assembling past, present and future into some kind of coherent story.

This begins to suggest a theory for why it is we care so much about meaning. Perhaps the idea is to make happiness last. Happiness seems present-focused and fleeting, whereas meaning extends into the future and the past and looks fairly stable. For this reason, people might think that pursuing a meaningful life helps them to stay happy in the long run. They might even be right — though, in empirical fact, happiness is often fairly consistent over time. Those of us who are happy today are also likely to be happy months or even years from now, and those who are unhappy about something today commonly turn out to be unhappy about other things in the distant future. It feels as though happiness comes from outside, but the weight of evidence suggests that a big part of it comes from inside. Despite these realities, people experience happiness as something that is felt here and now, and that cannot be counted on to last. By contrast, meaning is seen as lasting, and so people might think they can establish a basis for a more lasting kind of happiness by cultivating meaning.

Social life was the locus of our third set of differences. As you might expect, connections to other people turned out to be important both for meaning and for happiness. Being alone in the world is linked to low levels of happiness and meaningfulness, as is feeling lonely. Nevertheless, it was the particular character of one’s social connections that determined which state they helped to bring about. Simply put, meaningfulness comes from contributing to other people, whereas happiness comes from what they contribute to you. This runs counter to some conventional wisdom: it is widely assumed that helping other people makes you happy. Well, to the extent that it does, the effect depends entirely on the overlap between meaning and happiness. Helping others had a big positive contribution to meaningfulness independent of happiness, but there was no sign that it boosted happiness independently of meaning. If anything, the effect was in the opposite direction: once we correct for the boost it gives to meaning, helping others can actually detract from one’s own happiness.

If happiness is about getting what you want, it appears that meaningfulness is about doing things that express yourself

A fourth category of differences had to do with struggles, problems, stresses and the like. In general, these went with lower happiness and higher meaningfulness. We asked how many positive and negative events people had recently experienced. Having lots of good things happen turned out to be helpful for both meaning and happiness. No surprise there. But bad things were a different story. Highly meaningful lives encounter plenty of negative events, which of course reduce happiness. Indeed, stress and negative life events were two powerful blows to happiness, despite their significant positive association with a meaningful life. We begin to get a sense of what the happy but not very meaningful life would be like. Stress, problems, worrying, arguing, reflecting on challenges and struggles — all these are notably low or absent from the lives of purely happy people, but they seem to be part and parcel of a highly meaningful life. The transition to retirement illustrates this difference: with the cessation of work demands and stresses, happiness goes up but meaningfulness drops.

Do people go out looking for stress in order to add meaning to their lives? It seems more likely that they seek meaning by pursuing projects that are difficult and uncertain. One tries to accomplish things in the world: this brings both ups and downs, so the net gain to happiness might be small, but the process contributes to meaningfulness either way…

The final category of differences had to do with the self and personal identity. Activities that express the self are an important source of meaning but are mostly irrelevant to happiness. Of the 37 items on our list that asked people to rate whether some activity (such as working, exercising or meditating) was an expression or reflection of the self, 25 yielded significant positive correlations with a meaningful life and none was negative. Only two of the 37 items (socialising, and partying without alcohol) were positively linked to happiness, and some even had a significant negative relationship. The worst was worry: if you think of yourself as a worrier, that seems to be quite a downer.

If happiness is about getting what you want, it appears that meaningfulness is about doing things that express yourself. Even just caring about issues of personal identity and self-definition was associated with more meaning, though it was irrelevant, if not outright detrimental, to happiness. This might seem almost paradoxical: happiness is selfish, in the sense that it is about getting what you want and having other people do things that benefit you, and yet the self is more tied to meaning than happiness. Expressing yourself, defining yourself, building a good reputation and other self-oriented activities are more about meaning than happiness...

Questions about life’s meaning are prompted by more than mere idle curiosity or fear of missing out. Meaning is a powerful tool in human life. To understand what that tool is used for, it helps to appreciate something else about life as a process of ongoing change. A living thing might always be in flux, but life cannot be at peace with endless change. Living things yearn for stability, seeking to establish harmonious relationships with their environment. They want to know how to get food, water, shelter and the like. They find or create places where they can rest and be safe. They might keep the same home for years. Life, in other words, is change accompanied by a constant striving to slow or stop the process of change, which leads ultimately to death. If only change could stop, especially at some perfect point: that was the theme of the profound story of Faust’s bet with the devil. Faust lost his soul because he could not resist the wish that a wonderful moment would last forever. Such dreams are futile. Life cannot stop changing until it ends. But living things work hard to establish some degree of stability, reducing the chaos of constant change to a somewhat stable status quo.

By contrast, meaning is largely fixed. Language is possible only insofar as words have the same meaning for everyone, and the same meaning tomorrow as today. (Languages do change, but slowly and somewhat reluctantly, relative stability being essential to their function.) Meaning therefore presents itself as an important tool by which the human animal might impose stability on its world. By recognising the steady rotation of the seasons, people can plan for future years. By establishing enduring property rights, we can develop farms to grow food.

Crucially, the human being works with others to impose its meanings. Language has to be shared, for private languages are not real languages. By communicating and working together, we create a predictable, reliable, trustworthy world, one in which you can take the bus or plane to get somewhere, trust that food can be purchased next Tuesday, know you won’t have to sleep out in the rain or snow but can count on a warm dry bed, and so forth…

photo credit: Indy Kethdy via photopin cc

photo credit: Indy Kethdy via photopin cc

My own efforts to understand how people find meaning in life eventually settled on a list of four ‘needs for meaning’, and in the subsequent years that list has held up reasonably well.

The point of this list is that you will find life meaningful to the extent that you have something that addresses each of these four needs. Conversely, people who fail to satisfy one or more of these needs are likely to find life less than adequately meaningful. Changes with regard to any of these needs should also affect how meaningful the person finds his or her life.

The first need is, indeed, for purpose. Frankl was right: without purpose, life lacks meaning. A purpose is a future event or state that lends structure to the present, thus linking different times into a single story. Purposes can be sorted into two broad categories. One might strive toward a particular goal (to win a championship, become vice president or raise healthy children) or toward a condition of fulfilment (happiness, spiritual salvation, financial security, wisdom).

Life goals come from three sources, so in a sense every human life has three basic sources of purpose. One is nature. It built you for a particular purpose, which is to sustain life by surviving and reproducing. Nature doesn’t care whether you’re happy, much as people wish to be happy. …It doesn’t care what you do on a Sunday afternoon as long as you manage to survive and, sooner or later, reproduce.

The second source of purpose is culture. Culture tells you what is valuable and important. Some cultures tell you exactly what you are supposed to do: they mark you out for a particular slot (farmer, soldier, mother etc). Others offer a much wider range of options and put less pressure on you to adopt a particular one, though they certainly reward some choices more than others.

That brings us to the third source of goals: your own choices. In modern Western countries in particular, society presents you with a broad range of paths and you decide which one to take. For whatever reason — inclination, talent, inertia, high pay, good benefits — you choose one set of goals for yourself (your occupation, for example). You create the meaning of your life, fleshing out the sketch that nature and culture provided. You can even choose to defy it: many people choose not to reproduce, and some even choose not to survive. Many others resist and rebel at what their culture has chosen for them.

The second need for meaning is value. This means having a basis for knowing what is right and wrong, good and bad. ‘Good’ and ‘bad’ are among the first words children learn. They are some of the earliest and most culturally universal concepts, and among the few words that house pets sometimes acquire. In terms of brain reactions, the feeling that something is good or bad comes very fast, almost immediately after you recognise what it is. Solitary creatures judge good and bad by how they feel upon encountering something (does it reward them or punish them?). Humans, as social beings, can understand good and bad in loftier ways, such as their moral quality.

In practice, when it comes to making life meaningful, people need to find values that cast their lives in positive ways, justifying who they are and what they do. Justification is ultimately subject to social, consensual judgment, so one needs to have explanations that will satisfy other people in the society (especially the people who enforce the laws). Again, nature makes some values, and culture adds a truckload of additional ones. It’s not clear whether people can invent their own values, but some do originate from inside the self and become elaborated. People have strong inner desires that shape their reactions.

The third need is for efficacy. It’s not very satisfying to have goals and values if you can’t do anything about them. People like to feel that they can make a difference. Their values have to find expression in their life and work. Or, to look at it the other way around, people have to be able steer events towards positive outcomes (by their lights) and away from negative ones.

The last need is for self-worth. People with meaningful lives typically have some basis for thinking that they are good people, maybe even a little better than certain other people. At a minimum, people want to believe that they are better than they might have been had they chosen or behaved or performed badly. They have earned some degree of respect.

The meaningful life, then, has four properties. It has purposes that guide actions from present and past into the future, lending it direction. It has values that enable us to judge what is good and bad; and, in particular, that allow us to justify our actions and strivings as good. It is marked by efficacy, in which our actions make a positive contribution towards realising our goals and values. And it provides a basis for regarding ourselves in a positive light, as good and worthy people.

People ask what is the meaning of life, as if there is a single answer. There is no one answer: there are thousands of different ones. A life will be meaningful if it finds responses to the four questions of purpose, value, efficacy, and self-worth. It is these questions, not the answers, that endure and unify.

Link to read this much longer original article in full

photo credit: Il conte di Luna via photopin cc

photo credit: Il conte di Luna via photopin cc

Why You Should Stop Trying To Be Happy

MARK MANSON writes…

Happiness is the process of becoming your ideal self

Completing a marathon makes us happier than eating a chocolate cake. Raising a child makes us happier than beating a video game. Starting a small business with friends and struggling to make money makes us happier than buying a new computer.

And the funny thing is that all three of the activities above are exceedingly unpleasant and require setting high expectations and potentially failing to always meet them. Yet, they are some of the most meaningful moments and activities of our lives. They involve pain, struggle, even anger and despair, yet once we’ve done them we look back and get misty-eyed about them.

Why?

Because it’s these sort of activities which allow us to become our ideal selves. It’s the perpetual pursuit of fulfilling our ideal selves which grants us happiness, regardless of superficial pleasures or pain, regardless of positive or negative emotions. This is why some people are happy in war and others are sad at weddings. It’s why some are excited to work and others hate parties. The traits they’re inhabiting don’t align with their ideal selves.

It’s not the end results which define our ideal selves. It’s not finishing the marathon that makes us happy, it’s achieving a difficult long-term goal that does. It’s not having an awesome kid to show off that makes us happy, but knowing that you gave yourself up to the growth of another human being that is special. It’s not the prestige and money from the new business that makes you happy, it’s process of overcoming all odds with people you care about.

And this is the reason that trying to be happy inevitably will make you unhappy. Because to try to be happy implies that you are not already inhabiting your ideal self, you are not aligned with the qualities of who you wish to be. After all, if you were acting out your ideal self, then you wouldn’t feel the need to try to be happy.

Cue statements about “finding happiness within,” and “knowing that you’re enough.” It’s not that happiness itself is in you, it’s that happiness occurs when you decide to pursue what’s in you.

And this is why happiness is so fleeting. Anyone who has set out major life goals for themselves, only to achieve them and realize that they feel the same relative amounts of happiness/unhappiness, knows that happiness always feels like it’s around the corner just waiting for you to show up. No matter where you are in life, there will always be that one more thing you need to do to be extra-especially happy.

And that’s because our ideal self is always around that corner, our ideal self is always three steps ahead of us. We dream of being a musician and when we’re a musician we dream of writing a film score and when write a film score, we dream of writing a screenplay. And what matters isn’t that we achieve each of these plateaus of success, but that we’re consistently moving towards them, day after day, month after month, year after year. The plateaus will come and go, and we’ll continue following our ideal self down the path of our lives.

And with that, with regards to being happy, it seems the best advice is also the simplest: Imagine who you want to be and then step towards it. Dream big and then do something. Anything. The simple act of moving at all will change how you feel about the entire process and serve to inspire you further.

Let go of the imagined result; it’s not necessary. The fantasy and the dream are merely tools to get you off your ass. It doesn’t matter if they come true or not.

Live. Just live. Stop trying to be happy and just be.

Link to read the original article in full

photo credit: AlicePopkorn via photopin cc

photo credit: AlicePopkorn via photopin cc

Is There Any Value In New Age Thinking?

MICHEL BAUWENS writes…

…One of the first tangible benefits of the New Age was to reintroduce the importance of consciousness to the western world and to recognize that spirituality was not just a matter of belief but of experience. New Age traditions contained a vast array of methods that could open up new vistas of perception. For many people, they created an opportunity to re-integrate these methods into their lives and experiment with different alternatives.

New Age thinking also provided a vehicle to overcome the separation of mind and body that was characteristic of western individualism prior to 1968. In many ways it represented what Freud called a “regression in service of the ego”, a return to repressed areas of bodily energy, instincts, emotions, mind and consciousness. Unfortunately, it frequently stayed in that regressive mode. New Age thinking was too anti-rational, too disdainful of the critical subjectivity that was one of the hard-won features of the West. But to paraphrase Lenin, it was probably a necessary “infantile” stage in the development of alternatives. It also offered avenues for people to work on themselves, a positive orientation in an otherwise dark period for social change.

In other ways, New Age thinking was an heir to utopian socialism. Given the difficulty of changing society in radical ways at the macro level, people began to change their own lives by abandoning blind trust in the mechanistic approaches to the human body that were espoused by Western medicine; and by leaving aside the knowledge-stuffing, rote-learning style of education they were fed in order to treat children as whole persons. These changes have made the world unrecognizable from thirty years ago.

Whatever the negative features of the neoliberal age, many institutions have become more humane, more egalitarian, more respectful, and more attuned to the whole individual. People have changed, institutions have evolved, and many small-scale communal experiments have yielded valuable learning experiences even if they have failed to change the bigger picture…

If both New Age thinking and anti-spirituality are exaggerated reactions to each other, the task now is to find a critical subjectivity that rejects the ‘dictatorship of the mind’ – the belief that societies already know the direction or end-point in which they are heading.

What would that consist of? For me, the key step is to reject the view that sees spirituality in terms of individual experience alone, and replace it with a spirituality that functions around relationships between different people.

In pre-modern times, people lived as members of communities with roles that were largely externally defined; in modern times they live as atomized but autonomous self-directing individuals who are bound together through social contracts and institutions. Post-modernity, seen as a critique of neoliberal capitalist structures, sees the individual as increasingly fragmented, and it has developed a strong critique of all the forces that have shown us that we are not nearly as autonomous as we think, including language and power. But this process has also left us stranded as fragmented individuals without much sense of a direction, forever deconstructing realities but rarely reconstructing them with much success. Therefore it is time for something new.

In an age of peer production, in which more and more individuals are socialized through the internet, a relational spirituality can be born among people who cooperate with each other in a wide variety of networks. As we become engaged in communities of our peers that produce collective value, the horizontal dimension of spirituality returns to center stage.

In this new context, the view of human beings as fragmented is no longer a reason for despair. On the contrary, our inner multitude of interests is what enables us to contribute to a range of different, peer-driven projects. The individual psyche can then be constructed through each person’s contributions to the life of the whole, and through the recognition they receive from the communities in which they take part.

Today, individuals are no longer defined only by their membership in traditional communities or rigid roles. In my world, for example, an increasing number of people see themselves as contributors to open-source software systems like Linux rather than employees of Microsoft or Google. In this context, the key to an integrated self is to construct a rich identity of contributions that stem from active participation in many different communities. No longer New Age or Old Age but building on elements of both, a relational spirituality could form a cornerstone of the contributive societies on which the twenty-first century will be built.

Link to read the original article in full

photo credit: leo.prie.to via photopin cc

photo credit: leo.prie.to via photopin cc

Staying Sane In Insane Times

 writes

If we look at what is happening around us today, it can feel that the world is spinning out of control.

Open any newspaper, turn on any TV, read the headlines online or even check your phone’s text alerts and you’re bombarded…and that’s without even taking into account personal and work issues.

For many of us it seems overwhelming, especially if we allow ourselves to care.

So, how do we remain sane in these insane times?

I believe the tools lie with our inner resources, as expressed in a series of relationships.

Relationship with self:

The relationship we have with ourselves starts with being wholly self-aware without being judgmental or self-effacing. Only then can we cultivate the capacity to sense our strong emotions without being defined by them. When we know ourselves we can be more open with ourselves – relating to ourselves not as we think we should be, but as who we truly are, and giving us a chance to be our best self. If we are aware of ourselves inwardly, we learn to stand strong outwardly.

Relationship with others:

Relationships with others also begin with self-awareness, the characteristic that allows us to relate to others in recognition of our common desire to feel safe, trusted, loved and nourished. We all desire for someone to listen to us, pay attention to us, even challenge us. We form much of ourselves within the framework of our relationships with others as we develop, grow and change within relationships. Our own self-awareness and our connection to others are the strongest forces in staying sane.

Relationship with stress:

Stress is a double-edge sword — it can be a wake-up call or it can cause our demise. Stress can make us sick, but it can also stimulate us to make changes and learn new things. When we differentiate between the bad stress that causes us to feel overwhelmed and the good stress that causes us to keep us fit and purposeful, we can forge ahead without feeling overwhelmed by circumstances.

Relationship with our stories

We live in relationship with our own stories — the ones we believe, the ones we edit as we grow and we change, the ones that come from our beliefs. Many of us have stories that begin I am never going to be… I can’t handle… I don’t… I can’t…. When we realize what we are saying, we can work on changing the narrative. Instead of defining ourselves, we can adjust ourselves. Learning how to revise our own stories gives us the power to navigate sanely through chaos and confusion.

It’s never going to be easy to remain sane when we’re surrounded by insanity, but it is worth trying.

These inner resources — our relationships with ourselves, with others, with stress and with our stories — are the cornerstone to our sanity. They give us choices in how we react to what is happening around us, and the capacity to live with what we deal with on a daily basis…

Link to read the original article in full

photo credit: zagor64. via photopin cc

photo credit: zagor64. via photopin cc

Is Resilience In Hibernation?

Phil Vernon writes…

Resilience is a wonderful metaphor. It somehow conveys in a single word the qualities of bending without breaking, of healing after an injury, of tensile rather than brittle strength.

Oak and palm trees are resilient to the power of strong winds, before which they bend and then straighten again. Resilient people pick themselves up after being knocked down, draw on their reserves of ideas and strength to deal with difficult challenges, or hunker down until the gale has blown itself away. Resilient economies bounce back, and resilient ecosystems restore themselves after the fire or the flood has passed.

Resilience is not necessarily a good thing, of course. Patrimonialism and corruption can be resilient to change, as can power dynamics which sanction the marginalisation and harm of women, children or vulnerable people.

American academic Andrew Nathan writes of the Chinese Communist Party’s “authoritarian resilience”, i.e. its ability to adapt and continue to thrive despite its authoritarian, undemocratic approach to power. But most often resilience is used to describe positive and useful features of society.

International Alert is a peacebuilding organisation. We say peace is when people anticipate, manage and resolve the inevitable conflicts which arise in and between societies, and do so without violence; and we describe communities and societies as resilient when they do so.

Their resilience in the face of stress is largely due to the nature of relationships and institutions, which provide them with tensile, rather than brittle strength. Freedom and equality of opportunity are key indicators of relationships and institutions conducive to peace…

Nassim Nicolas Taleb , in his book Anti-fragility – things that gain from disorder, published last year by Random House, explains that resilience is demonstrated best in decentralised and organic societies which can flex and respond locally to stress, and least in over-centralised and rigid societies where individual and local initiatives are discouraged. This is no doubt one reason why, as Andrew Nathan recently wrote, “the resilience of the authoritarian regime in China is nearing its limits”.

So, resilience is not merely a useful metaphor, but one which expresses a powerful idea which we would do well to try and understand. If societies resilient to stress are less vulnerable to disaster and violent conflict, and if critical factors in their resilience include freedom and equality, then building resilience to stress must presumably be an ambition worthy of us all…

But if “resilience” is indeed headed for another period of hibernation, I suspect there is a deeper reason why. It is a very powerful conceptual approach and analytical tool, allowing a broad, comprehensive analysis of the extent to which households, communities, regions, countries, societies or states are able or unable to deal with, survive and bounce back from natural or man-made stress.

For those with patience, the concept lends itself to participatory approaches to identify factors which increase or limit resilience (or, for those who prefer the glass half-empty approach, factors which increase or reduce fragility and brittleness). So far, so good.

SHORT-TERM PROJECT PROBLEM

The problem is, those seeking levers through which to make significant changes which can be measured in terms of the typical lifespan of development projects, are unlikely to find them easily in a resilience analysis. Resilience is – almost by definition – not something that can easily be “built”, and certainly not built to order.

The clue is in the word itself – resilience is something to be found in the nature of societies, hence a quality which grows organically. As Nassim Nicholas Taleb explains, it is the effect of finely woven networks.

Resilience comes from education, and especially the kind of education which helps young people develop their curiosity and ability to adapt and continue to learn. It is to be found in networks of diverse reciprocal relationships between individuals and groups, on which they can draw to get ideas, help, resources in time of need. It is to be found in the freedom of men and women to make their own informed choices, and to participate in politics.

It is to be found in competent and accountable governance, in a free, functioning press, in fair-systems of justice, and so on, and from the interwoven combination of all of the above.

Unfortunately, those in power in more fragile, less resilient societies often see these kinds of features as good in theory, but unwelcome in practice. Rather like St Augustine who prayed for chastity – “but not yet, O Lord” – they’d often prefer to enjoy the spoils of power for now.

Meanwhile those in international development organisations who support these kinds of features in principle, are unable to promote them because they simply do not lend themselves sufficiently to logframes, short-term projects, and the like.

Our development institutions and organisations may not be adequate to the task of promoting resilience in fragile societies. And so ‘resilience’ may be destined to pass back into hibernation. That would be a shame. Because ironically, it describes the problem of underdevelopment, human insecurity and inadequate governance too accurately to be useful.

Link to read the original article in full

photo credit: ** Lucky Cavey ** via photopin cc

photo credit: ** Lucky Cavey ** via photopin cc

A New Level of Leadership Thinking

By 

“The problems that exist in the world today can’t be solved by the level of thinking that created them.”

Albert Einstein

Sometimes I’m tempted to think my win must cause someone else to lose. Put another way, I often am tempted to believe that if someone does what I’m doing, they’ll limit my freedom or my market or my opportunities to experience success. We view the world as a particular size and we must carve it up in a way that everyone gets a little. When things like money get scarce, we think we have to hang on to what we have, and if we give someone too much there won’t be enough left for ourselves.

Back in the 1970′s and 1980′s, that was the prevailing mindset. A market could only be “so big” and each company had to get their share. We had to climb our way to the top and often to get ahead, we had to get ahead of someone else.

“Exceptional insight, productivity and generosity make markets bigger and more efficient.

This situation leads to more opportunities and ultimately a payoff for everyone involved.” Seth Godin, Linchpin.

I wonder how much of our current leadership model needs a mental overhaul.

Why do we have leaders who seem committed to “if you win, I must lose” thinking? Do we see any problems, or situations where we use what Stephen Covey called two-alternative thinking? Two-alternative thinking is based on “if you win, I must lose” thinking. His great book, The 3rd Alternative was a great reminder that synergy is the answer to two-alternative thinking. Synergy is when everyone agrees to find a win-win solution. Compromise means everyone gets less than they hoped. Synergy means everyone gets more.

…to what degree do my own actions and old-world thinking create the problems we experience today?

What can I do to introduce a level of thinking that rises above the problems and works together for a synergistic solution?

What’s it going to take?

Link to read the original article

photo credit: USFS Region 5 via photopin cc

photo credit: USFS Region 5 via photopin cc

A Better Work-Life Balance Attracts Top Performing Parents & Millennials

Greg Moran writes…

…A recent Pew study found that 56% of working mothers and 50% of working fathers find balance their work with their family life is either somewhat or very challenging. Similarly, 40% of working mothers and 34% of working fathers always feel rushed. …More than half the workforce is feeling the squeeze when it comes to time and flexibility.

 But working parents may be more passive about their need for a positive work-life balance than those from Gen Y. Unlike their predecessors, Millennials are explicitly demanding flexibility. In fact, 69% believe that regular office attendance is unnecessary, according to a Cisco study. What’s more, according to findings from Bentley University’s Center for Women and Business, 75% of Millennials are unwilling to compromise on their family or personal values. As a result, young top performers are choosing work environments in which the benefits are less about pay and more about creativity, personal meaning and adaptability…

Firms that adapt to the changing wants and needs of the workforce are naturally going to improve their employer brand, or their reputation among prospective employees. In time, this will not only increase candidates’ attraction to the firm, but it will attract those individuals with the best culture fit. What’s more, the sourcing process will be less complex, reducing both time to hire and cost to hire. While all of this takes time to develop, it’s a win-win for candidates and employers alike.

Experiencing this upward spiral of hiring benefits isn’t difficult, but it does require change. In essence, the essential components to this entire process are (1) acknowledging a problem faced by the parents and millennials in the workforce that is causing a noticeable shift in work culture demands and (2) accepting short-term costs for significant long-term gains…

Link to read the original article

photo credit: kdee64 via photopin cc

photo credit: kdee64 via photopin cc

Developing next generation leaders for a sustainable future – the stewardship model

Kai Peters, Chief Executive, Ashridge Business School writes…

…The global financial crisis and the rapid pace of globalisation are radically changing the definition of what makes a good business leader. Traditional heroic models and charismatic styles of leadership are under attack, largely because corporate scandals have destroyed trust in the integrity of many of those in power…

A new post-heroic approach to leadership is needed, where executives empower, inspire and strengthen the leadership of others. This will enable the executives of the future to build strong sustainable organisations that are held in trust for future generations – in sharp contrast to a conventional command and control leadership style focused on reducing costs and creating profit.

The steward leader – a model for next generation executives
Leaders should rededicate themselves to care and the principles of stewardship – a form of leadership that focuses on others, the community and society at large.

Stewardship advocates service over self-interest and provides a road-map for developing the next generation leader. Steward leaders have both the desire and the skills to develop organisations which are sustainable in every sense of the word.

What does a steward leader look like?
Steward leaders are those who are motivated by justice and dignity and who can see the bigger picture. Their emphasis is on delivering results with others – and they are skilled in bringing networks and resources together in pursuit of a common aim…

Can stewardship be developed?
In our new book ‘Steward Leadership’, we identify the nine essential dimensions of stewardship and debate what they are and how they can be developed.

Development of a stewardship mindset cannot, however, be ‘taught’ by a teacher or facilitator – it requires the individual to have some kind of internal impetus to evolve in this way and a willingness to move away from conventional approaches.  Our research suggests that non-rational resources, such as dreams, insights, creative and spiritual experiences and emotions, are important in developing sustainable leaders. People who are prepared to step outside of the ‘norm’ and draw on these resources have less to fear from being authentic and wearing their heart on their sleeve.

What does this mean for organisations in terms of talent management and leadership development processes? 
…Managers least likely to succeed are those who place high value on ‘conforming’ to the expectations of others.  They may think the right thoughts and want to make the ethical decisions, but find the accepted social environment of the organisation difficult to break away from.

In practical terms, organisations who want to develop steward leaders need to shift their approach to development and place higher priority on providing immersive, experiential learning which impacts leaders on an emotional level and motivates and inspires them to embed sustainability in the business.  Witnessing the effects of climate change or deforestation first hand, for example, can be a transformative experience.

The following five points are key to helping organisations achieve real shifts in mindsets and develop new sustainable behaviours:

  • Experiential learning is crucial. Getting a first- hand experience of what today’s global and societal challenges are all about is what makes a rationally understood idea at the back of the mind come alive and makes someone want to act on it.
  • You can’t just give people a random experience; you have to help them work out its business relevance. The best mechanism is a project-based business challenge, where participants have to develop some kind of project with business value based on their experience.
  • Clear sponsorship and involvement from the CEO and other senior leadership is vital. This is one area is where walking the talk really counts. The stories those at the top tell must be true, consistent and authentic if people are to believe and follow.
  • Unconventional approaches to development may be met by scepticism within the business at first – but it’s important to allow potential leaders to explore their spirituality, work on psychological issues (i.e. Perfectionism, fear of failure) which may be impeding their progress and to support them in their attempts to embrace a wide spectrum of thoughts and feelings.
  • Provide active support when individuals return to the organisation after an experiential development experience.  This helps convert a shift in mind-set to a habitual new behaviour. Consider things like giving people enhanced job roles, encouraging line managers to be supportive, having a dedicated co-ordinator to provide on-going encouragement recognising and rewarding positive new behaviours.
  • Steward leadership is a more empowering form of transformational leadership. These developmental activities help leaders adopt the qualities of ‘stewards’ earlier in people’s careers, and earlier in their lifetimes, to help create a new, more sustainable, future.

Link to the original article in full

photo credit: MedEvac71 via photopin cc

photo credit: MedEvac71 via photopin cc

Showing That You Care

Mary Jo Asmus offers some practical advice about how to lead in ways that nourish people…

…Many managers get so caught up in the day to day work of keeping themselves and others on task and working toward achieving the bottom line that they forget about the people who are making it all happen.

A leader creates, sustains and repairs relationships. They care about the people who are getting the work done.

What have you done lately to show your leadership?

How are you demonstrating to your employees that you care about them?

Start today to:

Get to know them. It’s not that hard, it just takes some intention and time. Walk around. Greet people. Pick up the phone and call those who work remotely. Ask them how they are doing. Ask them about their life outside of work (family, hobbies, etc.). Ask them what you can do to make things easier.

Delight in their individuality. People don’t come to your organization as clones. Everyone is different and each deserves to be treated as a unique individual who is full of potential. Get to know what they do well, what they enjoy doing, and give them the freedom to do it their way. Enjoy and celebrate their uniqueness.

Support them. When things get tough, be there to support them. When things are going well make sure they know that you’ve noticed. Remove the barriers to their ability to achieve their full potential by guiding, giving feedback, and coaching them.

Stretch them. One of the highest compliments you can give an employee is to provide an opportunity for them to stretch; it shows that you care enough to see them achieve something more. Watch for those who are ready, and encourage them to stretch in assignments that will help them to grow and develop.

Demonstrate your gratitude. A quick thank you on the run to your next meeting is not always enough. Reach into your heart and express your gratitude for the things they do that have meaning to you and the organization. Look them in the eye and let them know what they did and explain how their actions touched you and others around you.

Show them that you care. Reach into your heart to repeat the above over and over again.

Link to read the original article

photo credit: katerha via photopin cc

photo credit: katerha via photopin cc

2013 World Mental Health Day: Taking Care 

By LISA KANTOR

Today (10th October 2013 ) is World Mental Health Day. Today, I take a moment to reflect on the many challenges faced by those living with mental illness, especially those who are unable to access treatment.

Today is the perfect day to urge others to support mental health prevention, mental health education, and improved access to mental health treatment. Today is our chance to restart the conversation about mental health, to speak openly about uncertainties and misconceptions surrounding mental illnesses, and to move toward eliminating the damaging and unnecessary stigma that lingers around mental illness…

Promoted by the World Health Organization, World Mental Health Day is dedicated to increasing awareness of the mental health issues that affect the lives of millions of Americans. According to the National Alliance on Mental Illness (NAMI), one in four adults experience mental illness in a given year. These millions of people are our acquaintances, friends, loved ones, co-workers — ourselves.

How can we become more attentive and compassionate to those who suffer with mental illness? In addition to education, early intervention, and increased resources – I believe in the power of mindfulness, taking good care of yourself (self-care), and being able to reach out for help when you need it. Although often regarded as self-indulgent, self-care is such an important piece of mental health and wellness. Jennifer Louden expresses this concept so gracefully:

Self-care is essential for our survival; it is essential as the basis for healthy, authentic relationships; it is essential if we honestly want to nurture the people we care about. Self-care is not selfish or self-indulgent. We cannot nurture others from a dry well. We need to take care of our needs first, then we can give from our surplus, our abundance. When we nurture others from a place of fullness, we feel renewed instead of taken advantage of. And they feel renewed too, instead of guilty. We have something precious to give others when we have been comforting and caring for ourselves and building up self-love.

Link to read the full original article

photo credit: shoothead via photopin cc

photo credit: shoothead via photopin cc

Taking Care of Yourself When You’re Depressed

By 

These are several simple but meaningful ways you can practice self-care, even when that’s the last thing you want to – or can – do.

Your Holy Trinity

Borchard suggested starting with three basics: sleep, diet and exercise. She referred to these as her “holy trinity.” She goes to bed at the same time every night and sleeps for the same amount of hours. (She needs eight hours.) “Diets full of protein and omega-3 fatty acids promote mental health,” she said. So her diet includes salmon, dark green vegetables and whole grains. “Exercise has antidepressant capabilities, plus you are essentially telling yourself that you intend to get better. I think sometimes we have to lead with the body, and the mind will follow.”

Feed Your Senses

Whenever Serani feels her “depression looming within,” she focuses on nourishing her senses. “Coming to Our Senses: Healing Ourselves and the World Through Mindfulness” by J. Karat is packed with studies showing how feeding your sense of sight, smell, sounds, taste and touch produces dopamine, serotonin, melatonin and oxytocin – feel-good neurochemistry that helps heal depression.”

There are many ways you can supply your senses. Serani suggested opening up the windows to let sunshine soothe you; sipping a warm cup of tea or coffee; wrapping yourself in a blanket; listening to soft music; and lighting a candle.

Be Prepared

Self-care requires preparation, Serani said. That’s why it’s important to keep the things that soothe you by your side and in your home. It makes moving into self-care mode much easier, she said. “Stock up on comfort foods, teas and coffees, store scented candles or incense nearby, pre-program radio stations to soothing music you like, drape a velvety blanket on a couch or chair.”

Practice Self-Care Daily

Self-care also requires regular practice, Serani said. She encouraged readers to avoid waiting until you’re drained or depleted to attempt self-care. “Use [the above] sense-oriented techniques often so there’s an ease that comes from their use.”

Self-care is critical for healing depression. As Borchard said, “You get well faster and stay well longer.” But some days, self-care will feel especially far away. On those days, “Be easy with yourself.” Beating yourself up only makes you feel worse and stops you from getting better, she said. “Consider yourself a good friend, and speak to yourself as such.”

Link to read the original article

photo credit: United Nations Photo via photopin cc

photo credit: United Nations Photo via photopin cc

Simple Ways to Cultivate Happiness in Schools – and at work too

This article is written as a guide to increasing happiness in schools, but Elena Aguilar‘s suggestions offer great value too for increasing our happiness at work, so I couldn’t resist a little tweaking to adapt them into a more adult-friendly set of guidelines…

1. Slow Down

When we slow down, we notice more, we appreciate more, we take stock of relationships, learning, and goals. Everyone can benefit from slowing down… There’s a direct correlation between our levels of contentment and the pace at which we live our lives…

2. Get Outside

Being outside, even for just a few minutes a day, can heighten our state of well-being. We breathe fresh air, feel the elements on our skin – the warmth of the sun, the sting of wind, the moisture of rain – which connects us to the natural world. Even when it’s cold out, or when it’s warm and glorious, we can [get] outside for a quick (5 minute) walk, or we can do silent reading outside and our feelings of happiness might increase.

Furthermore, when the weather is comfortable, why can’t we have some of the many meetings we all have to sit in outside? Last year I took my instructional coaches to the forest for one of our professional development days. In addition to hiking, we read, talked, learned, and wrote — all of the activities we usually do in our office.

3. Move Your Body

We all know this already, but I’m going to remind you anyway: Moving our bodies increases our happiness. Even if you can’t [get] outside, you can incorporate stretching breaks into [your] days…  Moments of movement are great and our brains start producing the endorphins that make us happy right away.

4. Blast Good Music

Music in a fast tempo and in a major key can make us feel happy and it has a measurable positive impact on our bodies – it can even boost our immune system, decrease blood pressure, and lower anxiety. Playing music as [people enter a room] can be welcoming and can create a positive atmosphere. Those of us who facilitate learning for adults can also do this. Imagine coming into an early morning staff meeting to the sounds of salsa or to Johnny Nash singing, “I Can See Clearly Now.” You probably feel happier just thinking about this.

5. Sing

Now sing along with those tunes, or sing in your car or in the shower — and see how you feel. Singing requires us to breathe deeply, which makes us happier. Singing along to some of our favorite music makes our brain release endorphins…

6. Smile

Even if you’re not a smiley person, try smiling more often – aim for authentic, genuine smiles, but if you can’t produce one, go ahead and fake it. Yes, even fake smiles can move you along towards a more content state of being. And more than that, they can have an affect on those looking at you. … just see what happens if you smile more often at the people you interact with on a daily basis.

7. Incorporate Quiet Time

My new email pen pal in Bhutan, a teacher in a school for boys aged 6-18, describes how all students in Bhutan practice meditation. Of course, this makes sense given that this is a Buddhist nation. He describes this as a primary way in which his country works to build a happy populace. There’s an abundance of evidence about how meditation causes changes in our brain chemistry that produces feelings of calm and wellbeing. In our country, some schools are incorporating mindfulness meditation, but I also think we could work towards similar ends by simply incorporating more quiet time into our daily routines.

Link to read the original unadapted article of guidelines for use with students

photo credit: Indy Kethdy via photopin cc

photo credit: Indy Kethdy via photopin cc

10 Easy Things That Will Make You Happier, Backed By Science

The above suggestions are matched and extended in this list, offered in The Mind Unleashed

I would love to be happier, as I’m sure most people would, so I thought it would be interesting to find some ways to become a happier person that are actually backed up by science. Here are ten of the best ones I found.

1. Exercise more – 7 minutes might be enough

You might have seen some talk recently about the scientific 7 minute workout mentioned in The New York Times. So if you thought exercise was something you didn’t have time for, maybe you can fit it in after all.

Exercise has such a profound effect on our happiness and well-being that it’s actually been proven to be an effective strategy for overcoming depression…

You don’t have to be depressed to gain benefit from exercise, though. It can help you to relax, increase your brain power and even improve your body image, even if you don’t lose any weight…

2. Sleep more – you’ll be less sensitive to negative emotions

We know that sleep helps our bodies to recover from the day and repair themselves, and that it helps us focus and be more productive. It turns out, it’s also important for our happiness.  In NutureShock, Po Bronson and Ashley Merryman explain how sleep affects our positivity:

Negative stimuli get processed by the amygdala; positive or neutral memories gets processed by the hippocampus. Sleep deprivation hits the hippocampus harder than the amygdala. The result is that sleep-deprived people fail to recall pleasant memories, yet recall gloomy memories just fine.

In one experiment by Walker, sleep-deprived college students tried to memorize a list of words. They could remember 81% of the words with a negative connotation, like “cancer.” But they could remember only 31% of the words with a positive or neutral connotation, like “sunshine” or “basket.”

The BPS Research Digest explores another study that proves sleep affects our sensitivity to negative emotions. Using a facial recognition task over the course of a day, the researchers studied how sensitive participants were to positive and negative emotions. Those who worked through the afternoon without taking a nap became more sensitive late in the day to negative emotions like fear and anger…

Another study tested how employees’ moods when they started work in the morning affected their work day.

Researchers found that employees’ moods when they clocked in tended to affect how they felt the rest of the day. Early mood was linked to their perceptions of customers and to how they reacted to customers’ moods.

And most importantly to managers, employee mood had a clear impact on performance, including both how much work employees did and how well they did it. …

3. Move closer to work – a short commute is worth more than a big house

Our commute to the office can have a surprisingly powerful impact on our happiness. The fact that we tend to do this twice a day, five days a week, makes it unsurprising that its effect would build up over time and make us less and less happy…

4. Spend time with friends and family – don’t regret it on your deathbed

Staying in touch with friends and family is one of the top five regrets of the dying. If you want more evidence that it’s beneficial for you, I’ve found some research that proves it can make you happier right now.

Social time is highly valuable when it comes to improving our happiness, even for introverts. Several studies have found that time spent with friends and family makes a big difference to how happy we feel, generally…

5. Go outside – happiness is maximized at 13.9°C

In The Happiness Advantage, Shawn Achor recommends spending time in the fresh air to improve your happiness:

Making time to go outside on a nice day also delivers a huge advantage; one study found that spending 20 minutes outside in good weather not only boosted positive mood, but broadened thinking and improved working memory…

6. Help others – 100 hours a year is the magical number

One of the most counterintuitive pieces of advice I found is that to make yourself feel happier, you should help others. In fact, 100 hours per year (or two hours per week) is the optimal time we should dedicate to helping others in order to enrich our lives…

In his book Flourish: A Visionary New Understanding of Happiness and Well-being, University of Pennsylvania professor Martin Seligman explains that helping others can improve our own lives:

…we scientists have found that doing a kindness produces the single most reliable momentary increase in well-being of any exercise we have tested…

7. Practice smiling – it can alleviate pain

Smiling itself can make us feel better, but it’s more effective when we back it up with positive thoughts, according to this study:

A new study led by a Michigan State University business scholar suggests customer-service workers who fake smile throughout the day worsen their mood and withdraw from work, affecting productivity. But workers who smile as a result of cultivating positive thoughts – such as a tropical vacation or a child’s recital – improve their mood and withdraw less.

According to PsyBlogsmiling can improve our attention and help us perform better on cognitive tasks:

Smiling makes us feel good which also increases our attentional flexibility and our ability to think holistically. When this idea was tested by Johnson et al. (2010), the results showed that participants who smiled performed better on attentional tasks which required seeing the whole forest rather than just the trees…

8. Plan a trip – but don’t take one

As opposed to actually taking a holiday, it seems that planning a vacation or just a break from work can improve our happiness. A study published in the journal, Applied Research in Quality of Lifeshowed that the highest spike in happiness came during the planning stage of a vacation as employees enjoyed the sense of anticipation:

In the study, the effect of vacation anticipation boosted happiness for eight weeks.

After the vacation, happiness quickly dropped back to baseline levels for most people.

Shawn Achor has some info for us on this point, as well:

One study found that people who just thought about watching their favorite movie actually raised their endorphin levels by 27 percent.

If you can’t take the time for a vacation right now, or even a night out with friends, put something on the calendar—even if it’s a month or a year down the road. Then whenever you need a boost of happiness, remind yourself about it.

9. Meditate – rewire your brain for happiness

Meditation is often touted as an important habit for improving focus, clarity and attention span, as well as helping to keep you calm. It turns out it’s also useful for improving your happiness:

In one study, a research team from Massachusetts General Hospital looked at the brain scans of 16 people before and after they participated in an eight-week course in mindfulness meditation. The study, published in the January issue of Psychiatry Research: Neuroimaging, concluded that after completing the course, parts of the participants’ brains associated with compassion and self-awareness grew, and parts associated with stress shrank.

Meditation literally clears your mind and calms you down, it’s been often proven to be the single most effective way to live a happier live…

10. Practice gratitude – increase both happiness and life satisfaction

This is a seemingly simple strategy, but I’ve personally found it to make a huge difference to my outlook. There are lots of ways to practice gratitude, from keeping a journal of things you’re grateful for, sharing three good things that happen each day with a friend or your partner, and going out of your way to show gratitude when others help you…

Quick last fact: Getting older will make yourself happier

As a final point, it’s interesting to note that as we get older, particularly past middle age, we tend to grow happier naturally. There’s still some debate over why this happens, but scientists have got a few ideas:

Researchers, including the authors, have found that older people shown pictures of faces or situations tend to focus on and remember the happier ones more and the negative ones less.

Other studies have discovered that as people age, they seek out situations that will lift their moods — for instance, pruning social circles of friends or acquaintances who might bring them down. Still other work finds that older adults learn to let go of loss and disappointment over unachieved goals, and hew their goals toward greater wellbeing.

So if you thought being old would make you miserable, rest assured that it’s likely you’ll develop a more positive outlook than you probably have now.

Link to read the original article in full

photo credit: bies via photopin cc

photo credit: bies via photopin cc

Happiness 101 – Teaching our Children the Habits of Happiness

What happens when people learn the habits of happiness and practice them every day?

Do you know how to be happy?

Erin Michelle Threlfall is a theatre artist, activist and educator whose passion is making the world a better place via theater, the arts, her infectious exuberance and the classroom. Originally from the US, she’s taught at schools in Ghana, South Korea, Togo, and Bali. She focuses on nurturing global citizenship, happiness, and social activism within her students and leads dynamic workshops on inquiry-based learning and integrating the arts into the classroom.

photo credit: ViaMoi via photopin cc

photo credit: ViaMoi via photopin cc

Want To Be An Artist? Try A Little Narcissism

Jillian Steinhauer reports

A new study has found that narcissistic people are more likely to consider themselves creative and do creative things than their non-narcissistic counterparts. Um … we needed a study to tell us that?…

In the end, people with narcissistic tendencies were not only more likely to say they were creative; they also were more likely to do creative things. The personality traits of extraversion and openness also corresponded to increased creative activity, which is telling about what this study really shows: that self-confidence goes a long way.

If you believe you’re good enough at something, chances are you’ll do it, even if it’s unstable or difficult, as so many creative pursuits are. And chances are you’ll continue trying to do it even in the face of rejection, which is also required in creative fields like art and writing.

Link to read the original article in full

photo credit: Denis Collette...!!! via photopin cc

photo credit: Denis Collette…!!! via photopin cc

Are Your Strengths Holding You Back?

Sue Roberts, a very wise and wonderful trainer and occupational psychologist we sometimes get the joy of working with, says that our strengths can be problematic in two ways:

  1.  on the one hand, the stronger we are in any particular quality, the further away we are from its opposite (which is why the opposite of our strengths are weaknesses if we haven’t learned to practise them up into our skill set);
  2. less well-known, our strengths can become liabilities if we deploy them inappropriately in situations that call for quite different qualities and behaviours.

This idea is picked up and discussed by Michelle McQuaid – a positive psychology researcher, author and workplace trainer – who writes…

Do your strengths ever get you into trouble? You know those moments when the things you like doing and are good at, go just that little bit too far. For example, when your strength of humour has you making one joke too many. Or your strength of creativity has you take one idea a bit too far. Or your strength of kindness has you give and give to everyone else until there’s nothing left for yourself. We’ve all been there at some point, haven’t we?

For me it was my strength of zest. As a senior leader for many years in large organisations, my abundant energy and vitality made it possible to drive and deliver solutions that literally left people’s heads spinning. It was great from a task achievement perspective, but probably burnt through more relationships with my colleagues than I’d care to count. You see other people simply struggled to keep up.

Of course this was pointed out to me more than once during my performance reviews, but “going too fast” was always presented to me as a weakness that needed improvement. Can you imagine how that sounded? Here I was thinking what a great job I was doing, feeling really engaged, energised and enjoying my work and delivering results. Only to hear later that others felt my efforts were completely misfiring.

I walked away from those meetings feeling confused, disillusioned and completely burnt out…

Can a strength really derail your work? A growing body of evidence suggests using your strengths makes you more likely to achieve your goals, to feel less stressed and to have a greater level of well-being. Outcomes most of us are longing for.

However, researchers are also discovering that to use your strengths optimally you need the right strength, in the right amount, in the right way and at the right time. You need to find the ‘golden mean’ – where you’re neither underplaying, nor over overplaying what you do best.

How can you avoid overplaying a strength? Sometimes our strengths are overplayed because the context has changed. For me this would happen when I was busy storming through a project and our business needs would suddenly shift meaning we should slow down for a bit. Learning to read the signs about when my zest was needed – and when it wasn’t – was one way I started to turn around my negative feedback.

The biggest shift came though when I finally became aware that I had the choice to dial up – or dial down – my strength of zest. Turns out I didn’t have to run through life with my foot flat to the floor all the time just to do what I did best. Perhaps I’d just been going too fast, for too long, to see I had the choice!

By learning how to manage my strengths, I became more aware of how my zest could be intimidating for my team who feared they’d never be able to keep up. I learnt to value the need to give others time to get on board before I took off. And I began to appreciate the power off being willing and able to slow down – at least some of the time. As a result, my professional and personal life soared.

Link to read the original article in full

Here is a link to where you can get your free VIA Me Character Strengths profile built from the six virtues of Courage, Humanity, Justice, Temperance, Transcendence, and Wisdom

photo credit: sachman75 via photopin cc

photo credit: sachman75 via photopin cc

Tune Out Distractions – and Tune Into Happiness (Shawn Achor)

HARVEY SCHACHTER reports…

Too much noise can knock you off balance.

That’s the warning from Shawn Achor, San Antonio, Tex.-based author of the bestselling book The Happiness Advantage and the recently published Before Happiness. But Mr. Achor is not talking about the noise of a neighbour’s stereo blasting away or drilling at a construction site across from your office. For him, external noise is the flood of information, often negatively tinged, that washes over you each day. And the internal noise, usually negative, that invades our thoughts throughout the day.

Our ancestors looked to external noise for clues to threats. In a sense, we are doing that as we scan e-mails, newspapers and other information each day. At a basic level, noise distorts our reality – Las Vegas casinos overload our brains with sounds and lights to distract us from the reality that we’re losing money. He says that the noise from the information we receive, so much of it negative, pushes us into a “negative reality,” in which our equanimity is tipped, our stress heightened, and our potential limited.

“If you can decrease the noise, it can have a huge impact on happiness. If we can find some balance – turn away from constant messages – the brain can scan the present for things you are grateful for,” the positive-psychology lecturer said in an interview.

He points to a Fortune 100 company where he recently worked with the management team. They have a policy to use no technology on Sundays – to shut down. The result, they found, was greater productivity during the week owing to that day of rest. The policy, it’s worth noting, applied only to the top team, not others who work for them, which he found ironic.

He distinguishes between signals and noise. A signal is information that is true and reliable, alerting us to the opportunities, possibilities and resources that will help us attain our true potential. Noise is everything else – information that is false, or unnecessary, or prevents us from seeing a world where success is possible.

He lays out four criteria for identifying noise:

Unusable: Your behaviour won’t be altered by the information. “Once you start applying this mental algorithm, you’ll realize that, sadly, most of the information that floods your brain on a daily or even an hourly basis fits into this category,” he writes in his latest book. An earthquake or coup in a country across the globe may be tragic, but it’s essentially extraneous to your life, so don’t let it jolt you into a negative space.

Untimely: You are not going to use the information imminently, and it could change by the time you use it. If you intend to hold stocks for the long run, why check the stock market each day?

Hypothetical: It is based on what someone believes “could be” instead of “what is.” Economic and weather forecasts head the list. “What if you could have back all the minutes of your life you’ve spent listening to predictions – 90 per cent of which have been wrong?” he asks in the book.

Distracting: It distracts you from your goals. Much of the e-mail you received today, let alone your surfing of websites, took you no further toward your big goals.

He urges people to start distinguishing between the signals and noise that come at you, and reduce your brain overload by stopping the addiction to noise. Eliminate the things that are hypothetical, and the reports about car accidents in foreign countries. “Don’t turn a blind eye to the world, but focus on the things that are meaningful,” he said in the interview. “The more we focus on noise, the less we hear the important signals.”

At companies he works with, he asks people to experiment by decreasing their information intake by 5 per cent – specifically information that qualifies as noise. Set boundaries as well, looking at your e-mail only periodically. When you head to a website, scan only for information that matters to you. “Five per cent is a small number, so people feel it’s possible. It turns down the volume a bit,” he said. Perhaps that 5 per cent is spread through the week, or only a chunk of weekend time when you grab a respite. You’ll find reducing the noise, even slightly, increases your social connection with others, which he says is the greatest predictor of happiness.

He has noise-cancelling headphones for flights so he can isolate himself from the din around him. Similarly, you want to reduce the noise from internal doubt, fear of the future, and self-criticism. Studies show that if an employee or child is fearful, they will often fail on the next project or math test. Your noise-cancelling headphones allow you to think of positive moments that counteract those fears, such as three successes you had in similar situations.

He offers three principles to live by:

I will keep my worry in proportion to the likelihood of the event.

I will not ruin 10,000 days to be right on a handful. “Some people worry for 10,000 days about various things to get past one bad day. They give themselves 10,000 bad days to have one good day,” he says.

I will not equate worrying with being loving or responsible.

In short, be conscious of the noise coming at you – external and internal – and reduce the incidence of the noise to increase your balance and happiness.

Link to read the original article

photo credit: pfarrell95 via photopin cc

photo credit: pfarrell95 via photopin cc

Happiness At Work Edition #67

All of these stories, and more, are part of this week’s new Happiness At Work collection, which I hope you enjoy…

Link to see the full Happiness At Work Edition #67 collection

photo credit: pfarrell95 via photopin cc

photo credit: pfarrell95 via photopin cc

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

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

photo credit: Rojer via photopin cc

photo credit: Rojer via photopin cc

Six Habits of Highly Empathic People

–by Roman Krznaric

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

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

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

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

Habit 1: Cultivate curiosity about strangers

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

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

Habit 2: Challenge prejudices and discover commonalities

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

Habit 3: Try another person’s life

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

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

Habit 4: Listen hard—and open up

There are two traits required for being an empathic conversationalist.

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

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

Habit 5: Inspire mass action and social change

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

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

Habit 6: Develop an ambitious imagination

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

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

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

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

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

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

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

photo credit: abhiomkar via photopin cc

photo credit: abhiomkar via photopin cc

Ken Wert writes…

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

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

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

Why a post filled to the brim with happy faces?

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

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

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

Link to this article and its 50 smiling faces

photo credit: Marwa Morgan via photopin cc

photo credit: Marwa Morgan via photopin cc

Steve McCurry’s Blog: When Words Fail

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

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

Ravishing and joyful and overflowing with relationships…

Link to Steve McCurry’s When Words Fail photographs

Looking To Genes For The Secret To Happiness

By GRETCHEN REYNOLDS

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

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

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

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

Link to read the unedited version of this story

photo credit: Bindaas Madhavi via photopin cc

photo credit: Bindaas Madhavi via photopin cc

Business Renaissance Must Be Human-Centric

by 

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

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

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

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

Link to read the unedited version of this post

photo credit: jesuscm via photopin cc

photo credit: jesuscm via photopin cc

5 Steps To Building A Culture of Communication

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

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

1. Don’t Punish the Bad Ideas…

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

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

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

5. Enable Transparency in Every Aspect…

Link to read this article in full

photo credit: josemanuelerre via photopin cc

photo credit: josemanuelerre via photopin cc

Babies Learn To Recognise Words In The Womb

BETH SKWARECK

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

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

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

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

Link to read this article in full

origin_4657619168

Handling Conflict

By 

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

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

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

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

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

Link to read this article in full

photo credit: It'sGreg via photopin cc

photo credit: It’sGreg via photopin cc

School Is A Prison – and damaging our kids

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

As  writes in his article:

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

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

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

Link to read this article in full

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

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

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

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

How do you spot an Authority in a crowd?

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

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

You will also see:

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

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

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

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

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

Link to read this article in full

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

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

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

Keys To Persuading Expressing Personalities

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

The following describes this personality type:

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

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

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

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

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

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

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

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

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

Link to read the unedited version of this article

photo credit: jurvetson via photopin cc

photo credit: jurvetson via photopin cc

Presenting? Take A Pause For The Cause

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

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

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

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

Why?

Because good comedians are masters of change.

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

The Importance of The Pause

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

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

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

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

Researchers discover how inhibitory neurons behave during critical periods of learning

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

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

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

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

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

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

Link to read the unedited version of this report

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

42 Tips for Masterful Presentations

Posted by: Arnold Sanow

8 Must-Read Books on Influence and Persuasion

by JENNIFER MILLER

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

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

By 

 

photo credit: Steve Corey via photopin cc

photo credit: Steve Corey via photopin cc

 

The Poetry of Childhood

BY RICHARD LEWIS

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

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

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

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

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

To Be Alive

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

by David, aged 10

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photo credit: jenni from the block via photopin cc

photo credit: jenni from the block via photopin cc

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

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

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

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

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

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

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

Link to read this article in full

photo credit: paul bica via photopin cc

photo credit: paul bica via photopin cc

Stress Does Not Fuel Creativity

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

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

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

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

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

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

For more ideas about being more creative see also:

Six Ways to Expand Your Perspective

by KEVIN EIKENBERRY

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

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

BY: 

photo credit: premasagar via photopin cc

photo credit: premasagar via photopin cc

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

BELLE BETH COOPER

How Meditation Affects You

Better Focus…

Less Anxiety…

More Creativity…

More Compassion…

Better Memory…

Less Stress…

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

Link to read this article in full

photo credit: wili_hybrid via photopin cc

photo credit: wili_hybrid via photopin cc

Stifling Ourselves With The Need To Be Right

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

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

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

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

Link to read more of this article

Schein on Dialogue

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

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

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

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

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

Link to read this article in full

photo credit: country_boy_shane via photopin cc

photo credit: country_boy_shane via photopin cc

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

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

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

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

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

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

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

Link to read the rest of this article

photo credit: Mister Kha via photopin cc

photo credit: Mister Kha via photopin cc

How To Be More Creative

 offers these really helpful techniques:

Think left

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

Cut out distractions

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

Break patterns

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

Take it easy

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

Link to read this article in full

photo credit: Tambriell via photopin cc

photo credit: Tambriell via photopin cc

Learning how to live

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

BY JENNY DISKI

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

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

Link to read this story in full

photo credit: Brett Jordan via photopin cc

photo credit: Brett Jordan via photopin cc

Happiness At Work Edition #61

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

We hope you find things to enjoy and use.