Happiness at Work edition #135 highlights

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After many months we have published a new collection of stories, research and helpful guidelines linked to building and maintaining our happiness at work.  Thank you for your patience.

Here is a flavour of what you will find amongst this edition of more than 100 articles and videos…

21st Century Relationships at Work

The Importance Of Having Friends At Work

The recent Friends in the Workplace survey squashed the myth that most employees are preoccupied with salary levels above all else, and showed that for more than 60% of respondents, happiness at work was far more important. Those people who did rate salary as their prime concern also acknowledged that a workplace where friendships and happiness were given the space to develop could provide significant benefits to companies. More than half of those surveyed said that their work life was much more enjoyable due to the fact that they had a good friend at work, around a third said that an office friendship had helped them to become more productive and over one in five responded that it boosted creativity levels…

Read more here

21st Century Leadership

Teamwork, Social Events and Company Culture are Vital to Happiness at Work

Workplace happiness isn’t just about competitive pay and benefits, increasingly workers are placing greater value on company culture

The UK’s savviest employers have always known that the key to a productive business is investing time and effort in understanding what makes people happy at work. Why do people love their job? What to employees want their workplace to look like? Understand and act on this and you should never have a problem with motivation or morale.

Yes, competitive pay and benefits are important, but employee happiness is dependent on so much more. Increasingly, workers are placing greater value on things like wellbeing and working conditions, where flexible working, collaboration, career progression and a great team spirit are part of the company culture.

“This is the human era of the workplace,” says Mark Batey, senior lecturer in organisational psychology at Alliance Manchester Business School. “The best places to work are those in which people can flourish and be their best selves – instead of pretending to be someone else five days a week. The perfect workplace also gives people flexibility and autonomy as to where and how they work, built on a culture of growth and trust.”…

Read more here

Workers Care More About Others During Organisational Change

Our research analysed employee reactions to 23 change projects in a large police organisation, what we found was that workers were genuinely worried about what happens to their colleagues and for the fate of the entire organisation. Some even said they would consider the change project a failure if their colleagues suffered, even though they might profit themselves from the change in terms of their own career…

Read more here

Why Warmth Is the Underappreciated Skill Leaders Need

When it comes to success in leadership, there has never been just one playbook. Some leaders are extroverts, natural mentors, and charismatic speakers; others prefer to lead by example and take a more hands-off approach.

There is, however, one simple fact that leaders ignore at their peril: those who demonstrate high levels of “interpersonal warmth” have a better chance at long-term success.

“Warmth is the differentiating factor,” says Loran Nordgren, an associate professor of management and organizations at the Kellogg School. He cites a Zenger Folkman study that looked at 50,000 managers and found that a leader’s overall effectiveness is predicted more by warmth than competence. “If you’re seen as low-warmth, you have something like a 1-in-2000 chance to make the top quartile of effectiveness as a leader.”

The lesson for aspiring business leaders is not to smile more broadly. Instead, Nordgren recommends simply being aware of one’s perceived warmth and taking steps to manage that perception whenever possible.

Just as it pays to consciously demonstrate one’s own competence—by accepting challenging projects, say, or solving an issue without being asked—it helps to be more proactive, even strategic, about expressing warmth.

“There isn’t a single way to do this, but we know from social psychology that conveying warmth can be powerfully effective for just about any leader.”…

Read more here

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The Six Signature Traits of Inclusive Leadership: thriving in a diverse new world

Diversity of markets, customers, ideas, and talent: These simultaneous shifts are the new context. For leaders who have perfected their craft in a more homogenous environment, rapid adjustment is in order. Of course, the core aspects of leadership, such as setting direction and influencing others, are timeless, but we see a new capability that is vital to the way leadership is executed. We call this inclusive leadership, and our research has identified six traits that characterise an inclusive mind-set and inclusive behaviour…attributes of leaders who display the ability to not only embrace individual differences, but to potentially leverage them for competitive advantage…

Read more here

Science of Happiness

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

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

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

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

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

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

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

Read more here

A Positive Outlook May Be Good for Your Health

There is no longer any doubt that what happens in the brain influences what happens in the body. When facing a health crisis, actively cultivating positive emotions can boost the immune system and counter depression. Studies have shown an indisputable link between having a positive outlook and health benefits like lower blood pressure, less heart disease, better weight control and healthier blood sugar levels…

Psychologically, a positive view can enhance belief in one’s abilities, decrease perceived stress and foster healthful behaviors. Physiologically, people with positive views of aging had lower levels of C-reactive protein, a marker of stress-related inflammation associated with heart disease and other illnesses, even after accounting for possible influences like age, health status, sex, race and education than those with a negative outlook. They also lived significantly longer…

Read more here

 

Balance and Mindfulness

Can Mindfulness Training Help Organizations Be More Effective?

Eleven members of Forbes Human Resources Council discuss the practice of mindfulness and list some of the main benefits of mindfulness for both employees and their organizations, including achieving self awareness and compassion, finding what’s essential, creating headspace, achieving greater collaboration, improving the career experience, strengthening the company culture, listening to understand not to respond, allowing employees to decompress, sharpening employee’s focus, being fully present, and getting a modicum of control on the uncontrollable…

Read more here

21st Century Time Management

Taking Breaks Is Good for You — But Scheduling Your Breaks Is Even Better

…the best advice anyone can give about structuring your day is to do whatever works for you. More productive in the morning? Tackle the tougher items on your to-do list before switching gears. Get a caffeine crash sometime in the mid-afternoon? Maybe that’s when you go out for your snack run.

Across the board, though, there’s one thing that holds true: No matter when you take your breaks, you should be scheduling them. That’s the conclusion of a study recently published in the journal Organizational Behavior and Human Decision Processes, which found that downtime is more refreshing — and more effective at helping people get back to the top of their game — when it’s planned in advance…

Read more here

Resilience and Sustainability

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5 Ways To Build Resilience, From Sheryl Sandberg And Adam Grant’s New Book ‘Option B’

Facebook COO Sheryl Sandberg and Wharton Professor of Psychology Adam Grant wrote Option B: Facing Adversity, Building Resistance And Finding Joy, addressing the loss of Sandberg’s beloved husband Dave Goldberg and how she is managing her grief and moving forward. The personal anecdotes, which include stories of acquaintances, friends and family are interwoven with research and studies that touch on personal and professional methods to strengthen resilience.

Here are five things Sandberg and Grant teach us about building resilience:

1. Personalization, Pervasiveness, Permanence    “Hundreds of studies have shown that children and adults recover more quickly when they realize that hardships aren’t entirely their fault, don’t effect every aspect of their lives, and won’t follow them everywhere forever.”

2. Kick The Elephant Out Of The Room   Though everyone makes their own decisions about when and where they want to share their feelings, Sandberg and Grant write there is a lot of evidence that speaking about traumatic events improves mental and physical health, helps people understand their own emotions and feel understood by others.

3. Self-Confidence & Self-Compassion    “I didn’t have to aim for perfection. I didn’t have to believe in myself all the time. I just had to believe I could contribute a little bit more…Over the years, this lesson has stuck with me whenever I feel overwhelmed.

4. Contribute   Contributions are active: they build our confidence by reminding us that we can make a difference.

5. Pay Attention To Joy   “Rather than waiting until we’re happy to enjoy the small things, we should go and do the small things that make us happy. ” When you seize more and more moments of happiness, you find that they give you strength…

Read more here

 

Health, Fitness and Flourishing

Beyond hygge, what other wellbeing trends are ripe for the picking?

Wabi-sabi is a Japanese concept that celebrates imperfection. For Leonard Koren, author of Wabi-Sabi: for Artists, Designers, Poets & Philosophers, wabi-sabi is the opposite of the Western notion that beauty is perfect, enduring and monumental. The idea encourages followers to appreciate the beauty of “what is” rather than wishing for something else. According to Koren, this is as applicable to our wrinkled faces as to our worn-out old sofas (both of which are stunning in the eyes of wabi-sabi, by the way).

Can you have too much of a good thing? Yes, according to the Swedes. Lagom, which translates as “just the right amount”, is a popular Swedish philosophy that revels in moderation. Matt Kallenberg, author of Lagom, explains: “Lagom is basically the idea that it’s better to have just the right amount of a good thing than too much of it.”…

Read more here

See also Alex Fulton teaches us the art of ‘hygge’

Hygge is a Danish word roughly translating to ‘coziness’. But more than that, it’s about creating a warm atmosphere, enjoying the good things in life with good people…

Changing the World

Independent’s Happy List 2017: The Full List of People Who Make Life Better for Others

The Independent’s ninth Happy List is a collection of 50 inspirational heroes and heroines whose kindness, courage and selflessness make our country a better place to live. The Happy List was founded in 2008 as an antidote to those tedious lists that celebrate wealth and big bank balances. Instead, it honours the Great Britons doing extraordinary things for others with no thought of personal gain, who often go largely unnoticed and unrewarded…

Read more here

Creativity and Artistry

Tete-a-tete: the art of conversation – Steve McCurry’s photo blog

The art of conversation is the art of hearing as well as of being heard.
― William Hazlitt, Selected Essays, 1778-1830

See Steve McCurry’s ravishing life enhancing photo collection here

Happiness at Work edition #135

See our full collection of articles, videos, research and and helpful tips and techniques here

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Happiness At Work #128 ~ all about how we use our minds

Clouds Floating Along ID: 257779 © Marilyn Barbone | Dreamstime Stock Photos

“Once your mindset changes, everything on the outside will change along with it.” 
― Steve MaraboliLife, the Truth, and Being Free

“The mind is a powerful thing. It can take you through walls.” 
― Denis AveyThe Man Who Broke Into Auschwitz: A True Story of World War II

“What we believe is what we see.” 
― Sukant RatnakarOpen the Windows

These are just three quotes that illustrate the extraordinary power of our minds.

And this same idea of the importance of how we choose to think about things is central to our increasing intelligence about what helps to make and keep greater happiness, resilience, relationships and personal mastery in our work and lives.

This month’s collection of Happiness At Work articles reverberate this theme and I have brought together some of the top stories here.

Read The Poem Bringing Happiness To People Across The World

This uplifting poem is opening hearts all over the world, from the Hasidic Jewish community of New York to the streets of London. Its cross-cultural message? That we can choose happiness each and every day by adjusting our point of view.

And its journey from a high school girl’s pen to viral fame by way of a London bar and a downbeat Facebook status is pretty cool too.

A snapshot of the poem went viral on TwitterReddit and Imgur, where it was viewed 1.3 million times.

Here it is the poem by Chanie Gorkin, an 11th Grade girl from Crown Heights Hassidic Jewish Community, making the point about the power of our thinking brilliantly…

Today was the absolute worst day ever

And don’t try to convince me that

There’s something good in every day

Because when you take a closer look,

This world is a pretty evil place.

Even if

Some goodness does shine through once in a while

Satisfaction and happiness don’t last.

And it’s not true that

It’s all in the mind and heart

Because

True happiness can be obtained

Only if one’s surroundings are good

It’s not true that good exists

I’m sure you can agree that

The reality

Creates

My attitude

It’s all beyond my control

And you’ll never in a million years hear me say that

Today was a good day

Now read from the bottom up

Three Cognitive Biases That Alter Your Thinking

“Change your thoughts and you change your world.”
~Norman Vincent Peale

From this quote, Bob Dempsey provides this really helpful outline of how subjective our judgements and decision making really are…

Cognitive Bias is defined as a pattern of deviation in judgement, whereby influences about other people and situations may be drawn in an illogical fashion. Cognitive bias is a general term used to describe many observer effects in the human mind, some of which can lead to perceptual distortion, inaccurate judgment, or illogical interpretation.

In layman’s terms: A gap in between how we should reason and how we do reason.  Thinking irrationally – judging or favoring a person, group, or thing in an unfair way.

As much as you may not notice them, biases are ingrained into our decision making from birth. Biases are one of the more interesting phenomena of evolved mental behavior.  The brain has evolved to make us believe that we’re special, valuable, and capable.  Biases help you to feel unique and overcome the strains, struggles, and challenges of your life.  Biases help you to avoid second guessing yourself or feeling like a fool.  We are biased in a variety of areas: from bias to live in certain climates and temperature ranges, to seeking out certain types of foods and tastes.

You can imagine the potential time pressures that our ancestors faced.  The ability to make split second decisions is essential for survival.  The speculation is that biases evolved in part to help us decide quickly and effectively; to quickly sample the information available to us and to focus on the bits relevant to our current task or situation. In short, biases help guide us and keep us safe.

Research into human judgment and decision making over the past 60 years in cognitive science, social psychology, and behavioral economics has established an ever increasing and evolving list of cognitive bias.  There is a non exhaustive list of over 100 cognitive biases on Wikipedia. Although cognitive biases help us to feel amazing about our capabilities and self image, they also have their drawbacks.  They lead to poor choices, bad judgments, and erroneous insights.

Cognitive Biases Effect:

  • Memory
  • Motivation
  • Decision making
  • Probability judgments
  • Perceived causes of events
  • Group evaluation and selection
  • Having a positive attitude towards oneself

Biases emerge from a diversity of mental processes that can be challenging to pinpoint. These mental processes include heuristics (problem solving mental shortcuts ), framing (presentation), mental noise, moral and emotional motivators, and social influences.

The goal is not to completely remove your biases, but to become aware and adjust for them.  By recognizing that you’re thinking is subject to influence, you can work towards a higher level of control.  You can simultaneously correct and broaden your perspective.  It’s actually quite amusing when you start noticing and challenging your own biases and untwisting your perceptions.  The danger of not becoming aware of your biases is to think that you’re always right.  It is vital to notice that the world looks different for other people.  Dropping our biases enable us to listen and connect to each other much more effectively.

Three Predictable Cognitive Biases.

While this is slightly tongue-in-cheek, these are a few biases that are fairly consistent among people. It doesn’t take long to spot yourself using these and adjust for them.

1) Confirmation Bias

The tendency to look for or interpret information that confirms your preconceptions.

You want to be right about how you see the world.  Your opinions are a product of constantly seeking out information that confirms your beliefs, while disregarding contradictory information that does not.  You like to be told what you already know, so you apply a filter called confirmation bias. Your brain is helping you confirm that you’ve made the correct choice. (and you have by reading my blog) Focusing on certain things can help prevent us from being lost. Confirmation bias it is essential to piece together a coherent world.

Visiting political websites that hold the same opinions, watching a news channel that tells you what you want to hear, keeping company with people that hold the same beliefs as you – are all examples of confirmation bias.  These preferential behaviors keep you comfortable and avoid cognitive dissonance.  The internet has increased this behavior.

If you’ve ever purchased a car, you may have started to notice the brand you’ve chosen everywhere you looked.  While researching and after purchasing an Infiniti G35, I was seeing them everywhere!

2) Priming

“An implicit memory affect in which exposure to one stimulus influences a response to another stimulus.”

Priming is an exposure to something that effects your later behavior in some way, without you being aware of the earlier influence.  Unconscious priming effects can be very noticeable and last long after you’ve consciously forgotten.

Craving Italian food after watching “The Godfather”, walking slower after thinking about the elderly, being more argumentative after seeing “A Few Good Men”, having more patience after reading words that have to do with politeness – are all examples of priming.

Priming can be as simple as you reading the word table in your news feed, and if asked later to complete a word starting with tab, you’re more likely to answer table because you have been primed. This is also why when someone asks you for a word related to blackboard, you’re likely to choose classroom.

3) Framing Effect

“Reacting to a particular choice in different ways depending on whether it is presented as a loss or a gain.”

You routinely come to different conclusions about the same problem, depending on how it’s presented. Perception of loss or gain drives human decision making in every aspect of our existence. You avoid risk (risk aversion) when a negative frame is presented, but seek risk (risk seeking) when a positive frame is presented.

Language plays a key role in framing and can evoke completely different reactions to something. Responding differently after hearing “Obama Care” as opposed to “The Affordable Care Act” or “Global Warming” as opposed to “Climate Change” – are examples of the framing effect.

I’ll leave you with the following experiment on framing by Amos Tversky:

Participants were offered two alternative solutions for 600 people affected by a hypothetical deadly disease:

  • Option A saves 200 people’s lives
  • Option B has a 1/3 chance of saving all 600 people and a 2/3 possibility of saving no one

72% of participants chose option A

They offered the same scenario to another group of participants, but worded differently:

  • If option C is taken, then 400 people die
  • If option D is taken, then there is a 1/3 chance that no people will die and a 2/3 probability that 600 will die

In this group, 78% of participants chose option D (equivalent to option B)

The above experiment showcases the nature of framing.  The two groups favored different options because of the way the options were presented.  The first set of participants were given a positive frame (emphasis on lives saved), whereas the second set were given a negative frame (emphasis on lives lost).

Why This Matters.

It is beneficial to be aware of the processes influencing our judgments. Having background knowledge on how the mind actually works is essential for logic, reasoning, argumentation, and critical thinking.  It also allows us to be aware of manipulation and influence by others on these biases. (marketing firms, political campaigns)

Cognitive biases are also related to the persistence of superstition, to large social issues such as prejudice, and they also work as a hindrance in the acceptance of non-intuitive scientific knowledge by the public.

How To Have a Better Commute

Shawn Achor, one of our favourite happiness at work experts, on how we can harness the power of our minds to turn our travel to work time to greater advantage…

Are there ways to make your commute happier? Research says yes!

The question is how to choose happiness when life is stressful. The key is to redefine the drive toward happiness. After spending 12 years at Harvard University studying the connection between happiness and success, I realized I had been pursuing it wrong. While modern society tends to define “happiness” in terms of pleasure, the ancient Greeks defined it as “the joy we feel growing toward our potential.” This definition changes the pursuit of happiness. Joy is something you can experience even when life is difficult or unpleasant — including on your often-stressful morning commute.

Now nearly two decades of research show that, scientifically, happiness is a choice, and happiness is an incredible advantage. When we choose to focus on the positive and pursue joy even when life is challenging, our business, educational, and health outcomes improve.

Here are five positive habits you can develop to ensure you have a happier commute:

1. Slow down.

We think we’ll be happier once we get to work, but research shows it’s actually the opposite. If you speed, and feel unconsciously stressed and less safe, you arrive at work more fatigued and LESS happy. Avoid the urge to speed! And pick a car that makes you feel safe. If you feel safe, your negative stress drops, which means that your body has time to recover and recharge in the car rather than feeling exhausted by the time you get home.

2. Travel in company.

If possible, bring along a passenger! Social connection drives happiness. The greatest predictor of happiness is the breadth, depth, and meaning of our relationships. Social connection is as predictive of how long you will live as obesity, high blood pressure or smoking. And people who feel high social connection are 40% more likely to receive a promotion.

3. Shift your mindset.

Our brains crave novelty and save extra energy to use on new tasks. So when possible, try taking another route to get to your destination. Instead of trying to minimize your commute, try to maximize the energy and happiness you feel when you get there. If you arrive at work with a positive brain, your productive energy rises by 31 percent, so you can actually get home earlier!

4. Make sure you are comfortable.

There is a great connection between our minds and our bodies, so if our bodies feel comfortable in the car because of good design, then our brain can devote more resources to the positive — even taking time to perfectly adjust your seat matters. Otherwise you waste valuable resources unconsciously trying to decrease the uncomfortable feeling.

5. Invest wisely.

Research shows your brain’s happiness adjusts to a bigger house in six months, but it never fully adjusts to traffic because it is different each day. So, if you are going to be in traffic, it is crucial to be in a car that makes you happy. More expensive doesn’t necessarily mean better. In fact, if you feel like you got a good value for your car, you may feel happier for longer with that choice. And ultimately, if your car makes you feel calm, that will help short circuit the anxiety of traffic.

The bottom line: Quite simply, happiness lies in the journey — not the destination! By following these five simple ways to increase your happiness during your morning commute, you’ll be setting a great foundation to be prepared for happier, more successful, and more rewarding experiences once you arrive at work in the morning and at home at the end of the day.

Watch also on Huff Post Live:

Happiness Expert Shawn Achor on Positive Thinking

Five Powerful Lessons Gratitude Can Teach You

Jeff Charles outlines how and why practising gratitude benefits us…

The Science Of Gratitude

The evidence for the impact of gratitude isn’t just anecdotal. There is scientific evidence for the benefits of gratitude. There have been numerous studies on the effects of gratitude. It’s been scientifically proven to improve the lives of those who practice it…

Gratitude leads to greater relationships

When you express heartfelt gratitude to someone else, you are showing them how important they really are. You’re drawing attention to an action they took that made your life better.  When someone hears that something they did had a positive effect on someone else, it makes them feel important. It shows them that they matter.  By showing the people around you that they matter, you could literally make their day!  Additionally, since you know that you’re brightening someone else’s day by making them feel important, you’re also doing something important as well. This is why expressing heartfelt gratitude to someone who isn’t expected doesn’t just benefit them, it benefits you too…

Gratitude makes you mentally stronger

Living a grateful lifestyle can make you mentally tougher. It doesn’t mean you won’t still have to deal with stress. It just means that you’ll be able to deal with it much easier. Stress won’t have as debilitating an effect if you’re practicing gratitude regularly…

Gratitude makes you healthier

Gratitude is not only great for your mental health, it can help you physically too. It can boost your immune system and make it easier for you to adopt healthier habits. It’s been shown that those who practice gratitude also participate in other healthy activities such as exercising and eating healthier….

Gratitude makes you more productive

Robert A. Emmons, one of the leading authorities on the science of gratitude said this about one of his studies:  “Participants who kept gratitude lists were more likely to have made progress toward important personal goals (academic, interpersonal and health-based) over a two-month period compared to subjects in the other experimental conditions.”…

Gratitude makes you happier

Finally, gratitude makes you much happier.  Gratitude enables you to really see how much you have to appreciate and feel positive about. Not only that, expressing gratitude draws more attention to this because reactivate it…

It’s actually been shown that people who live a more grateful lifestyle become 25 percent happier than those who don’t. Want to be happy? Become more grateful…

The Lies your Tired Brain Tells You

by Dan Waldschmidt

If you’re not tired, you’re not working hard enough.

And if you are working hard enough, your brain is tired.

How you feel, how quickly you figure things out, how you interpret what happens to you — that is all computed, calculated, and configured by your brain.

Sometimes it’s a lie.

What you think is true is really just a complicated deception orchestrated by your mind to make you feel better about your current situation. It’s done to protect you.

But in the process you’ll feel pretty convinced of some outrageous nonsense.  You’ll find yourself buying into lies that will cripple your ability to amazing.

Here are a few of those lies:

  • “My life is so much harder than everyone else…”
  • “It doesn’t matter what I do. Nothing works…”
  • “My life would be so much better if I only had more money…”
  • “I can’t get ahead because everyone is always picking on me…”
  • “I didn’t do anything wrong. I’m not doing anything wrong…”
  • “No one would understand anyway…”
  • “That won’t work. I already tried it once…”

Lies. Damn lies.

All of them. And you’ve probably found yourself using a few of those lies to justify staying in a funk. To justify staying demotivated, uninspired, and angry at the world.

Instead of telling you that hard work and doing hard things is just what needs to be done, instead of telling you to “suck it up and get back to work” — your brain automatically gives you a sophisticated way out.

A one-way ticket to more frustration. A fast path to a life of staying stuck.  All because you listen to the lies that your overworked brain creates in order to try to protect you from more pain, sweat, blood and tears.

Don’t let lies destroy you.

Fight the urge to give in, give up, or go away.

Just because you “think it” doesn’t mean it’s true. Just because you have a good reason or justifiable excuse doesn’t mean it’s true.

Just because you’re worn out, beaten down, and not sure you can make it doesn’t make the lies you tell yourself true. They’re still lies.

Maybe it’s time to tell yourself something else, like “what’s the one thing I could do right now that would make things a little better…?”.

Four Steps to Freedom from Negative Thinking

Elisha Goldstein outlines a process she has developed to help us to shift our thinking away from negative spirals and mind traps…

Mind traps are styles like catastrophizing, blaming, exaggerating the negative and discounting the positive or just your most common negative thoughts.

When you first notice a mind trap or common negative thought, first stop, take an intentional deep breath and from this more mindful space, move through these next four steps (Name, Feel, Release, Redirect):

  1. Name it – Actually name the style of thinking or behaving that isn’t serving you in your mind or say it out loud (e.g., overeating, catastrophic thinking, grumpiness, etc.). This not only creates more awareness for you, but also has been found to bring more activity to the part of your brain that has to do with emotional regulation.
  2. Feel it – Recognize how this moment feels in the body. This grounds us to the reality of the moment and gives us access to a choice point.
  3. Release it – Practice this phrase in concert with the breath, “Breathing in, I acknowledge the feeling that’s here; breathing out, I release it.”
  4. Redirect it – Shift your attention to something that is healthier and/or more important to pay attention to.
    Bring this awareness into the moments of your day, dropping into what really matters.

Remember, most importantly, this is a learning process. That  means don’t measure success by whether “it works” every time or not, instead you’re training your brain to name, recognize, release and redirect. 

Mastery is only created with a learning mindset. Like learning how to ride a bike, as you practice and repeat this over time, your brain will start making this more automatic.

Eight Ways To Turn A Horrible Day Into A Positive Day

by Theo Ellis

What’s the first thing you do when you’re having a horrible day?

Do you become so negative you infect anybody who comes into contact with you? Only to regret it or apologize later?

Do you over think the situation, say horrible things to yourself, beat yourself up and over exaggerate everything?

Do you fall into self pity, self hate, turn off your phone and shut everybody out?

There are better ways to handle horrible days. We all experience them, and I’m no exception.

Here’s how you can turn  a horrible day into a positive day.

1. Change your perspective.

When you wake up every day, you have two choices. You can either be positive or negative; an optimist or a pessimist. I choose to be an optimist. It’s all a matter of perspective. – Harvey Mackay

Perspective is defined as the way you see something. Your life and your attitude is a reflection of the way you see the world.

If you want to turn a bad day into a good day, all you’ve got to do is change the way you see it.

Instead of seeing it as horrible, negative, bad or ugly, see it as nothing more than a life lesson.

See it as nothing but an experience that’s going to benefit you in the long run. Whether that’s by making you a stronger, smarter, or wiser person.

That which does not kill us makes us stronger. – Friedrich Nietzsche

2. Get out of the “thinking zone”.

You see when things go bad, horrible, and straight up ugly, we put ourselves in a mental prison.

And when we’re in this mental prison, we do nothing but think, think, and think some more.

We think about how awful the situation is.

We think about how stupid we are, or how naive we are.

We think about how much of a failure we are, or how things just aren’t going “right”.

And we think about what we could of done better, and how we could of changed it.

In 4 words, we stress ourselves out. Because we’re too busy sitting in the thinking zone!

The solution is simple. Get out of the “thinking zone” and stop stressing yourself out.

What’s done is done. Winding yourself up like a clock isn’t going to make your day any better. Only worse.

3. Look at things that have gone well.

What’s gone well for you today? If today hasn’t gone too well for you?

Don’t say “nothing” because that simply isn’t true. You’re just focused on the wrong things so you’re not able to see it.

If somebody reached out to help you today, that’s something positive.

If an opportunity has come your way, an opportunity you’ve been expecting, that’s something positive.

If you’ve received good news about that job you applied for, that’s good news.

If your business has picked up all of a sudden and your seeing growth, that’s good news. Am I right?

There’s always something that’s gone well within 24 hours, you just need to acknowledge it.

4. Slap some uplifting music on.

There’s no better drug than music. I say drug because music is not only that addictive, but the feeling it gives you has no comparison.

Not only that, but music has the ability to improve your mood within such a short time.

Plus music has the power to make you happy, and release endorphin’s in your brain (backed by science).

5. Avoid negative people.

You cannot have a positive life and a negative mind. – Joyce Meyer

And you can’t have a positive mind If you’re around negative people. The last thing you need when you’re having a horrible day is to be around negative people.

Whether that’s family, friends, associates, or naysayers.

You want your day to be as  positive as possible, not negative. And being around negativity won’t solve your problem, it’ll worsen it.

6. Be productive.

Being productive gives people a sense of satisfaction and fulfillment that loafing never can. – Zig Ziglar

When I’m productive, even If I’m having a “bad” day, I feel so much better. You know why? Because I’m not focused on the negative.

All I’m focused on is producing, creating, reading, and working towards my goals. Nothing else.

The same thing works for anybody. When you’re focused and productive, you don’t have time to be stressing, worrying, and complaining.

The aim is to be more productive than unproductive.

That way, when you are having a bad day, it won’t phase you as much. And you’ll feel much better.

7. Do what makes you happy.

True happiness comes from the joy of deeds well done, the zest of creating things new. – Antoine de Saint-Exupery

When you’re doing what makes you happy, what you love, and what you’re passionate about, everything else gets blanked out.

You know the feeling when you’re doing something you enjoy so much that you forget what time it is?

That’s what I’m talking about. Do that, and commit to doing that everyday.

Then it’ll be harder for you to ever experience a “bad” day.

8. Get out of the past.

The first recipe for happiness is: avoid too lengthy meditation on the past. – Andre Maurois

If you’re not careful the past will swallow you whole like an anaconda feeding on its prey.

Regardless of when your “bad day” started, it’s now in the past. Even if the day isn’t over yet.

Remember, the past is defined as something that’s already happened. So If it’s already happened, why bother with it?

Get out of the past and start focusing on something more meaningful. The past can’t help you, won’t help you, and doesn’t care if you dwell on it.

8 Ways to Vacation Right and Recharge Your Health

Corinne Ruff provides tips from the experts for how to optimise our time off for our health, wellbeing and happiness…

Experts say overloading without taking time to recharge isn’t healthy. “It might seem counterintuitive when you have a lot of work to take time off,” says Karen Osterle, a psychotherapist and marriage counselor in the District of Columbia. “But the problem is we’re not working efficiently if we’re in a constant state of stress. We need to break away from that in order to feel replenished.”

How do you know when it’s time to get away? It’s all about understanding the needs of your body, Osterle says. The body is like an ecosystem that wears and tears if it’s not taken care of, she explains. “When one part of the system is knocked out of balance, the rest of our physicality suffers,” she says. “That includes eating, sleeping, exercise, relationships, sex and affection.”

In general, she recommends taking a three-day weekend at least once every two months and a real vacation, of a week or more, once a year. But simply booking a vacation isn’t enough. Whether you’re taking a day or a week off, here’s how experts say you should spend your vacation days to prioritize your health.

1. Tune in to relieve stress. Start ​the day by improving your relationship with yourself. A few minutes of “me time” on a morning walk can improve productivity throughout the day, Osterle says. “If you’re going to take a day off, take a few minutes to look around and say, ‘Whoa, ​[I’m] out of balance here, but not here. … What is that I keep saying ‘yes’ to, or I should say ‘no’ to?’” she says. Meditation ​can also help you concentrate on abdominal breathing, which reduces stress and anxiety, according to The American Institute of Stress.

2. Plan to alleviate anxiety. When you take a day off, don’t expect to completely catch up on paying bills, cleaning the house, working out and going out with friends. Instead, Osterle says to be realistic about what you can accomplish in a day, given the number of distractions​ you may face (like making the kids an after-school snack or taking the dog for a walk). “Much of the time when we take a step back, it increases productivity, and we feel agency over our schedule and our flexibility,” says Dr. Jennifer Wolkin, a psychologist at the Joan H. Tisch Center for Women’s Health at NYU Langone Medical Center​. Wolkin adds that it’s important to​ balance work and time off to decrease anxiety about the internal conflict between the two. For example, she says it’s OK if you need to spend a few hours working during your vacation, but wait until the kids go to bed to make sure you don’t miss out on family time.

3. Set boundaries to feel calmer. Before going on vacation, decide how much time you’re going to spend working and when you’re going to do it. That way you’ll feel calmer about going offline for a few hours, Wolkin says. Turning your phone off may not be realistic for everyone, but turning off your ​email and social media notifications is one way to limit screen time while trying to relax at the beach and spend quality time with friends and family​.

4. Sleep more to re-energize. Little sleep ​mixed with high stress is a recipe for burning out. Besides making you irritable and tired, sleep deprivation can have negative consequences on your cognitive performance and efficiency, says Max Hirshkowitz, chairman of the board of the National Sleep Foundation​. “Catching up on sleep is good for your health, spirit and happiness,” he says. “Evidence shows people perform better when they get adequate amounts of sleep.” To feel rested and productive, the NSF says adults should aim for at least seven hours of sleep per night. “Reserve that time,” Hirshkowitz says. “Make it an important thing you need.”

5. Be present to revitalize your relationships.​ A few days off can rekindle relationships that have suffered because of your working life. A survey by Project: Time Off published in July found that not taking time off can hurt close relationships. Of ​the 1,214 U.S. adults surveyed​, the average worker misses about three events a year, the most common being a child’s activity. ​About 43 percent of people surveyed said they spend less than 20 hours a week with their family, yet 73 percent said spending time with family is important for a fulfilling life. “We’re cheating on our families with work,” says Katie Denis, senior director of Project: Time Off. She adds that it’s critical to make time for meaningful conversations while on vacation.​ ​Even a few hours of face-to-face time with your spouse or kids can make a difference, Osterle says. “Vacation is about connection above all else, the self-connection to nature and the earth and the connection to your loved ones,” she says. “It’s about getting present.”

6. Balance choices to relieve food guilt. Most people are going to drink on vacation — that’s a given, says Keri Gans, a registered dietitian and contributor to the U.S. News Eat + Run blog​. But​ setting a goal to avoid drinks with mini umbrellas​ will prevent you from feeling guilty about your choices later. “Stay away from the sweetened cocktails, the frozen drinks, the strawberry daiquiris,” she says, adding that it’s better to stick to drinks that don’t have a lot of added sugar. ​Gans also recommends planning healthy meals so you don’t settle for greasy fast food.​ But you’re still on vacation, so it’s OK to indulge in moderation. “Whether it’s at breakfast, lunch or dinner, allow yourself one more decadent choice than usual per day,” Gans writes in “7 Tips for Healthy (Enough) Eating on Vacation.”

7. Stay active to feel rejuvenated. Vacation should be relaxing, but Gans recommends people do more than lie on the beach and drink piña coladas all day. “It doesn’t mean you need to run every day if you’re clearly not a runner, but try new, fun activities like kayaking or going for a hike or checking out a new yoga studio,” she says. Exercise can also improve ​your mood and make you more energized throughout the day, according to the American Psychological Association. That extra energy will come in handy so you can take the kids sightseeing around town. 

8. Cultivate other interests to improve happiness. Branch out. “It’s essential to have outside hobbies from work,” says Phil Shils, physician assistant at Hospital Sisters Health System Medical Group​. To feel refreshed and happier at the office, Shils recommends ​trying new activities​ on vacation that you can continue throughout the year​, such as biking or playing tennis. “Any time you’re out of your routine, your brain remodels itself and refreshes,” he says.​ When the weekend rolls around, Clarke makes time for softball games in a local league. Even if it’s only for a few hours, she says getting away from her desk helps keep her mind off the stress of long days filled with back-to-back calls.

With all the calls, emails and high stress, it doesn’t take long before work starts to take a toll on your health. “If we get into a work vortex, it’s too easy to adopt a default stance of saying ‘no’ to people and activities that are replenishing for us,” Osterle says. “[Vacations] give us a chance to recalibrate.”​​

Vacation and the Art of Presence: Anais Nin on How To Truly Unplug and Reconnect Your Senses

by Maria Popova

Three decades before Susan Sontag lamented the “aesthetic consumerism” of vacation photography, which commodifies the experience by prioritizing its record over its livingness, and more than half a century before we came to compulsively catalog every private moment on the social web, Nin writes:

I am lying on a hammock, on the terrace of my room at the Hotel Mirador, the diary open on my knees, the sun shining on the diary, and I have no desire to write. The sun, the leaves, the shade, the warmth, are so alive that they lull the senses, calm the imagination. This is perfection. There is no need to portray, to preserve. It is eternal, it overwhelms you, it is complete…

Faced with the radically different disposition of the Mexican locals, she considers what they know about living with presence that the society from which she escaped does not:

The natives have not yet learned from the white man his inventions for traveling away from the present, his scientific capacity for analyzing warmth into a chemical substance, for abstracting human beings into symbols. The white man has invented glasses which make objects too near or too far, cameras, telescopes, spyglasses, objects which put glass between living and vision. It is the image he seeks to possess, not the texture, the living warmth, the human closeness…

Fifteen Simple Things You Can Do To Stay Happy At Work

Chloe Bryan & Vicky Leta outlines the simplest things we can do to increase our happiness at work, from beautifying our workspace or taking a walk to setting tiny goals or taking a break…

One Woman Photoshopped by 18 Countries: Beauty Standards Revealed

Here is further evidence of what most of us suspected that although ‘beauty might be in the eye of the beholder’ the beholder is subject to some pretty strong cognitive and cultural biases…

The same portrait of a woman was sent out to 18 freelance designers in 18 countries around the world with these simple instructions that were given by the market agency Fractl, which was commissioned for this project:

Photoshop her form. The idea is to Photoshop and retouch this woman to make her more attractive to the citizens of your country. We are looking to explore how perceptions of beauty change across the world. Multiple designers are involved. You can modify clothing, but her form must be visible. No nudity. All other changes, including those to her shape and form, are up to you.

“We focused on female designers, as we wanted a woman’s view of what her culture finds attractive and to understand more about the pressures they face,” the project says. Here are the Photoshopped images that were sent back…

“The goal of this project is to better understand potentially unrealistic standards of beauty and to see how such pressures vary around the world,” the project says.

The experiment found that…

Some of the designers kept the woman largely looking like herself, while others made her look like a new person altogether.

Some countries gave her an exaggerated hourglass figure, while others gave her an apparent BMI of 17.5, or near anorexic.

China and Italy returned the thinnest Photoshopped figures (China’s had an estimated BMI of 17), while Spain returned the heaviest.

“Beauty cannot be judged objectively, for what one person finds beautiful or admirable may not appeal to another,” the experiment concludes. “And the range of depictions found in our study appears to confirm this notion.”

Happiness At Work edition #128

You can find all of these and many more ideas in this collection …

I hope you find things here to use and enjoy.

“There are two kinds of people.  One kind, you can just tell by looking at them at what point they congealed into their final selves. It might be a very nice self, but you know you can expect no more suprises from it. Whereas, the other kind keep moving, changing… They are fluid. They keep moving forward and making new trysts with life, and the motion of it keeps them young. In my opinion, they are the only people who are still alive. You must be constantly on your guard against congealing.” 
― Gail Godwin

Productivity, Performance and 21st century work

Here is a clutch of articles from our latest Happiness At Work collection that offer ideas for achieving/improving/maintaining/regaining productivity in our super-driven multi-connected 21st century lives…

The real secret to productivity

Google “productivity” and you’ll be dished up more than 200 million search results. Scroll around and you’ll find blogs, websites, apps, browser plug-ins, essays, subreddits, consulting firms, publishing houses, podcasts, and scientific studies devoted to productivity.

What’s the obsession? Our modern lives are inundated with more information than ever before, with pressure to do more, better, faster. There are productivity hacks (wake up early; develop a routine) abound to help us squeeze more high-quality work out of less high-quality time.

But here’s the thing: the secret to productivity is actually super simple. Ready for it?

Manage your willpower.

How do you do that exactly? Systems and routines. Omer Perchik, founder of Any.do, writes about how reserving your willpower for truly impactful decisions and activity helps safeguard your productivity potential throughout the day:

Willpower is not something that you just create more of. In any given day, willpower is a limited resource, and truly productive people make sure they preserve it for the things that matter…. When you learn how to manage your willpower, you’re not only able to cut out extraneous work and decisions, but also more adept at choosing the decisions that matter. That’s a key understanding that highly productive people live by.

Systems to minimize “ego depletion,” Perchik’s term for willpower, include The 10-Minute Rule (break down all tasks into 10-minute mini-tasks), the Pomodoro Technique (focus on one task for 25 minutes, then take a 5-minute break),automation of as many tasks as possible, and building smarter to-do lists.

Simply add a system, with an adjustment to your routine, for maximal willpower protection. Easily distracted by your open office environment? Make it a habit to take a laptop into a closed room at a certain time each day. Get sidetracked by email overload in the morning? Don’t check it until the afternoon, and set up rules in your inbox to file away messages by topic or urgency. It’s all about minimizing decision fatigue and knowing your habits and preferences well enough to adjust. Whatever works best for you, adopt it. Your willpower stores will stay fully stocked so you don’t need to dip in for anything that doesn’t move your work forward.

The best part is that the better you get at maintaining your willpower, it’s not only your work that will benefit; so will your personal life. With more willpower not being wasted on things like what to order at Starbucks or how to respond to someone’s cryptic email, you’ll have much more mental energy to tackle personal goals (read 100 books this year), make healthy decisions (make it to the gym after work), and carve out time for side projects. Where there’s a will, there’s a way. Get after it.

read the original article here

Three quick wins for workplace productivity

The Productivity Habits author Ben Elijah suggests just three ways to help you boost efficiency and effectiveness in your organisation:

Capture

One of the most effective ways to boost your team’s productivity is getting into the habit of capturing information…

Encourage your staff to capture information whenever it comes to their attention. It’s one of the most powerful habits they’ll ever pick up. They could use a piece of paper, a smartphone or a dedicated task management tool – it doesn’t really matter. Once your team gets into the habit of putting all key actions from email, conversations, meetings and calls into a single task system, it’ll be easy for them to decide which task to do. After all, their brains are for decision-making, not storage.

Situation

Does your working environment help your people to produce their best work, or does it hinder them?

I use a concept called The Context Triangle to answer this question. It’s a mechanism which helps you to decide how a situation – a particular combination of space, time and thought – defines the kind of work. Encourage managers in your business to think about the kind of work their teams do, and select an environment accordingly.

The Context Triangle also links mood to attention. Mood is as much a part of your people’s environment as physical space and resources. It’s fairly intuitive – when feeling tired or low the kind of work someone can produce will be different than the high-attention tasks they can perform when happy and energetic. Of course, it’s important to do what you can to ensure your team is happy. But by acknowledging that people sometimes need to defocus and zone-out, you can train them to use those moments for low-attention work, like quick bits of admin.

Review

Different sources of information, such as social media, phone calls, and emails, can be described as “channels”. Each channel has different levels of relevance, volume, and urgency. If we focus on volume and urgency we can determine how often employees should review a channel. Your staff probably receive a high volume of email so it’s more efficient to batch-process them. Most emails are also low urgency – new messages probably aren’t the most important thing in your universe right now. Therefore, does email need to be checked every five minutes? Do emails even deserve the right to make a sound or a buzz, which notifies you to their presence?

Encourage your people to find a cadence for checking email, which reflects the volume and urgency of the messages they receive.

Conclusions

By encouraging your people to capture information habitually, you will make it easier for them to carry out their commitments. By thinking strategically about the kind of tasks your working environments lend themselves to, you can empower staff to make the most of their working situations. And by educating your people to give emails the attention they deserve (i.e., less attention than they’re probably giving them right now), they can free up time and attention for more important work.

read the full article here

Is it the weekend? Why are you working?

If you are like us, you often find yourself working on weekends and are criticised by somebody (your spouse, a friend, a colleague) who thinks there is something inherently wrong in spending some time over the weekend on work-related activities. Do they have a point? We thought there might be some truth to their criticism. And since we are scientists, we’ve looked for empirical data that would help us understand this phenomenon (and ourselves). What we’ve found is that many of us work on weekends for a very simple reason: We enjoy it. Think of it as a productivity high. But research shows that we often overdo it and that it may be more costly than we realise. Let’s dig a little deeper into the data.

One reason so many of us work on the weekend is that we receive pleasure from feeling productive. In a recent study, one of us (Francesca) asked a group of over 500 employed individuals to think about and describe one of four experiences: a time when they felt productive at work, very busy, unproductive, or not busy at all. When people wrote about a time when they felt productive, they reported feeling at their best and happy with life — more so than in any other condition. It is by feeling productive, these data suggest, that we believe we are making some sort of a difference in the world.

But research also suggests another answer to the question of why we work when we’re supposed to be taking it easy: We tend to forego leisure in favour of working and earning beyond our needs. In a series of laboratory studies, Christopher K. Hsee of the University of Chicago and his collaborators showed this was true even when they eliminated possible reasons participants could use for over-earning, such as uncertainty about the future and a desire to pass on money to others…

Now, you may be thinking that for many people, work isn’t painful. It is certainly true for us (at least on most days). As long as you love what you do, what’s the problem with working on the weekend?

Turning again to research for an answer, we find that our cognitive resources are a scarce resource that gets depleted and has to be refilled over time. Cognitive resources are important, allowing us to control our behaviours, desires, and emotions…

Demanding jobs have the potential to energise and motivate employees, but the pressure employees face may make them focus more on maintaining performance on their primary tasks (e.g., patient assessment, medication distribution) and less on other tasks, particularly when they are fatigued. For hospital caregivers, hand-washing may be viewed as a low-priority task, leading them to diverge from hand-hygiene guidelines as the workday progresses.

In fact, depleting our cognitive resources can make it more difficult for us to follow our moral compass. In a series of studies one of us (Francesca) conducted, when participants’ cognitive resources had been depleted, they were more likely to cheat and behave dishonestly on a variety of tasks as compared to those in a control condition.

Our passion for our work and the pleasure we gain from feeling productive may explain why we so often work on the weekend, but we still need to be sure to make time to recharge. Tony Schwartz, CEO of the Energy Project and author of the book The Way We’re Working Isn’t Working, offers some good advice on this point: Applying “fierce intentionality” to all that we do can benefit both our work and personal lives. When you’re working, make sure you’re really working; and when you’re renewing, make sure you’re really renewing.

read the full original article here

 Step away from that email and stop stressing: How to practise mindfulness at work

by Michael Bunting, a specialist in executive development, and co-author of Extraordinary Leadership

A new report from the Australian Psychological Society indicates that one in four workers felt moderately to severely distressed in the past year alone.

The things workers stress over include the burden of a heavy workload, a difficult boss, the concept of change that eats up even more of their day, and worries about losing their jobs.

Buddhist monk and Nobel Peace Prize nominee Thich Nhat Hanh describes mindfulness as “the energy of being aware and awake to the present moment.”

For an employee, it means being fully present in a moment, thinking only of the task at hand, not what is piled up in the inbox or what might appear there in the future. It is the energy of being aware of what is really happening and of refocusing on your work and its purpose.

Mindfulness involves the intentional and non-judgmental focus of our attention on our emotions, sensations and thoughts in the here and now. According to a Pennsylvania State University Study, it provides emotional regulation, decreased reactivity, increased response flexibility, interpersonal benefits and intrapersonal benefits.

Here are some ways to practise mindfulness in your workplace:

1. Make time for mindfulness

In times of greatest stress remember the Zen proverb that suggests you should meditate quietly for 20 minutes a day. If you are too busy to do that, you should meditate for an hour.

2. Accept your co-workers regardless of their strengths and weaknesses

The people who work with you have their own strengths and weaknesses. No matter where you go, there will be people you naturally warm to and those who upset you. Do not judge the latter. Just like you they have had to undergo an upbringing and you have no idea how it moulded their character. Do your best to recognise people for where they are now in the present, not for who they were yesterday or who they might become in the future.

3. Practice mindful breathing to restore your centre of calm

When you feel stressed, it can be extremely helpful to experience mindful breathing. Simply breath in and out three times, focused on nothing but your breath. Eliminate all other thoughts and just let calm return to the present.

4. Cultivate a habit of abundance

Express gratitude for the good things people around you are doing.

5. Do one routine task mindfully

Return your attention to the current moment. Abandon your concerns about the future or the past. Choose a task you have to do and do it focusing completing on the task. See it in a new way.

6. Email mindfully

Type out your email and then step away from your keyboard. Take three deep breaths and focus only on your breath. Return to the email and re-read it. Do you still feel that way? Imagine how the person reading it will feel. Is that the reaction you want to achieve?

read the full article here

If you would like to learn more about 21st century time management techniques and approaches, here is a workshop I am running in London at the end of April…

21st Century Time Management

Thursday 30 April 10.00am – 5.00pm

This course will help you improve your work habits and manage your time more effectivity. You will learn how to build long-lasting solutions to match the demands and challenges of your current environment.

By the end of training course you will:

  • Be able to recognise and use your unique ‘natural’ strengths & preferred ways of working
  • Understand how to achieve a good balance in your work and life – whatever this means to you personally.
  • Be able to select and utilise the 21st century time management approaches best suited to you, such as managing emails and beating procrastination.
  • Have learned a toolkit of contemporary techniques for increasing your sense of being in control, changing bad habits and being more proactive.
  • Have been given fresh ideas and solutions for managing multiple relationships and staying on top of your priorities.

‘It was an inspiring session – I found it really useful.’ Daisy Dockrill, Apples and Snakes

Target Audience

This course is aimed at anyone who wants to make better use of their time and improve their ability to manage their workload, productivity, work-life balance or the competing demands made on them.

Approach

The course will be based around the latest thinking in performance and work management coupled with practical exercises designed to be adaptable to the practical, everyday needs of individual participants. Course notes and reference material are provided.

Trainer

Mark Trezona is Managing Director of BridgeBuilders STG Ltd and has years of experience delivering leadership, team, communications and strategic training programmes for arts, charity and public sector professionals. He is an expert in happiness and resilience at work. He is an associate and sound designer with Shaky Isles Theatre and has an MA in Performance Making and an MA in Management Leadership & Learning.

Price

£125+VAT (£150) for ITC members and £175+VAT (£210) for non-members.

Location

The Albany, Douglas Way, London, SE8 4AG

Happiness At Work #123 ~ Breathe. Breathe. Breathe. Take the next step…

This post collects together some different ideas about why pausing and making time for quietness and simply to breathe is essential to our happiness at work, along with some practical approaches and techniques for doing this.

When did you last think about your breathing?

For as long as we are alive, we are guaranteed to keep breathing whether we think about it much or not: no matter what we do or do not do, think or do not think, we will keep right on breathing. But just as with any other aspect related to our normal body function, most of us are likely to only really think about what is happening to us when we notice a problem or difficulty: we are out of breath or having to breathe extra hard or feel our breath racing away on us or need to stop and catch our breath or to get our breath back.

Perhaps normal breathing is a bit like the way we tend to think about silence and not talking, a kind of nothing, or, at best, a neutral state that is primarily inactive and passive. But, just as silence and not saying anything can be one of the most potent, active and consciously vital actions we can bring to our encounters and the people we engage with, so, too, can breathing be one of the most enlivening, empowering, sustaining, and rebalancing actions we can take.

Rather than an absence of action, our ability to be silent effectively and productively demands that we learn how to be skilled, alert and attentive listeners.

We also need to learn how to become expert at breathing.

And If we become more conscious, deliberate, flexible and skilled at breathing we will get from this to . . .

  •  …feel more confident and more truly ourselves;
  • …grow and continually renew our sense of capability and influence over the world we inhabit;
  • …quiet, calm and control feelings of anxiety, stress or terror in times of panic or unsureness;
  • …fire our inspiration into life and trust our unconscious minds to bring us the ideas and solutions we need;
  • …radiate an animated, dynamic and receptive presence and come across to people as bright, charismatic and attractive;
  • …and take us across a creative leap from our personal breathing practices into something more profound and collective that can affect the vibrations and creative possibilities of our encounters in groups.

Simply by becoming better at breathing opens up for us a myriad of fresh possibilities around us. If we practice even very simple breathing exercises over time, we will build a stronger, more resilient sense of confidence, ease and energy that can lead us to feel more intensely open, enlivened by and connected into the world and its people.

And better breathing not only makes us feel more alive and vital, it significantly adds to our overall and long-term health and well-being.

As the mainstream scientific community begins to assimilate the growing body of research that points to our ability to re-wire our brains, breath practices are emerging as one important methodological family from which we can draw in order to actively co-create ourselves and influence the flavour of our life experience.  So breathe, breathe, breathe!  Whether it’s a slow change in a habitual thinking pattern or an ecstatic experience of divine union that you are seeking, the breath can take you there.  (Rev. James Reho)

As well as the articles that follow, you can also find practical ways to develop your breathing awareness and expertsie in our toolkit: Six Ways Of Breathing, which link breathing practice to:

  • Breathing to Feel More Alive, Whole & Connected ~ Everyday Breathing Exercises
  • Breathing for Renewal ~ Exercises for Taking Time Out to Breathe
  • Breathing for Recovery ~ Building Resilience and Regaining Balance
  • Breathing Ideas Into Life ~ Exercises to Ignite New Ideas and Trust Unconscious Thinking
  • Breathing for Presence ~ Exercises to help Build Confidence and Presence
  • Breathing for Creative Collaborations ~ Exercises to Help Unleash and Harness your Creativity in Groups

10 Places To Find Time To Think

by Time Management Ninja

Once your day gets going, it never seems to stop.

Busyness. Interruptions. Noise.

You feel like you can’t get a moment to think, time to plan, or even a moment to collect your thoughts.

If only you could find a place to stop and think about your day.

Finding Time to Think

It’s just run, run, run… all day long.

In the hurried pace of your day, you find it difficult to stop and think.

Wouldn’t things be easier if you could stop for a moment to plan what you are doing? Prioritise your work? And even decide what you shouldn’t be doing?

With noise and interruptions in the workplace, it can be hard to get time to think. Even harder to find a place to get some peace and quiet.

You need to ask, “Where can I find a place to think?”

Even in the busiest environments there are locations to get away and plan for a few minutes.

Here are 10 Places to Find Time to Think:

  1. In Your Car – The next time you are driving in your car, try the following experiment: Turn off your radio. Put your cellphone out of reach. (You shouldn’t be using it in the car anyway.) Then, listen to the silence. I bet you won’t be able to drive more than a quarter of a mile before you start to hear the thoughts in your head.
  2. Before Everyone Wakes Up – OK, this is a time, not a place, but the early morning before the world gets up is a great time to think for yourself. Whether it is just you, or you are getting up before the morning kid chaos, find time for yourself before the day begins.
  3. In Your Office – If you are fortunate enough to have an office for your job, shut the door and get some planning done. (Yes, you can shut the door.) Then when you are done, you can open the door and re-engage your team.
  4. Go Outdoors – Going for a walk outside is a great way to get some peace. You don’t have to go deep into nature. (Although that can be great, too). Many workplaces have walking paths or simply sidewalks where you can go for a quick walk and recoup your thoughts.
  5. At the Coffee Shop – Personally, I am not the Starbucks type. However, many people find isolation in the public noise of coffee shops. Find a table in a secluded corner and get some work done. (Or bring the coffee shop to you with an app like Coffitivity.)
  6. In Your HeadphonesUse your headphones to create your own privacy. Shut out the noise. Play your favourite music. Even silent headphones can bring privacy and the expectation that you are not to be disturbed.
  7. In the Library – There is a reason why libraries have a “quiet rule.” Go there to find a silent place to think and plan. And if someone is making noise, you are justified in saying, “Shhhhh!”
  8. The Unused Conference Room – If your workplace has unused meeting space, make a meeting with yourself. Take advantage of empty meeting space to get work done.
  9. At Lunch – It’s nice to go out to lunch with the gang, but sometimes it’s helpful to book lunch with yourself.  Feed your body and your mind with a lunch date alone to think and plan the rest of your day or week.
  10. The Secret Place – Every workplace has one. The secret room, hidden nook, or unknown alcove that only a few people know. Find your own secret corner to hide away and get some quiet time

A Place for Your Thoughts

You can find a place to take the time to think about and plan your day.

Depending on your circumstances or work place, you might need to get creative. However, getting some “think time” for even a few minutes can boost your productivity in a big way.

Today, go find your quiet place and take time to gather your thoughts and ideas.

read the original article here

12 Totally Unexpected Ways to De-stress

by Aja Frost for The Muse

Have you ever heard exercise helps you de-stress? What about meditation or deep breathing? We don’t know about you, but we’re a little tired of being told the same de-stressing techniques over and over. So here you go: 12 relaxation suggestions that (we hope) you haven’t seen before.

  1. Go on: Drop an F-bomb or 10. Just not where your boss can hear.(Scientific American)
  2. Make a beeline to the office kitchen and sniff an apple. Not only will the scent ward off headaches, it can make you less stressed. (Eating Well)
  3. Massage your ears. No, seriously: The action releases endorphins! (Zen Habits)
  4. Start pacing. That’s what one super successful entrepreneur does when he’s deep in thought. (Tech Co.)
  5. If you’re at your computer, try shutting it down and working on a task that doesn’t involve a screen. (Psych Central)
  6. There are actually foods that calm you down. We suggest eating them.(NPR)
  7. Green is the new black! Turns out having a plant on your desk relaxes you.(Forbes)
  8. You might want to close your office door for this one, but listening to head-banging music and rocking out will help you release all that nervous energy.(Inc.)
  9. If you’ve got 20 minutes to spare, looking at fractals (like a picture of snowflakes or ocean waves) will make your brain happy. (Everyday Health)
  10. What have you accomplished today? Whether it’s big or small, tell yourself—out loud—what an awesome job you did. (Reader’s Digest)
  11. Blowing up a balloon forces you to practice deep breathing, so make a run to the drug store. Or just take a deep breath. (U.S. News & World Report)
  12. conceptualise stress as a good thing. It’s your body’s way of preparing your for a challenge. (The Muse)

read the original article here

Letting Your Mind Wander Can Make You More Productive

It’s estimated that we spend nearly 50 percent of our waking lives in a state of daydreaming.

For something we do so often, mind-wandering sure has a bad reputation. It’s often described as a mindless activity – one that makes us more lazy, unproductive and dissatisfied with our lives. A Harvard study even concluded, “A wandering mind is an unhappy mind.”

But why would we so readily spend half of our lives engaged in a fundamentally purposeless activity? The answer is that we don’t – a wealth of new research in psychology and neuroscience suggests that daydreaming is anything but purposeless.

In fact, these self-generated thoughts might make us more creative and productive, and may even bring meaning to our lives.

“We (and others) have been arguing that daydreaming serves a function — evolution would have not let so much metabolic energy go to waste,” Dr. Moshe Bar, cognitive neuroscientist and author of a new, surprising study on the subject, told The Huffington Post. “It helps us prepare for the future, plan, think about self and others, and generally engage in mental simulations that facilitate our interaction with the environment.”

But in addition to staving off boredom and giving us the opportunity to reflect, Bar’s research suggests that daydreaming might make us more productive at the task at hand – even as it offers us an opportunity to allow our minds to run wild.

Bar and his colleagues were able, for the first time, to induce mind-wandering in study participants… Participants reported daydreaming most when stimulation was focused on the frontal lobe of the brain. While daydreaming and control might seem antithetical – mind-wandering seems to involve a lack of attention, while executive function plays a role in regulating attention — the researchers hypothesised that there might be a connection between the two. Both brain regions are involved in organising and planning for the future, for example.

But the researchers made another, more surprising finding: Rather than distracting the participants from the task at hand, when researchers induced mind-wandering in the participants, it actually improved performance on the number-tracking task. Mind-wandering seems to enhance the participants’ cognitive ability, helping them to succeed at the task while also allowing them to enjoy some pleasurable mental diversions.

Bar suggested that this improvement is due to the fact that mind-wandering combines the thought-controlling activity of the executive network, and the thought-freeing activity of spontaneous daydreaming, which occurs across the brain’s broad default mode network. The activation of multiple brain regions during mind-wandering, Bar says, “may… contribute to the ability to stay successfully on-task while the mind goes off on its merry mental way.”

“What I think is cool about this study is that it’s possible that the stimulation simultaneously increased activation of working memory (allowing for greater focused attention) and increased mind-wandering,” psychologist Scott Barry Kaufman, who specialises in daydreaming and creativity but was not involved in this study, told The Huffington Post. “If true, this would suggest that attention and mind-wandering need not be at odds with each other and can even facilitate each other.”

As Kaufman suggested, the study points to a harmony between mind-wandering and mindful mental states, which we tend to think of as being at odds with each other. In fact, mind-wandering may not be defined by the inability to pay attention so much as the ability to draw attention inward – to our own thoughts, reflections and dreams.

read the original article

What Mindfulness and Daydreaming Have to Do with Getting Things Done

“You can only feel good about what you’re not doing when you know what you’re not doing.” (David Allen, author of Getting Things Done.)

This podcast on productivity tips for the 21st century conditions we are now working in includes:

  • Why it’s increasingly important to find ways to keep your head clear and stay productive
  • The addictions that constant updates via smartphones are causing
  • The myth of multi-tasking (it doesn’t work when trying to be productive)
  • The 2 Minute Rule – any email you can answer in 2 minutes or less, you should reply to right away
  • How to focus on only what you are doing instead of being distracted by all your other to-dos
  • The importance of day dreaming after doing something productive
  • How to have a “mind like water” and how that helps you react properly to situations
  • The difference between having direction and having discipline

read the original article here

Making happiness count at the workplace

An organisation that proactively creates and spreads happiness at work is better off

adapted from an article by Carole SpiersBBC Guest-Broadcaster and CEO of a business management consultancy based in London.
March 20 is the International Day of Happiness, now celebrated throughout the world and confirmed as such by the UN in 2012. The day recognises that ‘happiness is a fundamental human goal’ and calls upon countries ‘to approach public policies in ways that improve the well-being of all people’.

Being happy at work is one of the keys to being truly happy in life as most people spend 20 to 30 years working, which is about 30 per cent of the average human lifespan.

There are, of course, many factors that impact professional happiness, including business relationships, professional development, work-life balance, environment and organisational culture. Obviously, you have no control over whether your employees are happy at home, but you do have some control as to how happy they are at work.

And if you don’t know if your employees are happy, then why not ask them? If your team is working in a positive atmosphere, this will be reflected in their performance levels, and while the additional cost to you is zero, gains can be substantial.

So let’s look at small actions that can make big differences:

Value and Appreciate

This is top of my list. Make sure that the company’s culture values its human resource and that employees don’t feel as if they are just an insignificant part of an impersonal system. Bosses and team leaders should tell their team that they are appreciated. A simple ‘thank you’ Post-It note left on someone’s computer will probably be kept for many years.

Celebrate

Strengths-based leadership is proven to bring huge increases in productivity, creativity, engagement, commitment, confidence and risk-taking.  Focus on what is already working especially well – successes and achievements – at least three and even five times as much as any negatives and performance weaknesses.  Celebrate team triumphs, employee of the month, as well as birthdays, births, etc. There are always reasons for a celebration … so why not share in someone else’s joy? And doing with this something special to eat helps to make it even more of a shared experience.

Quiet room

Sometimes people need to speak in confidence with someone else. A small room with comfortable chairs and a coffee table could provide this staff amenity.  But even more than this, a lovely space where it is legitimate and valued for people to go and ‘just think’ for a bit can add miracles to what people then go on to do.

Smiling co-workers

A smile costs nothing but has immense value. Any day seems to go better when you are surrounded by colleagues who smile and are willing to help you.  All emotions are contagious and spread from person to person – so you may as well increase the spread of happiness across your team.

Welcome

Care about people’s experience in activities you lead as much you care about the results they need to achieve.  Be a friendly host. Welcome visitors or staff members to your department with a smile. It is sometimes difficult to summon up the courage to go and see someone in a large department, but if each office had a list of names of people and their pictures on the wall outside, then this could encourage people to come in.

Getting to know you

You may have worked with your colleague for many years but I wonder if you know what they do when they go home? Once a month, individuals could give a talk, at lunchtime, about their favourite hobby or interest.

Brainstorming sessions

Set time aside each week to get your team together to have brainstorming sessions. You will be amazed by the mountain of ideas of hidden creativity, just waiting to be unleashed. Have a suggestion board where employees’ ideas would be considered and constructive feedback given. Appoint an ‘ideas champion’ to follow through accepted ideas.

Meet the Management

Maybe once a month, managers could attend a lunch arranged by different members of their team. One month it could be Asian style, another month Indian or Iranian, etc. Whoever is responsible for the meal could give a few minutes of presentation on their individual culture and the food that has been prepared.

A unique benefits package

This could include staff discounts or free gym membership, or free parking.

Flexible schedule/hours

Being able to leave the office by arrangement when you have personal business to take care of, is something that makes any company position, extra special.

In the current economic climate, many companies struggle to gain market share. Fortunately, leaders are beginning to realise that the smartest way to gain competitive advantage is through employee engagement — that means ensuring an environment where it is pleasurable to work.

read the original article here

3 Reasons Why Today’s Leader Needs Mindfulness Meditation

Marketing and business development expert, Deborah Holstein, highlights just three of the benefits of mindfulness for business…

Many people hear the term mindfulness meditation and instantly their eyes narrow with alarm or roll back into their heads. I think I can see the thought bubble over their head flashing “Yes, I know, I know…but I’m trying to build a career here! I don’t have the time!” Because in the busy life of today’s leader (or rising leader) there never seems to be enough time for anything, much less 15 minutes a day for mindfulness meditation. That’s a mistake.

If you do not practice mindfulness, you may be short shrifting your career because you are neglecting to develop critical skills you need to grow and thrive in your career — and in the rest of your life.

Here are 3 reasons why cultivating mindfulness through meditation is necessary for your success.

Mindfulness changes your brain – for the better

You may already be aware of the many health benefits of meditation: lower blood pressure, less inflammation, pain management, to name a few. You may not yet have heard that research has also shown that mindfulness meditation also benefits your brain.

In fact, with a regular meditation practice, the source of your “lizard brain” (the amygdala) actually begins to shrink. And as this primal region of your brain shrinks, the area of your brain associated with higher order thinking (the prefrontal cortex) — awareness, concentration and decision making — becomes thicker. These brain benefits were visible within just 8 weeks and correlate with the amount of time devoted to meditation.

Leaders need take on bigger and ever more complex business challenges, so you need every edge. Starting your regular mindfulness meditation practice now — whether you’re already an executive or plan to be one someday — is like money in bank because the brain benefits will be there when you need it.

Your stress hurts your team

A leader’s stress is contagious. Your team members who see you under stress – tired, frazzled and unfocused – will experience empathic stress responses including increased cortisol. And if you allow your stress to progress into full fledged burnout your team is far more likely to mirror your negative attitudes. This is especially dangerous in today’s open workspace environments because there isn’t an office door to shut to prevent your team from “catching” your stress or burnout.

For all leaders, a big portion of your day-to-day is about motivating and inspiring your team. You don’t want to increase your team’s stress or hurt their health or productivity so you need to be in control of your emotions and proactively managing your stress – all things that stem from a practice of mindful meditation.

Leaders need more soft skills

As a leader, your role – and your value to the organisation – changes from being the one “doing” the work, to being the one ensuring the “right” work gets done. And all the work gets done by and with other people. This means that as you rise in an organisation more and more of your success depends upon your ability to effectively communicate, motivate and mediate.

A mindfulness meditation practice teaches you to be present and more aware of the meta messages inherent in any interpersonal exchange. Truly listening to your team and colleagues and staying aware of their emotional responses — both expressed and not — will help you to most effectively adapt your communications and responses for the best result.

read the original article here

Work hard, work harder: How we’re screwing up the pursuit of happiness.

by GLAIN for The Executive Roundtable

Once upon a time, in a work galaxy far, far away, there was a mantra that companies used to use. It went like this: work hard, play hard. Over the past decade (or possibly more), the mantra has changed to work hard, work harder as companies move their focus from why they do what they do, to a single minded drive to make money and increase shareholder value. Sure, there are a few bright sparks on the horizon. A handful of companies are bringing back the drive for purpose – Zappos, G Adventures, Whole Foods to name a few – but they are overwhelmingly few and far between. In my observation, this quest for the almighty dollar is wreaking a boatload of misery into our work lives… and our homelives…

If you’re feeling like you’re in a never ending numbers grind at work, try changing the focus. Here are a few very simple ways I do this at The Executive Roundtable:

  1. I open our weekly team meetings asking people to share something great that happened to them the week before – personal or work related. Whatever makes you feel good.
  2. We celebrate progress… even when we’re behind on budget. We look at what we’ve accomplished.
  3. We take time to appreciate each other’s contributions by sharing peer feedback.
  4. I make a list of 5 of our members that I haven’t spoken to in a while and reach out to see how they’re doing and share a laugh.
  5. I get inspired by reading an inspiring book, watching a TED Talk or writing a blog post like this one that I think might help others.

As many of you head into the March Break week with your families, think about how you can bring more happiness and balance into your life by taking the emphasis off money and material objects and putting it onto the things that ultimately matter most: love, relationships and community.

read the original article here

Nine Steps To Work-Place Happiness

To achieve greater happiness at work, you don’t need your boss to stop calling you at night. You don’t need to make more money. You don’t need to follow your dream of being a sommelier, or running a B&B in the Cotswolds. The biggest obstacle to happiness is simply your belief that you’re the prisoner of circumstance, powerless before the things that happen to you. We create our own experience. Here are nine steps to happiness at work:

1. Avoid “good” and “bad” labels: When something bad happens, don’t beat yourself up. Instead, when you make an error, be aware of it without passing judgment. Do what you have to do, but don’t surrender your calmness and sense of peace.

2. Practice “extreme resilience: Extreme resilience is the ability to recover fast from adversity. You spend too much time in needless, fruitless self-recrimination and blaming others. You go on pointless guilt trips and make excuses that you know are fatuous. If you’re resilient, you recover and go on to do great things.

3. Let go of grudges: A key to being happy at work is to let go of grudges. Consciously drop the past. It’s hard, but with practice you will get the hang of it.

4. Don’t waste time being jealous: When you’re jealous you’re saying that the universe is limited and there’s not enough success in it for me. Instead, be happy, because whatever happened to him will happen to you in your current job or at another company.

5. Find passion in you, not in your job: Sure, you can fantasise about a dream job that pays you well and allows you to do some kind of social good, work with brilliant and likable colleagues and still be home in time for dinner. But be warned against searching for that perfect position, or even believing that it exists. Instead, change how you think about your current situation. For example, instead of thinking of yourself as a human resources manager at , identify yourself as someone who helps other bank employees provide for their families, take advantage of their benefits and save for the future.

6. Picture yourself 10 years ago and 10 years from now: Most problems that kept you awake ten years ago have disappeared. Much of what troubles you today will also vanish. Realising this truth will help you gain perspective.

7. Banish the “if/then” model of happiness: Many of us rely on a flawed “if/then” model for happiness. If we become CEO, then we’ll be happy. If we make a six-figure salary, then we’ll be happy. There is nothing that you have to get, do or be in order to be happy.

8. Invest in the process, not the outcome: Outcomes are totally beyond your control. You’ll set yourself up for disappointment if you focus too much on what you hope to achieve rather than how you plan to get there.

9. Think about other people: Even in Britain, where so much of work is every man for him or herself, it’s better to inhabit an centred universe. If the nice guy gets passed over for a promotion, he may still succeed in less tangible ways. He may rise later, and stronger. Challenge the assumption that you need to be a dog-eat-dog person to survive in a corporate environment.

read the original article here

Riding the Breath: Breath As A Spiritual Praxis

by The Rev. James Reho

Breathing is never really simple.  Our breath bears our emotional history and is a playing field for our flirtations with both Eros and Thanatos.  While our relationship with our breath is often barely conscious, the quality and form of our breathing enhances and communicates much about our emotional state.  As children, we hold our breath to get what we want; breath steels and expresses our will.  When we are frightened, we gasp for breath sharply with the upper chest; breath influences and expresses our anxiety level.  When we sleep, exercise, concentrate, make love, or meditate, our breath takes on again other patterns to support our activities…

Tradition as well as experience and research indicates that conscious work with the breath can help heal emotional and even physical pain and disease, and can vitalize our body/mind complex in ways that are so extraordinary that I hesitate to describe them… you simply wouldn’t be likely to believe me…

The words for “breath” and “spirit” in several scriptural languages are related:  ruach in Hebrew, ruh in Arabic, pneuma in Greek, and spiritus in Latin.  From this last, we have in English words like “inspire/inspiration” and “expire/expiration” that carry dual meanings relating both to breath and to spirit in various forms (creativity, vitality)…

Why breathe?

In the fifth chapter of the Chandogya Upanishad (8th – 7th century BCE) the faculties of speech, hearing, seeing, thinking, and breathing have an argument concerning which of them is primary for the human person.  These bodily functions[xvii] ask Father Prajapati (the uber-person) which of them is the finest.  He answers that the one whose departure leaves the body in the worst case is the primary function.  Speech, hearing, seeing, and thinking each in their turn leave; upon their return, they all discover together that the body can still function, albeit with some deficit.  When breath determines to leave, however, all the other faculties find they are dragged along with it; indeed, breath is the most important of these.

Aside from its obvious necessity for physical life, the breath expresses and influences our emotional and mental states.   The various techniques of working with breath—from traditional pranayama and hesychastic breathing to more modern practices such as breathwalk[xviii] and holotropic breathwork—we can utilise this often-unconscious process to affect our lives physically, mentally, and energetically:

“Life is not under your control and the mind is not obedient, but there is something the mind does obey.  That is the rate of the breath…” [xix]

Yoga and the Transformational Power of Prānāyāma

Prānāyāma, the control of the breath (really, of the life essence which is carried upon the breath) is one of the eight traditional limbs of yoga.  There are hundreds of methods of prānāyāma, devised to enhance very particular aspects of one’s being and/or address very particular weaknesses in the physical, emotional, intellectual, or psychological being of the yogi.  Practitioners claim that directing the breath in particular ways can build and enhance cross-hemispheric functionality of the brain as well as optimise the function of glandular systems and mental and physical performance…

Mastery of various forms of prānāyāma is an endeavour requiring years of practice and study.  One learns to exercise precise control over inhalation (puraka), exhalation (rechaka), and breath retention (kumbhaka): through building stamina and extremely sensitive muscular control, one can “move” the breath with precision into various areas of the lung, retain the breath for extended periods with fine control over air pressure, and also finely tune the nature, rate, and form of the exhalation, creating a nearly infinite array of possible breath patterns.

The benefits and effects of prānāyāma are nearly unbelievable to those who have not experienced them. Directing the breath into various bodily energy centres can bring about experiences of expanded consciousness or incredible bliss; slow alternate nostril breathing can calm and balance the mind and emotional self; and strong, mouth-based prānāyāma such as is done in breathwork can open levels of experience and consciousness typically thought accessible only through hallucinogens or years in a snowy cave in the Himalayas or upon Mt. Athos.  Sound interesting?  Here are some starting points to begin gathering your own data on the power of breath…

Getting Started: Jumping into the Experience of Breath 

Here then are three entry-level prānāyāma exercises that can give you a first taste of what is eventually possible through the control of breath.  I am a certified yoga instructor, but am not a healthcare professional: please check in with your doctor or healthcare professional before beginning any of these practices, and if you become dizzy or ill… stop and rest.

Deergha Swasam (Three-part Yogic Breath):

Sit in a comfortable position with a straight spine, either cross-legged on a cushion (making sure knees are lower than the hips) or in a chair with feet on the floor.  Rest the hands in the lap.  Eyes are closed. Begin by inhaling slowly through the nose into the diaphragm/abdomen.  Once the abdomen is full, allow more breath to come into the chest, expanding it forward and outward (i.e., both the front and sides of the chest expand).  Finally, bring in even more breath so that the collarbones slightly rise.  Let this long inhalation be smooth and gentle-but-firm.  Now exhale the same way: let the air come out from the collarbones, from the thoracic cavity, and finally from the abdominal cavity.  Fully empty the lungs by bringing the navel in toward the spine.  Repeat for ten minutes.

This breath builds lung capacity in a pleasant way (there are really tough prānāyāmas that do so in a less-than-pleasant way!).  Our typical, unconscious breaths usually involve inhaling about 500 cubic centimeters of air; through a full deergha swasam breath, you will inhale (and expel) about 3000 cubic centerimeters of air.  Six times the air means offers six times the oxygen.  Aside from fuller oxygenation and removal of toxins, deergha swasam helps steady the emotional state and create a peaceful, alert focus of the mind.

Kapalabhati (Skull-shining Breath, or Breath of Fire):

Sit as above.  Here you focus on the exhale, which is sharp and brought about by quickly “snapping” the navel in toward the spine.  The inhalation will occur naturally as the abdomen relaxes.  Build this up so that you can accomplish two or three cycles per second.  Both exhalation and inhalation occur through the nose.  This breath can be practiced with arms raised to the side at 60 degrees, elbows straight, palms up.  Bring the focus of the closed eyes to the point between the eyebrows.  Practice for three minutes, then inhale and hold the breath.  Finally, exhale and rest for two minutes with hands sweeping down at the sides and coming to rest in the lap.  Let the breath return to normal.

According to practitioners of kundalini yoga, this breath builds the aura and cleanses the blood and the lungs.  It invigorates the whole body and is great to do as part of your wake-up routine.  Although in the early stages of learning this breath we focus our energy and concentration on the exhale, there should be a balance between the exhalation and inhalation so that you do not become breathless.

Nadi Sodhana (alternate nostril breathing):

Nadi sodhana is really a family of prānāyāma techniques that focus upon balance and opening of the nadis, energetic channels that are said to exist in the subtle (pranic) body.

To perform nadi sodhana, sit again as outlined above.  Allow the left hand to rest on the left thigh or lap.  The right hand forms a two-pronged pincer, with the index and middle fingers bent into the palm.  The extended thumb forms one end of the pincer and the ring finger and pinky, kept together as one finger, form the other.  Take a few preparatory deergha swasam breaths, and then after an inhalation, use the thumb to close off the right nostril.  Exhale.  Inhale.  Now use the ring finger-plus-pinky to close off the left nostril and remove the thumb to allow the exhalation to pass through the right nostril.  Inhale.  Now again block the right nostril and open the left.  Exhale and inhale.  Continue, gradually working to lengthen the inhalations and exhalations.  Once you are comfortable, you can work on having the exhalations last for twice as long as the inhalations.  To complete a cycle (let’s say, ten minutes to start), let the right hand return to the lap and the breath return to normal after an exhalation through the right nostril.

This nadi sodhana practice calms the mind and the heart and balances the hemispheres of the brain.  It builds strength in the lungs as well, especially when one pauses to retain the inhaled breath and then pauses again when the lungs are fully evacuated as part of the practice.  Yoga teaches that we alternate which nostril is dominant roughly every 90 minutes (experiment with this; you’ll see it’s about right), corresponding to our natural “switching” between hemispheric brain dominance.  Through the practice of nadi sodhana, we simultaneously active both hemispheres of the brain, bringing both balance and deeper connectivity between the hemispheres.

read the original article here

Happiness At Work #123

All of these articles are gathered together in the new Happiness At Work collection along with many more more that give ideas, tools and techniques for increasing greater leadership, balance, productivity, creativity, learning, resilience and flourishing at work and in our lives….

see the full collection here

Happiness At Work #122 ~ People: our greatest resource, now as it has always been

We are more and more recognising that the ‘soft people skills’ are neither unimportant nor inevitable, and we fail to give them our best attention and expertise at our peril.

“…given the chance, brilliant people want to do brilliant things for and with their own community, because our greatest resource is now, and always has been, people.”  Stella Duffy

Our headline post for this new Happiness At Work collection takes its words from Stella Duffy, writing about the real power of brilliant everyday people to make brilliant things happen – and yes, that would be all of us.

What last year’s very first Fun Palaces experiment discovered, heightened and celebrated was the huge talent, enthusiasm, energy and abilities of people to make something together when there is the right mix of invitation, belief, openness, trust, and recognition.

A Fun Palace is a 2hour or 2day (or somewhere in between) event that is Free, Local, Innovative, Transformative and Engaging.

80% of the 3,000+ people who made them and 80% of the 40,000+ people who took part in last year’s Fun Palaces across the UK and in other countries were experiencing arts activity for the first time.  And 90% of makers believed their Fun Palace made people very happy or happy.

And there is much we might learn from this to take into our organisations, teams and work relationships, as the article about relationships at work collected here all suggest.

Fun Palaces 2015: realising the excellence of local people

Try reading this imagining that Stella Duffy is talking about your organisation, even if you are not a professional working in the arts, science or community engagement…

The 3,183 people across the UK who signed up to make local Fun Palaces last year did so for many reasons…

For most, whatever their initial reason for getting involved, it was the local aspect that proved crucial: working with neighbours (many of them not already friends), local councillors and public buildings, often for the first time, to make great, inclusive work – and making it locally.

One of the things we’re proudest of with Fun Palaces is that it’s not about outside experts. Contrary to many subsidised engagement programmes, this project doesn’t fly in experts to make a difference. It does not look for experts to tell a group how best to function, nor does it believe that experts are best-placed to inspire communities to create their own arts and sciences events. We do not bring in world-class orchestras or top-ranking scientists to work with Fun Palaces; we couldn’t afford to, even if we wanted to – and we don’t want to.

The local person – perhaps not well-known or known at all, but expertly and compellingly enthusiastic – is a role-model who says: “I am from here, I am like you and that means you can do this too.” The local enthusiast, rather than the flown-in expert, underlines the possibility that we can all be creative.

Joan Littlewood said she believed in the “genius in every person” – and we do too. We believe that everyone can make great work, in every field, and that what is lacking is not willing, hard work – nor the brilliance necessary for ordinary people to become expert – but opportunity and encouragement…

What we learned from our Fun Palaces pilot in 2014 was that the experts are already in communities, that excellence of engagement is far more valuable than a subjective excellence of artistic quality.

We also learned that, given the chance, brilliant people want to do brilliant things for and with their own community, because our greatest resource is now, and always has been, people.

Real people, ordinary people, the people: the ones who know their own community’s needs and wants, because they live in it, offering engagement and participation far from Westminster, from the grassroots up.

Maybe you can make something brilliant during this year’s Fun Palaces where you are?  Fun Palaces, 3–4 October 2015, is now open for registration.

Read the full article here

7 workplace myths disproven by research [infographic]

Admittedly this is a real potpourri of seemingly random bits and pieces of research, but it has been made up into an intriguing provocation to some of the assumptions and beliefs that w might need to let go of in the new world of work we are making for ourselves.

Read the full article here

Where To Start On Empathy? 5 Essential Reads

Nathan Wiltshire writes

During the course of my work and life, many people ask me for advice on where to begin their own explorations into empathy. Having personally consumed hundreds of articles, books, blogs, and video content, I thought I would help de-clutter and put on a platter some of the best sources to not only get started, but to challenge your thinking. Happy reading!

1. Empathy: A handbook for revolution by Roman Krznaric

Out of all high-level discussions on empathy, this is by far the most ideal introduction to the topic. As an inspirational yet very accessible read, I suggest this as the ideal stepping-stone into empathy. By approaching the exploration from a philosophical lens, the author provides a high level overview of empathy, interwoven with many excellent historical illustrations and practical real-world examples. Also, there is a great TED talk previewing the book.

2. Down and Out in Paris and London by George Orwell

I like this book as the strongest practical demonstration empathy, in which Orwell immerses himself in a homeless life. For me its impact comes as much from the descriptions of lived experience on the street, as it is for knowing that this was a transformational period for the writer. The reader really gets a strong sense for how this experience provided Orwell with the deepest of insights into humanity, which he would use as the basis for later seminal works that remain relevant today – 1984 and Animal Farm. This might even inspire you to seek immersion in your own life, to intensify your own empathic exploration beyond your usual comfort zone. It is suggested second on this list deliberately as you will find it easier to make the connection between the author’s empathic journey if you start the book with an understanding of empathy basics provided by Roman Krznaric.

3. Zero Degrees of Empathy by Simon Baron-Cohen

This was the first book I ever read by a neuroscientist. I chose this because it seemed logical that in order to really understand empathy, it is necessary to get to the very source – the human brain. Zero Degrees turned out to be an easy to read and fascinating account of the conditions that leave some people without the neurological capacity for empathy. For anyone interested in empathy, this is a key insight as it demonstrates that the vast majority of us can be empathic.

4. Empathy: A motivated account by Jamil Zaki

After reading the first three, this will be a slightly more testing read as the author provides a more technical account of empathy. This has been added to the list mainly because it will make you consider what brings people to empathy (or not). It discusses the selectiveness of empathy, that it is dependent on several personal and situational factors, and that we even avoid empathy under certain conditions. Why do we act when a family member is in need of help, or even a fellow countryman, but not the millions living in poverty in far away places? These are fundamental questions we all need to ask ourselves. It may seem overly technical for some – however, those who can stick with it will gain new levels of insight.

5. Well Designed: How to use empathy to create products people love by Jon Kolko

Having read the first four on this list, you’re probably thinking, ‘Great, I now have some understanding of empathy… but what the heck am I supposed to do with it?’ One of the great challenges I see at the moment is the rapidly developing thought leadership in the clinic sphere, coupled with a relative dearth of advice on applied empathy. Well Designed takes steps towards a practical framework for applying aspects of empathy in product design. The author combines his background in design thinking and develops it to address the need for robust empathic insights. To do this he leverages ethnographic techniques and an immersive account of empathy, which indicates that observation is an essential starting point. The steps contained with this book are simple enough for anyone to try – not only in product development, but also in service or process design.

Read the original article here

10 Ways to Make Employees Happier in 2015

Derek Irvine, employee recognition expert and co-author of The Power of Thanks, suggest his top ten tips to reinvigorate employees, and build and foster a more dynamic company culture…

One simple way to breathe new life into your workforce and culture is by focusing on “thanks” and social recognition.

According to Globoforce’s Spring 2014 Workforce Mood Tracker survey, 73% of employees who are recognised at work feel happier in their jobs. Thanking your employees daily and, in turn, encouraging them to consistently thank each other, will go a long way; as will implementing a recognition program that can help streamline and track moments of “thanks” in your company.

By saying “thank you,” you will not only have happier employees, but employees who are more engaged, motivated and loyal to you as their employer.

Here are 10 ways to create a culture of recognition, and make your employees happier in 2015:

1. Thank your employees every day

While “thank you” is instinctual, it’s most powerful when it occurs repeatedly, and in a timely manner. Focus on recognizing employees on a consistent basis throughout the year.

2. Foster friendships at work

According to Globoforce’s Fall 2014 Workforce Mood Tracker survey, 89% of employees say work relationships matter to their quality of life.

Work friendships inspire and motivate employees, make employees feel more loyal and connected to their company, and provide the foundations for building trust among colleagues.  By encouraging friendships at work, you create a happier employee and also an employee who’s more productive and committed in the workplace.

3. Pay attention to employees’ needs

Some managers are more task-focused than people-focused. Instead of looking at their employees and their needs, they’re looking at their to-do lists.

By keeping your head up, you’re not only in a better position to see and acknowledge your employees’ needs, but also their contributions, which puts you in a much better position to reward their work.

4. Nurture your company’s culture

Choose the values that define your company, and then encourage your employees to express those values in their everyday behaviour.

Instituting a recognition program can help breathe life into these values and make them actionable for employees every day.

5. Encourage employees to celebrate each other

Every company is a collection of communities and of human beings, bonded by their connection to each other through their work.

By giving employees the opportunity to congratulate and thank each other for their work, a culture of recognition naturally emerges through associative behavior.

6. Create better leaders

There’s an old adage that people don’t leave companies, they leave their bosses.

By encouraging people to thank their teams often and, in turn, encourage the same behaviour among employees, a palpable rise in employee happiness will occur.

7. Show employees empathy

The importance of humanity in the workplace cannot be overstated. It’s one of the critical components of developing and retaining employees because, as humans, we have an incredible need for acknowledgement and compassion.

Listen, support and protect your employees, and encourage the same behavior among all teams by celebrating instances where great connections occur.

8. Prolong the honeymoon

New hires love their jobs, are more engaged and feel appreciated and acknowledged at work. However, after passing the one-year mark, these feelings tend to wane.

In order to keep employees happy, make every year feel like the first year. Recognise and appreciate your employees as often as possible so their enjoyment and engagement in the job starts high and stays high.

9. Unite your team

Today’s multigenerational workforce calls for an adaptable culture that is functional for a variety of different styles and approaches.

Understanding people’s motivations and work styles, and being sure to make room for all of them in a united workplace, will help you make great strides in energizing your team.

10. Give “thank-you” gifts

Everyone loves receiving gifts. So why wouldn’t the same apply in the workplace?

Consider giving employees a gift with tangible value, such as a choice of merchandise or gift card, which will in turn improve their engagement, motivation and happiness.

Read the full article here

What Does Your Communication Say About Your Culture?

Are you aware of how your communication style impacts your culture?

Is it the impact you want?

What one change in communication style would make if it returned a better outcome?

Leadership expert 

There are several ways we, as a society, currently communicate:

  • Verbal: Face-to-face, words, tone;
  • Written: Email, text, tweet;
  • Non-Verbal: Body language;
  • Interpretation of environment: Atmosphere, cultural styles.

Your current and future leaders need to be able to communicate in all these ways because today is different from yesterday and it will be different tomorrow. It is a continual change.

However, no matter what method you communicate through, there are some things that will not change.

Perception is reality

How others hear you and how they see you is reality to them, not your interpretation of the situation.

Perception is reality, and whether or not you are listening intently while staring off into the distance during a conversation, the individual you are engaged with will interpret you as disinterested, rude, and disengage quickly.

Organisations must invest in their people to improve self-awareness, understand that perception is reality, and proactively deal with impact of communication on their overall culture.

Don’t kill the messenger

First impressions represent 80% of what people think of you – period. This occurs within the first 90 seconds or less.

To change an impression requires a lot of work over many hours, sometimes even days. You have heard that one “Oh, S***” will replace 50 “Atta boys!” in five seconds! This is the same with first impressions.

In today’s world of speed, your words or letters and their delivery will either capture their attention or eliminate it.

Body language tells its own story. Awareness of your facial expressions, your stance, and your eye contact (to name a few) can create a perception that is very negative or very positive and inviting.

In addition, behaviours are interpreted as actions, whether they are verbal or not. What is your organisational culture telling you if during a manager’s meeting everyone is sitting around the table with their arms folded and checking their phones?

Learning more about non-verbal communication may actually help you reach your return on investment (ROI)!

Big Bang explosions create lasting scars

We mentioned earlier that change is constant. If an organisation wants to meet their revenue targets, they must be able to live through constant change and reduce any type of chaos associated with how work gets done differently.

Some company cultures that experience continual change have often felt that the Big Bang style is the best; as everyone is an adult, they need to get over the past, live with the modification, and get on with it. They proceed to toss all modifications on the table at once and basically tell their people accept it or move on.

But experts say this causes people to wish for the past and how things use to be, blocking them from moving forward and slowing down your team and productivity. Leaders of tomorrow must learn the techniques to eliminate the scaring effects of a Big Bang explosion.

These are just a few examples of how communication can impact your organisational culture.  For companies that are truly serious about their future, it becomes part of their leadership development as they grow leaders for the changing needs of their company’s future.

Read the full article here

Life as a Gymnasium, Trading and Investment as Workouts

When Positive Psychology starts being applied to finance you know it’s being taken seriously!

Although written specifically for finance professionals, especially traders, Brett N. Steenbarger’s ideas here lift easily across and into many of our professional lives, and offer some strengths-based ways to treat ourselves with greater humanity, recognition and appreciation…

My initial post introduced positive psychology as a bridge between the real and the ideal–between who we are and who we aspire to be. The radical paradigm shift of positive psychology is that we don’t cross that bridge simply by solving problems and resolving conflicts. We evolve by building upon our strengths: by becoming more of who we are when we are at our best.

Imagine that life is a gymnasium filled with exercise machines and equipment. One station provides us with a workout for joy and happiness. Another station exercises our capacity for life satisfaction, fulfilment, and gratitude. Still another station pushes us to higher levels of energy and vitality. Creativity, mental toughness, love and friendship,mindfulness – all have their workout spaces in life’s gym.

The notion of life as a gymnasium suggests that how–and whether–we develop hinges on the quality of our workouts. In life, as in the weight room, it’s use it or lose it. We either exercise and develop our strengths or we allow them to fall into disuse. That perspective yields a very different way of looking at our daily calendars and weekly planners: What have I exercised this day, this week? What strengths have I strengthened and which have I neglected? Am I working out, exercising the best within me? Or am I merely coping, keeping head above water in status quo mode?

Development requires expansion, not shrinking. In any gym it is only when we push our boundaries that we expand, becoming stronger, faster–more fit.

Work As Gymnasiums

Because of the need for continuous adaptation, [21st century work] requires ongoing workouts of our psychological capacities. Successful [professionals] must maintain a steady discipline of risk control, a self-confident capacity for decisive action, and also an unusual open-mindedness and flexibility when change occurs. Opportunities are ever-changing, which means that successful [professionals] must be analytical and creative, optimistic and cautious. On top of it all, skilled [professionals] must manage themselves as well as they manage risk and reward. If we fail to maintain focus/concentration, emotional balance, and self-control, our decision making suffers and we can fail to profit from even the best ideas.

Making Your Workouts Work For You

Positive psychology suggests one powerful strategy: dissect, analyse, and study your most successful decisions and actions. Reverse engineer your successes and you will discover your principles for peak performance.

This is what is known in psychology as a solution-focus. To bridge real and ideal, immerse yourself in what you do when you most closely approximate your ideals. If you unearth a great idea and manage it well, break down how you generated the idea, how you turned the idea into an successful strategy, how you managed the risk and reward, and how you managed yourself to sustain good decision making.  If you study your own work over time, patterns emerge. You’ll see errors you need to correct, but you’ll also observe strengths you can build upon. In studying your successes, you will realise that, at times, you already are well along that bridge toward your ideals.

You can’t sustain great workouts if you don’t know your best practices. Exercising your strengths requires that you know what your strengths are. If you begin to catalogue your best work, you will observe your patterns of success: the ways in which you leverage your strengths.

Read the original article here

Also on this theme…

Science Proves That Hugs Can Boost Your Immune System

We know that hugs make us feel warm and fuzzy inside. And this feeling, it turns out, could actually ward off stress and protect the immune system, according to new research from Carnegie Mellon University

Why Managers Need To Focus On Employee Happiness

If managers were smart, they would focus on employee happiness, and allow employees to naturally come up with great ideas and provide great service.

Happy employees are more productive. If an employee is happy, they’ll be more likely to be engaged, and go above and beyond to perform well.

And this has now been proven by research…

Happiness At Work edition #122

You can find all of these articles, and more, collected together in edition #122 of Happiness At Work here

Happiness At Work #75 ~ stress, happiness and productivity

This week our Happiness At Work theme considers some of the growing knowledge we are getting about the effects that work-related stress is causing us in our always-on-and-available 21st century lives.  And we give particular focus to ideas that can help us to learn better ways to think about and respond to pressure without harming, but rather increasing our productivity.  And our happiness too.

photo credit: canonsnapper via photopin cc

photo credit: canonsnapper via photopin cc

Nelson Mandela, 18th July 1918 – 5th December 2013

And, on the day the world remembers and mourns the death of an extraordinary human being, you will also find a photo tribute to Nelson Mandela, from The New Yorker, and an article from Fast Company highlighting

Nelson Mandela’s Most Innovative Moments:

+  When you have a just cause, go global…

+  Be open and forgiving, trust the truth to bring progress…

+  To maintain the health of what you’ve built, know when to step aside…

+  It’s never too late to make up for mistakes…

+  You can embody courage while still feeling fear…

Nelson Mandela: Barack Obama Pays Tribute

“…so long as I live I will do what I can to learn from him…

We will not likely see the likes of Nelson Mandela again, so it falls to us, as best we can, to follow the example that he set.  to make decisions guided not by hate but by love, to never discount the difference that one person can make, to strive for a future that is worthy of his sacrifice..”

How To B More Productive and Happier During Times of Stress

Laura Shin writes…

Few deadlines are quite like the end of the year…  It’s the perfect storm for stress.

But stress isn’t the dreaded beast we all make it out to be.

In a study conducted with two Yale researchers, Shawn Achor, positive psychology researcher and author of The Happiness Advantage and Before Happiness,  found, “if we could get someone to change their mindset around stress to see it as a challenge instead of as a threat, they had 23% fewer stress-related symptoms like headaches, backaches and fatigue. The stress was still there but the effect upon the body was completely changed. So stress is inevitable but its effects on us are not. The question is how can we take things like holiday stresses and see them as enhancing instead of as a threat or something that takes us away our energy.”

Here’s how to make it through this stressful time happier, more productive and better prepared to take on the new year.

1. Use the “add vantage” technique.

If you’re facing what seems like a mountain of tasks, try to think of as many descriptors as you can for each activity. Take, for example, washing dishes. You might start with “bore” or “soul-draining,” but as you go on, you might also remember it’s a chance to feel productive, that you enjoy the feel of warm water, or that it’s nice to engage in a mindless activity for a while.

“The more you do this, the more you realize that there’s not just one reality but multiple realities at any point, so the key is to pick the most adaptive reality,” says Achor. “You could view your work as hectic — and that’s true, it is hectic, but you could also view it as a source of opportunity, and that’s also true. The way we describe that event to our own self and to other people changes the way we think about it. If you are about to have a holiday meal and listing off all the stresses and all the negative parts of that holiday, your family will remember it as a stressful, panicked, unhappy time. But if you focus on meaning, connection, how beautiful things look, then you have a different brain and social script for that event.”

Two activities that help you add vantage points are to cross-train your brain by visiting art museums (seriously — 20-some medical schools require their students to take an art class because a study found it increased students’ ability to detect important medical details by 10%), and changing your patterns so you drive a different way to work, talk to a person you wouldn’t normally talk to, etc.

Achor writes in Before Happiness, “Research shows that by simply changing your perspective in the workplace you can achieve greater long-term growth, 37 percent higher sales, and 31 percent more productivity, and perhaps even increase your likelihood of living to age ninety-four by up to 40 percent. “

2. Think about the meaning behind the stress you are experiencing.

If you only think about the stress of an activity, and not its larger purpose, you’ll reap only its negative effects, says Achor. “So if you are stressed about a job interview, refocus on the chances to advance your career, and if you are stressed about a presentation you have to give to an organization, think about how your involvement with that group is making a difference,” he writes.

Similarly, social connection has been proven to help us overcome stress and fend off depression in a variety of settings ranging from work settings to addiction programs, says Achor. He recommends that, when considering your holiday tasks, focus on how they will deepen your relationships instead of viewing them merely as items to be checked off.

If certain triggers distract you from the meaning behind your work and take you down a counterproductive mental path of destruction — for instance, Achor found negative reviews of his books killed his productivity — banish these mental hijackers. For Achor, he kept good reviews of his book at hand and would read some each morning to remind himself of the meaning in his work and jumpstart his productivity.

3. Decrease noise.

Two researchers from the University of San Diego found that the amount of information consumed per capita by Americans has increased 60% from 1980 to 2008 — from 7.4 hours a day to 11.8. Shockingly, these figures exclude working hours.

Achor says that studies show that when your brain is overwhelmed with information, it’s harder for your brain to see positives. What he suggests: “Decrease the noise a little bit — for the first five minutes you get into the car, turn off the radio, or mute the commercials during the football game. Or, have two to three hours a week that you reserve as no cell phone and computer time — turn your brain into basically like noise-canceling headphones, so you can quiet some of that noise and allow your brain to work better at meaning in your life so you can find the positives to move forward in your life.”

4. Set yourself up for success.

See that drawing? The two circles in the center are actually the same size. But the one on the right looks bigger simply because it’s surrounded by smaller circles. People putting golf balls into the center holes were more likely to score with the hole on the right than the one on the left, because they perceived their likelihood of making the putt as higher.

How do you re-create this effect at work? When you face a difficult task, remind yourself of times when you’ve succeeded in similar situations. When you think of your competitors, think of as few as possible. (A study found the greatest predictor of performance on an academic test is the number of other test takers in the room, with students competing against fewer students doing better.)

Likewise, when many leaders come up with contingency plans in case of problems, they’re setting themselves up for failure. Instead, think of all the ways you can succeed at your challenge first. “Because what you map first is more likely to become the reality, you should spend your brain’s valuable resources looking for an escape route only once you have mapped multiple paths to success,” he writes.

5. Get a full night’s sleep, and don’t go hungry.

“If you memorize sets of positive, neutral and negative words and then sleep for seven to eight hours, you’ll remember about 80% of all the words a day later,” writes Achor. But  if you miss a night of sleep? You’ll still remember a majority of the negative and neutral words but will remember almost 60% fewer positive words. Your brain perceives your lack of sleep as a threat and starts scanning the world for more threats.

On a similar note, a study found that judges have been found to grant many more paroles after lunch than before. “As sugar levels were dropping, their willingness to see the positive and that change is possible dropped, and as soon as they ate again, they could start to see what was possible,” says Achor.

He says there are four barriers to creating a positive reality, which he’s nicknamed HALT — being hungry, angry, lonely or tired — so if you feel any of those things, you need to eat, calm down, talk to someone you love or sleep.

6. Give yourself a head start.

If a store gives someone a buy-ten-get-one-free coffee card, it speeds up that person’s purchasing of coffee, says Achor. But if a store requires 12 coffees to get the free one but gives you the first two stamps for free, you’ll actually buy coffees even faster. Why? Even though you still have to buy 10 coffees, you perceive that you’re already 1/6 of the way toward your goal.

“So as as you make to-do lists for the holidays or resolutions,” says Achor, “the biggest mistake we make is we start at 0%, and we don’t show our brain any of the progress we made. So now when I write down checklists, I write down what I’ve already done this day — I already had breakfast, had a couple phone calls. By perceiving that progress you’ve already made, it speeds your brain to achieving the rest of the goals.”

Ditto with New Year or resolutions. When you write yours, note down the accomplishments you’ve already achieved this past year so it’s not a list of things you haven’t done yet.

7. Train your brain to be more positive.

Achor details five steps to happiness and more productivity in his TED Talk,The Happy Secret to Better Work. Every day during the holiday season, write a gratitude list of — you guessed it — things for which you are grateful. Spend a few minutes every day journaling about a positive experience in the last 24 hours. Exercise. Meditate. And finally, send an email expressing your appreciation to someone you love, or perform other acts of kindness.

By doing these things, “your brain’s optimism will stay high for the next six months,” says Achor. That not only sounds like a great way to spend the holidays, but also a great way to start the new year.

Link to read the original article

photo credit: Joel Bedford via photopin cc

photo credit: Joel Bedford via photopin cc

Are Happy Workers More Productive?

Alexander Kjerulf and Jan Kristensen debate the issues

Would you agree with the statement: ‘Happy people are more productive?’

Chief Happiness Officer at Woohoo inc., Alexander Kjerulf presents the evidence that convinces him why this is true, taken from his perspective reviewing and writing about the research on this subject, and Jan Kristensen, Director of Lean Leadership at Novo Nordisk, presents his refute from his critique of and perspective as an occupational psychologist, before they both going on to debate these issues in discussion…

Here is a summary of the evidence that Alexander Kjerulf presents for the affirmative:

‘”In the workplace we know that happiness causes more productive and creative workers…” – Ed Deiner, ‘the grandfather of happiness research

There is a significant amount of research that organisations with high personal wellbeing will get better results…an increase of 1 point on the Personal WellBeing (PWB) scale is associated with an increase in productivity of 8.8% – a significant amount.” – Cary Cooper, Manchester University and author of ‘Wellbeing, Productivity and Happiness At Work’

Happy people of more and better work: Daniel Sproy, University of Warwick found people who watched a short comedy clip before doing maths equations worked harder at it and performed 10% better than their neutral peers.

Happy people are more creative:  Teresa Amabile, Harvard University, found people who were in a good mood on Monday had more ideas on Monday and on Tuesday, even if they were in a bad mood on Tuesday.

Happy people are more productive, braver, more resilient, sell more, give better customer service, are more open and empathetic, and more generous…  On all of these areas happy people outperform their less happy peers.

A huge Gallup study involving 8,000 people found that happiness at work leads to lower absenteeism, lower employee turnover, higher productivity, higher customer satisfaction, higher sales and higher profits. (‘Well-Being In The Workplace and Its Relationship To Business Outcomes – a review of the Gallup Studies‘, James K. Harter, Frank L. Schmidt and Corey L. M. Keys)

Causation: Alexander Kjerulf says it looks at though it goes both ways but effects caused by happiness at work is stronger than the other way around.

Stock Price: companies who measure as the Best Places To Work  also show the highest share prices and the causation here has been well established.

Jan Kristensen’s presentation firstly winds its way through a personal history from wanting to live up to his grandfather’s achievements, to his work in management development.  He presents some of the same research as Alexander but interprets its findings differently.

His first objection is the problem of correlation which. he says. ignores the higher degree of variation and his second objection seems to be that many of the studies have actually led to false conclusions and brought about the conditions of self-fulfilling prophesy.

“if we continue to fake a correlation between happiness and productivity, eventually there will be no HR, there will be no organisations.  The only real alternative is to figure out different ways of thinking about management and then helping leaders to move into that…”

Here is what fell out from the discussion for me…

Kristensen: Our conclusion about the link between happiness and productivity is based on inaccurate reporting of 14 original studies that actually proved the opposite…

Kjerulf: Later studies (e.g. Diener & Seligman) have shown that these original studies were wrong and have found much higher correlations.  And a seemingly small percentage increase can actually lead to a very large actual benefit in terms of real productivity measures.

Kristensen: LEAN was invented in the 1950s and concentrates on work processes rather than people to increase productivity, and “the funny thing about that is the only way you can make that improvement is by making people unsatisfied about their work … because the only way you can get people involved in saying ‘how can we do this better?’ is if they believe that the way that they are working is not good enough…”

No no no no no no no no

Kjerulf:  “I would argue that a large part of happiness is involving people in meaningful work and give them a chance to say ‘how can we do this better?’  And i would argue that one way to be ridiculously happy at work would be to get someone to create an 800% improvement on something…  And the whole ‘you gotta be unhappy to improve’ – you can be unsatisfied and improve but as we see from teresa Amabile’s studies, if you need people to be creative, we are more creative when we are happy, when we are experiencing positive emotions.  So saying the unhappiness drives company innovation is actually wrong…”

“There is a fundamental flaw in your argument and that is happiness has been used before to trick people and therefore happiness is bad, but this not logically follow…”

And here is Alexander Kjerulf’s self-addmitted biased summary of the case for the negative…

…after having read Jan’s phd thesis and done the debate, it’s clear that there is ample evidence that happiness makes us more productive in the workplace and very little evidence against this.

As best I can tell, Jan offered 3 specific arguments for his assertion that happy workers are no more productive than unhappy ones.

1: 14 original studies
Jan claims there are 14 original studies, which everyone in this field cites as proof that happy workers are more productive but that those 14 studies in fact show the exact opposite.

He only mentions one of those 14 studies (hawthorne) so it’s hard to evaluate his claim. But let’s say we grant him this. It still doesn’t support his position. Even if every single one of those 14 studies could be invalidated, it would not serve at all to disprove all the studies that have come since them. I quote several of those studies in my presentation.

2: Low correlation
Jan states that the best correlation found in meta-studies shows a correlation between happiness and productivity of 0.25, which is too low for his liking.

But a low correlation is still a correlation, so at the very least we can say that happiness and productivity are connected. And as I showed in my presentation, there are also studies showing causation, i.e. showing that happiness causes productivity.

3: Difficult to implement
Jan’s final argument is that he and his HR colleagues have tried to implement happiness in Novo and that it has failed every time.

The logical flaw in this argument is clear: People’s ability or inability to implement it has no bearing on whether or not the theory is true.

As best I can tell, Jan offers no further arguments in support of his position.

Your take

What’s your take on this – are happy people more productive? Are happy workplaces more profitable? What evidence have you seen that supports your position?…

Link to read Alexander Kjerulf’s original article

photo credit: Today is a good day via photopin cc

photo credit: Today is a good day via photopin cc

U.S. Employers Rank Stress as Top Workforce Risk Issue

Press Release: Understanding employee views is key to addressing issue

Stress is the number one workforce risk issue, ranking above physical inactivity and obesity, according to the 2013/2014 Towers Watson Staying@Work Survey, conducted by global professional services company Towers Watson, and the National Business Group on Health. However, only 15% of employers identify improving the emotional/mental health (i.e., lessening the stress and anxiety) of employees as a top priority of their health and productivity programs.

While stress can energize workers to meet challenging goals, it can also overwhelm them and interrupt business performance. Despite the negative consequences, many employers do not fully understand employee views of its causes.

“Employees seem to be saying, ‘support me, pay me, and direct me,’ but employers are focused on other stress factors,” said Shelly Wolff, senior health care consultant at Towers Watson. “Stress has a strong link to physical health, emotional health, personal purpose and community — all contributing factors to workplace performance. Employers that fail to understand employees’ views on stress risk diverting time and resources to fixing the wrong problems and, at the same time, alienating employees.”

Causes of Stress: Employer and Employee Disconnect

Employers rank the top three causes of workplace stress as lack of work/life balance (86%), inadequate staffing (70%) and technologies that expand employee availability during nonworking hours (63%). Employees rank inadequate staffing as the number one source of stress, followed by low pay or low pay increases, and unclear or conflicting job expectations... Inadequate staffing includes lack of support or uneven workloads and performance in groups.

This is where the disconnect starts to take shape. Only inadequate staffing is ranked in the top three causes of stress from both employer and employee points of view. Based on 10 drivers of workforce stress, employees ranked lack of work/life balance fifth, while employers ranked it first. Furthermore, employees ranked low pay or low pay increases as their second-biggest source of stress, while employers ranked it ninth.

Solutions: Establishing a Workplace Culture That Proactively Manages Stress

While employers feel that the employee assistance program EAP is a primary way to address stress issues, only 5% of employees say they use this resource. Also, only about four in 10 employers (39%) offer overt stress management interventions to employees (e.g., stress management workshops, yoga or tai chi). Employees turn to leisure/entertainment activities (47%), social support (42%) and physical activities (39%) to help them cope.

There is a strong recognition that the workplace experience can both contribute to and reduce employee stress. By pursuing a holistic approach that covers both health and well-being programs and the employee value proposition (EVP), organizations can foster a healthy and productive work environment.

“Employers need to understand their employees’ stress drivers, assess their health and productivity programs in light of the findings and leverage what employees are already doing to cope with stress,” said Helen Darling, president of the National Business Group on Health.

In addition, organizations need to take a closer look at their EVP, including employee compensation, lack of adequate staffing levels, unclear or conflicting job expectations, and organizational culture. Improved manager training, clear direction on the job and a review of compensation practices could help alleviate the stressors.

Link to read the original Press Release in Wall Street Journal

Paula Davis-Laack follows up this story with some practical solutions we can all look at to better navigate and balance our stress levels with our needs and ambitions to produce and perform to our best…

Life Is Stressful: 10 Things To Stop Tolerating

…A Catalyst work report shows that most employees feel stress in four main areas: workload levels, interpersonal issues, job security, and juggling work and personal life.  Does this sound familiar?  If so, it’s time to examine what you might be tolerating in your life; those things that may be driving some of your unhappiness and lack of productivity.

photo credit: AGrinberg via photopin cc

photo credit: AGrinberg via photopin cc

Here are the top ten:

Being Burned Out.
Burnout is the chronic state of being out of sync with one or more aspects of your life, and the result is a loss of energy, enthusiasm, and confidence.  If the causes of your burnout are not immediately addressed, your physical health and mental well-being will likely deteriorate.

Inaction.
People often get stuck because of fear, guilt, or simply not knowing which way to go next. In order to achieve bigger goals, take smaller steps. If you are staring down a goal that seems overwhelming, keep breaking down the goal until you can say with confidence, “Of course, that’s so easy I can get that done!”

Negativity.
Given how hard the professional world is today and how often you are barraged with negative information, it’s easy to be tuned into pessimism and negativity. Fight back with humor. Early studies of humor and health showed that humor strengthened the immune system, reduced pain, and reduced stress levels. Since humor builds positive emotion, it can also help reduce feelings of anger, depression, and anxiety (McGhee, 2010). Additional research in this area shows that positive emotions predicted increases in both resilience and life satisfaction (Cohn et. al., 2009).

Disorganization.
Disorganization is a barrier to productivity. If you continually say, “I don’t have time to do x,” you can get more organized by creating schedules and systems that become habitual. The business book E-Myth, by Michael Gerber, does a wonderful job of describing the importance of systems in the business world, and the idea is transferable to non-work situations as well. Good systems are fluid, measurable, and can and should be changed as better methods are established or as missing pieces are learned.

Link to read the original Forbes article 

photo credit: Koshyk via photopin cc

photo credit: Koshyk via photopin cc

Penn Study: How Women’s Brains Differ From Men’s

Stacey Burling, reports…

Forget right-brain or left-brain thinking (or even up and down thinking)

What may be more important from a gender standpoint is back-to-front or side-to-side thinking.

A new study from the University of Pennsylvania used diffusion tensor imaging, a type of brain imaging that shows how brain cells are connected, to study young men and women. The team’s maps of major information highways were noticeably different for the two genders.

Men had more pathways that ran the length of each hemisphere, to parts within a hemisphere and across the cerebellum, which coordinates movement. Women had many more powerful communication links between the two hemispheres.

What this means is that, at any given moment, a woman is likely to be using her whole brain while a man is using half of his, said Ruben Gur, a neuropsychologist who was one of the study authors. He struggled when asked if this structure makes men superior at anything.

In fairness, he said, “each hemisphere is really a complete human being,” so it’s possible to function at a high level while using one hemisphere. It does mean, though, that men really are more likely to be right-brained (more intuitive) or left-brained (more logical) than women.

The strong link with the cerebellum might make men more action oriented, better at tasks that require quick response time or an “I-see-and-then-I-do” attitude.

The side-to-side thinking likely boosts women’s memory and social skills and seems designed, the authors said, to combine analytical and intuitive thinking. Communication within the hemisphere facilitates connection between perception and coordinated action…

The connections between right and left let women’s brains “more easily integrate the rational, logical, verbal mode of thinking and the more intuitive, spatial, holistic mode of thinking,” Gur said.

Men, on the other hand, are more likely to be in one mode or the other. Gur said scientists don’t know why men are more likely to use a particular side or even how to test whether you’re a right-brained or left-brained guy.

He said women’s thinking is likely to be more contextual. “Their brains are better connected between their decisions and their memories,” he said. “For men, memories are memories. Decisions are decisions.”

Link to read the original article

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photo credit: Emilie Ogez via photopin cc

Why Procrastinators Procrastinate

Wait But Why‘s very funny and wise words and cartoons that get to the root of procrastination and what we might to do to overcome it…

Who would have thought that after decades of struggle with procrastination, the dictionary, of all places, would hold the solution.

Avoid procrastination. So elegant in its simplicity.

While we’re here, let’s make sure obese people avoid overeating, depressed people avoid apathy, and someone please tell beached whales that they should avoid being out of the ocean.

No, “avoid procrastination” is only good advice for fake procrastinators — those people that are like, “I totally go on Facebook a few times every day at work — I’m such a procrastinator!” The same people that will say to a real procrastinator something like, “Just don’t procrastinate and you’ll be fine.”

The thing that neither the dictionary nor fake procrastinators understand is that for a real procrastinator, procrastination isn’t optional — it’s something they don’t know how to not do…

…The fact is, the Instant Gratification Monkey is the last creature who should be in charge of decisions — he thinks only about the present, ignoring lessons from the past and disregarding the future altogether, and he concerns himself entirely with maximizing the ease and pleasure of the current moment. He doesn’t understand the Rational Decision-Maker any better than the Rational Decision-Maker understands him — why would we continue doing this jog, he thinks, when we could stop, which would feel better. Why would we practice that instrument when it’s not fun? Why would we ever use a computer for work when the internet is sitting right there waiting to be played with? He thinks humans are insane.

In the monkey world, he’s got it all figured out — if you eat when you’re hungry, sleep when you’re tired, and don’t do anything difficult, you’re a pretty successful monkey. The problem for the procrastinator is that he happens to live in the human world, making the Instant Gratification Monkey a highly unqualified navigator. Meanwhile, the Rational Decision-Maker, who was trained to make rational decisions, not to deal with competition over the controls, doesn’t know how to put up an effective fight — he just feels worse and worse about himself the more he fails and the more the suffering procrastinator whose head he’s in berates him.

It’s a mess. And with the monkey in charge, the procrastinator finds himself spending a lot of time in a place called the Dark Playground.*

The Dark Playground is a place every procrastinator knows well. It’s a place where leisure activities happen at times when leisure activities are not supposed to be happening. The fun you have in the Dark Playground isn’t actually fun because it’s completely unearned and the air is filled with guilt, anxiety, self-hatred, and dread. Sometimes the Rational Decision-Maker puts his foot down and refuses to let you waste time doing normal leisure things, and since the Instant Gratification Monkey sure as hell isn’t gonna let you work, you find yourself in a bizarre purgatory of weird activities where everyone loses.**

Link to the full article and pictures 

How To Beat Procrastination

And here is the link to Part 2 with practical ideas and more great drawings to help you break free and through procrastination…  HINT:  It’s all about Planning, Doing and the all-important – increasing Self-Mastery…

Practices for Resilience and Development

Curtis Ogden writes…

…My thinking and reading often takes me back to the work of Barbara Fredrickson, the emotions scientist based at the University of North Carolina, as well as to a host of others in the fields of positive and social psychology.  Having revisited some of these writings over the break, here are 10 recommended practices for personal and social resilience and development:

  1. Ritualize gratitude: Fredrickson defines gratitude as noticing the gifts and blessings in our lives. One way to notice is to keep a gratitude journal. The suggestion is to, at the start or end of each day, write at least one thing for which we are grateful.  Studies show that this helps to develop our ability to handle adversity and grow possibility.
  2. Write for 15 minutes a day, especially after or during a difficult or challenging situation:  Research has shown this can help with meaning making and resilience.
  3. Practice 3-5 acts of kindness every day: A practice that I like to invite groups to engage in is to note what assets we have that we can pass on to those in our networks.  As the world’s wisdom traditions have long known, this has tremendous personal and social benefit.
  4. Get the body moving: Go for a 20-30 minute walk.  Do yoga.  Maira Kalman among others has demonstrated the power of movement as a generative force of intellect, awareness, and creativity.
  5. Laugh:  Drs. Steven J. Wolin and Sybil Wolin have noted the connection between creativity and humor in people who are resilient.  Check out some of these laughter exercises.
  6. Visualize success: In appropriate doses, optimism has been shownto broaden our view on life and possibility. Consider doing the best possible future self exercise.
  7. Get into natureResearch shows that getting out into nature promotes positive emotions and that viewing and walking in nature have been associated with heightened physical and mental energy.
  8. Use the mantra, “Be open”Fredrickson’s research in particular suggests that if we try to force ourselves to be positive or happy, this can backfire.  Much better to try to keep an open mind.
  9. Reach out and connect to others who feed us: We are social beings, and who we associate with has implications for our outlook on life.
  10. Meditate:  Increasingly we hear about the health and outlook benefits of mindfulness practice, including loving kindness meditation.  Fredrickson’s web page has links to several different guided meditations.

Link to read the original article

photo credit: Susanica via photopin cc

photo credit: Susanica via photopin cc

Talk Yourself Into Success

Learning expert and writer, Annie Murphy Paul, writes in her blog, The Brilliant Report about self-talk and how we know it works…

In the privacy of our minds, we all talk to ourselves—an inner monologue that might seem rather pointless. As one scientific paper on self-talk asks: “What can we tell ourselves that we don’t already know?” But as that study and others go on to show, the act of giving ourselves mental messages can help us learn and perform at our best. Researchers have identified the most effective forms of self-talk, collected here—so that the next time you talk to yourself, you know exactly what you should say.

Self-talk isn’t just motivational messages like “You can do it!” or “Almost there,” although this internal cheering section can give us confidence. A review of more than two dozen studies, published in 2011 in the journal Perspectives on Psychological Science, found that there’s another kind of mental message that is even more useful, called “instructional self-talk.” This is the kind of running commentary we engage in when we’re carrying out a difficult task, especially one that’s unfamiliar to us. Think about when you were first learning to drive. Your self-talk might have gone something like this: “Foot on the gas pedal, hands on the wheel, slow down for the curve here, now put your blinker on…”

Over time, of course, giving yourself instructions becomes unnecessary—but while you’re learning, it does three important things. First, it enhances our attention, focusing us on the important elements of the task and screening out distractions. Second, it helps us regulate our effort and make decisions about what to do, how to do it, and when. And third, self-talk allows us to control our cognitive and emotional reactions, steadying us so we stay on task.

Link to read the rest of Annie Murphy Paul’s article

photo credit: Lotus Carroll via photopin cc

photo credit: Lotus Carroll via photopin cc

The Science of Great Ideas – How To Train Your Creative Brain

 writes…

The production of ideas is just as definite a process as the production of Fords; —James Webb Young

In his book, A Technique for Producing Ideas, James Webb Young explains that whilethe process for producing new ideas is simple enough to explain, “it actually requires the hardest kind of intellectual work to follow, so that not all who accept it use it.”

He also explains that working out where to find ideas is not the solution to finding more of them, but rather we need to train our minds in the process of producing new ideas naturally.

The two general principles of ideas

James describes two principles of the production of ideas, which I really like:

  1. An idea is nothing more or less than a new combination of old elements.
  2. The capacity to bring old elements into new combinations depends largely on the ability to see relationships.

This second one is really important in producing new ideas, but it’s something our minds need to be trained in:

Set aside time

John Cleese says your thoughts need time to settle down before your creativity will feel safe enough to emerge and get to work. Setting aside time to think regularly can be a good way to train your mind to relax, eventually making this set time a safe haven for your tortoise mind to start putting together connections that could turn into ideas.

Find a creative space

Setting aside time regularly sends a signal to your brain that it’s safe to work on creative ideas. Finding a particular space to be creative in can help, too.

This is similar to the research on how the temperature and noise around us affects our creativity.

LET YOUR BRAIN DO THE WORK

This may be one of the hardest, yet most important parts of the process of producing ideas. I think James Webb Young says it best:

Drop the whole subject and put it out of your mind and let your subconscious do its thing.

Something  else John Cleese talks about is how beneficial it can be to “sleep on a problem.” He recalls observing a dramatic change in his approach to a creative problem after having left it alone. He not only awoke with a perfectly clear idea on how to continue his work, but the problem itself was no longer apparent.

The trick here is to trust enough to let go.

As we engage our conscious minds in other tasks, like sleeping or taking a shower, our subconscious can go to work on finding relationships in all the data we’ve collected so far.

The Aha moment
James Webb Young explains the process of producing ideas in stages. Once we’ve completed the first three, which include gathering material and letting our subconscious process the data and find connections, he says we’ll come to an “Aha!” moment, when a great idea hits us:

It will come to you when you are least expecting it–while shaving, or bathing, or most often when you are half awake in the morning. It may waken you in the middle of the night.

How To Have More Great Ideas

Understanding the process our brains go through to produce ideas can help us to replicate this, but there are a few things we can do to nudge ourselves towards having better ideas, too.

Criticise your ideas–don’t accept them immediately

The final stage of James’s explanation of idea production is to criticize your ideas:

Do not make the mistake of holding your idea close to your chest at this stage. Submit it to the criticism of the judicious.

James says this will help you to expand on the idea and uncover possibilities you might have otherwise overlooked.

Here it’s especially important to know whether you’re introverted or extroverted to criticize your ideas from the right perspective.

Overwhelm your brain–it can handle it

Surprisingly, you can actually hit your brain with more than it can handle and it will step up to the task.

Robert Epstein explained in a Psychology Today article how challenging situations can bring out our creativity. Even if you don’t succeed at whatever you’re doing, you’ll wake up the creative areas of your brain and they’ll perform better after the failed task, to compensate.

Have more bad ideas to have more good ones

It turns out that having a lot of bad ideas also means you’ll have a lot of good ideas. Studies have proved this at both MIT and the University of California Davis.

The sheer volume of ideas produced by some people means that they can’t help having lots of bad ones, but they’re likely to have more good ones, as well…

Link to read the full original article

photo credit: liquidnight via photopin cc

photo credit: liquidnight via photopin cc

What If Performance Management Focused On Strengths?

Marcus Buckingham writes

In previous posts I praised Microsoft’s rejection of individual performance ratings as the building block for an effective performance management system, and described why rating people on a list of competencies is a flawed method for improving their performance.

Obviously we need a new system. And what can we say about the new system that would serve us better? Well, the specifics of the system will depend on the company, but we do know that it must have the following six characteristics, each of which follows logically from the one preceding.

First, it must be a real-time system that helps managers give “in the moment” coaching and course-correcting. The world we live in is unnervingly dynamic, where we are on one team one week and another the next, where goals that were fresh and exciting at the beginning of Q1 are irrelevant by the third week of Q1, and where the necessary skills, relationships, and even strategies have to be constantly recalibrated. In this real-time world, batched performance reviews delivered once or twice a year are obsolete before we’ve even sat down to write them.

We need much more frequent check-ins—weekly or, at most, monthly. Luckily, we now live in a world where most of us are armed with a device that knows exactly who we are, and into which we can record pretty much anything we want. This device—your mobile phone—will enable you, the employee, to input what you are doing this week and what help you need; and, because it knows you, it will be able to serve up to your manager coaching tips, insights, and prompts customized to your particular set of strengths and skills.

Second, it must be a system with a super light touch. If we expect our employees to share their weekly or monthly focus, and if we expect our managers to react to and adjust this focus as needed, then there can be no complicated forms to complete, no narrative sections requiring writing wizards to supply the right words, no conversation guides, no input required from a requisite number of peers. None of that. For this performance system to be as agile as it needs to be, it must be wonderfully simple. Just two questions answered by the employee—”What are you going to get done this week? And what help do you need from me?”—and a chance for the manager to speak into these answers. Counter-intuitively, the simpler the form, the richer the coaching.

Third, it must feel to the individual employee that it is a system “about me, designed for me.” Even if it is light-touch, managers will reject any real-time system that they have to initiate. Instead, the employee has to be the one to drive it. And the only way to achieve this is to make its starting point and ongoing focus: me, my strengths, where I am at my best, and how I can get better. At present, we don’t do this very well at all. For example, most companies’ employee profile pages are clearly a company tool and not a “me” tool, and as such are updated infrequently and inauthentically, and wind up reading like a computer-generated resume.

With a little creativity, there is every reason to believe that we can design for each employee a place to positively present her strengths, her skills, her accomplishments and her aspirations. Although current “profiles” are clinical, superficial, and out of date, it is entirely in the company’s interest that they not stay this way.

And besides, given that we live in a world where we expect all content, from our news, to our entertainment, to our healthcare, to be aware of our individual needs and desires, this “start with me” positioning is the least we will expect.

Fourth, and crucially, it must be a strengths-based system. Current systems are explicitly remedial, built on the belief that to help people get better you must measure them against a series of competency bars, point out where they fall short, and then challenge them to jump higher. While this feels practical, and rigorous – even “tough” – it is also depressingly inefficient. Although we label weaknesses “areas of opportunity,” brain science reveals that we do not learn and grow the most in our areas of weakness. In fact the opposite is true: we grow the most new synapses in those areas of our brain where we have the most pre-existing synapses. Our strengths, therefore, are our true areas of opportunity for growth.

More to the point, if we want employees to take responsibility for their own performance and development, what better place to start than with their particular strengths? The new performance system must find myriad ways to challenge employees to contribute their strengths more intelligently over time. (To be clear, this does not mean ignoring my weaknesses. It simply means acknowledging that my weaknesses are actually my “areas of least opportunity for growth.”)

Fifth, it must be a system focused on the future. Our current systems are fixated on feedback about the past. You are asked to write a review on yourself, then your manager writes his review. Often he will be required to sit with his peers to calibrate your review with others at your level; sometimes even your peers will be called upon to share their insights about your personality and performance. Your manager will be trained on how to deliver this feedback to you so that you will see it as “developmental” rather than overly “critical.”

The new performance system will dispense with all of this – on one level, simply because these feedback systems are plagued by a terrible signal-to-noise ratio. Managers are, and will always be, highly subjective providers of feedback; peer feedback when anonymous is just gossip, and when public is sugarcoated; your own self-ratings are more than likely generously distorted; and calibration sessions merely turn up the volume on the noise.

On another level, though, better performance management dispenses with all this because future-focused coaching is demonstrably a better use of time than past-focused feedback. To accelerate my performance tomorrow, don’t try to grade my personality with feedback from all sides—it will always be hard to give, hard to receive, and net a disproportionately small performance return. Instead, coach me on the few specific work-related activities that I could usefully add to my strengths repertoire tomorrow. Or tell me what skills I should go acquire next week. Or advise me which specific contacts I should seek out next month. None of these will necessarily be easy for me to do, but at least they will be something that I can do. They are in the future. In the new performance system, this is where most of our time and creativity will be focused.

Finally, it must be a local system. Current performance management systems are centralized. Their express purpose is to cascade the defined company strategies and values down through all levels. First, this flies in the face of the previous characteristics. Worse:  a fixed, cascaded strategy prevents the company from being agile (even if, ironically, one of the company values is “agility”); I care a great deal more about my own success and strengths than I do about “alignment”; and allocating each of my goals to one of the company’s values or strategies is inevitably both heavy-handed and retroactive. Any company with the courage to mine its HCM data will discover that many of us end up shoehorning our goals into one of the company’s categories only after the goals have been completed.

But more significantly, most of the company’s best intelligence about the future of its products, people, and customers can be found in each local team. So in place of cascading down, the new performance system must be designed to capture this local intelligence, and then aggregate it up. Goals should be set at the team level and aggregated up; compensation should be allocated by local leaders and then aggregated up; employee opinion surveys should be triggered by the local team leader and aggregated up. Only then will the company be agile enough to stay relevant.

So, that’s a blueprint for a better system. Lighter, more creative, more flexible, strengths-based, and ultimately more human – with current technologies available to you so you can start designing your version of this within your company.

And, frankly, you can do this even before your HR department has retired your existing human capital management system. Current systems are thankfully so infrequent, and a strengths-based system so light-touch, that the two can coexist for a while before the two start to get in each other’s way. With luck, by that time, HR will have taken a hard look at the performance of the old HCM system, and it will be on its way out.

Link to read the original article

photo credit: . SantiMB . via photopin cc

photo credit: . SantiMB . via photopin cc

Happy Cities, The Chapman Brothers and Gandhi (Arts & Ideas, Radio 4)

The first 16 minutes of this broadcast involves a discussion of what makes a happy city including Charles Montgomery, author of Happy City: Transforming Our Lives Through Urban Design, who we featured a story on in a previous post…

Rana Mitter looks forward to an Age of the Happy City with innovative urban scholar, Richard Burdett, and journalist and urban experimentalist, Charles Montgomery. What can Rio de Janeiro teach Mumbai or Copenhagen teach Vancouver or Bogota have to say to Shanghai? Why should density replace sprawl? Can planning bridge the gap between efficiency and sociability? The world is witnessing unprecedented urban growth; fifty three per cent of us live in cities today – heading towards seventy per cent by the middle of the century. The form these new and growing cities take will have a huge effect on global resources and the living conditions of billions of people.

Link to read Susan Perry’s article about Charles Montgomery: Cities, Cars, Cycling – and Human Happiness

photo credit: striatic via photopin cc

photo credit: striatic via photopin cc

Debunking the Myth of Happiness

Kevin Roberts writes…

…People think that as we achieve our hopes and dreams, somehow our daily problems, annoyances, disappointments, and anxieties will magically disappear. Unfortunately the truth is not so utopian. Negative emotions and experiences can affect our daily lives, and despite having it all, even the “stars” among us are subject to depression and disappointment at times.

In his new book Hardwiring Happiness: The New Brain Science of Contentment, Calm and Confidence, neuropsychologist at Berkeley University, Dr. Rick Hanson, contends that this phenomenon can be explained.

Hanson’s evidence is drawn from the biology of human survival. He describes how our neural pathways are constructed to activate on negative emotions with greater intensity than positive ones. In other words, evolution has driven us to respond more strongly to predators and environmental threats than when we experience something pleasant. With this understanding, it makes it more difficult to create permanent neural pathways for our positive experiences, thus this dilemma with achieving lifelong happiness.

So how can we navigate life without melancholia, considering our own minds afflict the pursuit of happiness?

The answer is not simply positive thinking, but rather the pervasive adoption of radical optimism. I have used the phrase “radical optimism” for years, meaning we must go beyond simply a positive disposition and commit to a program of action and activities that continuously put oneself into a good space, and avoiding negative ones. The truth is that it is possible to harness our biology, since the desire for long term happiness is also part of who we are.

Simply stating that you are an optimistic person does not induce true psychological and physiological change. One must internalize that sense of self that meets our three core needs “safety, satisfaction, and connection”. True change takes persistent radicalism and constant optimism. It takes the will to lift your head up, look around and realize that happiness and success are ALWAYS within your control.

Although the molecular make-up of the brain and the chemical reactions that determine neural pathways are complicated, sometimes something as simple as a fast walk around the block will do you wonders!

Link to read the original article

C OK

photo credit: Don McCullough via photopin cc

Podcast #075: My Top Productivity Hacks

by Michael Hyatt

…I love the topic of productivity. I collect productivity hacks like some people collect stamps. I am always looking for the edge that will make me more efficient and, even more importantly, more effective.

Based on my recent 2013 Reader Survey, 75 percent of my readers want more productivity content. So here are my top ten favorite productivity hacks of all time, in no particular order:

  1. Eliminate online distractions.
  2. Schedule time alone.
  3. Batch similar tasks together.
  4. Identify your must-dos.
  5. Eliminate, automate, delegate.
  6. Hire virtual assistants.
  7. Invest in coaching.
  8. Acquire better tools.
  9. Get better at saying “no.”
  10. Use templates for everything.

Link to hear the podcast and the links to resources linked to this list of tips

photo credit: Akshay Charegaonkar via photopin cc

photo credit: Akshay Charegaonkar via photopin cc

6 Ways To Banish End-of-Year Stress At The Office

Judy Martin writes…

The festivities have begun, but the merrier trimmings won’t likely override the underlying state of the workforce. A Gallup poll this year found that 70% of the workforce was either disengaged or miserable. An uncertain labor market, work overload, and nudging thoughts about career advancement are enough to have you thinking about jumping on the next sleigh away from the office.

Generally, we all get a bit sensitive with more work-life conflict during the holidays. But workplace stressors like year-end deadlines, office politics, and expectations from the corner office can burn you out and make your eggnog go sour.

While taking it in stride, here are six tools to bring you comfort and joy this time of year, making your workplace holiday experience a little more manageable.

1. Don’t Take Anything Personally

For many people, the holidays can be tough. Old memories or wounds tend to surface, some miss loved ones, and December acts as a reminder of yet another year gone by. Unless you’re a mind reader, you won’t know what’s going on with your colleagues in any given moment, and it’s unrealistic to try to figure it out. Instead, it’s extra important to give people the benefit of the doubt this time of year—accepting that they may be more stressed or pained than usual, and trying your best not to jump into defensive mode if someone lashes out at you.

That’s not to say you should be a doormat. But consider the source before taking things to heart.

2. Determine What Can Wait

With year-end reviews and deadlines on the horizon, we often spend the end of the year stressing over finishing last-minute reports, wrapping up back-burner projects, and squeezing in just one more meeting before the holidays—knowing full well in the back of our minds that it’s not all going to get done.

This year, try this: With any item on your to-do list, ask yourself, “Is it a high-level priority that will impact my good standing at work—or can it wait?” For those second-tier projects, approach your manager with a few solutions, as well as more reasonable timelines in which you can get them done. 

3. Practice a Growth Mindset

Whether you’re dealing with a difficult colleague or wondering how to approach a problem at work, positive psychology research smiles upon working through the lens of a “growth mindset,” which opens your mind toward reframing thoughts that make you feel stuck. For example, think of a colleague you’ve perceived as indifferent, difficult, or just set in his ways. Rather than concentrating on his faults or judging him, try focusing more on learning new ways to work with him.

By using a more curious approach, you’ll persist in the face of setbacks, learn from feedback, embrace challenges, and realize your effort can help you achieve more successful results—all of which creates positive emotions that can help reduce your year-end stress.

4. Use Breath as a Daily Stress-Busting Ritual

Incorporating regular deep breathing into your daily routine is the cheapest, easiest way possible to foster a sense of calm throughout your workday. Try setting your phone alarm twice a day for a breathing break (preferably, late morning and late afternoon). Take three deep breaths into the pit of your belly, evenly inhaling to a count of three, holding for a moment, and exhaling to a count of three. Do two rounds of that. Then on a third round, double the length of your exhalation, which triggers a physical relaxation response. Try it—and see how much better you feel about the task at hand afterward.

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5. Find Moments of Solitude

It’s almost counterintuitive to imagine that the office can be a respite from the holiday bustle, but finding small ways to take a break throughout the day can really help your sanity this time of year. Take a walk, listen to some music for a few minutes—or if you can—just close your door for some quiet time. You could even try working in a conference room or telecommuting for a day or two.

If it’s hard to take a break throughout the day, place a small trinket on your desk that reminds you to shift your mind to a calmer place, or display a family picture on your desk to help you remember the good people around you.

6. Savor Positive Experiences at Work

The end of the year is always a good time to reflect, so take time to look back on the better moments from the last year at work. Were there projects that you influenced in a profitable or creative way? Were there relationships that enhanced your working experience?

Even if you don’t particularly like your job, writing a list of the good points associated with your position can enhance your skills of gratitude and positive thinking. In fact, research shows such behavior helps to activate the feel-good neurotransmitters of oxytocin, serotonin, and dopamine in your brain. This then triggers your parasympathetic nervous system, which helps to reduce stress.

Don’t let troubles at the office get in the way of enjoying the holiday season. By proactively managing your work stress, you’ll finish the year—and start the new one—in an all-around happier place…

Link to read the original article

Give and Take with Adam Grant

Professor Adam Grant talks about a revolutionary new approach to success in business and in life at an Action for Happiness event in London on 19 May 2013.

Acts of Kindness Advent Calendar

Here’s a lovely way to approach Christmas, each day helping to make your world a happier place – and yourself happier and probably more productive along the way too…

Link to the Acts of Kindness Advent Calendar

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Happiness At Work Collection #75

All of these stories and many more are in this week’s new Happiness At Work collection , out from Friday morning (GMT)

I hope you find much to here to enjoy…