Happiness At Work #121 ~ Freeing Your Voice

This week’s theme gathers recent stories and videos that all speak to the importance of freeing our voices and finding effective ways to be heard, seen and understood, along with some helpful techniques for going about this with courage, credibility and charisma.

Some of the stories and commentary that caught my attention from this year’s World Economic Forum at Davos make our headline stories in this week’s new Happiness At Work collection.  I have highlighted those that carry the new voices that can be heard with increasing resonance and authority amidst the more familiar agendas and rhetoric we might expect to come from a gathering of the great and good from the global business world, still predominantly older men in in suits.

These voices include a call to action to release and harness the still much much greater power and presence that women have to play in our work and leadership, the need to mix things up with a richer diversity of voices from the outside, from the fringes, from the edges, and the need to make conversations that join voices and unify thinking into the complex new solutions for the world we are continually having to reach for.

From outside the happenings of Davos 2015, I have also included some remarkable people who have found their voices – Morgana Bailey’s courageous stepping out of hiding, and Martin Bustamante, one of the prison inmates from Cristina Domenech’s poetry classes performing his own poem for a TED audience – as well as Julian Treasure’s practical masterclass in how to free and fire up your voice so that people will listen.

What it Feels Like to be a Woman at Davos in 2015

As Poppy Harlow reports from the event for The Guardian…

Davos is a gathering of great minds and change-makers from across the globe, and its theme this year was “the new global context”. The focus takes in everything from fighting terror to addressing the growing income divide. But this year just 17% of participants at this invitation-only summit are female; an increase on 15% in 2014, but still far too small a number. Meanwhile, on the Fortune 500 list, just 3.4% of corporations have female CEOs. Clearly, there is work to do.

In 2010 WEF introduced a new policy allowing corporations to bring a fifth senior leader to the summit (as opposed to the general limit of four), as long as both men and women were in the delegation. Progress has been made with initiatives like this, but the event remains dominantly male.

Facebook’s VP of global marketing Carolyn Everson thinks change will come. She told Fortune, “In the coming years, the number of attendees who are women will rise, as the conversations that are taking place all around us today are going to fundamentally impact the path for women in the future.” …

There’s a lot of work – game-changing work – being done by the women here at WEF. This is a place that humbles just about everyone because it’s hard to digest the calibre of many of the attendees and the magnitude of change for the better they are striving for.

WEF’s mission statement says it is “committed to improving the state of the world through public-private cooperation.” And as Ann Cairns tweeted: “men and women make truly productive teams.” Let’s hope in the coming years they will also be equal in number.

Link to read the full article

Why We Need New Allies For Gender Equality

In her address to the conference, Phumzile Mlambo-Ngcuka said…

Given the paucity of women currently in positions of political leadership (just 22% of the world’s parliamentarians are women), it is hardly surprising that obstacles – practical and psychological – remain to more women joining them. We know that in too many cases still, girls are leaving school without competitive qualifications, and that even when girls do make it to tertiary education, gender-based violence and intimidation on campus is a daunting prospect.

Yet these young people are the change agents of our future, and this recognition is reflected in initiatives springing up globally, large and small.

Read the full article

Derek Handley: Davos Has A Diversity Problem

In this video clip you can hear maverick world changer and frustrated partygoer, Derek Handley, Adjunct Executive Professor for AUT University, talking about his work, his dreams for a more socially and environmentally proactive business model, and his view disappointment in the lack of diversity at Davos….

“I spent most of the time outside the main event meeting people in all the different environments,” he said. “My main takeaway is it’s a really interesting place and there are amazing people here, but there is a diversity problem, and I think it’s a significant issue.”

He took issue with the fact that most attendees of Davos are men, and also said the annual meeting lacks artists – people who are in the problems themselves.  Because those people can’t afford to be here.

The best ideas always come from the fringe…  Let’s mix up the really interesting and powerful people who are here with some very diverse perspectives and focus hard on that if we really want to create a very productive and flourishing century.

Link to watch this video

3 Forces Shaping the University of the Future

In her address, Drew Gilpin Faust said “Higher education is the strongest, sturdiest ladder to increased socio-ecomonic mobility…

Higher education is essential for a thriving society: it is the strongest, sturdiest ladder to increased socio-economic mobility and the locus, through research universities, of most of the major discoveries of the last two centuries.

At a time when access and affordability are more consequential than ever before, the world’s colleges and universities are facing a changed landscape. Three forces are creating possibilities and challenges that will define the future of one of humanity’s most enduring and most trusted institutions:

The influence of technology…

Residential education—working and living alongside one’s peers and mentors—cannot be replicated online. When I speak with alumni, they often reflect on serendipitous moments that changed the way they thought about themselves and their place in the world. More often than not, those moments happened in a common space or a classroom, a dining hall or a dorm, laboratory or lecture hall. Being together and sharing experiences no matter one’s surroundings.

The changing shape of knowledge…

What matter most in these moments, and in so many others, is recognising the extraordinary scope of expertise that humanity has at its disposal—and bringing the best minds together to work through problems and develop solutions, amplifying the possibilities for discovery inherent in all of their dimensions.

The attempt to define the value of education…

Higher education lifts people up. It gives them a perspective on the meaning and purpose of their lives that they may not have developed otherwise. Is it possible to quantify this experience, to communicate its value through a set of data? No. But it is among the highest and best outcomes of higher education. We must continue to prepare the next generation of thinkers and doers to navigate the world using evidence and reason as their guide, understanding their work in the broadest context possible as they imagine and define their purposes. We must continue to help humanity transcend the immediate and the instrumental to explore where human civilisation has been and where it hopes to go.

So much of what humanity has achieved has been sparked and sustained by the research and teaching that take place every day at colleges and universities, sites of curiosity and creativity that nurture some of the finest aspirations of individuals and, in turn, improve their lives—and their livelihoods.

As the landscape continues to change, we must be careful to protect the ideals at the heart of higher education, ideals that serve us all well as we work together to improve the world.

Link to read this article

And in 3 Ways To Fix Our Broken Training System Alexis Ringwald, Co-founder and Chief Executive Officer of LearnUp, signals the changing times in her call for training that is more employer-driven, responsive an on demand.  She writes…

In the future, we will move closer to an education model that is truly responsive to the needs of employers, jobseekers and the international labour market. Only then will we solve the skills gap and the information gap and reduce the burden of unemployment.

Let the change begin.

Link to read the full article

From Spreading Happiness to Saving the Planet, the Rise and Rise of Pharrell

Some uncharitably wondered whether Pharrell Williams had entered into a new, messianic phase of his career – one typically signalled by joining a society of billionaires and retired political figures in the Swiss ski resort of Davos. Others said the global hitmaker was too cute to go along with anything that smacked only of an ego trip.

“I think you guys know how serious the global warming thing is, and so for us we’re taking it very seriously, and we wanted to do something very different this time,” Pharrell said in Davos. What he means by having “humanity harmonise all at once” might remain slightly mysterious, but organisers say they expect 100 acts performing before a broadcast audience of two billion people across seven continents, including Antarctica.

Pharrell, whose song Happy was the bestselling single of 2014 and who was recently described by US GQ as “a quiet little Egyptian space cat of a dude”, is known for getting things done – at least in music.

As the magazine recently described, besides being a pop star in his own right he has become a kind of a musical consultant for other artists who guides you toward your “twinkling star”…

Pharrell says the trick in producing other people is to drop his ego. “I say to the artist, whether it be Beyoncé or Usher, what do you want to do? And when they tell me, I say, OK, let’s do it like this. It’s real simple.”

Like Prince, Pharrell surrounds himself with women – his assistant, Cynthia Lu; art director Phi Hollinger; and Fatima Robinson, his choreographer.

“Women have a way of expressing themselves that I can relate to more honestly,” he told GQ. “I am a sensitive person, so I want to be with sensitive people.”

Pharrell appears to be settling into his role as a multimedia prophet. He has given himself over to invocations of pseudo-mysticism, recently explaining: “It’s all math. You have a certain number of bones in your body. You have seven holes in your face. There are nine planets, a sun, trillions and trillions of galaxies. Everything quantifies to numbers.” He’s been described as pop’s Bill Clinton – “a masterclass in charm and empathy”.

Link to read the full article

Morgana Bailey: The Danger of Hiding Who You Are

Inspiring and deeply moving, Morgana Bailey’s presentation shows the vital importance of openness, embracing difference and daring to be heard for our happiness at work – and much much more…

Morgana Bailey has been hiding her true self for 16 years. In a brave talk, she utters four words that might not seem like a big deal to some, but to her have been paralyzing. Why speak up? Because she’s realized that her silence has personal, professional and societal consequences. In front of an audience of her co-workers, she reflects on what it means to fear the judgement of others, and how it makes us judge ourselves.

Cristina Domenech: Poetry that frees the soul

We all have a voice and we all have things of power and beauty to say with it.  But some of us will find it harder than others to find, free and trust our own voices.  Here is a success story of great empowerment where this has been achieved.

“It’s said that to be a poet, you have to go to hell and back.” Cristina Domenech teaches writing at an Argentinian prison, and she tells the moving story of helping incarcerated people express themselves, understand themselves — and glory in the freedom of language. Watch for a powerful reading from one of her students, an inmate, in front of an audience of 10,000. In Spanish with subtitles.

Julian Treasure: How to speak so that people want to listen

In this presentation sound and listening expert Julian Treasure provides his guide for releasing your full voice at its best sets, and his vocal warmup for tuning up before an important speaking engagement – see from 4’16”

Before this he sets out his top tips for increasing your impact and influence as a speaker.

Have you ever felt like you’re talking, but nobody is listening?

Here’s Julian Treasure to help you fix that. As the sound expert demonstrates some useful vocal exercises and shares tips on how to speak with empathy, he offers his vision for a sonorous world of listening and understanding.

To Change the World: Steve McCurry’s Photos

Steve McCurry’s collection of photos showing moments of study and learning across the globe…

“Only the educated are free.”  Epictetus

“Fill your paper with the breathings of your heart.”  William Wordsworth

Link to see Steve McCurry’s photos

Happiness At Work #121

All of these articles, and many more, are collected together in this week’s new Happiness At Work edition #121 which you can see here

Happiness At Work #103 – highlights in this edition

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Happiness At Work – edition #103

Here is this week’s new collection.

You will find the usual concentration of positive ideas and practical ways forward in the articles we have featured.

But we start with a story, because although bad news, we thought you might want to know about this research…

Bosses have ‘no admirable qualities’ say one in eight workers

Being disorganised, failing to motivate staff and not caring about employees’ career progression are managerial traits which leave one in eight workers with nothing to admire about their bosses.

As many as one in seven staff said they do not have a good relationship with their manager, and a third feel less motivated to do a good job for the company when this is the case, according to a new survey.

The research from Investors in People has suggested a need for re-evaluating management style, as not only do 12% of workers say they cannot name one quality they admire in their manager, but three-quarters also admit to talking about their boss behind their back.

22% simply do not work as hard if they do not get on with their boss.

The most unpopular trait among bosses was not giving reward or recognition where it’s due, with 19% of workers stating that this was a quality they disliked.

“It’s not something that companies should just accept as inevitable; bad bosses result in unhappy, unproductive staff who will leave your business sooner.” (Paul Devoy, Head of Investors in People)

For those workers who do admire certain traits in their bosses, the most popular quality was being trusted to do the job, named by 34% of employees. Being approachable and having experience in the job was also ranked highly among staff.

 

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Here are some of the highlights in this collection:

 

Eye Witness (Steve McCurry’s Blog)

Eyes speak a universal language, and no interpreter is needed.

Steve McCurry’s latest photo collection focuses our attention on people’s eyes. As always his images are rich and luxurious in humanity and show us how alike we are across our diverse cultures.

For beautiful eyes, look for the good in others.
 (Audrey Hepburn)

 

Workplace happiness more important than higher salary, survey finds

Eight in 10 UK workers value recognition and a good relationship with their colleagues over a big salary, research carried out by the Association of Accounting Technicians reveals (AAT).

In its survey of 2,000 UK employees, the AAT found that pay was the sixth most important factor for people staying in their current job, with getting on with colleagues and bosses and enjoying the job the most important.

Overall, employees wanted to have greater responsibility the most in their job, with 15% of employees saying they disliked their current job because it was dull and unfulfilling or their boss did not appreciate them.

Eight in 10 of the 2,000 employees surveyed said they would simply turn down a job that paid more if they did not get on with their workmates…

 

How 5 Post-it notes can make you happy, confident, and successful

You know why older people are happier?

Research shows as we age we remember the good and forget the bad:

…older people shown pictures of faces or situations tend to focus on and remember the happier ones more and the negative ones less. [Science Daily]

Research shows thinking about the good things actually does make you happier. Reminders, something as simple as a post-it note, are very powerful — and for more than just remembering to buy milk. Studies show simple reminders help people act more ethically, quit smoking, and save more money.

Here are five little reminders that can help you create big changes…

Why Are Some People Stuck In Their Ways?

A Q&A with Shawn Achor about his latest book Before Happiness.

“We think we have to be successful, then we’ll be happier. But the real problem is our brains work in the opposite order…Before somebody can make a change to their health and their happiness, their brain has already constructed a picture of reality in which change is possible or not. Basically, this predicts whether or not they’ll be able to make that change…”

What is the Secret to Leadership Presence?

Presence is an ineffable blend of appearance, communication skills, and gravitas. People who give us their undivided attention most vividly manifest presence.

That means being present for the moment, for others, for the mission, and for the task at hand. There’s a reason why the words “presence” and “present” have the same root.

But even as it has become more important, being present has become more difficult, thanks to technology.

What to do…?

Research Shows Successful Leaders Aren’t Just Smart – They’re Also Socially Adept

Catherine Weinberger, a UC Santa Barbara economist, studied what high achievers have in common and she discovered that today’s workplace values a combination of book smarts and social adeptness.

Everyone can improve their social game in some way, shape or form. Perhaps you aren’t good at meeting new people, or maybe you tend to a little passive-aggressive in the leadership department. No matter which social struggles you experience, these six strategies will help you become more socially adept…

How Does Music Affect Your Productivity?

Music is regarded as one of the triumphs of human creativity – but does music itself help one to create? Does what’s playing make you better at your job?

This article provides a thorough and engaging survey of what the latest research tells us about music helps and hinders our activity…

 

Click here to go to the latest Happiness At Work collection

Wishing you a very happy, creative and successful week.

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We hope you enjoy these collections and we wish you success and happiness with all that you are making and making happen…

Happiness At Work is a weekly collection of the best ideas, stories, links, tools & techniques for improving Happiness & Wellbeing At Work for Individuals, Leaders and Organisations, curated by BridgeBuilders STG Limited 

The collection is refreshed with new stories every Friday, and we welcome any suggestions of links you would like to see included in new collections.

The stories all remain permanently in this site, and you find previous collections at any time by clicking on the Archives menu in the top left of the screen, and choosing an earlier Friday back to the first edition published 6th July 2012.

 

Where the World Meets

Steve McCurry’s new photo collection celebrates the coloured richness and diverse temptations of the marketplace (real place markets not the mirage of money trading rooms) – including London’s beloved Borough Market. You can smell the smells and hear the sounds in these scenes. And, as always, McCurry’s pictures remind us of the universality of our human life and experience. Enjoy…

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

photo credit: LyndaSanchez via photopin cc

photo credit: LyndaSanchez via photopin cc

Happiness At Work #81

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

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

Portraits of Resilience (Steve McCurry’s Blog)

Resilience
is the ability to overcome adversity,

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

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

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

Link to see Steve McCurry’s  Portraits of Resilience

The Common Getty Collection Galleries

The Common Getty Collection Galleries

Resilience to become key attribute of future employees

Gabriella Jozwiak

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Link to read the original article

Sheryl Sandberg: So we leaned in … now what?

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

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

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

by ronald thomas

And the walls came tumbling down.

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

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

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

Coming to an organization near you

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

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

Bye-bye Industrial Age

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

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

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

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

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

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

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

Management knows best?

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

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

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

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

Controlling vs releasing

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

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

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

Link to read the original article

Employees Who Feel Love Perform Better

by Sigal Barsade and Olivia (Mandy) O’Neill

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

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

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

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

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

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

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

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

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

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

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

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

Link to read the original article

Sixth sense a myth, heightened awareness a truth

amie Lawrence reports on new research for HRZone

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

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

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

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

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

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

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

Link to read the original article 

Another seeeeeeeriously cool workplace

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

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

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

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

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

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

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

Link to see the photos and the original article

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

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

Makes you think…..

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

Happiness At Work #81

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

 

Happiness At Work #79 ~ creating the year you want and need

photo credit: Ruben Nadador via photopin cc

photo credit: Ruben Nadador via photopin cc

Happy New Year and welcome to the start of 2014.

In this post, I have pulled together some ideas about how we can be more the creators of the year we want to make for ourselves, considering different ways to make new year resolutions that work for us and last through the year ahead, as well as ideas on what can help us to change and make better habits.

I hope you will find something here to fuel and support the aspirations, hopes and wishes you are making for own year ahead…

photo credit: swimparallel via photopin cc

photo credit: swimparallel via photopin cc

Higher Resolutions – Makeshift Thoughts

Stef Lewandowski in Makeshift Thoughts reflects on the why’s and how’s of making new year resolutions that matter and last through the year…

It’s nearly New Year’s Resolution time again. Time for the dieting and fitness industry to start pumping out messages about changing your life for the better. And time for us normal people to try, and in the main, fail, to alter multiple things about our lives based on these aspirational reminders.

I used to be something of a cynic about this annual cycle. There’s an implied life-dissatisfaction built in to the idea that we should make a firm resolution to change something about ourselves each year. So, because many of us are unhappy about multiple things about our lives, the approach that we take is to attempt to change multiple things at once in January. It rarely works!

Yet over the past few years I’ve begun to enjoy the annual challenge of doing something new, and attempting to stick to it. Here are two of the resolutions I’ve made over recent years, and they’re things I’ve actually managed to stick to for a whole year:

Be useful on the internet

One year I decided that Stack Overflow was one of the most useful and helpful resources for people working in tech. At its most basic it is a question-and-answer service. People are stuck on something, and other people attempt to unstick them…

So I thought for one year my new year’s resolution would be “Don’t be a leech”, and I spent a fair amount of time answering questions there. I didn’t manage to stick to it every day, but a general feeling of “be useful on the internet” now sticks with me, which was the reason I did it. To alter my own behaviour and attempt to be generally more helpful to others. Now, when I see someone asking a question on Twitter and I know a good pointer, I’ll often reply.

Ignore the news

This year I became frustrated with how much of my attention I was giving to things that were useless and stressful. Information that demanded attention but no action. Horrific stories that leave you thinking about awful things and not concentrating on the things that matter. Namely, news stories.

I wrote about this in my first Medium post earlier this year, so have a read to understand why I’m not talking about ignorance.

It’s about stronger connections with actionable information, filtering out negative influences and directing your energy towards things that you can really change in the world. The results of my little experiment, using myself as a single point of anecdata, are positive.

I’ve not read a single article in the free commuter paper that my fellow passengers stick their noses into each day. I’ve turned off the radio at half past the hour, and on again four minutes later, multiple times every day for a whole year. I’ve not watched any of the mainstream news channels, and I’ve only very rarely read something in a newspaper unless it has some industry relevance for me.

Yet I still feel informed. I’m actually more aware of industry trends and global shifts, I’m still aware of roughly what’s going on. Those extra hours each day where I would have been worrying about something I can’t affect, are now filled with reflection, thinking about the process of building my company andtinkering. And if you’ve read any of my other writing, tinkering is pretty important to me.

A creative rhythm for a year

My wife, Emily, this year gave herself a challenge—to take a photograph every single day of the year.

I’ll leave her to write a piece about what she’s learnt doing that, but the observation I’d make is that she’s found the process of having a creative rhythm to the year to be beneficial, not just in the act of taking the photograph and improving her practice, but in that it’s a long, rhythmic project that is in many ways akin to daily meditation or exercise.

One of the hackers I work with at MakeshiftTanja, was talking to me about the project that she is doing, and there are many similarities. Each day she “free writes” seven hundred and fifty words. They’re crucially not published, but over time the service she uses, 750words.com, provides some insights into her style, her mood, topics she is thinking about, and it enables her to self-reflect over a long period of time. It’s a daily ritual that takes around fifteen minutes, and I’m tempted to make this my next annual resolution.

photo credit: kevin dooley via photopin cc

photo credit: kevin dooley via photopin cc

A higher resolution

I quipped to friends recently that there are “New Year’s resolutions” and then there are “higher resolutions”—decisions to undertake a whole year of activity as an attempt to adjust ourselves and our behaviour by undertaking something that sounds hard. Something that will require a degree of mental energy and effort to achieve. Sometimes by making a quick joke about an idea, a bigger truth can emerge, and I think that perhaps it holds true here.

For the next couple of weeks I’m going to be thinking about things that might be up there as projects that I can be doing every day (and I think it has to be every day), that build on some aspect of my behaviour that I want to develop, and that might release or change something about myself over subsequent years. Here’s a few ideas. I thought I’d share in case others were thinking similarly:

Draw something every day

I’ve noticed recently that I’m always drawing in meetings. I use it to think and to concentrate, sometimes to remember a key theme.

They say that the best CEOs have an ability to draw—perhaps working on my sketching skills will enable me to communicate ideas more rapidly? Perhaps I’ll come up with a theme or observations [worth sharing]? Who knows…

Make up the bed-time story

It’s improv, it’s fun, it’s like not being able to prepare for a talk where you’ve been given the slot because a co-worker has fallen ill, and the kids really appreciate it…

Publish tiny thoughts

The main question here would be: is it possible to write something of interest to others, that’s insightful and interesting, every day of the year? …

I wrote two experimental posts: “The ideas won’t run out” and “A tiny act of feminism”, just to see how it felt. I’ve had a good reaction from writing these shorter pieces, yet I’ve found it hard to repeatedly put out small thoughts on the web. It feels so risky!

Do something you can

If you’re considering a daily creativity project like this, a big consideration is starting with something you’re already tinkering with, but challenging yourself to repeatedly make it part of your every-day…

Link to read the original article

photo credit: slightly everything via photopin cc

photo credit: slightly everything via photopin cc

MIND 2014: How to break old habits and make the new ones stick

New Year’s resolutions — losing weight, eating better or getting in financial shape – are all about habits. Every January we’re trying to break a bad habit or start a new one.

Our success often has less to do with willpower and more to do with understanding what triggers the habit in the first place.

“Habits build up by repeating the same action in the same situation,” says Jeremy Dean, the author of last year’s Making Habits, Breaking Habits”

“Each time you repeat it, the habit gets stronger. The stronger it gets, the more likely you are to perform it without having to consciously will it.”

“There’s bound to be some competition between old and new habits at first,” he says, explaining that this is normal. “Try to notice or anticipate what the mental danger points will be and plan for them.”

For example, you may want to get up earlier, so it’s important to acknowledge that you might feel lazy when you wake up.

“Plan to think about something that will make you jump out of bed, like an activity you are looking forward to doing that day.”

You can read more about Jeremy Dean’s Making Habits, Breaking Habits book, along with a report by him on a fascinating study of how our emotions map across our whole bodies further down this post.

Journalist Charles Duhigg covers some of the same territory in his book, “The Power of Habit: Why We Do What We Do In Life And Business.”

In this interview he goes further to explain how to create habits that can bring lasting change for the better, in 2014.

Q. What causes habits to form and why are they so hard to break?

Duhigg: What we learned particularly in the last decade – primarily from neurological studies but also from laboratory and real world experiments — is that at the core of every habit there are three things:

  • A cue, which is like a trigger for an automatic behaviour to start;
  • Then the routine, which is the behaviour itself;
  • And then finally the reward.

The reward is really why your brain latches onto this pattern and makes it automatic.

We’ve known about the importance of cues and routines for decades ever since Pavlov was doing his experiments with his dogs. But the real insight from the last decade is how important those cues and rewards really are — the neurological circuitry that allows our brain or causes our brain, to latch onto this particular pattern and make it feel more and more automatic.

We’ve also learned that when your brain is in the grip of a habit (about 40 to 45 per cent of what we do every day is a habit) our brain essentially ‘powers down.’

Q. Why does the brain ‘power down’?

Duhigg: Habits allow us to conserve mental resources, cognitive resources and act automatically. And our brain likes that because anything that saves energy is good; it frees up your mind to work on other problems while you’re backing a car out of the driveway or you’re walking to work.

But the risk is that because your brain shuts down, it is much harder to consciously intervene in that behaviour and that’s why breaking a habit is so hard. In part, it’s because our brain essentially shuts off when we’re in the middle of a habit and as a result, we`re paying much less attention to what’s going on around us.

The second reason why it’s so hard to break a habit is because people are often unaware of what the cue and the reward is that is driving their behaviours. … And as a result, we become blind somewhat to what in the environment is pushing us in a certain way, particularly when it comes to rewards.

Q. Why doesn’t our willpower seem to work when we try to make or break a habit?

Duhigg: Willpower is like a muscle and much like any other muscle, like the muscle in your arm, it gets tired with more and more use.

Q. Can mindfulness help us to change bad habits?

Duhigg: Absolutely. I think the parts of mindfulness that are important for habits are this awareness, that you are forcing yourself to be aware of the cues and rewards that are driving your behaviour. In some respects, mindfulness is different from habit formation.

Mindfulness really says that you try and be in the moment and notice what’s going on. Habits neurologically are exactly the opposite; you tend not to notice what’s going on….

But the place where mindfulness and habits intersect is this awareness of what’s going on around you, forcing yourself to pay attention to the cues and rewards that are shaping your behaviours and then eventually allowing yourself to let go and ignore what`s going on because you’ve figured it out.

Q. How can we replace bad habits with good ones?

Duhigg: There’s a principle that’s known as the golden rule of habit change: It’s very hard to extinguish a habit and again there’s neurological reasons for this. But essentially, once you’ve created neural pathways associated with a particular cue, routine and reward, trying to extinguish those, to make them no longer be in existence, that’s really challenging.

Change the routine

A much better strategy is to change the habit … You identify the cue and you identify the reward and then you find a new routine that seems to correspond, a new behaviour that seems to correspond with that old cue and that old reward but that is different and better.

Q. What one small strategy could we implement to make incremental yet lasting change in 2014?

Duhigg: You need to start small and you need to identify one thing. One of the things that we know is that there’s a lot of power in what is called the science of small wins, that if you can choose one behaviour to change, that sometimes it sets up this chain reaction that makes other changes easier to accomplish.

Link to read the original article

photo credit: slightly everything via photopin cc

photo credit: slightly everything via photopin cc

Why A New Year’s Theme Works Better Than A Resolution

By Melinda Johnson

A few years ago, I learned a new approach to making New Year’s resolutions. Instead of the typical resolution that identifies a concrete behavior, you assign a theme to your New Year. The theme should be a word that resonates with you and embodies something that has been missing from your daily life. Instead of defining specific behaviors that you want to do, you simply keep your theme in mind and allow your days to unfold from there. This can be a very refreshing way to approach a New Year, especially for those of us who are tired of making the same resolution every year.

Here are some examples of possible themes to apply to your New Year, along with how they might serve to enhance your overall health:

Theme: Mindfulness. Many of us live in a constant state of distraction, due to our busy lives. But this relentless multitasking can take a toll on our health, as well as our overall quality of life. Research has linked mindfulness with many beneficial outcomes, such as being able to curb overeating, experiencing less stress and anxiety, and even helping with chronic conditions such as fibromyalgia and chronic fatigue syndrome. Mindfulness simply means paying attention to the present moment. We can practice this in many ways — taking time to notice the taste of our food when we eat, pausing to focus entirely on a child during conversation, or purposefully enjoying the feeling while taking a brisk walk are all acts of mindfulness.

Theme: Enjoyment. Sometimes, the quest for better health seems like total drudgery. The truth is, we are much more likely to do things willingly if we actually enjoy those things. Perhaps the best place to start, then, is to find enjoyment in healthy behaviors. Find a physical activity that is fun to you, or make a mundane one more fun by adding in music or a companion. Enjoy healthy food by exploring recipes, choosing quality ingredients and making your kitchen a pleasant and inviting place.

photo credit: mindfulness via photopin cc

photo credit: mindfulness via photopin cc

Theme: Movement. Our bodies are designed to move, and yet our world is designed for sitting. The absence of movement in our day is a big culprit in the obesity epidemic, and it’s also a likely factor in decreased mood, disruption of sleep and increased rates of chronic diseases. Researchers in the exercise field point out that reducing the time we’re sitting every day can play a big role in improving our overall health. This means we need to find ways to add in movement every hour, not just when we hit the gym on the way home from work. Building in movement throughout the day may mean building new habits (such as taking the stairs instead of the elevator) or even creating new procedures (such as having a walking meeting with your staff every morning).

Theme: Nourish. Our fast-food society has created a unique situation where many of us are over-fed, yet under-nourished. When our diets lack fresh, whole foods and rely too much on convenience and fast foods, we are not getting enough of many different nutrients, such as fiber and antioxidants. This can take a toll on our weight, our immune system, our overall health and even how fast we age! Approaching meals and snacks with the nourish theme in mind helps inspire better food selection decisions. Foods that nourish us include water-rich fruits and vegetables, whole grains, beans, nuts, low-fat dairy and even water. You may also want to expand the theme to include daily tasks that nourish your soul, such as adding in time for a new hobby or saving up to travel.

Link to read the original article

photo credit: jenny downing via photopin cc

photo credit: jenny downing via photopin cc

What Makes YOU Happy?

Here is a great two-part exercise to begin the year with from Eric Karpinsky, The Happiness Coach…

You are the best one to answer the question, “what makes YOU happy?”   But in our busy lives, we often don’t take the time to ask ourselves this question or go deep enough.  Now is the time!

Happiness List Exercise

(This is adapted from a great book called ‘How We Choose To Be Happy’ by Foster & Hicks.)

You need to have 10 minutes of focused time.  If you have that time right now, go ahead and keep on reading.  But if you are at work and likely to be interrupted or dinner is about to be put on the table, block 10 minutes this evening or in the next day or two to where you can work uninterrupted.

Ok, now stop reading until you have your 10 minutes.  (Seriously, this will be a much more productive exercise if you don’t read this until you have that uninterrupted time.)

Ready to start?

Get out a blank sheet of paper, a good writing instrument and a timer.  Set the timer for 4 minutes.

  1. Then begin making a list of everything that makes you happy.  List anything that comes to mind by speedwriting.  This means you write as fast as you can without stopping.  Include things both large and small.  Don’t judge your answers.  Just let things flow in a stream-of-consciousness way.  The idea here is to allow internal stuff to surface.  (i.e. don’t be distracted by the seeming randomness of some of your ideas.  Just write and move on.)
  2. When the timer goes off, drop your pen and notice how you feel.  For many people, just the act of writing the list makes them feel happier.  Know you can do this anytime for a quick happiness hit.
  3. Now look through your list and find one thing that would be easy to do this evening or over the weekend.  This is your HOMEWORK (Ok really it’s more of home-play) for this week.  Take out your calendar and schedule it.  Right now.  (Really.  I’ll wait…)
  4. And if you need to coordinate with someone else (for that tennis match, date to make dinner together or go to that museum exhibit) send those emails right now (your 10 minutes isn’t up yet, right?)
photo credit: eagle1effi via photopin cc

photo credit: eagle1effi via photopin cc

Next, email yourself this list, so you’ve always got it.  Put something really obvious in the subject line like happiness list, so you can find it when you want it.  Feel free to add on to this list as other things come to you.

Finally, share what you are going to do.  Commit to it by making a public declaration to someone who will help you to act upon your plan.

Then enjoy the treat you’ve scheduled for yourself!

Finding time to do what makes YOU happy

Here is how to make your Happiness List come to life.

Step 1: Expand Your List

First, take a few minutes to expand your list.  Is there anything you missed?  Think about things you loved when you were younger. Can you make the list more specific?  For example, if you listed your child, dog or partner, think about what you enjoy when you are together – conversation, snuggle time?  If you listed nature, how do you like to experience it – a hike, camping, sitting quietly?

Step 2: Celebrate What You Already Do

Now, go through your list and check off those things that you do regularly.  These are already central to your life.  Nice work!  Celebrate that you’ve made time for these activities which recharge you. (Don’t blow this part off; honouring your successes gives you the energy and motivation boost you need to set new goals.)

Step 3: Schedule Your Happiness

Go through and pick a few of these activities that you would like to do more in your life.   Get your calendar.  Yep, right now; go and grab it.  I’ll wait…

Now find the time to make these things happen.  Decide how regularly you want them and put it into a repeating calendar event.  Date night every other Thursday?  Tennis every Saturday morning? Fresh cut flowers each week?  Schedule a vacation to a place you love or you’ve always wanted to visit?

Commit to these activities, put them in your calendar and protect them.  Make the lists now of what you need to make these activities happen; schedule time to get the preparation done too.

Step 4:  Find more time in your schedule

Some of you are probably rolling your eyes now, thinking, “There’s no way I can add more to my life!”  If so, then it’s time to look critically at your calendar.  If you’re feeling over-scheduled here are some time-sucking traps to watch out for:

  • You spend time on things that your friends love that don’t make your Happiness List.  I have friends who love to see concerts.  For years, I’d go along.  One day I realized I’d rather just listen to the CD and talk – so I stopped going (and saved a bundle of money at the same time!).
  • You do everything with your partner.  Time together with a cherished loved one is important, but can be overdone and limit your time to pursue your passions.  See where your lists overlap and do those things together.  But venture out on your own sometimes, too.  I LOVE a night out dancing and connecting with new people where Becca loves a quiet night at home reading.  We’ll go our separate ways a couple times per month and the energy we both get from doing what we love comes back to our life together.
  • You do things you “should” like.  After I moved to San Diego, I thought I HAD to be a surfer, that’s what you DID here.  But after a year of learning (and occasional bouts of seasickness in big waves) I realized I didn’t love it.  So I let go of that vision of who I was supposed to be.  What do you do just because you “should” like it?
  • You do things that suck time automatically, almost without thinking.  Does the TV go on when you get home from work?  Do you log onto Facebook or play video games on your lunch break?  If these aren’t things on your Happiness List, stop doing them. Use tips from my Making Habits post.  Put the remote in a high shelf in the closet and replace it with something that reminds you of a Happiness List item.  Or schedule something from your Happiness List at your vulnerable time, so you don’t get pulled into the vortex of habits you want to break.
  • Combine things from your Happiness List with things you have to do.  Sometimes when I’m watching the kids, we will head off to Chuck E. Cheese for video games or have a dance party in the living room.  Both are things on my Happiness List (and fortunately on my kids’ lists) so while mom’s away we get to play!  If jazz makes you happy, make a ritual of playing it while you do dishes.  If exercise is your mood-booster, walk or ride your bike to run errands.

If these tips have not helped you find time or if this post, instead of bringing happiness has sent you into a tailspin of hopelessness – “My life is already so overscheduled! I just can’t fit anything else in!” – recognise and honour those emotions.  Then see tips for putting First Things First.

Link to read the original article

Ruby Wax: How To Take Your Mind

Ruby Wax – comedian, writer and mental health campaigner, visits the RSA to explain how and why our busy, self-critical thoughts drive us to anxiety and depression, and to provide ways of taming our out-of-control minds.

Ruby Wax: why mindfulness is the secret to a happy new year

By 

Happiness is not a shiny 2014 diary already clogged with meetings, phone catch-ups and must-do errands. The modern take on Descartes, “I’m busy therefore I am” is, according to Ruby Wax, the comedienne and now therapist (she holds an MA from Oxford in mindfulness-based cognitive therapy), crushing our ability to be happy and overloading us with stress and anxiety. “Excessive ‘busy-ness’ is usually a sign that all is not well,” she says. “When I’m reaching burn-out I start fixing too many dates and writing one too many emails. I become so uber-busy that things don’t make sense any more. It’s that tripping point between creativity and a downward spiral.”…

Mindfulness has helped Wax to find a plateau of peace away from the therapy rooms; her book, Sane New World, shows others how to do the same, although it’s not, she pleads, a self-help book. “It’s a comedy about how the brain is – otherwise it would have been whiney.”…

…here are Wax’s 14 tips for a happy, calmer, more self-assured and focused you in 2014. “Working out your mind is the new working out in the gym,” she says, oblivious to the fact her mobile is going insane in her handbag. “If you haven’t discussed how you’re feeling before, this year you will be.”

Find your braking system

This is what mindfulness is all about. When you’re in high anxiety mode, feeling stressed out, your mind racing and your heart pounding, focus on something in the present: a sound, taste or smell. By becoming aware of what’s around you, you will calm down and can focus more. You’ll have to experiment to find what works for you: I send my attention to my feet and their contact with the floor. As soon as my focus goes from thoughts to a sensation, the red mist drains from my brain and I can think again. You might need to do this 100 times; it’s how to tame your mind.

Stave off the darkness

Only eat what tastes good and fill your life with things you like. Surround yourself with true friends but if you find entertaining stressful, don’t invite them for dinner all the time. How can you talk to your friends properly when you’re busy panicking that you’re not a good enough cook? Go to a restaurant instead. And don’t force yourself to go to other people’s houses, it takes energy to adjust yourself to their way of living.

Find your happy place

People used to find peace in gardening or going to church but no one has time for them any more. You need to find a place or activity that makes you feel relaxed, be it a café or a park, dancing or cycling. But don’t mistake happiness for that tingly buzz you get when you’ve hooked or booked something. This kind of hit only lasts as long as a cigarette.

Be less busy

We worship busy-ness but brain research shows that rather than it being a great accomplishment to be able to juggle, it may actually scramble your brain. Rather than being in “doing” mode all the time, have a go at “being” mode. I experience it when I’m scuba diving but everyone feels this at some point: looking at a sunset, stroking a cat, a moment where time stops and you’re experiencing something directly without the running commentary. In this mode the mind isn’t flipping between the past and the future, it has nowhere to go, so it can start to settle.

Stop shopping

I get obsessed with possessions. I need that pair of shoes. It’s something about staying busy that makes me want them. But the chase is always better than the kill. I get them and then they don’t mean anything to me. We never stop wanting but it’s good discipline to understand your lifestyle and what you really need and know when to stop and say “enough”.

Pay attention

When you’re listening to someone, really listen. If you want to pick up your phone or are distracted, acknowledge this, and then refocus on the conversation. You can’t stop your mind from churning but you can train it to focus. Focused attention breaks up the circuit of banal thoughts in your mind and builds up grey matter in the brain, which increases the ability to remember, attend, and execute actions, no matter what age you are.

photo credit: fazen via photopin cc

photo credit: fazen via photopin cc

Exercise productively

A hit of your own endorphins is almost better than any drug you can buy over or under the counter. You’re happier when you’re moving your body, and your mind feels less sluggish. But if you hate jogging, give up. Mindless exercise isn’t good for you. Some of the most rewarding exercises are those you do when you’re sensing what you’re moving, flexing, pushing and pumping: pilates, yoga, Tai Chi and martial arts are examples of mindful practices.

Name your demons

Nobody will ever tell you that your mind is interesting and needs cultivating or that you’ve done well to get this far in something, so it’s OK. There’s always somebody better than you out there and this can get you down. Rather than sliding into depression when things don’t go right, name your feelings. I’ve called rejection “Mitzi” and have a very distinct picture of her in my mind: ratty hair, scrawny face and wearing rags. When I bring her up I feel compassion for her and then for myself. I also have “Stella” for envy, a blonde with blood on her teeth, and “Fred”, a werewolf, for anger.

Go easy on yourself

This is really important. We naturally have a negative predisposition. Try to recognise your thoughts without judging them. When you notice that your mind is wandering where you don’t want it to be, stop and acknowledge your thoughts and try, as I mentioned before, to focus on a sound, taste or smell. You’re being kind to yourself by intentionally moving your attention to the body. Remember, your body can withstand emotions; your mind cannot as it will always try, fruitlessly, to solve them.

Be kind to others

It follows that the way you abuse yourself in your thoughts is the way you abuse other people. It’s much easier to pass on our neuroses and anger than it is our feelings of warmth and kindness; but when you do, you get a sudden rush of oxytocin, which makes you feel safe and soothed and can switch such feelings on in others around you. If you’re calm and at ease you have the free space in your head to listen to someone else and be curious about their life. When you get into the habit of passing warmth, humour and compassion, you might just experience what happiness feels like.

Learn to say sorry

My relationships are happier these days but I still screw up. I clean up my mess by writing apology letters. You don’t have to be sorry for seeing the world in a different way from someone else but you can be sorry that things haven’t worked out. Lower your expectations: don’t expect others to be perfect, or even to like you.

Change is good

If you let go of your armour, it really is possible to evolve. But when you change, those around you might not like it. People don’t like letting go of their image of you even though you have redecorated your inner self. They think you’re a loser or a victim when in fact you are neither of those things any more. There’s not much you can do about this, except hope that they wake up to the new you.

photo credit: AlicePopkorn via photopin cc

photo credit: AlicePopkorn via photopin cc

Go on retreat

I’m spending a few days on my own in a “nano house” next month. A one-room building, with a big picture window, a kitchen and a comfy bed but no clutter, it’s the antidote to the nuclear family house and I’m happier in there than I ever would be in a house that goes on and on. It’s like being in the womb.

Taking yourself on a retreat allows you to reinvent yourself. It doesn’t have to be expensive. Go to a cheap hotel or bed and breakfast and spend some time in silence, with no television and no one to talk to. You’ll be amazed how much happier you feel afterwards.

Don’t force it

You can read this article as many times as you like but none of these tips is going to help you unless you get out there and try it. But don’t put to much pressure on yourself to change overnight. Never say “I should be doing more.” Notice that you’re not doing it and that’s a step in the right direction. There are no rules.

Link to read to read the original article

photo credit: Asela via photopin cc

photo credit: Asela via photopin cc

‘Tis the Season To Be…Mindful

by , author of ‘Mindful Teaching and Teaching Mindfulness’

…Here are a few tips that can help you have a happier, easier and less emotionally loaded holiday season:

Take a breath, and then another, so you create little pauses during the busiest time of the year. Simply taking a breath (and consciously shifting your attention to that breath) helps your body relax. And, when the body relaxes, the mind can rest. The key is remembering to take that breath so you punctuate your day with pauses. This means practicing the three steps of mindfulness: Focus, Observe, and Refocus.
o Focus on taking a purposeful breath and pay attention to how that breath feels. You can do this anytime: it’s fast, invisible and effective. For example, take a mindful breath before you leave your house for a party or as you toast the coming year. Pause in the midst of shopping and when your kids clamor (again!) for more presents.
o Observe your attention as your take that breath. Simply breathe and feel yourself breathing, without thinking about what just happened or what’s coming next. Give you mind a brief rest while observing the sensations associated with breathing (and without multitasking).
o Refocus on that breath if/when you notice that you lost focus. Begin taking that one, conscious breath fully focusing your attention on the sensations of breathing and watch what happens. As soon as you notice that you’ve lost focus, shift your attention back to observing the focus of your attention. Distraction happens, but you can train your mind so that your mental detours are shorter and less frequent.

Link to read the original article

photo credit: mindfulness via photopin cc

photo credit: mindfulness via photopin cc

Mindfulness in Everyday Life: 5 Sure Steps to Achieve New Year’s Resolutions

Mindfulness practice has come to us and developed in its secular form from Buddhist disciplines, and in this article Dr Donna Rockwell  walks us through the fundamentals of Buddhist wisdom.  This can provide a  guide to help us to build increased potency and resilience to our the aspirations we are resolving to keep and make happen this year…

We do the same thing every year. New Year’s Eve comes and goes, and our New Year’s resolutions, promised so fiercely at the stroke of midnight, are dismissed shortly thereafter, fading away over time, like friends who’ve moved to another city. It is the dirty not-so-little secret of New Year’s resolutions: They are very rarely kept. In fact, resolutions usually made in desperation (I’ve got to lose weight this year!) become another excuse for guilt and self-denigration, another opportunity to feel like a failure. How can resolutions be a point of positive self-growth, instead, where we make them, and keep them, and benefit from their healing and restorative powers?

There may be hints to the answer in the texts of Buddhist psychology, which examine the nature of life itself and suggest ways to live more successfully and with greater discipline. In these teachings, one might find a blueprint for how to generate the commitment necessary to keep those well-intended resolutions. Much as a monk learns to adhere to the rigours of a daily meditation practice, what might seem at first daunting in anticipation is experienced in reality as a breath of fresh air. The way to get there can be found in what is called the Eightfold Path, the heart of the Buddha’s famous “Four Noble Truths” and well-known way toward enlightenment. Becoming a student of this teaching, particularly in the areas that focus on wisdom and mental development, could show us how to follow through with resolutions, keeping the promises we make to ourselves.

Before considering the best path toward change, however, it is important to consider how much control we actually have over our minds in the first place. The answer is relatively little. That is why we find it so difficult to stick with our commitments: Our minds have an innate and persnickety tendency to wander here and there. Until we are aware of this undisciplined pattern of mind, we are at a loss to re-direct it. Once we understand that the mind, by nature, jumps around, and we need not let its untamed nature distract us from the task at hand, we discover that a wide range of thoughts come and go, which we do not have to follow. We come to see that we can always return our discursive minds to the present moment, making the choice to stay on task and follow through on commitments to goals we have set. Thoughts and whims may ebb and flow, but a steady focus takes us where we want to go.

The following highlights from the Eightfold Path, otherwise known as the Middle Way, describe what is necessary in order to realize our most cherished aspirations and New Year’s resolutions. They include: right view, right intention (wisdom), right effort, right mindfulness, and right concentration (mental discipline). The word “right” can be interpreted as “ideal” or “full-hearted.”

Wisdom: A major component of wisdom is coming to grasp the truth of the human condition more fully. Such awareness helps us chart life’s course in more effective ways, making tonight’s New Year’s resolutions tomorrow’s improved behaviors and new, positive, rather than negative, habits:

(1) Right view: The mind is like a wild horse. If we do not know this, we are victims of the unsettled quality of the mind and our confused thinking process. Right view simply means remembering the fact that we will never be able to get our mind to behave in the ways we want it to one hundred percent of the time. By getting rid of this unattainable expectation, we are more open to doing what is called for in the moment. In this way we don’t necessarily have to feel like doing something – with our thinking in total agreement – in order to do what we know we must in order to stay committed to our goals.

(2) Right intention: In order to accomplish the lofty aims that New Year’s resolutions often are, we should have our heart in the right place. That is the meaning of right intention. The only way to keep working to make resolutions come true is to want them to, with earnestness and committed engagement.

Mental Development: Most important to keeping promises to ourselves in the new year is the development of our mental attitude and the maturing of our moral toughness. Losing weight or quitting smoking aren’t tasks for the faint of heart. It takes sweat and struggle to get there:

(3) Right effort: In order to win an Olympic medal, one must train religiously and with unparalleled dedication. That is the quality of right effort. Whatever we set our minds to, right effort is what we need to get us there. Diligence is the quality of right effort and is required to get the job done.

(4) Right mindfulness: In order to realise any achievement, a person must conjure up the right state of mind. Confused and wandering attention will never do. The challenge is to quiet down, and still the churning, thinking machine that is the mind. When the mind is more settled, like sand in a glass of water, thinking is clearer and decision-making wiser.

(5) Right concentration: None of this is possible without a focused mind. This is called right concentration. In order to play a tune on the piano, the student must concentrate on learning the music and using his or her hands in such a way as to make the music come alive. This cannot be done without right concentration. The most intense of the tasks we are called upon to do demand our concentration and heartfelt attention. We are at a loss without it.

Our resolutions can be made and kept. The skillful means to do so are achievable by focusing on these five particular aspects of the Eightfold Path: having the right view and intention, and exerting right effort, mindfulness and concentration. That extra weight can be lost, cigarettes cast to the wind, and relationships mended. Anything is possible when we seek wisdom and develop mental clarity. Then, in the midst of a clear mind, nothing can stand in our way.

Link to read the original article

photo credit: Lars Plougmann via photopin cc

photo credit: Lars Plougmann via photopin cc

Why Your Organisation Should Focus On Employee Engagement

In this article Officevibe co-founder Jeff Fermin writes about the importance of employee engagement for a new small startup, but everything he writes here is equally true for every organisation, and worth thinking about anew as we start into the new year of activity.

Which of these ideas could help to fire new life and energy into the enterprise you are part of?

…A reflection and focus on employee engagement is not only worth your time- it is absolutely essential if you want your [organisation] to be more than marginally successful as it struggles to find footing in an ever changing and extremely competitive business world.

Employee Engagement: Not Just For the Big Guns

There is a reason that “employee engagement” is a hot buzzword these days. Lethargic top-shelf companies are looking for ways to catapult their businesses into new and creative outlets.

Stale company culture has permeated many big companies that were once filled with employees who were eager to engage with a new and innovative business model.

Simply stated: many companies have been reduced to being a building filled with paycheck driven drones. It’s no surprise that engaged employees work hard and diligently but research has found that companies that focus on creating a challenging and healthy work environment stir up not only employee loyalty but an entrepreneurial work environment that causes transformation and growth from the inside out.

photo credit: BetterWorks via photopin cc

photo credit: BetterWorks via photopin cc

No Band Aides Necessary

Ditch the cubicle drama of the average workplace. Employee engagement and motivation starts with a healthy company culture…

Hire wisely. Listen to your newly found talent. Let them in on your company dream map and fund team building experiences that create loyal employment.

Loyal employees, who are challenged and extended throughout the day, work efficiently when your startup company needs it the most. More importantly- they stick with you because they want to watch your company become [sucessful] as well.

Where Enthusiasm Can Take Your Business

It’s this easy:

• Companies run on enthusiastic and loyal employees
• Healthy company culture ensures that individual members feel welcomed and challenged
• Employee engagement starts on your very first day
• Employees that generally feel excited about their place of employment  will go above and beyond general expectations
• Hard work [continually working to make people happier at work] = a successful [organisation]

Will every day of your business’s life be a perfect combination of happy employees and excellent work? Probably not. You are sure to hit some bumps in the road to success no matter how elated each of your individual employees is to come to work every day. But a company’s focus on employee engagement can, at its very core, make those obstacles surmountable.

A happy company culture will create a work environment that makes the success of your business feel like a team effort…

Link to read the original article

photo credit: Lars Plougmann via photopin cc

photo credit: Lars Plougmann via photopin cc

How Might We…? Use Language to Shape a Creative Culture

adapted by Tom Kelley and David Kelley from their book Creative Confidence: Unleashing the Creative Potential within Us 

Language is the crystallization of thought.

But the words we choose do more than just reflect our thought patterns—they shape them. What we say—and how we say it—can deeply affect a company’s culture.

To change attitudes and behaviors, it helps to first change the vernacular.

To spark innovation, it helps to influence the dialogue around new ideas.

Several years ago, IDEO hosted a visit from Jim Wiltens, an outdoorsman, author, adventure traveler, and speaker, who also teaches a program of  his  own design for gifted and talented children in Northern California schools. In his programs, Jim emphasizes the power of a positive vocabulary. And he leads by example. You will literally never hear him say, “I can’t.” He uses more constructive versions of that sentiment that emphasize the possible, such as “I could if I…” He actually promises to pay his young students a $100 if they ever catch him saying, “I can’t.”

Think Jim’s approach sounds a bit simplistic for adults? Don’t be too sure. When Cathie Black took over as president of Hearst Magazines, she noticed that negative speech patterns had cre­ated an environment hostile to new ideas. One person close to the company reported that the naysaying had become a cynical mantra for the executives. So Black told her senior team that every time they said things like, “We’ve tried that already” or “That will never work,” she would fine them $10. (Note the difference be­tween business executives and teachers: they levy the fine on others, not themselves.) Of course, $10 was a trivial amount for the Hearst managers, but no one wants to be embarrassed in front of his or her colleagues.

After enforcing her rule just a few times, Black effectively wiped those expressions from the office vocabulary. Did the shift to more positive words have a broader effect beyond changing the tone of meetings? During Black’s ten­ure, Hearst kept its flagship brands like Cosmopolitan healthy through an extremely tough period for the publishing industry and launched new mega-successes like Oprah’s magazine. Meanwhile, Black rose to become one of the most powerful women in American business.

IDEO’s favorite antidote to negative speech patterns is the phrase “How might we…?”  It was introduced to us by Charles Warren, now salesforce.com’s senior vice president of product design, as an op­timistic way of seeking out new possibilities in the world. In a matter of weeks, it went viral at our firm and it’s stuck ever since. In three disarmingly simple words, it captures much of our perspective on creative groups. The “how” suggests that improvement is always possible. The only question remain­ing is how we will find success. The word “might” temporarily lowers the bar a little. It allows us to consider wild or improbable ideas instead of self-editing from the very beginning, giving us more chance of a breakthrough. And the “we” establishes own­ership of the challenge, making it clear that not only will it be a group effort, but it will be our group. Anyone who has worked with IDEO in the past decade or participated in OpenIDEO’s social innovation challenges has undoubtedly heard the phrase.

We’re also careful about how we critique ideas. As we explained in this HBR article, our feedback typically starts with “I like…” and moves on to “I wish…”. We refrain from passing judgment with a simple thumbs up or thumbs down. When you open with the positives, then use the first person for suggestions, it signals to everyone that you’re offering your opinion in an effort to help, which makes them more receptive to your ideas.

As adults, we sometimes forget the simple power of words. Try fine-tuning your group’s vocabulary, and see the positive effect it has on your culture.

Link to read the original article

The Body Map of Emotions: Happiness Activates the Whole Body

Jeremy Dean, author of Making Habits, Breaking Habits: How To Make Changes That Stick, reports on this fascinating study that illuminates why we have so many ways of drawing on different parts of ourselves to communicate how we are feeling…

New study reveals where people feel different emotions in the body.

Unlike thoughts, the emotions don’t live entirely in the mind, they are also associated with bodily sensations.

For example, when we feel nervous, we get ‘butterflies in our stomach’.

Thanks to a new study, for the first time we now have a map of the links between emotions and bodily sensations.

Body maps

Finnish researchers induced different emotions in 701 participants and then got them to colour in a body map of where they felt increasing or decreasing activity (Nummenmaa et al., 2013).

Participants in the study were from both Western European countries like Finland and Sweden and also from East Asia (Taiwan).

Despite the cultural differences, they found remarkable similarities in how people responded.

Here are the body maps for six basic emotions. Yellow indicates the highest level of activity, followed by red. Black is neutral, while blue and light blue indicate lowered and very low activity respectively.

The authors explain:

“Most basic emotions were associated with sensations of elevated activity in the upper chest area, likely corresponding to changes in breathing and heart rate. Similarly, sensations in the head area were shared across all emotions, reflecting probably both physiological changes in the facial area […] as well as the felt changes in the contents of mind triggered by the emotional events.”

It’s fascinating that happiness is the one emotion that fills the whole body activity, including the legs, perhaps indicating that happy people feel ready to spring into action, or maybe do a jig.

Along with the basic emotions, here are the body maps of six more complex emotions:

The stand-out emotion here is love, which only just fails to reach down into the legs, but lights up the rest of the body with activity very successfully. The three centres of activity are head, heart and err…

The study’s lead author, Lauri Nummenmaa, explained:

“Emotions adjust not only our mental, but also our bodily states. This way they prepare us to react swiftly to the dangers, but also to the opportunities […] Awareness of the corresponding bodily changes may subsequently trigger the conscious emotional sensations, such as the feeling of happiness.”

Link to read the original article

How Long It Takes To Form A New Habit – Jeremy Dean’s Making Habits, Breaking Habits

And you here is Maria Popova’s introduction to Jeremy Dean’s book about making good habits…

“We are what we repeatedly do,” Aristotle proclaimed“Could the young but realize how soon they will become mere walking bundles of habits, they would give more heed to their conduct while in the plastic state,”William James wrote. But how, exactly, do we rewire our habits once they have congealed into daily routines? We already know that it takes more than “willpower.”

When he became interested in how long it takes for us to form or change a habit, psychologist Jeremy Dean found himself bombarded with the same magic answer from popular psychology websites and advice columns: 21 days. And yet, strangely — or perhaps predictably, for the internet — this one-size-fits-all number was being applied to everything from starting a running regimen to keeping a diary, but wasn’t backed by any concrete data. In Making Habits, Breaking Habits: Why We Do Things, Why We Don’t, and How to Make Any Change Stick — which also gave us this fascinating read on the psychology of self-control — Dean, whose training is in research, explores the actual science of habits through the existing empirical evidence on habit-formation…

This notion of acting without thinking — known in science as “automaticity” — turns out, perhaps unsurprisingly, to be a central driver of habits. And it helps illuminate the real question at the heart of this inquiry: How long did it actually take for people to form a habit? Dean writes:

The simple answer is that, on average, across the participants who provided enough data, it took 66 days until a habit was formed. As you might imagine, there was considerable variation in how long habits took to form depending on what people tried to do. People who resolved to drink a glass of water after breakfast were up to maximum automaticity after about 20 days, while those trying to eat a piece of fruit with lunch took at least twice as long to turn it into a habit. The exercise habit proved most tricky with “50 sit-ups after morning coffee,” still not a habit after 84 days for one participant. “Walking for 10 minutes after breakfast,” though, was turned into a habit after 50 days for another participant.

What this research suggests is that 21 days to form a habit is probably right, as long as all you want to do is drink a glass of water after breakfast. Anything harder is likely to take longer to become a really strong habit, and, in the case of some activities, much longer.

While the finding may at first appear disheartening, it’s actually oddly assuring in reminding us that habit, like genius, is merely a matter of doggedness and “deliberate practice” — in fact, this brings us to the lesser-cited yet pivotal second half of Aristotle’s famous dictum“Excellence … is not an act but a habit.”

Link to read the original article in full

photo credit: foto4lizzie via photopin cc

photo credit: foto4lizzie via photopin cc

Family Table (Steve McCurry’s Photos)

The family is the nucleus of civilisation.  (Will Durant)

Steve McCurry’s new photo collection celebrates the family around the table in a series of heartwarming and poignant images from around the world, reminding us, again, how much more we have in common with each other than are our differences…

Researchers have confirmed what parents have known for a long time;
sharing a family meal is good for the spirit, the brain and the health of all family members.  (Anne Fishel, Ph.D.)

In family life, love is the oil that eases friction, the cement that binds closer together, and the music that brings harmony.  (Eva Burrows)

Other things may change us, but we start and end with the family.  (Anthony Brandt)

Link to see these photos

photo credit: mike.t photography via photopin cc

photo credit: mike.t photography via photopin cc

Jumpstart Your Journaling: A 31 Day Challenge

Here is really helpful framework by Jeremy Anderberg for helping to get your journal off the ground and up and running.  (Anderberg’s blog is concerned primarily with development for men, but these headings and questions can be easily taken and used by all of us).  And, too, you might like to try to combine this with the journalling website 750 words mentioned in the first article in this post…

…When presented with a totally blank slate — that open journal, with pen in hand, and nothing but white pages — we freeze up. It’s been said that constraint actually gives way to greater creativity. When we have clear boundaries, or direction, we no longer have to think about the act itself. We don’t have to think about what to journal, we simply have to journal based on a prompt.

With that in mind, I’d like to present a 31-day roadmap and challenge for your journaling. Doing something for around 30 days is a great way to not only build a habit, but to also explore if it’s right for you. Maybe journaling isn’t for you, and you just have never taken the time to really prove that to yourself. Or maybe you love the practice, and simply haven’t gotten into the habit yet. Either way, I hope this calendar presents you with ample opportunity to take the journaling bull by the horns and experience all its benefits.

All of these can be accomplished in just 20-30 minutes per day, and often less. If you can’t make time for that, perhaps journaling isn’t as important to you as you really thought, and you’ve discovered right there that it’s not for you.

In this roadmap are many questions. In your journal — whether digital or by hand — you can simply write out the question at the top of the page, and answer as if having a conversation. Don’t worry about formality, how it may sound out loud, grammar, etc. Just write your thoughts. It may seem mundane, but there is a magical quality in writing something down that cannot be fully explained. You just have to trust me and try it out.

Note: I am of the opinion that this exercise should be 31 continuous days. However, you can also decide to do it over the course of a couple months, or just on weekdays; remember, this is for you, so if don’t enjoy what you’re doing and are just stressed out by the thought of it, it won’t work.

Day 1: Start with answering the question of why you want to journal, and beyond that, why you decided to embark on this 31-day experience. Write out what you’d like to get from journaling.

Day 2: Continuing to work within that idea of constraints, try to write a 6-word memoir of your life so far. This idea is rumored to have originated from Papa Hemingway. The benefit is that with only six words, you really have to filter your life to what you deem most important. It may take you many iterations, but you’ll end up with something that speaks largely to who you are, if not in toto, then at least in this moment in time.

Day 3: Decide on one positive habit you’d like to implement in your life. …Then, think about the steps you’ll take to get there, and how you’ll keep yourself accountable.

Day 4: pick a habit that you’d like to eliminate from your life. … And again, also think about how you’ll keep yourself accountable to that goal.

Day 5: Write a letter to a loved one. …The beauty of this letter is that you aren’t sending it in the mail, you’re simply “voicing” something that needs to be said. Should you choose to share it later, that’s okay, but you don’t have to…

Day 6: Pick a quote from [anywhere on the internet] and reflect on why it stands out to you. …If you can’t seem to reflect on a single quote, just take the time to write out a few of them that you like. Doing so will keep them top-of-mind and perhaps lead to some thoughts later down the road.

Day 7: You’ve made it one week! Reflect on what this newfound practice has been like. Getting through the first seven consecutive days is truly the hardest part. What have you enjoyed about it? What has been difficult? How has it been what you expected and what surprises have you had from it?

Day 8: Take some time today to reflect on your career. Jot down a timeline of it, including all the ups and downs. What was your best experience? And the worst? What would you like your future to look like, in terms of your career? If you’re a young person and haven’t started in yet, focus on that future part. What do you want your work to look like?

Day 9: On this day, simply write about your day. …The beauty of this exercise is that you may discover something that you hadn’t realised…

Day 10Take a look at the hero’s journey, and identify where you are in that journey. Doing so can help you better understand where you are in life, and help you figure out where to go next. You can take it in the context of your entire life, or you can take it in the context of a certain phase of your life…

Day 11Memento mori. “Remember that you will die.” Admittedly, this isn’t the most pleasant topic. There is, however, great benefit in meditating on the reality that at some point, you will in fact die. It motivates you to live the life right now that you want to be living. Meditate on this, and write out your thoughts…

Day 12: Give stream-of-consciousness writing a try. … for 10-15 minutes. You may uncover something — no matter how small — you hadn’t previously realized.

Day 13: Perform a mind dump of everything you’re worried about. From the leaky dishwasher to your family member’s poor health — get it all out… Getting all your stressors on paper may alleviate some of that pressure…

Day 14: Write a review of some form of entertainment you recently took in. Whether book or movie or TV show or Broadway play, write out what you liked and didn’t like about it…

Day 15: Come up with your own Cabinet of Invisible Counselors. There are innumerable great people from history who we can learn from today… Write out who you would have on your list and what you admire about them…

Day 16: Imagine that someone has decided to write a book about your life, just up to this point. What would the cover blurb say? Be honest here. Is it kind of boring? Are you happy with it? Now imagine what you’d like that blurb to say at the end of your life. What changes need to made for that to happen?

Link to read the original article in full and the themes for the next 15 days

photo credit: jelleprins via photopin cc

photo credit: jelleprins via photopin cc

Happiness At Work Edition #79

You will find all of these stories – and more – collected together in this week’s new Happiness At Work Edition #79.  Enjoy and best wishes making the start you most want to your new year.

photo credit: SimonDoggett via photopin cc

photo credit: SimonDoggett via photopin cc

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

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

C OK

photo credit: SheReadsAlot via photopin cc

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Link to read the full original article

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

Dreaming Makes You Smarter

Annie Murphy Paul writes in her Brilliant Blog

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

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

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

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

This Week’s Brilliant Quote

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

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

Link to read the original article

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

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

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

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

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

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

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

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

What is art for?

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

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

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

Link to read the original article

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

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

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

In the Personal Development category…

Springboard: Do What You Were Meant To Do

Springboard: Do What You Were Meant To Do

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

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

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

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

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

Link to read the original article

2013 800-CEO-READ Business Book Awards: Leadership

In the Leadership category…

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

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

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

The other books in our Leadership shortlist are…

Link to read the original article

The Secret To Happiness

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

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

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

A Formula For Happiness

Arthur Brooks writes in the New York Times…

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

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

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

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

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

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

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

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

…the secret to happiness through work is earned success.

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

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

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

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

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

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

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

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

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

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

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

Link to read the full original article

C OK

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Leaving and Coming, Steve McCurry’s photo collection

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

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

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

Link to see Steve McCurry’s photos

C OK

photo credit: The Integer Club via photopin cc

Are You Really Listening?

by 

Listen: ˈlɪs(ə)n/

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

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

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

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

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

Why Don’t We Listen?

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

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

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

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

Checked Out? Ideas For Stronger Communication

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

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

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

How To Make Mindful Conversation a Habit

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

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

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

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

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

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

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

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

Link to read the original article

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

17 Tips To Help You Expand Your Influence

CJ Goulding offers these great guidelines…

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

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

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

1. Be proactive.

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

2. Be a good listener.

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

3. Stay consistent.

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

4. Practice empathy.

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

5. Seek for solution.

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

6. Accept responsibility.

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

7. Appreciate others.

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

8. Have a vision.

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

9. Ask the right questions.

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

Ask questions like:

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

How can I meet and get to know people better?

How can I help and inspire the people around me?

How can I be a solution in this situation?

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

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

11. Filter the information that you take in.

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

12. Increase your value through education.

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

13. Fine tune your skills.

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

14. Be upbeat and enthusiastic.

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

15. Be a person of integrity and values.

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

16. Go above and beyond.

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

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

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

Link to read the full original article

photo credit: seier+seier via photopin cc

photo credit: seier+seier via photopin cc

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

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

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

I can easily refute that belief with two questions:

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

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

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

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

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

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

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

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

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

Link to read the original article

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photo credit: bumblebeelovesyou via photopin cc

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

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

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

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

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

Stereotypes Exist Because Of “Hive Mind” 

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

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

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

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

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

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

Security Is Knowing Who You Are

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

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

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

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

Link to read the original article

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photo credit: Flyinace2000 via photopin cc

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

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

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

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

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

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

The city will help you live in it…

Doctors will use your DNA to keep you well…

Buying local will beat online…

You will have a digital guardian…

The classroom will learn you…

Link to read the rest of this article

photo credit: Dominic's pics via photopin cc

photo credit: Dominic’s pics via photopin cc

Beat Holiday Stress With These Two Easy Meditation Techniques

Regina Bright writes…

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

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

Deep breathing.

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

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

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

Focus on your senses.

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

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

Link to read the original article

photo credit: Hamed Saber via photopin cc

photo credit: Hamed Saber via photopin cc

Happiness At Work – edition #77

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

Enjoy and have a very happy rejuvenating and connected holiday…

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

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

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

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

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

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

Well-Being Jettisons To Critical Performance Metric In Workplace

by Judy Martin writing in Forbes magazine

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

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

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

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

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

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

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

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

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

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

Mindfulness and Well-Being Garners Growing Attention

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

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

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

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

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

A Personal Take on Well-Being at Work 

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

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

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

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

Link to read the original article

photo credit: kern.justin via photopin cc

photo credit: kern.justin via photopin cc

Diana Diamond asks: Are We Being Happy Yet?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Link to read the original article

photo credit: Defence Images via photopin cc

photo credit: Defence Images via photopin cc

7 Things You Didn’t Know Were Internet-Connected

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

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

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

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

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

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

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

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

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

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

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

Link to get this free download

photo credit: alles-schlumpf via photopin cc

photo credit: alles-schlumpf via photopin cc

Meaning 2013: A Business Rebellion

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

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

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

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

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

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

Meaning is powerful. And meaning can transform your organization.

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

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

10 Things We Learned From Meaning 2013 at Brighton

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

 

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

Link to read the original Happy Startup School article

photo credit: mugley via photopin cc

photo credit: mugley via photopin cc

How to Create a Workplace that Works for Women

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

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

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

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

Create a female support network

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

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

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

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

Ask for the management support you need

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

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

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

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

Speak up: your view is important

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

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

 Voice what you need to feel valued

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

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

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

Link to read the original Guardian article

Better People Equals Better Business – Lessons from the All Blacks

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

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

Something had to change.

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

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

Their plan revolved around the following pillars:

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

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

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

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

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

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

Sweep the Sheds

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

Follow the Spearhead

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

Create a Haka

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

Pass the Ball

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

Leave a Legacy

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

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

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

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

Link to read the original unedited article

photo credit: Catching Magic via photopin cc

photo credit: Catching Magic via photopin cc

Gratitude Can Fuel School – and Work – Transformation

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

The Neuroscience Behind Appreciation

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

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

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

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

Ways of Practising Gratitude

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

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

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

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

Link to read the original article about practising gratitude in schools

10 Ways To Create a Compassionate Workplace

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

1. Start small

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

2. Learn to focus

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

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

3. Try compassion training

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

4. Be kind to yourself

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

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

5. Promote compassionate leaders

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

6. Beware of ‘takers’

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

7. It’s not always about money

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

8. Make compassionate decisions

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

9. Ignore the compassion myths

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

10. Lead by example

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

Link to read the original article

photo credit: Amsterdamized via photopin cc

photo credit: Amsterdamized via photopin cc

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

Jonathan Richards, chief executive of breatheHR writes…

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

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

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

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

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

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

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

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

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

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

Link to read the original Guardian article

photo credit: ^riza^ via photopin cc

photo credit: ^riza^ via photopin cc

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Link to read the original article

photo credit: marsmet511 via photopin cc

photo credit: marsmet511 via photopin cc

Cities, Cars, Cycling – and Human Happiness

By Susan Perry

photo credit: Stuck in Customs via photopin cc

photo credit: Stuck in Customs via photopin cc

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

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

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

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

Social deficit and the shape of cities

Writes Montgomery:

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

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

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

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

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

photo credit: gynti_46 via photopin cc

photo credit: gynti_46 via photopin cc

Stress worse than that of a fighter pilot

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

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

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

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

photo credit: Amsterdamized via photopin cc

photo credit: Amsterdamized via photopin cc

A sense of connection

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

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

Time to switch to a ‘new mobility’

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

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

Link to read the original article

photo credit: Amsterdamized via photopin cc

photo credit: Amsterdamized via photopin cc

Henry Evans and Chad Jenkins: Meet the Robots of Humanity

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

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

photo credit: Masahiko Futami via photopin cc

photo credit: Masahiko Futami via photopin cc

Threshold of the New (Steve McCurry’s Blog)

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

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

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

photo credit: ~FreeBirD®~ via photopin cc

photo credit: ~FreeBirD®~ via photopin cc

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

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

photo credit: Pensiero via photopin cc

photo credit: Pensiero via photopin cc

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

BY 

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

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

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

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

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

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

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

Link to read the original article

On Considering The (English) Hedge

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

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

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

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

Happiness At Work Edition #73

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

photo credit: The Rocketeer via photopin cc

photo credit: The Rocketeer via photopin cc

Happiness At Work #69 ~ focus, attention and making a happier world

This week’s post brings our focus and attention into the spotlight, and includes stories about the importance of how we use our minds and what we put our main thinking energies into, as well as what we should perhaps be giving greater attention and energy to in order to make a happier and more flourishing nation, world and planet.

photo credit: leezie5 via photopin cc

photo credit: leezie5 via photopin cc

Happiness: the next big business metric?

Kristine A. Wong writes:

Happiness is gaining popularity as a measurement of success for governments – and for some businesses, including Zappos, Southwest and BT

Whether it’s words of wisdom from the Dalai Lama, guidance from an empathetic career counselor or advice from a friend, we’re often told that it’s more important to be happy than anything else.

But for the more than 1 billion people around the world fighting hunger and poverty, happiness seems fairly irrelevant – a luxury for the middle and upper classes. Does happiness matter if daily needs are not met? Certainly the primary focus should be on taking care of the basics. Happiness is a bonus.

Most, it seems, would agree. But increasingly, the answer depends upon whom you ask. In certain academic and human development circles, the stock in happiness has been rising. So much, in fact, that in the last two years, the United Nations Sustainable Development Solutions Network(run by UN Millennium Development goals guru and Columbia University economist Jeffrey Sachs) has published the “World Happiness Report,” researchers’ attempts to measure happiness in 150 countries around the world.

That raises the question: As more thought leaders pay attention to happiness, should companies also consider happiness as one measure of their social impact?

“All businesses should care about happiness,” said Mark Williamson, founder and director of the London-based Action for Happiness Project, who joined Sachs in New York last week to release the latest report. “The happiness of a company’s people is vital to their business success.”

Companies with happier staff outperform their competitors, Williamson said, and a happier staff is sick less often, more engaged, more creative, more productive and better at working collaboratively.

Government will likely play a role in driving the happiness agenda, if it progresses. “There is now a rising worldwide demand that policy be more closely aligned with what really matters to people as they themselves characterize their wellbeing,” said Sachs, one of the report’s co-editors…

But is a goal to improve the life satisfaction of people around the world really a means to an end? How would this accelerate or enhance ongoing work to secure access to clean drinking water and sanitation facilities, a sustainable food supply and a stable source of education?

“Wellbeing is really the driver that underpins all the development goals,” Williamson said. “Whether we’re aiming to alleviate poverty, ensure maternal health, support gender equality, or promote sustainability, the reason that all these things matter ultimately comes down to their impact on human wellbeing.

“If we get them right, wellbeing goes up,” he said. “If we fail to deliver on them, wellbeing goes down.”…

Sub-Saharan Africa – along with Latin America – is counted in this year’s report as one of two areas where happiness levels are increasing the most. The reasons? Higher levels of social support, generosity and the freedom to make key life decisions, the report said.

“Social relationships matter much more for happiness than possessions,” Williamson said. “Every organization should recognize that human wellbeing is at the heart of success and progress – and that they can play a role in contributing to this by the way they treat their people, the products and services they offer and the impact they have in the community.”

Some organizations, like John Lewis, have always put employee wellbeing at the heart of their business models, Williamson said. Buthappiness is gaining ground: companies such as Southwest AirlinesBT,SemcoMarks & SpencerZapposInnocent Drinks and NixonMcInnesare increasingly taking it seriously, he added.

Happiness hasn’t yet become a top priority for sustainability-minded companies, but Williamson expects the trend to persist. And if its popularity continues to rise among nonprofits, policymakers and thought leaders, we could soon see it become a common corporate social responsibility metric as well.

Link to the original article

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

Neil Gaiman: Why our future depends on libraries, reading and daydreaming

A lecture by  explaining why using our imaginations, and providing for others to use theirs, is an obligation for all citizens

…Fiction has two uses. Firstly, it’s a gateway drug to reading. The drive to know what happens next, to want to turn the page, the need to keep going, even if it’s hard, because someone’s in trouble and you have to know how it’s all going to end … that’s a very real drive. And it forces you to learn new words, to think new thoughts, to keep going. To discover that reading per se is pleasurable. Once you learn that, you’re on the road to reading everything. And reading is key. There were noises made briefly, a few years ago, about the idea that we were living in a post-literate world, in which the ability to make sense out of written words was somehow redundant, but those days are gone: words are more important than they ever were: we navigate the world with words, and as the world slips onto the web, we need to follow, to communicate and to comprehend what we are reading. People who cannot understand each other cannot exchange ideas, cannot communicate, and translation programs only go so far.

The simplest way to make sure that we raise literate children is to teach them to read, and to show them that reading is a pleasurable activity. And that means, at its simplest, finding books that they enjoy, giving them access to those books, and letting them read them…

…the second thing fiction does is to build empathy. When you watch TV or see a film, you are looking at things happening to other people. Prose fiction is something you build up from 26 letters and a handful of punctuation marks, and you, and you alone, using your imagination, create a world and people it and look out through other eyes. You get to feel things, visit places and worlds you would never otherwise know. You learn that everyone else out there is a me, as well. You’re being someone else, and when you return to your own world, you’re going to be slightly changed.

Empathy is a tool for building people into groups, for allowing us to function as more than self-obsessed individuals.

You’re also finding out something as you read vitally important for making your way in the world. And it’s this:

The world doesn’t have to be like this. Things can be different…

Fiction can show you a different world. It can take you somewhere you’ve never been. Once you’ve visited other worlds, like those who ate fairy fruit, you can never be entirely content with the world that you grew up in. Discontent is a good thing: discontented people can modify and improve their worlds, leave them better, leave them different…

In the last few years, we’ve moved from an information-scarce economy to one driven by an information glut. According to Eric Schmidt of Google, every two days now the human race creates as much information as we did from the dawn of civilisation until 2003. That’s about five exobytes of data a day, for those of you keeping score. The challenge becomes, not finding that scarce plant growing in the desert, but finding a specific plant growing in a jungle. We are going to need help navigating that information to find the thing we actually need…

According to a recent study by the Organisation for Economic Cooperation and Development, England is the “only country’ where … our children and our grandchildren are less literate and less numerate than we are. They are less able to navigate the world, to understand it to solve problems. They can be more easily lied to and misled, will be less able to change the world in which they find themselves, be less employable. All of these things. And as a country, England will fall behind other developed nations because it will lack a skilled workforce…

We all – adults and children, writers and readers – have an obligation to daydream. We have an obligation to imagine. It is easy to pretend that nobody can change anything, that we are in a world in which society is huge and the individual is less than nothing: an atom in a wall, a grain of rice in a rice field. But the truth is, individuals change their world over and over, individuals make the future, and they do it by imagining that things can be different.

Look around you: I mean it. Pause, for a moment and look around the room that you are in. I’m going to point out something so obvious that it tends to be forgotten. It’s this: that everything you can see, including the walls, was, at some point, imagined. Someone decided it was easier to sit on a chair than on the ground and imagined the chair. Someone had to imagine a way that I could talk to you in London right now without us all getting rained on.This room and the things in it, and all the other things in this building, this city, exist because, over and over and over, people imagined things…

Albert Einstein was asked once how we could make our children intelligent. His reply was both simple and wise. “If you want your children to be intelligent,” he said, “read them fairy tales. If you want them to be more intelligent, read them more fairy tales.”

Link to read the original Guardian article

These ideas by Neil Gaimon make a strong chime with what Daniel Goleman talked about in his Action for Happiness hosted talk in London this week.  Here are my notes of what he said…

An Evening With Daniel Goleman

Daniel Goleman, the internationally acclaimed psychologist and expert in Emotional Intelligence, explains the importance of Emotional Intelligence in modern life and also share some of the ideas from his exciting new book Focus, a groundbreaking look at today’s scarcest resource and the secret to fulfilment and performance: attention.

Most of the news we get is for the amygdala – firing up our sense of threat.  If you feel pressured you just don’t notice a lot – and we are living now as if in a constant stage of being under siege
A Harvard experiment found that our minds our most unfocused commuting, at a computer, at work
Social emotional learning has now been going on in schools for over a decade.  Studies have found that this learning brings anti-social behaviour down by 10% and pro-social behaviour up by 10%.  And academic success up by more than 10%.
Another study found that Leaders in the top ten per cent of effectiveness compared to least effective ten% had 80-90% of competences that are Emotional Intelligence (EQ)-centred.
EQ is a model for Wellbeing including four essentials
a) Self-Awareness
Good work combines from doing what we’re excellent at, passionate about and matches our ethics
When we are in ‘flow’ our attention gets super-focused. This is optimal performance and it feels good
b) Self-Management – being in command of our emotions – cognitive control
Studies like the ‘marshmallow test’ find that kids who can’t manage their impulses are constantly distracted.
A NZ study with that looked at kids, and then revisited them again in heir thirties found that cognitive control better predictor of success than IQ or wealth. And kids who learned who didn’t have it ‘naturally’ at the start but learned it ended up doing just as well.  Self-management can be taught and learned
c) Empathy
Our more recent fore brain is designed to be linked to our other older brains
Our brain is peppered with mirror neurons – a brain-to-brain link – that operates in our entire biology, and that keeps us on the same page as another person. When someone is in pain we have an instant sense of this ourselves
There are three ingredients to rapport:
     – full mutual Attention
     – non-verbal Synchronicity
     – Flow – it feels good
This is operating in every human interaction
d) Social Skill – good strong relationships and interactions
Our happiness increases in relation to the amount we care about others’ happiness
A new and troubling Berkley study is finding hat people pay less attention to people of lower status.  And Freud talked about ‘the narcissism of minor differences’ that can start a spiral of inter-group hostility.
But The Flynn Effect showed its not the family you’re born into that has to predict who you become. We are always adapting and learning and evolving in response to the opportunities and circumstances we find ourselves in.
And every time they come up with new IQ test they have to make the questions harder, because each successive generation gets smarter.
We should teach children these skills. Doing this systematically would increase our GNP.
photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

Mindfulness is one of the best ways to increase focus, attention and emotional intelligence.  Mindfulness increases cognitive control by working on the muscle of attention. Every time you notice your mind wandering off and bring it back you are working this muscle.
A Mindfulness exercise for children (that can easily be adapted for us older people):
‘Breathing Buddies’ involves putting a toy animal in a child’s tummy.  They breathe in 1-2-3 and out 1-2-3.  When their minds wander away from concentrating on the breath in 1-2-3 and the breath out 1-2-3, just bring it back to focus on the breathing and the rise and fall of the toy again.
Mindfulness pioneer Jon Kabat-Zin found that if people did their mindfulness exercises for 28 days they achieved lasting and substantial improvements in their physical, mental and emotional fitness and wellbeing.
Neuroscience has revealed that when we are upset, anxious or angry our Right prefrontal cortex is active.  When we are calm and happy, this region is quiet, and the Left area is active.  High activity in far to Left is indicative of resilience;  far to the Right is indicative of depression.
Mindfulness also mobilises the flu shot antibodies – as well as switching up our immune system.
The Dalai Lama’s recently offered 3 questions for decision making.  Will it benefit…
…just me or others?
…just my group or everyone?
…just for the present or for the future?
The man that scientists call ‘the happiest man alive’, Buddhist monk Matthieu Ricard was involved in a study on his impact on  the (2nd) most abrasive professor in a university.
They came together to debate. The professor begins in a highly agitated state.  Ricard stays calm. The professor becomes calm, and eventually doesn’t even want the encounter to end.
People a transformed by positive encounters.  And we can all cause ripples of happier encounters.
But there is a bias toward unhappiness.  If we understand more about how people can get along we might be able to promote that better
Our attention looks both in and out.  Internal (self) awareness is focus on self.  Empathy is focus on the other person.  We need to able to be equally and simultaneously good at both.
Passing on emotions is affected by three things:
     ~ Expressiveness
     ~ Power – for example if the leader is in a negative or positive mood the rest of the team catch it and their performance goes down or up
     ~ Stableness – like Ricard showed the professor.
Can you be happy for no reason?
Can you cultivate a feeling of happiness independent of external circumstances
There is a danger of mistaking espoused happiness for enacted happiness.
We need to be authentically happy
Technology and Focus
The new social norm is to ignore the person you’re with and look at a screen.  We have to get better at focusing. Why we have to learn cognitive control.  Technology is insidiously stealing more and more of our attention. Mind wandering tends to concentrate on problems.  The extent to which we can turn it off and focus on better things, the better off we will be.
But the research on technology is showing good and bad things:  for example, games increase vigilance but also a negative intention bias.  New games are now being designed to improve attention.
Social comparison is quite automatic in the brain.  When you’re feeling compassion – loving kindness – your positivity fires up.  To overcome negative comparison:
– Compare down
– Concentrate on the Positive
– And be Compassionate
How do you study unhappiness without becoming miserable?
Mindfulness should go and in hand with compassion and noticing and caring about what is happening in the world and if we can do something about it.
Our biggest source of unhappiness is most usually our own mind
photo credit: Cut To Pieces via photopin cc

photo credit: Cut To Pieces via photopin cc

Can A Girl Change The World?

by 

‘Never doubt that a small group of thoughtful, concerned citizens can change world. Indeed it is the only thing that ever has’. – Margaret Mead, Social Anthropologist

The version of history we are taught in school would have us believe that all important changemakers were men and that women had very little to do with the advancement of civilisation. However, we know this is completely false…

Can a girl change the world? Yes! But not alone, she must have the support of others as only through collective action is change truly possible.

photo credit: UrvishJ via photopin cc

photo credit: UrvishJ via photopin cc

Link to read the original article

The New Economics of Enough

BY: DAN O’NEILL & ROB DIETZ

It has been over five years since the global financial crisis shook the economic world. Since then we’ve seen spiralling debt, savage austerity, a crisis in the Eurozone, quantitative easing, and a variety of attempts to get the economy growing again. But despite all of this, little has changed. GDP in the UK remains 2 percent lower than when the financial crisis began, and austerity continues on unabated.

Everyone seems to agree that getting the economy growing again is the number one priority. But if growth is really the cure to all of our ills, then why are we in such a malaise after sixty years of it? Although the UK economy has more than tripled in size since 1950, surveys indicate that people have not become any happier. Inequality has risen sharply in recent years, and jobs are far from secure. At the same time, increased economic activity has led to greater resource use, dangerous levels of CO2 in the atmosphere, and declining biodiversity. There is now strong evidence that economic growth has become uneconomic, in the sense that it is costing us more than it’s worth.

In our new book, Enough Is Enough: Building a Sustainable Economy in a World of Finite Resources, Rob Dietz and I argue that it is time to abandon the pursuit of growth and consider a new strategy—an economy of enough. Suppose that instead of chasing after more stuff, more jobs, more consumption, and more income, we aimed for enough stuff, enough jobs, enough consumption and enough income.

The economic blueprint that we describe in our book is based on the contributions of over 250 economists, scientists, NGO members, business leaders, politicians, and members of the general public. Some call this blueprint the “new economics”, some call it “degrowth”, and some call it a “steady-state economy”. While there are differences among all of these approaches, the key ideas have much in common. They include policies to reduce resource use, limit inequality, fix the financial system, create meaningful jobs, reorganise business, and change the way we measure progress…

Instead of GDP, we need indicators that measure the things that really matter to people, such as health, happiness, equality, and meaningful employment. We also need indicators that measure what matters to the planet, such as material use and CO2 emissions. In fact, we already have these indicators—the problem is that we largely ignore them, because we are so fixated on GDP. If the goal of society were to change from increasing GDP to improving human well-being and preventing long-term environmental damage, then many proposals currently seen as “impossible” would suddenly become possible.

The real impossibility is achieving never-ending economic growth. No amount of austerity or stimulus spending is going to change the reality that we live on a single blue-green planet with limited resources that we all must share. If we’re serious about achieving a better life for the vast majority of people in Britain then we need a new approach—an economic model that prioritises people and planet over short-term profits. It’s time to embrace the new economics and say “Enough Is Enough!”

Link to read the original article in full

photo credit: delitefulimage via photopin cc

photo credit: delitefulimage via photopin cc

Less Technology, More Happiness?

Mark Williamson, Director of Action for Happiness, a movement of people committed to building a happier society by making positive changes in their personal lives, homes, workplaces and communities, writes:

It’s no exaggeration to suggest that our mobile devices are in danger of taking over our entire lives. Time magazine found that 68% of users take their devices to bed with them, 20% check their phones every ten minutes and one third report feeling anxious when briefly separated from their beloved gadget. According to Osterman research, 79% of respondents take their work-related device on vacation and 33% admit to hiding from family and friends in order to check Facebook and Twitter. It’s hard to deny that these are worrying trends.

So it’s no surprise we’re starting to see a backlash against the all-pervasive nature of digital devices. Companies like Digital Detox are now offering technology-free breaks where people have no choice but to disconnect. Their Camp Grounded summer camp is a place where “grown-ups go to unplug, getaway and be kids again”. One of the signs at the camp reads “The use of WMDs is not permitted” – an acronym that refers to Wireless Mobile Devices, although many clearly see these devices as Weapons of Mass Destruction too!

There’s no doubt that we need to restore some balance to our technology-dominated lives. But in my view the salvation from our digital gluttony lies more in our daily habits than in special events like Camp Grounded, wonderful as they may be. Before looking at some possible solutions, let’s not forget that the main reason we become so addicted to these gadgets is that they provide incredible benefits. We can communicate with distant friends and loved ones at the touch of a button. We can stay connected with what’s going on in the world. We can share what matters to us with the people we care about. And we can put travel time or waiting time to more productive use – potentially freeing up extra family and leisure time later. When used well, these devices can greatly enhance our overall wellbeing.

The problem of course is that many of us – myself included – spend so much time using these devices that we end up doing things that are detrimental to wellbeing – not just for ourselves but for others around us too. We strive to use our time efficiently, but end up leaving ourselves unable to unwind and get to sleep. We want to stay up to speed, but end up so overwhelmed with digital noise that we miss the information that really matters. We want to be connected to others, but end up ignoring the people we’re actually with – perhaps best exemplified in this powerful and poignant video. So here are my three suggested ground rules – or habits – for living well in an age of digital overconsumption.

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

1. Pay full attention to what you’re doing

… evidence shows that when our minds are constantly distracted, we’re not only less effective at what we’re doing, this also makes us much less happy. So instead of just reacting to these digital attention-grabbers the moment they appear, make a conscious decision to ignore them if you’re doing certain things – such as writing, having a conversation or eating a meal. … Equally, it can help to set aside specific times when you’ll focus entirely on responding to all the digital stuff too.

2. Ask yourself “what matters most?”

We’re so programmed to respond to our gadgets that we unconsciously give them priority over things that, on reflection, we would surely agree matter much more. So when technology grabs your attention, make a habit of consciously asking yourself “what matters most?”. Is it more important to read and respond to this immediately – or to get a good night’s sleep and be ready for tomorrow? Is it more important to check the latest headlines or get outside for 10 minutes of fresh air and head space? Is it more important to share my hilarious status update or make sure I’m home in time to see the kids? These questions have easy answers – and big implications for our use of technology – if we bother to ask them.

3. Give face-to-face priority over virtual

Our relationships are the most important contributors to our overall wellbeing, especially those with our nearest and dearest. Yet although technology helps us stay in touch with a wider range of people and connects us with loved ones in far off places, nothing beats our face-to-face relationships with the people that matter – our partners, parents, children and closest friends. So make it a habit to give the people you’re with priority over the gadget you’re holding. …One fun way of making sure this happens is for a group of friends or family members to agree to put their mobile devices in a pile and not use them while together. Some groups apparently even spice this idea up by agreeing that whoever can’t resist and picks up their phone first has to pick up the bill too!

Rebalancing our use of technology doesn’t require an appeal to our guilt or an assault on our productivity. It requires us to be more mindful and honest with ourselves about when these devices bring real benefits and when they start to ruin our quality of life. The many benefits are only worth it if they contribute to our overall happiness rather than undermining it.

At Action for Happiness we encourage actions to help people live happier and more fulfilling lives like these Ten Keys to Happier Living. And while there are many digital innovations that can help to boost our happiness – for example apps like Headspace or Happify – many of the most important sources of happiness in life are blissfully technology-free. So finally, here are three simple, non-digital actions that are proven to make us happier:

  • Get active outdoors – walk through the park, get off the bus a stop early or go for a “walking meeting” with a colleague
  • Take a breathing space – regularly stop and take 5 minutes to just breathe and be in the moment – notice how you’re feeling and what’s going on around you
  • Make someone else happy – do random acts of kindness, offer to help, give away your change, pay a compliment or tell someone how much they mean to you

When we focus on the things that really bring happiness, our priorities shift and our relationships with our digital devices naturally start to be become more conscious, balanced and fulfilling.

Link to read the original article

photo credit: Will Lion via photopin cc

photo credit: Will Lion via photopin cc

The Key To Happiness At Work? Change Your Perception

 writes…

The key to more happiness at work is changing the way you think and feel about your career. It doesn’t matter if you are the janitor or the president of the company; any job can produce inner happiness. Finding joy in each work day and producing quality work can become the goals of your career. By making the effort to see the positives, you’ll begin to stop dwelling on the negatives. The best part is that with happiness comes higher levels of success.

If you are struggling to find happiness at work, here are five simple ways to start on the right path now.

  1. Be inspired. Any job can become dull or dreary when you lack creative outlets. As part of your effort to find new inspiration, take the time to experience culture beyond the walls of your cubicle. Visit a local museum, attend a concert or play, spend time participating in new activities to stretch your awareness of the world. These things alone with invigorate you and give you something to share with your co-workers.
  2. Create the best. If you are less than thrilled about your job, perhaps it’s your performance that needs to change? Complacency at work leads to boredom and mistakes. This results in negative feedback from your boss and thus, a negative attitude forms. Instead, strive to always do your utmost best in every task you complete, reaching new levels of performance.
  3. Do for others. There are many others in the world who are less than fortunate. A big part of feeling appreciative of the job you hold is by experiencing the lives and circumstances of others. Take the time to volunteer at least once a month at a local soup kitchen, women’s shelter, or another worthy cause. Give something to others in the form of service and see how good it makes you feel. Your perspective and life can change simply through a new altruistic way of life.
  4. Develop your talent. Chances are you have a number of gifts and abilities that you have not been able to utilize fully at work. It’s no wonder you feel frustrated at times! Honor your talents and find ways to share them, either through personal networks or volunteer opportunities. Get some higher education to develop your talents, either through your own resources or a tuition reimbursement program offered by your employer. You’ll find that this gives you a new positive attitude about your career.
  5. Seek new challenges. Any job, no matter how simple or complex, can become more satisfying when you challenge yourself. If you find yourself filled with dread over a task, talk to your immediate supervisor and see if you can take on something new to replace it. Seek out new challenges at work that bring you happiness, such as joining the entertainment committee or taking on an assignment with more responsibility.

Nearly every working person has experienced times of frustration and unhappiness at work. However, by being proactive and seeking out happiness, you’ll have the power to choose career satisfaction and achievement – with a new perception.

Link to read the original article

photo credit: vramak via photopin cc

photo credit: vramak via photopin cc

The economic case for investment in ecotherapy

GAVIN ATKINS writes in the nef blog:

This week Mind launches our campaign to promote ecotherapy, with the publication of our report Feel better outside, feel better inside: Ecotherapy for mental wellbeing, resilience and recovery’ . The report draws upon learning from the Big Lottery supported Ecominds programme, which funded 130 projects across England with activities including gardening, food growing, green exercise and environmental conservation work.

The programme was evaluated by the University of Essex and their report shows a demonstrably positive affect on people’s mental health and well-being, with seven in ten people (69%) experiencing a significant increase in well-being by the time they left an Ecominds project and three in five people (62%) with mental health problems reported an increase in self-esteem.

However, Mind also knew that these projects are saving money. In the public health realm they are providing a preventative service that reduces demand on more acute services, as well as offering pathways to employment, volunteering and training. They are mental health treatments that are often peer led and in groups, using spaces that are free or cheap. And projects are adding value to local green spaces, enhancing and protecting them…

Link to read the original article

photo credit: Keoni Cabral via photopin cc

photo credit: Keoni Cabral via photopin cc

Where’s Your Inner HERO? Positivity at Work

by 

Researchers have been studying the application of Positive Psychology in the workplace, and a growing body of evidence demonstrates that a positive mindset affects our attitudes toward work, as well as the subsequent outcomes. As Dr. Fred Luthans explains in the video at the end of this post, our “psychological capital” can, indeed, have a significant impact upon work and career.

Previously, I’ve discussed how the tenets of positive psychology hold great potential as a guide to help individuals and organizations elevate workplace happiness. Overall, the movement focuses on identifying and building on what is “right” with our work lives — emphasizing our strengths, celebrating smaller successes, expressing gratitude. Central to this theory is the mechanism that helps us build our “psychological resources,” and use this collected energy to digest and cope with our work lives.

Finding Your Workplace “HERO”

To provide a practical framework for this concept, researchers have developed what they aptly call the Psychological Capital (PsyCap) construct. It features various psychological resources (a.k.a. “HERO” resources) that are central to our work life experiences. We combine these resources in various ways to meet the challenges of our daily work lives.

What are HERO resources?

Hope: Belief in the ability to persevere toward goals and find methods to reach them
Efficacy: Confidence that one can put forth the effort to affect outcomes
Resilience: Ability to bounce back in the face of adversity or failure
Optimism: A generally positive view of work and the potential of success

Link to read the original article 

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

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

How to Focus a Wandering Mind

By Wendy Hasenkamp

New research reveals what happens in a wandering mind—and sheds light on the cognitive and emotional benefits of increased focus.

We’ve all been there. You’re slouched in a meeting or a classroom, supposedly paying attention, but your mind has long since wandered off, churning out lists of all the things you need to do—or that you could be doing if only you weren’t stuck here…

Suddenly you realize everyone is looking your way expectantly, waiting for an answer. But you’re staring blankly, grasping at straws to make a semi-coherent response. The curse of the wandering mind!

But don’t worry—you’re not alone. In fact, a recent study by Matthew Killingsworth and Daniel Gilbert sampled over 2,000 adults during their day-to-day activities and found that 47 percent of the time, their minds were not focused on what they were currently doing. Even more striking, when people’s minds were wandering, they reported being less happy.

This suggests it might be good to find ways to reduce these mental distractions and improve our ability to focus. Ironically, mind-wandering itself can help strengthen our ability to focus, if leveraged properly. This can be achieved using an age-old skill: meditation. Indeed, a new wave of research reveals what happens in our brains when our minds wander—and sheds light on the host of cognitive and emotional benefits that come with increased focus…

For thousands of years, contemplative practices such as meditation have provided a means to look inward and investigate our mental processes. It may seem surprising, but mind-wandering is actually a central element of focused attention (FA) meditation. In this foundational style of meditation, the practitioner is instructed to keep her attention on a single object, often the physical sensations of breathing.

Sounds simple enough, but it’s much easier said than done. Try it for a few minutes and see what happens.

If you’re like most people, before long your attention will wander away into rumination, fantasy, analyzing, planning. At some point, you might realize that your mind is no longer focused on the breath. With this awareness, you proceed to disengage from the thought that had drawn your mind away, and steer your attention back to your breath. A few moments later, the cycle will likely repeat.

At first it might seem like the tendency toward mind-wandering would be a problem for the practice of FA meditation, continually derailing your attention from the “goal” of keeping your mind on the breath.

However, the practice is really meant to highlight this natural trajectory of the mind, and in doing so, it trains your attention systems to become more aware of the mental landscape at any given moment, and more adept at navigating it. With repeated practice, it doesn’t take so long to notice that you’ve slipped into some kind of rumination or daydream. It also becomes easier to drop your current train of thought and return your focus to the breath. Those who practice say that thoughts start to seem less “sticky”—they don’t have such a hold on you…

Recent behavioral research shows that practicing meditation trains various aspects of attention. Studies show that meditation training not only improves working memory and fluid intelligence, but even standardized test scores.

It’s not surprising—this kind of repeated mental exercise is like going to the gym, only you’re building your brain instead of your muscles. And mind-wandering is like the weight you add to the barbell—you need some “resistance” to the capacity you’re trying to build. Without mind-wandering to derail your attempts to remain focused, how could you train the skills of watching your mind and controlling your attention? …

The key, I believe, is learning to become aware of these mental tendencies and to use them purposefully, rather than letting them take over. Meditation can help with that.

So don’t beat yourself up the next time you find yourself far away from where your mind was supposed to be. It’s the nature of the mind to wander. Use it as an opportunity to become more aware of your own mental experience. But you may still want to return to the present moment—so you can come up with an answer to that question everyone is waiting for.

Link to read the original article

photo credit: pshutterbug via photopin cc

photo credit: pshutterbug via photopin cc

Why a richer society isn’t making us happy

People in today’s society are not any happier than their poorer grandparents, because the psychological benefits of rising incomes are overshadowed by any loss, says new study

The reason people in today’s society are not happier than their much-less-affluent grandparents, is that the psychological benefits of rising incomes are wiped out by any small loss, according to a study.

Researchers found that people “experienced the pain of losing money more intensely” than the joys of earning more. They argued that the discovery had “significant implications” for policymakers under pressure to maintain a higher sense of well-being.

The findings by Stirling University’s Management School suggested that policy focused on economic stability, rather than high growth at the risk of instability, was more likely to enhance national happiness and well-being.

A strategy that ran the risk of small, temporary cuts to spending, on the other hand, would probably lead to more widespread dissatisfaction than previously believed.

The study may help explain why bonus structures and remuneration schemes that are based on commissions can easily backfire, with staff morale taking a larger dip than expected in leaner times when there are lower – or no – bonuses.

Link to read the original article

photo credit: Defence Images via photopin cc

photo credit: Defence Images via photopin cc

Latest UK well-being stats: what do they tell us?

SAAMAH ABDALLAH, writing in the new economics foundation blog, reports:

Today, the ONS has provided more detailed breakdowns, allowing us to look at well-being right down to the Local Authority level across the UK. Data is available for both 2011/12 and 2012/13, creating an evidence goldmine for local authorities and health and well-being boards.

Which areas have the highest well-being? Which areas have the lowest well-being? And which areas have seen the biggest drops or rises in well-being over the last year? We’ve only just started exploring the data, but our initial findings show that:

  • The highest well-being in the UK in 2012/13 was in Fermanagh in the south west corner of Northern Ireland. The average life satisfaction score there was 8.2 on a scale of 0 to 10 (compared to the UK average of 7.45), and anxiety levels there were the lowest across the UK.
  • The lowest levels of well-being in 2012/13 were found to be in Harlow in Essex – with an average life satisfaction score of 6.8. The data shows a significant drop in well-being from their 2011/12 score.
  • Which places are doing much better than might be expected based on traditional economic analysis? Well, Copeland on the Cumbrian coastline is ranked amongst the 25% most deprived local authorities in England, and yet average life satisfaction there has been above the UK average for both years of the survey. Ipswich, Weymouth and North Devon also have higher well-being than might be expected according to traditional economic analysis.
  • At the other end of the spectrum, we wonder what is happening in Brentwood, Colchester and North Warwickshire – all areas with relatively low deprivation, but much lower well-being than one would expect. Colchester, for example, is amongst the least deprived areas in the UK – and yet life satisfaction was only 7.1 out of 10 in 2012/13, significantly lower than the national average.
  • In some cases similar local authorities show very different results. What explains the differences in well-being between Merton and Bromley, two south Outer London boroughs?  Average levels of deprivation are similarly low in these two boroughs, and yet average life satisfaction in Merton is 7.2 whilst in Bromley it’s 7.6.
  • The ONS has reported overall rises in well-being in the year to 2012/13, but are there places which have seen well-being falling during this period?  We found significant drops in life satisfaction in various places including Dundee and Chichester. We also found rising anxiety in many more areas including Somerset, Reading, the London Boroughs of Brent and Harrow, Sevenoaks, and Belfast.
  • Lastly, we wonder what is happening in Hart in northern Hampshire. True, it is one of the wealthiest corners of the country, and it has the lowest levels of deprivation in England. But what can explain the huge increase in well-being there between 2011/12 and 2012/13, with life satisfaction jumping from 7.3 out of 10 in 2011/12 (which was slightly below average), to 8.1 out of 10 in 2012/13?

These are all preliminary analyses, and proper analysis will require the micro-data which the ONS will release in six weeks’ time. These initial findings raise some questions though (and hopefully some answers as well) for local authorities looking to navigate the challenging times ahead, and striving to improve the well-being of their residents despite severe budget cuts.

photo credit: Iguana Jo via photopin cc

photo credit: Iguana Jo via photopin cc

What is a ‘mentally healthy workplace’?

Every organisation, regardless of size or sector, needs to prioritise mental health and wellbeing among staff. Right now, one in six workers is dealing with a mental health problem such as anxiety, depression or stress – so this is something affecting a big chunk of your workforce.

Implementing changes that boost wellbeing don’t just benefit the staff who are experiencing these problems, as everyone’s wellbeing is on a spectrum, whether they have a diagnosed mental health problem or not. Sometimes just knowing that support is available is enough to make employers feel valued. Three in five people surveyed by Mind said that if their employer took action to support the mental wellbeing of all staff, they would feel more loyal, motivated, committed and be likely to recommend their workplace as a good place to work*.

During these tough economic times, employees are reporting more sources of stress, such as unrealistic targets, job insecurity, and financial pressures. Furthermore, staff concerned about redundancies are less likely to open up about issues such as stress; or to disclose a mental health problem to their line manager, because they fear being dismissed. But bottling up these problems will only make things worse; and likely lead to decreased productivity, increased sickness absence and presenteeism.

In our latest poll, Mind found that of all respondents who had taken time off from work because of stress, 90% gave their boss another reason for their absence – usually a health problem such as a headache or stomach upset. Only 10% were able to be honest and tell their organisation they were off because of stress. This highlights the sheer number of staff who don’t feel comfortable discussing their wellbeing at work. But now, in this time of austerity, it’s more important than ever that employers to make the first move by prioritising mental health and building resilience – it’s far better to weather the storm together.

Smart employers appreciate that their organisation is dependent on its staff; and that a healthy and productive workforce is a recipe for performing at their peak. Good mental health underpins this – with employees who work for organisations which prioritise mental wellbeing reporting greater confidence, motivation and focus. There are simple, inexpensive measures that can help your organisation become a mentally health workplace.

…Approaches such as flexible working, building resilience and staff development contribute to good engagement, while involving staff in decision-making and giving employees autonomy are key to engaging staff. The way in which we work together is changing – with team work, collaboration and joint problem solving becoming increasingly expected of staff, but these types of working processes are dependent on mutual trust and employees feeling valued. Both engagement and creating a mentally healthy workplace are dependent on the foundations of good mental health.

We recommend a three-pronged approach to managing mental health at work. Such a strategy should promote wellbeing for all staff; tackle the causes of work-related mental health problems; and support employees who are experiencing an existing mental health problem…

Link to read the original article

photo credit: UrvishJ via photopin cc

photo credit: UrvishJ via photopin cc

Child’s Play (Steve McCurry’s Blog)

The latest photos from Steve McCurry remind us what and who we are when are young and at play.  Notice the focus on these stunning photos…

Child’s play is the exultation of the possible.  Martin Buber

Play is the highest form of research.  – Albert Einstein

The true object of all human life is play. – G. K. Chesterton

We don’t stop playing because we grow old; we grow old because we stop playing. – George Bernard Shaw

Link to view this photo collection

photo credit: kooklanekookla via photopin cc

photo credit: kooklanekookla via photopin cc

21 Reasons To Quit Your Job And Become A Teacher

 writes

In a recent article about happiness at work, Harvard professor Rosabeth Moss Kanter suggests that the happiest among us are those who are solving the toughest problems and “making a difference” in people’s lives. If contributing to the betterment of the world is indeed among the keys to happiness, then it’s no wonder that the extraordinary teachers featured in “American Teacher: Heroes of the Classroom” [Welcome Books/Random House] express a deep sense of fulfillment and pleasure in the work that they do day in and day out. Against all odds, each of the fifty educators profiled is making a lasting positive impact on his or her students; the kind of impact that recasts futures, changes lives, and might just inspire the rest of us to consider a second career in education…

Here are some of these reasons:

  1. To encourage children to DREAM BIG…
  2. To positively IMPACT THE FUTURE of our world…
  3. To live with a deep SENSE OF PURPOSE…
  4. To discover your TRUE CALLING…
  5. To experience personal GROWTH…
  6. To GIVE AND RECEIVE unconditional love…
  7. To be a STUDENT for life…
  8. To INSPIRE generations of CHANGE…
  9. To ignite the SPARK of LEARNING…
  10. To explore your CREATIVITY…
  11. To prove that ONE PERSON CAN MAKE A DIFFERENCE…

Link to read the original article

photo credit: Bistrosavage via photopin cc

photo credit: Bistrosavage via photopin cc

Shyam Sankar: The rise of human-computer cooperation

Brute computing force alone can’t solve the world’s problems. Data mining innovator Shyam Sankar explains why solving big problems (like catching terrorists or identifying huge hidden trends) is not a question of finding the right algorithm, but rather the right symbiotic relationship between computation and human creativity.

photo credit: vernhart via photopin cc

photo credit: vernhart via photopin cc

Matt Locke:  Empires of Attention

This is the text version of a talk which you can hear at BBC Radio 4′s Four Thought programme, first broadcast on October 23rd, 2013. It was recorded at Somerset House in front of a live audience with David Baddiel hosting.

Thank you for inviting me to come and talk today, and in particular, I want to thank you all for your attention. Your attention is a very valuable thing, and to decide to spend it listening to this talk here today, or at home on the radio, or later online, is not an insignificant act…

Because how we understand audience attention – how we ask for it, measure it, and build business empires by selling access to it – is fundamental to our culture. For the last few hundred years, the business of culture has essentially been the business of measuring audiences’ attention. We can trace a line of entrepreneurs of attention from today’s culture backwards through the last two centuries – from Jonah Peretti, who has used his intimate knowledge of the patterns of digital attention to build The Huffington Post and Buzzfeed, two of the biggest news and culture sites on the web; through Arthur Nielsen, who invented the ratings technology that the US TV giants ABC, NBC and CBS were built on; to Charles Morton, who took the raucous entertainment of supper-clubs and taverns and developed the more mainstream and wildly popular Music Halls of Victorian England, from which came the talent that would dominate the early years of cinema and radio.

These entrepreneurs were not leaders, but listeners – their particularly skill was in realising that audiences were consuming culture in new ways, finding new ways to measure these new patterns, and new ways to make money out of them. The story of these ‘empires of attention’ is the story of how we – the audience – have engaged with culture,  and how the interaction between artists and audiences has moved from visceral participation to abstract measurement and back again. This story starts amidst the raucous popular culture of Victorian England….’

Then traces the story from ‘Song and Supper Rooms’ in pubs to Music Hall and a more captive audience expected to abide by theatre house rules of no eating, drinking or vbvvbvbvb, to radio and television and film and an increasingly distanced audience’s attention being measured in the ratings numbers, to contemporary changes that social media is making.

‘The new entrepreneurs of attention in the 21st century understand this new connection- they understand that culture spreads not by distribution – as with cinema and broadcast – but by circulation – sharing between friends over digital networks…

…the empires of attention are shifting as we move from an era of distribution to an era of circulation…

…the sheer visceral impact of thousands or millions of people sharing and discussing your stories is a new experience for anyone used to traditional broadcast media, and we’re having to learn how to tell stories in an age of digital attention. We’re already hearing TV commissioners complaining that knee-jerk responses from audiences on Twitter are killing new TV shows before they have a chance to build an following. We are no longer a passive audience, but the judge and jury of what will survive and be recommissioned, deciding the fate of culture by how we spend our attention.

This new feedback loop can be incredibly empowering, but it is also destructive – the anonymity of social media can encourage trolling and other kinds of abuse. Crowds amplify the good and the bad in human behaviour, and the internet amplifies this even further. But I don’t think it’s possible to have one without the other – the noise is also the signal, and we will have to develop new ways to tell stories that take this into account.

The culture of the 21st century will be defined by how we synthesise these contradictions – scale and intimacy, spectacle and conversation, signal and noise. We have seen the relationship between audiences and artists move from intimacy to distance, and now back to a strange kind of intimate distance. What will culture look like in an age of digital attention, and what new empires will emerge around it? How we will we measure attention, and how will this change the relationship between artist and audience?

Link to read the full transcript o this presentation

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

Acts of Kindness Spread Surprisingly Easily: Just a Few People Can Make a Difference

In a study published in the March 8 early online edition of the Proceedings of the National Academy of Sciences, researchers from the University of California, San Diego and Harvard provide the first laboratory evidence that cooperative behavior is contagious and that it spreads from person to person to person. When people benefit from kindness they “pay it forward” by helping others who were not originally involved, and this creates a cascade of cooperation that influences dozens more in a social network…

The contagious effect in the study was symmetric; uncooperative behavior also spread, but there was nothing to suggest that it spread any more or any less robustly than cooperative behavior, Fowler said.

From a scientific perspective, Fowler added, these findings suggest the fascinating possibility that the process of contagion may have contributed to the evolution of cooperation: Groups with altruists in them will be more altruistic as a whole and more likely to survive than selfish groups.

“Our work over the past few years, examining the function of human social networks and their genetic origins, has led us to conclude that there is a deep and fundamental connection between social networks and goodness,” said Christakis. “The flow of good and desirable properties like ideas, love and kindness is required for human social networks to endure, and, in turn, networks are required for such properties to spread. Humans form social networks because the benefits of a connected life outweigh the costs.”

Link to read the original article 

photo credit: Alex E. Proimos via photopin cc

photo credit: Alex E. Proimos via photopin cc

Can kindness movements make a difference?

By Sam Judah

Picking up litter. Buying someone in need a coffee. Or just doling out free hugs. There’s a growing movement of people doing nice things for strangers, but do they make for a kinder society?

“It’s not just about single acts, though,”  says Kelsey Gryniewicz, a director at Random Acts of Kindness Foundation. “It’s about changing your mentality from day to day.”

The World Kindness Movement represents the work of organisations from 23 different countries. “It has gone way past the level of community endeavour,” says its secretary general Michael Lloyd-White…

Globally, however, the position is very different. “The trend that has been revealed is a disturbing one,” says Dr John Law, the chief executive of the Charities Aid Foundation. The number of acts of kindness and charity dropped by hundreds of millions last year due to the global recession, he says…

Richard J Davidson from the Center for Investigating Healthy Minds at the University of Wisconsin-Madison thinks that the level of kindness in society can be improved if children are taught to be more empathetic from an early age.

“Compassion should be regarded as a skill that can be cultivated through training,” he says.

The kindness curriculum is currently being taught in 10 schools across Wisconsin. The project is still at the research stage, but “the early signs are promising”, he says…

Not everybody is convinced that focussing on compassion in this way is helpful, however.

In a new book called Pathological Altruism, Barbara Oakley argues against what she sees as a cultural obsession with the notion of kindness.

“There’s a misguided view that empathy is a universal solvent. Helping others is often about your own narcissism. What you think people need is often not actually what they need.”

Kelsey Gryniewicz doesn’t think that the American kindness movement is guilty of that charge, arguing that there are tangible, practical benefits to the activities they recommend.

“It doesn’t have to be about cradling people in a bubble of kindness,” she says.

In Singapore, William Wan takes a more reflective view. “We must be realistic. We mustn’t be naive. Kindness movements can’t solve all our problems, but if they can solve some of our problems, why not use them?”

Link to read the original article

photo credit: vramak via photopin cc

photo credit: vramak via photopin cc

What Are Charities For?

BBC Radio 4 Analysis, Monday 14th October 2013

Charities have been drawn into the world of outsourced service provision, with the state as their biggest customer and payment made on a results basis. It is a trend which is set to accelerate with government plans to hand over to charities much of the work currently done by the public sector.

But has the target driven world of providing such services as welfare to work support and rehabilitating offenders destroyed something of the traditional philanthropic nature of charities? Fran Abrams investigates.

In this BBC Radio 4 Analysis programme the way the UK government is now outsourcing more and more of its services to charities is likened to a Faustian pact…

“The devil promised Faust everlasting life in return for a contract that said Faust had to satisfy certain requirements of the devil and that’s exactly the situation that voluntary organisations and charities now find themselves in.”  Should they adapt to government contracting or remain pure? …

“…the voluntary sector may have the experience to help define the problem and how to meet it rather  than simply responding to what the state thinks it knows is the problem the state and knows hoe to respond … is a fundamental change that has occurred over the last ten years.” Bernard Davis, trustee of Manchester-based 42nd Street

“…one of the substantial changes that I’ve seen over the last twenty years is being a professional is more important than pushing for social change and social justice.” Penny Waterhouse, Coalition for Independent Action group.

“…We are in danger of losing the richness and the unique character of the charitable effort that goes on in this country.” Brendan Tarring, Chief Executive of now wound down charity, Red Kite Learning.

“… When you’re down on the ground and the receiver of a contract, or perceived as having a vested interest, it is very hard for you to put your hand up and say ‘You’re getting this wrong, government,  there’s a different way of doing things.’  You may not have the courage to do it.  You may fear the loss of funding.  But also there is a very high likelihood that the government may not even want to listen.” Caroline Slocock, Director of the panel on the Independence of the Voluntary Sector

Link to hear this and other Radio 4 Analysis programmes

photo credit: Sol S. via photopin cc

photo credit: Sol S. via photopin cc

Short on Time? Try Mindfulness

By Emily Nauman

A new study suggests that just 10 minutes of mindfulness meditation changes our experience of time

Bogged down with responsibilities at work and at home? Many of us wish we had more time to get it all done—and still steal time to relax.

While adding more hours to our day may not be possible, a recent study suggests a little mindfulness meditation can help us at leastfeel like we have more time in our lives…

The researchers conclude that mindfulness meditation made participants experience time as passing more slowly. Remarkably, they saw this effect after just a single 10-minute meditation, among participants who had no prior meditation experience.

Though more study is needed to explain this finding, the researchers suspect that the mindfulness meditation altered time perception because it induced people to shift their attention inward. In the paper, the authors write that when people are distracted by a task in the world around them, they have less capacity to pay attention to time passing, and so experience time as moving more quickly. Because the mindfulness meditation exercise cued participants to focus on internal processes such as their breath, that attentional shift may have sharpened their capacity to notice time passing.

Kramer thinks that this finding could be used in everyday situations, to help people gain control over their experience when they feel short on time. “If things feel like they’re running away,” he says, “slowing things down might help you deal with them more easily.”

Kramer also speculates that while a mindfulness exercise that shifts attention to internal events extends one’s experience of time, a mindfulness exercise that shifts attention to an external event could potentially make time feel like it’s passing more quickly. If this were true, mindfulness could have clinical applications for people who feel like time is moving too slowly, such as those experiencing depression, who tend to overestimate the duration of negative events.

Though Greater Good has previously reported on many positive effects of mindfulness, as well as on how experiencing awe can alter how we perceive time, this study is one of the first to investigate the relationship between mindfulness and time perception.

Link to read the original article

photo credit: Jorge Franganillo via photopin cc

photo credit: Jorge Franganillo via photopin cc

Happiness At Work Edition #69

All of these articles – and many more – are in this week’s latest Happiness At Work Edition #69, out from lunchtime on Friday 25th October.

photo credit: Mooganic via photopin cc

photo credit: Mooganic via photopin cc

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

photo credit: Martin Gommel via photopin cc

photo credit: Martin Gommel via photopin cc

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

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

Sentinels and Sanctuaries (Steve McCurry’s Blog)

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

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

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

photo credit: joiseyshowaa via photopin cc

photo credit: joiseyshowaa via photopin cc

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

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

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

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

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

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

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

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

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

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

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

Link to read the original article in full

photo credit: martinak15 via photopin cc

photo credit: martinak15 via photopin cc

Do You Want A Meaningful Life or A Happy Life?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

photo credit: Indy Kethdy via photopin cc

photo credit: Indy Kethdy via photopin cc

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

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

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

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

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

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

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

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

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

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

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

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

Link to read this much longer original article in full

photo credit: Il conte di Luna via photopin cc

photo credit: Il conte di Luna via photopin cc

Why You Should Stop Trying To Be Happy

MARK MANSON writes…

Happiness is the process of becoming your ideal self

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

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

Why?

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

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

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

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

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

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

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

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

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

Link to read the original article in full

photo credit: AlicePopkorn via photopin cc

photo credit: AlicePopkorn via photopin cc

Is There Any Value In New Age Thinking?

MICHEL BAUWENS writes…

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

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

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

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

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

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

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

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

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

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

Link to read the original article in full

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photo credit: leo.prie.to via photopin cc

Staying Sane In Insane Times

 writes

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

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

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

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

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

Relationship with self:

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

Relationship with others:

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

Relationship with stress:

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

Relationship with our stories

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

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

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

Link to read the original article in full

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photo credit: zagor64. via photopin cc

Is Resilience In Hibernation?

Phil Vernon writes…

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

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

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

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

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

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

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

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

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

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

SHORT-TERM PROJECT PROBLEM

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

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

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

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

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

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

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

Link to read the original article in full

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

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

A New Level of Leadership Thinking

By 

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

Albert Einstein

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

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

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

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

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

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

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

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

What’s it going to take?

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photo credit: USFS Region 5 via photopin cc

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

Greg Moran writes…

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

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

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

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

Link to read the original article

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photo credit: kdee64 via photopin cc

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

Kai Peters, Chief Executive, Ashridge Business School writes…

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

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

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

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

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

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

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

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

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

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

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

Link to the original article in full

photo credit: MedEvac71 via photopin cc

photo credit: MedEvac71 via photopin cc

Showing That You Care

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

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

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

What have you done lately to show your leadership?

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

Start today to:

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

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

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

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

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

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

Link to read the original article

photo credit: katerha via photopin cc

photo credit: katerha via photopin cc

2013 World Mental Health Day: Taking Care 

By LISA KANTOR

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

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

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

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

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

Link to read the full original article

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photo credit: shoothead via photopin cc

Taking Care of Yourself When You’re Depressed

By 

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

Your Holy Trinity

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

Feed Your Senses

Whenever Serani feels her “depression looming within,” she focuses on nourishing her senses. “Coming to Our Senses: Healing Ourselves and the World Through Mindfulness” by J. Karat is packed with studies showing how feeding your sense of sight, smell, sounds, taste and touch produces dopamine, serotonin, melatonin and oxytocin – feel-good neurochemistry that helps heal depression.”

There are many ways you can supply your senses. Serani suggested opening up the windows to let sunshine soothe you; sipping a warm cup of tea or coffee; wrapping yourself in a blanket; listening to soft music; and lighting a candle.

Be Prepared

Self-care requires preparation, Serani said. That’s why it’s important to keep the things that soothe you by your side and in your home. It makes moving into self-care mode much easier, she said. “Stock up on comfort foods, teas and coffees, store scented candles or incense nearby, pre-program radio stations to soothing music you like, drape a velvety blanket on a couch or chair.”

Practice Self-Care Daily

Self-care also requires regular practice, Serani said. She encouraged readers to avoid waiting until you’re drained or depleted to attempt self-care. “Use [the above] sense-oriented techniques often so there’s an ease that comes from their use.”

Self-care is critical for healing depression. As Borchard said, “You get well faster and stay well longer.” But some days, self-care will feel especially far away. On those days, “Be easy with yourself.” Beating yourself up only makes you feel worse and stops you from getting better, she said. “Consider yourself a good friend, and speak to yourself as such.”

Link to read the original article

photo credit: United Nations Photo via photopin cc

photo credit: United Nations Photo via photopin cc

Simple Ways to Cultivate Happiness in Schools – and at work too

This article is written as a guide to increasing happiness in schools, but Elena Aguilar‘s suggestions offer great value too for increasing our happiness at work, so I couldn’t resist a little tweaking to adapt them into a more adult-friendly set of guidelines…

1. Slow Down

When we slow down, we notice more, we appreciate more, we take stock of relationships, learning, and goals. Everyone can benefit from slowing down… There’s a direct correlation between our levels of contentment and the pace at which we live our lives…

2. Get Outside

Being outside, even for just a few minutes a day, can heighten our state of well-being. We breathe fresh air, feel the elements on our skin – the warmth of the sun, the sting of wind, the moisture of rain – which connects us to the natural world. Even when it’s cold out, or when it’s warm and glorious, we can [get] outside for a quick (5 minute) walk, or we can do silent reading outside and our feelings of happiness might increase.

Furthermore, when the weather is comfortable, why can’t we have some of the many meetings we all have to sit in outside? Last year I took my instructional coaches to the forest for one of our professional development days. In addition to hiking, we read, talked, learned, and wrote — all of the activities we usually do in our office.

3. Move Your Body

We all know this already, but I’m going to remind you anyway: Moving our bodies increases our happiness. Even if you can’t [get] outside, you can incorporate stretching breaks into [your] days…  Moments of movement are great and our brains start producing the endorphins that make us happy right away.

4. Blast Good Music

Music in a fast tempo and in a major key can make us feel happy and it has a measurable positive impact on our bodies – it can even boost our immune system, decrease blood pressure, and lower anxiety. Playing music as [people enter a room] can be welcoming and can create a positive atmosphere. Those of us who facilitate learning for adults can also do this. Imagine coming into an early morning staff meeting to the sounds of salsa or to Johnny Nash singing, “I Can See Clearly Now.” You probably feel happier just thinking about this.

5. Sing

Now sing along with those tunes, or sing in your car or in the shower — and see how you feel. Singing requires us to breathe deeply, which makes us happier. Singing along to some of our favorite music makes our brain release endorphins…

6. Smile

Even if you’re not a smiley person, try smiling more often – aim for authentic, genuine smiles, but if you can’t produce one, go ahead and fake it. Yes, even fake smiles can move you along towards a more content state of being. And more than that, they can have an affect on those looking at you. … just see what happens if you smile more often at the people you interact with on a daily basis.

7. Incorporate Quiet Time

My new email pen pal in Bhutan, a teacher in a school for boys aged 6-18, describes how all students in Bhutan practice meditation. Of course, this makes sense given that this is a Buddhist nation. He describes this as a primary way in which his country works to build a happy populace. There’s an abundance of evidence about how meditation causes changes in our brain chemistry that produces feelings of calm and wellbeing. In our country, some schools are incorporating mindfulness meditation, but I also think we could work towards similar ends by simply incorporating more quiet time into our daily routines.

Link to read the original unadapted article of guidelines for use with students

photo credit: Indy Kethdy via photopin cc

photo credit: Indy Kethdy via photopin cc

10 Easy Things That Will Make You Happier, Backed By Science

The above suggestions are matched and extended in this list, offered in The Mind Unleashed

I would love to be happier, as I’m sure most people would, so I thought it would be interesting to find some ways to become a happier person that are actually backed up by science. Here are ten of the best ones I found.

1. Exercise more – 7 minutes might be enough

You might have seen some talk recently about the scientific 7 minute workout mentioned in The New York Times. So if you thought exercise was something you didn’t have time for, maybe you can fit it in after all.

Exercise has such a profound effect on our happiness and well-being that it’s actually been proven to be an effective strategy for overcoming depression…

You don’t have to be depressed to gain benefit from exercise, though. It can help you to relax, increase your brain power and even improve your body image, even if you don’t lose any weight…

2. Sleep more – you’ll be less sensitive to negative emotions

We know that sleep helps our bodies to recover from the day and repair themselves, and that it helps us focus and be more productive. It turns out, it’s also important for our happiness.  In NutureShock, Po Bronson and Ashley Merryman explain how sleep affects our positivity:

Negative stimuli get processed by the amygdala; positive or neutral memories gets processed by the hippocampus. Sleep deprivation hits the hippocampus harder than the amygdala. The result is that sleep-deprived people fail to recall pleasant memories, yet recall gloomy memories just fine.

In one experiment by Walker, sleep-deprived college students tried to memorize a list of words. They could remember 81% of the words with a negative connotation, like “cancer.” But they could remember only 31% of the words with a positive or neutral connotation, like “sunshine” or “basket.”

The BPS Research Digest explores another study that proves sleep affects our sensitivity to negative emotions. Using a facial recognition task over the course of a day, the researchers studied how sensitive participants were to positive and negative emotions. Those who worked through the afternoon without taking a nap became more sensitive late in the day to negative emotions like fear and anger…

Another study tested how employees’ moods when they started work in the morning affected their work day.

Researchers found that employees’ moods when they clocked in tended to affect how they felt the rest of the day. Early mood was linked to their perceptions of customers and to how they reacted to customers’ moods.

And most importantly to managers, employee mood had a clear impact on performance, including both how much work employees did and how well they did it. …

3. Move closer to work – a short commute is worth more than a big house

Our commute to the office can have a surprisingly powerful impact on our happiness. The fact that we tend to do this twice a day, five days a week, makes it unsurprising that its effect would build up over time and make us less and less happy…

4. Spend time with friends and family – don’t regret it on your deathbed

Staying in touch with friends and family is one of the top five regrets of the dying. If you want more evidence that it’s beneficial for you, I’ve found some research that proves it can make you happier right now.

Social time is highly valuable when it comes to improving our happiness, even for introverts. Several studies have found that time spent with friends and family makes a big difference to how happy we feel, generally…

5. Go outside – happiness is maximized at 13.9°C

In The Happiness Advantage, Shawn Achor recommends spending time in the fresh air to improve your happiness:

Making time to go outside on a nice day also delivers a huge advantage; one study found that spending 20 minutes outside in good weather not only boosted positive mood, but broadened thinking and improved working memory…

6. Help others – 100 hours a year is the magical number

One of the most counterintuitive pieces of advice I found is that to make yourself feel happier, you should help others. In fact, 100 hours per year (or two hours per week) is the optimal time we should dedicate to helping others in order to enrich our lives…

In his book Flourish: A Visionary New Understanding of Happiness and Well-being, University of Pennsylvania professor Martin Seligman explains that helping others can improve our own lives:

…we scientists have found that doing a kindness produces the single most reliable momentary increase in well-being of any exercise we have tested…

7. Practice smiling – it can alleviate pain

Smiling itself can make us feel better, but it’s more effective when we back it up with positive thoughts, according to this study:

A new study led by a Michigan State University business scholar suggests customer-service workers who fake smile throughout the day worsen their mood and withdraw from work, affecting productivity. But workers who smile as a result of cultivating positive thoughts – such as a tropical vacation or a child’s recital – improve their mood and withdraw less.

According to PsyBlogsmiling can improve our attention and help us perform better on cognitive tasks:

Smiling makes us feel good which also increases our attentional flexibility and our ability to think holistically. When this idea was tested by Johnson et al. (2010), the results showed that participants who smiled performed better on attentional tasks which required seeing the whole forest rather than just the trees…

8. Plan a trip – but don’t take one

As opposed to actually taking a holiday, it seems that planning a vacation or just a break from work can improve our happiness. A study published in the journal, Applied Research in Quality of Lifeshowed that the highest spike in happiness came during the planning stage of a vacation as employees enjoyed the sense of anticipation:

In the study, the effect of vacation anticipation boosted happiness for eight weeks.

After the vacation, happiness quickly dropped back to baseline levels for most people.

Shawn Achor has some info for us on this point, as well:

One study found that people who just thought about watching their favorite movie actually raised their endorphin levels by 27 percent.

If you can’t take the time for a vacation right now, or even a night out with friends, put something on the calendar—even if it’s a month or a year down the road. Then whenever you need a boost of happiness, remind yourself about it.

9. Meditate – rewire your brain for happiness

Meditation is often touted as an important habit for improving focus, clarity and attention span, as well as helping to keep you calm. It turns out it’s also useful for improving your happiness:

In one study, a research team from Massachusetts General Hospital looked at the brain scans of 16 people before and after they participated in an eight-week course in mindfulness meditation. The study, published in the January issue of Psychiatry Research: Neuroimaging, concluded that after completing the course, parts of the participants’ brains associated with compassion and self-awareness grew, and parts associated with stress shrank.

Meditation literally clears your mind and calms you down, it’s been often proven to be the single most effective way to live a happier live…

10. Practice gratitude – increase both happiness and life satisfaction

This is a seemingly simple strategy, but I’ve personally found it to make a huge difference to my outlook. There are lots of ways to practice gratitude, from keeping a journal of things you’re grateful for, sharing three good things that happen each day with a friend or your partner, and going out of your way to show gratitude when others help you…

Quick last fact: Getting older will make yourself happier

As a final point, it’s interesting to note that as we get older, particularly past middle age, we tend to grow happier naturally. There’s still some debate over why this happens, but scientists have got a few ideas:

Researchers, including the authors, have found that older people shown pictures of faces or situations tend to focus on and remember the happier ones more and the negative ones less.

Other studies have discovered that as people age, they seek out situations that will lift their moods — for instance, pruning social circles of friends or acquaintances who might bring them down. Still other work finds that older adults learn to let go of loss and disappointment over unachieved goals, and hew their goals toward greater wellbeing.

So if you thought being old would make you miserable, rest assured that it’s likely you’ll develop a more positive outlook than you probably have now.

Link to read the original article in full

photo credit: bies via photopin cc

photo credit: bies via photopin cc

Happiness 101 – Teaching our Children the Habits of Happiness

What happens when people learn the habits of happiness and practice them every day?

Do you know how to be happy?

Erin Michelle Threlfall is a theatre artist, activist and educator whose passion is making the world a better place via theater, the arts, her infectious exuberance and the classroom. Originally from the US, she’s taught at schools in Ghana, South Korea, Togo, and Bali. She focuses on nurturing global citizenship, happiness, and social activism within her students and leads dynamic workshops on inquiry-based learning and integrating the arts into the classroom.

photo credit: ViaMoi via photopin cc

photo credit: ViaMoi via photopin cc

Want To Be An Artist? Try A Little Narcissism

Jillian Steinhauer reports

A new study has found that narcissistic people are more likely to consider themselves creative and do creative things than their non-narcissistic counterparts. Um … we needed a study to tell us that?…

In the end, people with narcissistic tendencies were not only more likely to say they were creative; they also were more likely to do creative things. The personality traits of extraversion and openness also corresponded to increased creative activity, which is telling about what this study really shows: that self-confidence goes a long way.

If you believe you’re good enough at something, chances are you’ll do it, even if it’s unstable or difficult, as so many creative pursuits are. And chances are you’ll continue trying to do it even in the face of rejection, which is also required in creative fields like art and writing.

Link to read the original article in full

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

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

Are Your Strengths Holding You Back?

Sue Roberts, a very wise and wonderful trainer and occupational psychologist we sometimes get the joy of working with, says that our strengths can be problematic in two ways:

  1.  on the one hand, the stronger we are in any particular quality, the further away we are from its opposite (which is why the opposite of our strengths are weaknesses if we haven’t learned to practise them up into our skill set);
  2. less well-known, our strengths can become liabilities if we deploy them inappropriately in situations that call for quite different qualities and behaviours.

This idea is picked up and discussed by Michelle McQuaid – a positive psychology researcher, author and workplace trainer – who writes…

Do your strengths ever get you into trouble? You know those moments when the things you like doing and are good at, go just that little bit too far. For example, when your strength of humour has you making one joke too many. Or your strength of creativity has you take one idea a bit too far. Or your strength of kindness has you give and give to everyone else until there’s nothing left for yourself. We’ve all been there at some point, haven’t we?

For me it was my strength of zest. As a senior leader for many years in large organisations, my abundant energy and vitality made it possible to drive and deliver solutions that literally left people’s heads spinning. It was great from a task achievement perspective, but probably burnt through more relationships with my colleagues than I’d care to count. You see other people simply struggled to keep up.

Of course this was pointed out to me more than once during my performance reviews, but “going too fast” was always presented to me as a weakness that needed improvement. Can you imagine how that sounded? Here I was thinking what a great job I was doing, feeling really engaged, energised and enjoying my work and delivering results. Only to hear later that others felt my efforts were completely misfiring.

I walked away from those meetings feeling confused, disillusioned and completely burnt out…

Can a strength really derail your work? A growing body of evidence suggests using your strengths makes you more likely to achieve your goals, to feel less stressed and to have a greater level of well-being. Outcomes most of us are longing for.

However, researchers are also discovering that to use your strengths optimally you need the right strength, in the right amount, in the right way and at the right time. You need to find the ‘golden mean’ – where you’re neither underplaying, nor over overplaying what you do best.

How can you avoid overplaying a strength? Sometimes our strengths are overplayed because the context has changed. For me this would happen when I was busy storming through a project and our business needs would suddenly shift meaning we should slow down for a bit. Learning to read the signs about when my zest was needed – and when it wasn’t – was one way I started to turn around my negative feedback.

The biggest shift came though when I finally became aware that I had the choice to dial up – or dial down – my strength of zest. Turns out I didn’t have to run through life with my foot flat to the floor all the time just to do what I did best. Perhaps I’d just been going too fast, for too long, to see I had the choice!

By learning how to manage my strengths, I became more aware of how my zest could be intimidating for my team who feared they’d never be able to keep up. I learnt to value the need to give others time to get on board before I took off. And I began to appreciate the power off being willing and able to slow down – at least some of the time. As a result, my professional and personal life soared.

Link to read the original article in full

Here is a link to where you can get your free VIA Me Character Strengths profile built from the six virtues of Courage, Humanity, Justice, Temperance, Transcendence, and Wisdom

photo credit: sachman75 via photopin cc

photo credit: sachman75 via photopin cc

Tune Out Distractions – and Tune Into Happiness (Shawn Achor)

HARVEY SCHACHTER reports…

Too much noise can knock you off balance.

That’s the warning from Shawn Achor, San Antonio, Tex.-based author of the bestselling book The Happiness Advantage and the recently published Before Happiness. But Mr. Achor is not talking about the noise of a neighbour’s stereo blasting away or drilling at a construction site across from your office. For him, external noise is the flood of information, often negatively tinged, that washes over you each day. And the internal noise, usually negative, that invades our thoughts throughout the day.

Our ancestors looked to external noise for clues to threats. In a sense, we are doing that as we scan e-mails, newspapers and other information each day. At a basic level, noise distorts our reality – Las Vegas casinos overload our brains with sounds and lights to distract us from the reality that we’re losing money. He says that the noise from the information we receive, so much of it negative, pushes us into a “negative reality,” in which our equanimity is tipped, our stress heightened, and our potential limited.

“If you can decrease the noise, it can have a huge impact on happiness. If we can find some balance – turn away from constant messages – the brain can scan the present for things you are grateful for,” the positive-psychology lecturer said in an interview.

He points to a Fortune 100 company where he recently worked with the management team. They have a policy to use no technology on Sundays – to shut down. The result, they found, was greater productivity during the week owing to that day of rest. The policy, it’s worth noting, applied only to the top team, not others who work for them, which he found ironic.

He distinguishes between signals and noise. A signal is information that is true and reliable, alerting us to the opportunities, possibilities and resources that will help us attain our true potential. Noise is everything else – information that is false, or unnecessary, or prevents us from seeing a world where success is possible.

He lays out four criteria for identifying noise:

Unusable: Your behaviour won’t be altered by the information. “Once you start applying this mental algorithm, you’ll realize that, sadly, most of the information that floods your brain on a daily or even an hourly basis fits into this category,” he writes in his latest book. An earthquake or coup in a country across the globe may be tragic, but it’s essentially extraneous to your life, so don’t let it jolt you into a negative space.

Untimely: You are not going to use the information imminently, and it could change by the time you use it. If you intend to hold stocks for the long run, why check the stock market each day?

Hypothetical: It is based on what someone believes “could be” instead of “what is.” Economic and weather forecasts head the list. “What if you could have back all the minutes of your life you’ve spent listening to predictions – 90 per cent of which have been wrong?” he asks in the book.

Distracting: It distracts you from your goals. Much of the e-mail you received today, let alone your surfing of websites, took you no further toward your big goals.

He urges people to start distinguishing between the signals and noise that come at you, and reduce your brain overload by stopping the addiction to noise. Eliminate the things that are hypothetical, and the reports about car accidents in foreign countries. “Don’t turn a blind eye to the world, but focus on the things that are meaningful,” he said in the interview. “The more we focus on noise, the less we hear the important signals.”

At companies he works with, he asks people to experiment by decreasing their information intake by 5 per cent – specifically information that qualifies as noise. Set boundaries as well, looking at your e-mail only periodically. When you head to a website, scan only for information that matters to you. “Five per cent is a small number, so people feel it’s possible. It turns down the volume a bit,” he said. Perhaps that 5 per cent is spread through the week, or only a chunk of weekend time when you grab a respite. You’ll find reducing the noise, even slightly, increases your social connection with others, which he says is the greatest predictor of happiness.

He has noise-cancelling headphones for flights so he can isolate himself from the din around him. Similarly, you want to reduce the noise from internal doubt, fear of the future, and self-criticism. Studies show that if an employee or child is fearful, they will often fail on the next project or math test. Your noise-cancelling headphones allow you to think of positive moments that counteract those fears, such as three successes you had in similar situations.

He offers three principles to live by:

I will keep my worry in proportion to the likelihood of the event.

I will not ruin 10,000 days to be right on a handful. “Some people worry for 10,000 days about various things to get past one bad day. They give themselves 10,000 bad days to have one good day,” he says.

I will not equate worrying with being loving or responsible.

In short, be conscious of the noise coming at you – external and internal – and reduce the incidence of the noise to increase your balance and happiness.

Link to read the original article

photo credit: pfarrell95 via photopin cc

photo credit: pfarrell95 via photopin cc

Happiness At Work Edition #67

All of these stories, and more, are part of this week’s new Happiness At Work collection, which I hope you enjoy…

Link to see the full Happiness At Work Edition #67 collection

photo credit: pfarrell95 via photopin cc

photo credit: pfarrell95 via photopin cc

Happiness At Work #63 ~ the fine art of living happily in 2013

photo credit: @Doug88888 via photopin cc

photo credit: @Doug88888 via photopin cc

In the week that the new World Happiness Report 2013 is published, we are highlighting stories from our latest Happiness At Work Edition #63 that clue us in to some of the art and artfulness that can help us to live and work more happily in our 2013 settings.

WORLD HAPPINESS REPORT 2013

REPORT CALLS ON POLICY MAKERS TO MAKE HAPPINESS A KEY MEASURE AND TARGET OF DEVELOPMENT

Report ranks the happiest countries, with Northern Europe in the lead

…“There is now a rising worldwide demand that policy be more closely aligned with what really matters to people as they themselves characterize their well-being,” said Professor Jeffery Sachs. “More and more world leaders are talking about the importance of well-being as a guide for their nations and the world. The World Happiness Report 2013 offers rich evidence that the systematic measurement and analysis of happiness can teach us a lot about ways to improve the world’s well-being and sustainable development.”

The Report shows significant changes in happiness in countries over time, with some countries rising and others falling over the past five years. There is some evidence of global convergence of happiness levels, with happiness gains more common in Sub-Saharan Africa and Latin America, and losses more common among the industrial countries. For the 130 countries with data available, happiness (as measured by people’s own evaluations of their lives) significantly improved in 60 countries and worsened in 41 (Figure 2.5).

For policy makers, the key issue is what affects happiness. Some studies show mental health to be the single most important determinant of whether a person is happy or not. Yet, even in rich countries, less than a third of mentally ill people are in treatment. Good, cost-effective treatments exist for depression, anxiety disorders and psychosis, and the happiness of the world would be greatly increased if they were more widely available.

The Report also shows the major beneficial side-effects of happiness. Happy people live longer, are more productive, earn more, and are also better citizens. Well-being should be developed both for its own sake and for its side-effects.

Governments are increasingly measuring well-being with the goal of making well-being an objective of policy. One chapter of the Report, written by Lord Gus O’Donnell, former UK Cabinet Secretary and Head of the Civil Service, shows just how this can be done. It shows how different are the policy conclusions when health, transport and education are viewed in this light…

photo credit: greekadman via photopin cc

photo credit: greekadman via photopin cc

Improving Wellbeing Should Be Our Global Priority

Action For Happiness directorDr Mark Williamson makes a compelling case for concentrating more of our energies, resources and resourcefulness on increasing wellbeing across our planet:

People’s daily experiences and concerns differ enormously around the world. While a farmer in Angola prays for a good harvest, a manager in Greece worries about losing her job. And while a mother in Egypt comes to terms with life in a conflict zone, a doctor in Denmark struggles with work-related stress.

But there is one thing that unites people’s experiences in every country: they all involve human beings who want their experience of life to be good rather than bad. We share a universal desire for wellbeing. This is more than just a survival instinct; we want to be happy and have the best possible lives for ourselves and those we love.

Whether we’re aiming to alleviate poverty in Africa, end conflict in Syria or reduce stress in US workplaces, the fundamental reason we care about these things is that they are bad for human wellbeing. They cause suffering and pain. Similarly, if we’re aiming to boost economic activity, reform our education system or cut public sector spending, we should only do so if we believe this will ultimately be good for people’s wellbeing. Wellbeing provides a common lens through which we can look at the many challenges and opportunities in our world and decide on our collective priorities.

This is the central idea behind a groundbreaking report published today – the World Happiness Report. Launched in the midst of a major debate about what the world’s Sustainable Development Goals (SDGs) should be for 2015-2030, the report argues that people’s ‘subjective wellbeing’ – their self-reported sense of happiness with life – should be a central measure of progress for every nation. It is a substantial piece of work edited by, among others, the influential development economist Jeff Sachs.

Recent years have seen a huge growth in wellbeing research and we now have valuable data from all around the world about people’s levels of life satisfaction. Not only can wellbeing be measured in a reliable and meaningful way, the findings have great relevance for public policy and global priorities. What was once seen as a sideshow is now a mainstream movement, with support from influential figures such as UN Secretary General, Ban Ki-Moon and former head of the UK civil service, Lord Gus O’Donnell.

To illustrate how relevant the wellbeing data is for global issues, let’s return to those four examples in my introduction, as they all relate to countries with interesting findings. Firstly, the farmer in Angola. Although Sub-Saharan Africa is the region with the lowest wellbeing (it is home to 9 of the bottom 10 countries, the other being Syria), there are a few green shoots. Over the last five years, Angola has actually seen the largest improvement in wellbeing globally, as it continues to regain stability after its terrible 27 year civil war.

However, for the manager in Greece and mother in Egypt, the trends are less encouraging. Unsurprisingly, these are the two countries that have seen the largest falls in wellbeing over the last five years. Of all the countries affected by the Eurozone crisis, Greece has been the hardest hit. Its drop in wellbeing is greater than would be predicted simply from falls in income, reflecting wider problems from loss of trust and social cohesion. And in Egypt, the significantly lower wellbeing surely reflects the Egyptian people’s suffering under the Mubarak regime and the ongoing struggles since the 2011 uprising.

Finally, what about the Danish doctor? Well, she’s at least fortunate to live in Denmark, the country which once again tops the world wellbeing league, closely followed by Norway. With Sweden also in the top 5, we might well ask how these Northern European nations always seem to deliver world-beating levels of wellbeing. Yes they have fairly high GDP per capita, but they’re far from the top of that league. More tellingly, they have some of the highest levels of interpersonal trust and lowest levels of inequality.

The World Happiness Report also provides another extremely compelling reason to prioritise wellbeing, and the research here is really quite startling. It shows that happier people tend to be healthier, recover from illness more quickly and live longer. At work, they perform better, exhibit more creativity, are absent less often and are better at cooperation and collaboration. And in wider society, they have better relationships, exhibit more pro-social behaviour, have greater self-control, engage in less risk-taking behaviour and are more likely to have a positive impact on others. So happier people are not lazy, naïve, inward-looking or selfish, as some sceptics suggest; they are actually more economically productive, healthy, socially-minded and generous.

So what practical changes might we make if we adopted wellbeing as a global priority? Of all the suggestions in the report, the most notable is the call for a fundamental shift in our approach to mental health. Worldwide, depression and anxiety disorders account for up to a fifth of the entire burden of illness…Making treatment for mental illness more widely available may well be the single most reliable and cost effective way to improve national wellbeing.

What then should be the world’s development goals for the coming years? Making wellbeing our global priority would surely underpin, rather than undermine, existing sustainable development aims. It would also provide a consistent means to track how successful countries are in delivering improvements in people’s quality of life. The reason that existing goals like universal education, gender equality, maternal health and sustainability matter so much is because they are all fundamental to human wellbeing.

Wellbeing isn’t some luxury for the privileged few, it’s the thing all of us want most for ourselves and the people we care about – whether in a field in Angola or an office in London. It should be at the heart of every discussion of local, national or global priorities.

Link to the original article 

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photo credit: alles-schlumpf via photopin cc

Happiness: The Next Key Performance Indicator

Happy people live longer, are more productive, earn more and are better citizens, according to the second “World Happiness Report.”

by 

Most industrialized nations track their gross domestic product, exports and unemployment rates, among other key economic and social metrics that help quantify their standing in the world.

A new report calls on policymakers to include happiness in the mix.

Authored by leading experts in economics, psychology, survey analysis and national statistics, the second “World Happiness Report” describes how measurements of wellbeing can be used to assess the progress of nations.

Published by the United Nations Sustainable Development Solutions Network, the report “further strengthens the case that wellbeing is a critical component of economic and social development,” according to the report’s editors…

photo credit: kevin dooley via photopin cc

photo credit: kevin dooley via photopin cc

Bonnie Greer 2013 Opening Lecture (Audio)

https://soundcloud.com/lahf/to-save-our-lives

Theatre maker and cultural commentator Bonnie Greer deliverers the second annual lecture to open the 2013 Creativity and Wellbeing Week on the evening of 17 June 2013 in a collaboration with Community Learning at Tate Modern.

In this talk, Bonnie uses a story about how art saved her own life to make  the case for the necessity of artists, arts and culture for  wellbeing in our contemporary lives.

Here are the definitions for wellbeing that Bonnie offers (from 9’10”):

…a positive outcome that is meaningful for people, and for many sectors of society as well.  People have to see and feel that their lives are going well.

Wellbeing is also what people think, and what they feel, bout their lives, such as the quality of their relationships, their positive emotions, their resilience, and the possibility of the realisation of their human potential, along with their overall satisfaction with life.

Another definition of wellbeing is a valid population measure that is beyond morbidity, mortality and economic status that tells us how people perceive their life is going from their own perspective.

And wellbeing is also associated with other realities like self-perceived health, longevity, healthy behaviours, mental and physical illness, social connectedness, productivity, factors in the social and physical environment…

Positive emotion, I’ve learned, is not just the opposite of negative emotion.  Positive emotion is a measurable dimension – we can actually see its effects.  It’s a dimension in which your job, your family, your health and your economic environment are as you want them to be.  Also as you imagine them to be.  Also as you think you deserve them to be based on your qualifications, your hard work, your mental and emotional capacity.  Positive emotion is a dimension in which you feel that you are understood and you are appreciated and you can function, you can make a contribution.

So wellbeing has to encompass positive emotions.  And these have been measured and shown in various health studies to decrease the risk of illness, of injury, and recovery is faster.  Studies have also been shown that the human immune system functions better with positive emotions.

So positive emotions keep us healthy and they keep us happy.

These ideas are developed and enriched during a vital, dynamic and defiantly optimistic Q&A session with the audience, which includes Damian Hebron from London Arts Health Forum (LAHF) (from 42’58”):

Bonnie Greer: I know a one-year-old who is showing me how to do an iPad.  And of course that means we’re in a revolution.  We haven’t got the tools yet to gauge how that human being is perceiving the world.  There will also be a place for live performance, live engagement, because we need the one-on-one, the body needs the one-on-one.  And we’re going to have to be more fierce about that.  I think what’s going to happen, in the next 10 years or so, as generations do, they’re going to be in technology but they’re going to turn around and look for the lie…  We’re losing empathy as human beings.  We’re losing the ability to look one another in the eye, to talk to one another, to listen to one another, to engage with one another.  And it’s affecting our health.  It’s affecting our mental health and it’s affecting our physical health.  So one of the things that culture can do is stand in the juncture of this revolution and create forms and new engagements and new links by which these two – the live and the technological can come together … We need to see technology as a way to enable empathy to be created.  That’s our first thing.

(from 50’56”)

We may be forced to define human capability, to measure human capability.  That may be one of the things those of us in culture.  And in a very tangible way I don’t how you begin to do that.  We’re going to need to make that case.  But in a strange way I am optimistic.  Because there is so much independence now … there’s a lot of independence-mindeness where people are breaking out and doing what they need to do, doing what they want to do in order to create these forms.  What we have to do is to make language to speak to those people who we have to justify what we do…

(from 53’15” in response to a question about what leadership skills we now need to engage people with power and resources: what is it that we need to do in terms of individual leadership, leadership as a group, leadership as a nation, to reach the people we need?

Damian Hebron:  One thing is what Bonnie was talking about: to speak the language that people are used to hearing. The other thing is what is unique about the arts and that is stories.  The things that really reach people is the storytelling.  One thing that artists can do well is to tell stories.  And that is something that will always be powerful and that people will always crave.  It can be easy to forget what we do so well which is to tell spell-binding stories in interesting and magical ways that actually speak to the whole human experience… to tell the stories of all human beings…  all of the side range of voices in contemporary society that you don’t always get to hear from other quarters.

Bonnie Greer:  One of the things that I love about the UK and that is really exciting about the UK is that you guys are rebels… It may not look like it or feel like it sometimes, but people want to make their own work in their own words, do their own work in their own way…  People make culture very easily here, and are open to it, and know how to do it, and naturally feel the links between culture and wellbeing…  We need to learn to shape stories to make a picture of how a community is functioning as a political entity, and also as a health entity… We mustn’t be put off by people who want to put us in the back of a bus, or call us all kinds of names, or say we don’t rate.  Culture, and we know this, is what saves people’s lives and it holds a community together.  And we must keep finding the language for saying this over and over and over and over and over.

(from 58’55”)

We have to make a case for cultural GDP.  We have to make a case for culture in our work and in our lives .  We have to say to policy makers: “If we weren’t here what would it look like?  What would community look like?  …

(from 1:07:05)

Maybe we need to go back to what the Ancient Greeks thought about culture and art.  It wasn’t just about decoration.  It wasn’t just a way to pass time.  It was a way in which human beings were able to understand the environment in which they were in, and to understand each other.  But not only that, it kept them well.  And one the things that we can do as cultural practitioners, is maybe we’re the people who have to use the word ‘wellbeing’.  Maybe we’re the people who have to define wellbeing and not be afraid to do it, not be ashamed to do it, not be embarrassed to do it.

Because, in the end, wellbeing is what we’re all striving for.  Wellbeing is what is going to cut those bills down.  Wellbeing is what is going to allow us all to go forward.  And culture becomes a way in which people can make and keep themselves well…  

Being well is about being able to see the possibilities for yourself as a human being…

photo credit: paul bica via photopin cc

photo credit: paul bica via photopin cc

Work Isn’t Life – Reprise

This is a superb article in which Louise Altman, Partner, Intentional Communication Consultants asks some really great questions about happiness at work in our contemporary lives:

The historian and author, Studs Terkel, famously wrote, “Most of us have jobs that are too small for  our spirits.” 

 A few of you might be reacting to the title of this article thinking, Hey, my work is my life,” or My job is the most fulfilling thing in my life.

But that’s not what this article is about. Because life isn’t work. Yes, it can be a Big part of life, but it isn’t life.  In fact, in the recent popular news of a palliative nurses’ summary of the regrets of those who are dying, the only mention of work was, “I wish I had not worked so hard,” especially from men.

While it is thought that Freud said  Work and love are the cornerstones of our humanness, it is true that work is the primary activity in most people’s lives.   Work and love (however we define it) still are the primary forces that drive most of our actions.

For many, the role of work has changed dramatically in modern life.  The way we work is being redefined. The meaning of work is in the process of global redefinition. Yet, in many ways work’s deeper meanings still form the underlying basis for how work motivates us.

David Whyte, the inspiring author of “The Three Marriages: Reimagining Work, Self and Relationship, writes, All of us living at this time are descended from a long line of survivors who lived through the difficulties of history and prehistory: most of whom had to do a great deal of work to keep the wolf, the cold and the neighboring tribe from the door. Work was necessity: work meant food, shelter, survival and a sense of power over circumstances. Work was, and still is, endless.”

While the need for “food, shelter and survival” remains, the meaning of how we define work – and the context of work as part of life is changing.  And an important part of that equation is our constantly evolving sense of our “power over circumstances.” How that power is defined and who determines it is a critical aspect of the meaning of work – and life.

70 hour standard work weeks have, sadly, become the norm for many [us].  Even though there have been some gains in corporate policies (over half of companies surveyed say they offer some form of flex-time) research shows that employee experience doesn’t match corporate reports.  In many cases, employers send their workers double-messages about expectations about the hours and ways they work.

We don’t discuss “work addiction” much anymore because it has become endemic in the [our] work culture.

We tend to think that the  “movement” for work-life balance is simply about the real need to manage stress in this culture.  Even though recent studies all point to the workplace as the single greatest source of stress in the culture, the desire for more life outside of work and more life at work, goes beyond “stress management.”

A growing body of research has revealed that as many women are approaching “mid-life” (technically these women are  the upper percentages of the  Gen X  30- 44-year-old age cohort ) they are “becoming on average, sicker and sadder.” Results from six recent major happiness studies show that this drop in happiness occurs regardless of marital or child status, economic conditions or work-life factors.

Marcus Buckingham, author of Find Your Most Successful Life: What the Most Successful and Resilient Women Do Differently writes, Over the last 50 years, women have secured greater opportunity, greater achievement, greater influence and more money. But over the same period, have become less happy, more anxious, more stressed and, in ever-increasing numbers, self-medicating.” 

For those juggling the real demands of family and work, they do so in many workplaces that are still sorely lacking in support of life outside of work…

photo credit: Thomas Tolkien via photopin cc

photo credit: Thomas Tolkien via photopin cc

The Need to Ask New and Different Questions

If how we define work – and how we do that work is going through a major transition –  then we need to start asking a whole new set of questions about meaning.

  • Is work still expected to be drudgery? 
  • Do the demands of a job supersede our “personal” needs and desires?
  • How does the crumbling model of authoritarian command and control organizations impact the new mindset of work? 
  • How much emotional and creative freedom should we expect from our work?

Again, author David Whyte offers some illuminating thoughts, “The great questions that touch on personal happiness in work have to do with an ability to hold our own conversation amid the constant background of shouted needs, hectoring advice and received wisdom. In work, we have to find high ground safe from the arriving tsunami of expectations concerning what I am going to DO. Work is a place you can lose yourself more easily perhaps than finding yourself. It is a place of powerful undercurrents, a place to find ourselves, but also, a place to drown, losing all sense of our own voice, our own contribution and conversation.”

After hundreds of years of working in the shadow of a “Protestant” ethic, we are redefining work. But in the process, we are also redefining what makes a fully human life.  To do that, we must challenge every assumption that underpins the public and corporate policies that govern work.  But we also have to face our own thinking about what we believe about work, success and of course – money.  Money is a big elephant in our mental room.

Our own personal beliefs often justify work without adequate life as much as weak public policy or self-serving corporate practices do.  We may not (now) have the economic freedom to fully realize the balance of work and life – but we can reclaim what that means for us. It must begin there.

Link to read this article in its entirety

Seek Work-Life Harmony, Not Balance – 5 Key Strategies

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

Randy Conley advises a re-think about the now perhaps outdated notion of work-life balance:

Work-life balance is a fallacy.

The very term is an oxymoron. Is “work” something you do apart from your “life?” Does your “life” not consist of your “work?” And think about the definition of the word balance – “a state of equilibrium or equal distribution of weight or amount.” We have bought into the idea that having fulfillment in our personal and professional lives means we have to give them equal weight and priority. It sets up a false dichotomy between the two choices and leads to perpetual feelings of guilt and remorse because we never feel like we’re giving 100% in either area.

Instead, we need to seek work-life harmony. Consider the definition of harmony – “a consistent, orderly, or pleasing arrangement of parts; congruity.” Work-life harmony is rooted in an integrated and holistic approach to life where work and play blend together in combinations unique to each individual. I can’t define what harmony looks like for you, but I can share five ways to help you discover it for yourself.

1. Be clear about your purpose in life ~ clarifying your purpose provides focus, direction, and energy to every area of your life

2. Seek contentment, not happiness ~ happiness is fine, but true work-life harmony comes when you find contentment….

3. Understand the seasons of life ~ our focus areas will ebb and flow. When driven by our sense of purpose, they all fit harmoniously together at the right time in the right way…

4. Establish reasonable boundaries ~ the banks of a river provide the boundaries that support the direction and flow of the water. Without those boundaries, the river becomes nothing more than a large puddle…

5. Be present ~ operating from a mindset of work-life balance instead of harmony … creates stress, tension, and guilt, because we always feel we’re out of balance, spending too much energy on one aspect of our lives at the expense of another. The result is we’re never fully present and invested in all areas of our life….

Achieving work-life harmony isn’t easy. It involves trial and error, learning what works and what doesn’t. There is constant assessment and re-calibration of how you’re investing your time and energy, but the payoff is less stress, peace of mind, and increased devotion and passion toward all you do in life.

Link to read  Randy Conley’s guidance in full

Don’t Send Yet! 9 Email Mistakes You’re Probably Making – and how to fix them

Are your emails too long?  Too short?  Sent to too many people?  Or at the wrong time?  Learn how to say exactly what you want – without annoying those on the receiving end

BY: 

Email. The bane of your existence, a tool that seems to define many of your waking hours, a mode of communication invented only two decades ago.

We all use it, some of us love it, and many of us dread it.

There are plenty of tips and tricks about making email more efficient–using specifictools like boomerang, limiting yourself to certain hours per day and chasing the dream of inbox zero…

Are your emails getting the results you want?

When you improve the way you write and learn how to design better messages, you will resonate with the reader, improve sharability, and increase the bottom line.

Last week, I caught up with writer, designer, and strategist Sarah Peck, who teaches workshops on developing effective communication skills. We talked about using email to get more of what you want and what mistakes everyone is making in this commonplace communication form.

Here are nine common mistakes you might be making:

1. Sending emails only when you need something.

The best time to build any relationship is before you need something, not waiting until the moment you need something…

2. Forgetting that there’s a person on the other side of your email.

Just as you wouldn’t walk into a friend’s house for dinner and bark out a command, often those little niceties in the intro and end of a message can go a long way. Social cues aren’t dated constructs; they’re valuable warm-up phrases in communication. Start by saying hi, comment on someone’s latest achievements, and wish the other person well…

3. Using the first person too much.

Many emails–and essays–are written exclusively in first person. Shift the focus to the recipient and consider what they want, need, or would like to hear. After writing an email, scan it quickly for how many times you use the word “I.” See if you can edit some of them out…

4. Sending the email at the wrong time.

Just because you’ve written it now doesn’t mean it needs to be sent at this exact moment. Delaying the send is one of the most powerful and underutilized tools of emailing.

Evaluate whether or not the message is urgent and needs to be replied to immediately. If you’re cleaning up your inbox during your scheduled time, fire off the messages that are urgent and consider sending messages in the morning…

5. Sending to too many people.

More recipients in the “To” field does not mean that you’ll necessarily get more answers. In the age of digital marketing, people who blast messages in broadcast form without understanding who is in the “to” line can erode their chances of a message being opened. A perfect email is one that’s sent to exactly who it needs to go to, with a specified desired outcome…

6. Knowing nothing about the person receiving your email.

Do your homework on the recipient. One great tool to glean fast information about who you’re talking to is Rapportive, a sidebar that lets you see the latest public posts (and a picture) of the person you’re communicating to.

7. Forgetting to send updates or interim messages.

If you’re waiting for an important message from someone, the time spent waiting for a delivery can seem interminable. If there’s a long delay in sending an item that’s highly anticipated or expected, or you’ve experienced a few hiccups–send a one-liner email to update your receiver on the status of the project. You’ll know that you need to send a quick note when you start to get anxious about not delivering or they seem to be a bit flippant.

8. Making messages too long.

Depending on the nature of the message, emails can vary from a few words to thousands of words. The longer the email, the less likely that someone will read the entire thing. Long emails generally mean that a larger strategy, framework, or document might be in order…

9. Using email exclusively.

Efficiency does not necessarily mean one single system. Often, redundancy in communication can be extremely helpful, as each tool (video, chat, email, Skype) adds a layer of human nuance back into the correspondence that’s happening…

Now: 4 ways to focus on writing better emails:

Tell sticky stories. Everything makes more sense with an illustration. Highlight and example, illustrate an ideal customer avatar, or tell a specific instance of a problem you had. Setting the context and the stage (that seems obvious to you, the writer), makes it easier for people to understand the pain point, the context, and the reason why you’re writing. When people can see your story–who you are, where you come from, why you’re doing what you’re doing–it’s easier for them to become a part of it.

Use the four-sentence, one-link rule: Keep your email to under four sentences (or five!). Focus on the pain point or problem you’re solving. Limit yourself to only one link. If you have to, make that link a document.

Be responsive and reflective: Observe how others communicate and adapt your style to meet them midway. Customize your communication by mirroring the style of a received message. Does someone send short messages with formal addresses? Respond in style.

Bookmark emails that you love with Evernote. Use the vast number of emails in front of you (and in your inbox) as clues to great messaging. Watch what emails you open first and are most excited about. Create a few folders in your mailbox system for great introductions, sample short messages, and thank-you notes that you like. Keep these for future use if you’re ever in a bind. In any art, there’s no need to reinvent the wheel–and paying attention to great writers (and what we personally enjoy) is a great way to get started.

Email is our number one form of communication, which means that everyone is a writer. The most powerful thing you can do in both your personal and business life is learn how to write well and tell great stories. Messages that persuade, content that converts, and language that inspires action are critical for getting what you want.

Link to read this article in full

photo credit: wakingphotolife: via photopin cc

photo credit: wakingphotolife: via photopin cc

How To Maintain Your Creativity When Working From Home

Andra writes in PIXEL77

There are a great many benefits to working from home, including flexibility of working hours, taking unscheduled days off, waving goodbye to working in formal business wear and spending more quality time with the family. However, working from home can also produce challenges, including reduced creativity…

Fortunately, you need not despair as there are a number of strategies to help you maintain your creativity.

Have a Change of Scenery…

Do Something Different…

Start a Pet Project…

Get Some Exercise…

Analyse Why Your Creativity is Waning…

Take A Nap…

Seek Help From Your Peers…

Take Time for Laughter….

Link to read Andra’s suggestions in full

photo credit: mrbill78636 via photopin cc

photo credit: mrbill78636 via photopin cc

You’re Doing What?? (Part 2)

Rosella Hart remembers the good and the bad aspects of directing a show with Shaky Isles Theatre and her 7 month old son in the room:

Baby is not really welcome in most places in fact. Not truly…perhaps if they are impossibly well behaved the whole time.. perhaps in certain social settings… but I am not aware of any model in our society that allows for the mum/baby unit to exist together in a working or professional context (if they WANT to; a crucial point and another topic)

So having an opportunity to work creatively in a company that would welcome us as a unit was something I really had to do, knowing I might not get another chance for a long time…

OK, so the bad stuff first…for me, it was stressful to split my focus, I had moments of feeling like a bad parent and honestly it was a relief when he was taken out for a few hours. I wasn’t able to be at opening night, and promptly broke out in stress hives the next day (which I have never had before) and by the time the show opened I was pretty much at the end of my physical endurance regarding sleep. In retrospect, probably the biggest down-side was that rehearsals began just as he was starting to get better at sleeping, and the combination of disrupted daytimes and a knackered mother once the show was up and running, did put us on a bad sleep cycle which we have only just now started to kick (now being a year later)

BUT, I got to do something else with my brain, and socialise, which I wasn’t doing before; partly because I was too tired, disorganised and unmotivated to get out the house, but also not having family or close friends in London. My theatre family filled that gap (as it always has done). Although my physical health suffered, I think my mental health was better for it, and if I had the choice to make again, I would do it again.

For Jasper it was definitely a positive experience. Socialising every day all day with other adults, in that specific environment, listening to and watching actors work (he was particularly fascinated by the ‘yes-no’ game in improvisation) and also to be taken away from me for a bit and have some time with other (wonderful, creative) people was great for his development. The negative impact on his sleep after being fed, held and prammed to sleep all day every day for a few months, was a big price to pay, but really it was me that paid it…

It’s funny how often the word ‘inclusion’ is bandied around, usually in terms of disability or minority, seldom in regard to babies and children, who must be among the most excluded groups out there. Or perhaps ghettoised; there is plenty for kids, but it is a world apart. So many gigs and interesting things start after bed time, which means that if, like me, your wee one isn’t really sleeping reliably at night without you, as an adult you are suddenly cut off from a huge part of adult life, especially if you have no aunties, uncles, grandparents etc around to help out. Not something you can really appreciate or factor in before having kids. One of the best things for me about being in the production was the opportunity to do something normal and not about ‘baby’, and to be enabled to do that by the support of people who believed that I should be able to…

So… thinking of doing it yourself? A few ideas…

Link to get Rosella’s suggestions and read her story in full 

photo credit: @Doug88888 via photopin cc

photo credit: @Doug88888 via photopin cc

Making Awesome People Happy At Work (and stopping them from quitting)

Taro Fukuyama, co-founder and CEO of AnyPerk writes about happiness at work and his take on why it matters so much:

It’s fairly common knowledge that happy employees are simply better at their jobs. No matter the industry, hours, or education required, individuals perform better when their spirits are high. They are more engaged, more motivated, more likely to be pleasant to one another and any customers they encounter, and are thinking more creatively to solve problems and improve company operations.

This makes perfect sense, and the opposite is equally true. Employees who are miserable, angry, depressed, or just generally unhappy do not perform to the best of their abilities. They are disengaged and easily distracted, they cut corners and deflect responsibility, and simply don’t care about the quality of work they produce.

And yet a great deal of businesses just don’t do it. They think that extra investment in perks, or making their employees happier won’t get them anything other than in the red.

They’re wrong. According to clinical psychologist Dr. Noelle Nelson, you can literally Make More Money by Making Your Employees Happy. I’d have to agree – when CEOs and managers can put their egos aside and focus on making the actual workers happier, they’ll be richer too.

The challenge? Well, because every company, and every individual, is different, there’s no steadfast rulebook for making employees happy and engaged. It’s interpretive at best, and most companies will have to reflect on their own internal processes and workflow to determine how to make the company a more enjoyable place to work.

While this is vague at best, there are a few principles to follow. And they’re obvious to some – but you’d be surprised how many companies (startups and Fortune 500′s alike) fail to provide them:

1. Recognition

People want to know when they are doing something right. They want to receive credit for their accomplishments, and they want to know that their contributions to goals of the company are seen and appreciated…

2. Individuality

This goes hand in hand with recognition, but on an even more individualized level. People don’t like to feel like cogs in a machine, with no identity beyond their job description. The best way to avoid this is to get to know employees individually, and, more importantly, to understand the complex and unique lives that each and every one of them lead…

3. Perks

People want to be proud of the place they work, not just of the company’s end product or service, but also proud of what it means to be an employee of that particular company. One of the best ways to add prestige to particular job is to include bonuses that go beyond a standard paycheck…

4. Understanding

…As a CEO, a manager, or anyone ordering around other people, you have to understand, use and work on your own product. I don’t care if you’ve got a million meetings. I don’t care if you like your comfy chair and the lack of stress. As a manager you should be as or more stressed as the employees. If they’re not, they’re probably a crappy manager.

This also means that if someone makes a mistake you cannot and should not skewer them. Disciplining an employee is a necessary and painful evil. Making an example of them and breaking them on a personal level is worthless. I’d also wager it makes you worthless too.

5. Ignorance of “Company Culture”

Your company culture should not be complex. It should be about doing good work, making your customers happy and executing on an idea. This may come with a few elements of stress. This may involve the eventual firing of people. This should not at any point involve not taking someone on because they’re not a good cultural fit.

“Culture” in companies has become an abused term to ostracize and oust those who might disagree with the incumbent staff. It’s very easy to be upset when someone says that something that everyone does is wrong, or that someone who has been around for a while is doing wrong. You have to be wiling to review every process and element of your company with a critical eye…

Conclusion

Much of this boils down to respect, and just taking steps to foster a work environment that radiates positivity. When individuals are surrounded by smiling, happy people, they tend to feel that way themselves. Happiness has a way of breeding more happiness, and when each employee feels like an asset to the company, those feelings of value multiply upon themselves.

Value really is the key principle here – what can companies do make employees feel valued?

By treating each worker with respect, recognizing their individuality, and trying to make sure that whatever the job may be, it fits in with the other aspects of their lives as best it can, businesses can build a mutual commitment between workplace and employee…

When a company legitimately cares about its employees (and shows it), it’s much easier for the employee to care about the wellbeing of the company, and put in the effort to help it flourish.

Link to read this article in full

photo credit: Photosightfaces via photopin cc

photo credit: Photosightfaces via photopin cc

Smiling In Facebook Photos Can Predict Wellbeing For Years Down-The-Line

Turns out your smiley Facebook friends really are happier than you

By 

Take a quick look at your current Facebook profile picture. Are you posing alone? Is is a boisterous group picture? A professional-looking headshot? Is there duckface involved?Whether you’re teetering with a Coors Light in your hand or sitting serenely in a tasteful pose, a new study says there’s only one thing that really matters: Are you smiling?

According to researchers at the University of Virginia, the intensity of smiles in Facebook profile pictures can accurately predict the well-being of undergraduates over the course of their college careers.

“One implication of my paper is that you can get a fairly accurate indication by looking at people’s Facebook photos based on how intensely they’re smiling in the photos how good those people are socially,” says one of the researchers, post-doctoral instructor Patrick Seder. The paper, titled “Intensity of Smiling in Facebook Photos Predicts Future Life Satisfaction” explains that it took authentic looking photos with smiles (no “jokey” pictures allowed) to make these predictions…

The researchers looked at two groups of Facebook users, taking their first assessments in 2005 and 2006. They selected users were freshman in their first semester at the University of Virginia, and had profile picture photographs that could be analyzed for smile intensity. They measured the intensity of the sample groups’ smiles after taking them through a series of tests to gauge their general well-being and levels of extroversion. The researchers checked back in with their subjects at the end of their college careers and looked at their contentment levels again.

They found that the students who had the most intense smiles in their profile pictures during the first semester of school reported more happiness both in that first semester as well as 3.5 years later. They also found that they could predict whether these students would increase their reported well-being based on the smile intensity.

To boil it down, the students with bigger grins in Facebook photos posted at the beginning of college reported more life satisfaction both during the time period they posted the photos, and at the end of their college careers…

the researchers noted that people who express positive emotions tend to elicit positive emotions in other people (in simpler terms, smiling is contagious). Since people value those who make them smile, a Facebook photo that reinforces the image of someone as a smiley, happy person could strengthen relationships.

It’s a sort of “the chicken or the egg?” conundrum. Do you smile because you’re happy or do you smile and become happy? Either way, there’s a correlation. And since these researchers ran the test twice and got the same results, you’re probably better off playing it safe and deleting that sourpuss face profile picture.

Link to read this article in full

photo credit: toodlepip via photopin cc

photo credit: toodlepip via photopin cc

Put On A Happy Face(book)

By 

…Although many people believe we self-aggrandize on Facebook, research finds that for the most part, what we see is who we are; our Facebook profiles tend to be pretty accurate expressions of our personalities.

But we all know that even people whose lives appear to be thrill a minute on Facebook sometimes get cranky; sprout zits; have boring evenings; fight with their significant others; have bad hair days; and other not super-duper fun things. They just choose not to share those moments.

Let us consider instead the positive power of Facebook for making us feel good about ourselves: We can do the same thing. We can make ourselves look fun and fascinating on Facebook by selective posting. What’s more, if we do it without making stuff up, then we are actually the person we appear to be on Facebook.

Maybe you’re not as dull as you think. There’s a really good chance you look as cool to other people as other people do to you. While you’re busy envying other people’s lives, maybe other people are envying yours…

Link to read this article in full

photo credit: toodlepip via photopin cc

photo credit: toodlepip via photopin cc

What happens To Your Brain When People Like Your Facebook Status

THORIN KLOSOWSKI reports on more new research using Facebook to understand more about what might help to make us happy:

In research published in Frontiers in Human Neuroscience, researchers found that they could predict people’s Facebook use by looking at how their brain reacted to positive social feedback in a scanner:P

Specifically, a region called the nucleus accumbens, which processes rewarding feelings about food, sex, money and social acceptance became more active in response to praise for oneself compared to praise of others.  And that activation was associated with more time on the social media site.

As it turns out, the social affirmation that comes when people like your status updates is addictive, which might help explain why people tend to spend so much time on Facebook:

On the social media site, the pleasure deriving from attention, kind words, likes, and LOLs from others occurs only sporadically.  Such a pattern for rewards is far more addictive than receiving a prize every time, in part because the brain likes to predict rewards, and if it can’t find a pattern, it will fuel a behavior until it finds one. So if the rewards are random, the quest may continue compulsively.

The research is still fresh, but it makes sense that social media addiction is tied to the reward center of the brain…

Link to read this article in full

photo credit: andyi via photopin cc

photo credit: andyi via photopin cc

And this research throws upside down some of the conclusions many us of us might have been making about the effects on young people of video gaming…

New video game research concludes gaming improves emotional, social, psychological well-being

BY 

A research group comprised of members from various Australian universities has concluded a review showing strong positive effects on the well-being of young people across key areas.

The review analysed over 200 papers from various research teams across the world and revealed strong patterns that show many of the negative myths surrounding video games are, well, exactly that.

Among the key findings from the analysis are that:

  • There are many creative, social and emotional benefits from playing videogames, including violent games (Kutner & Olson 2008).
  • Although ‘excessive’ gamers showed mild increases in problematic behaviors (such as somatic symptoms; anxiety and insomnia; social dysfunction, and general mental health status), it was nongamers who were associated with the poorest mental health correlates (Allahverdipour et al 2010).
  • Frequency of play does not significantly relate to body mass index or academic grade point average (Wack & Tentelett-Dunn 2009)
  • Videogames have been found to be an effective play therapy tool. Children can be helped to change their views of themselves and the world around through metaphors in games, e.g., ‘the force’ in Lego Star Wars, gaining ‘attributes’ in SSX-3 (snowboarding), and conquering ‘quests’ in RuneScape (Hull 2009).

“We found that playing video games positively influences young people’s emotional state, vitality, engagement, competence and self-acceptance,” explain the authors of the review on The Conversation, saying that it is “associated with higher self-esteem, optimism, resilience, healthy relationships and social connections and functioning”.

“Emerging research suggests that how young people play, as well as with whom they play, may be more important in terms of well-being than what they play. Feelings of relatedness or flow while playing, and playing with people you know are better predictors of well-being than the genre of game played.”

You can read the full story and analyse the findings for yourself over at The Conversation.

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

The Happiness Hypothesis: Finding Modern Truth In Ancient Wisdom by Joanthan Haidt

abduzeedo recommends this book is about positive psychology, the title is The Happiness Hypothesis: Finding Modern Truth in Ancient Wisdom by Jonathan Haidt, which I am currently reading and thoroughly enjoying:

In his widely praised book, award-winning psychologist Jonathan Haidt examines the world’s philosophical wisdom through the lens of psychological science, showing how a deeper understanding of enduring maxims – like Do unto others as you would have others do unto you, or What doesn’t kill you makes you stronger – can enrich and even transform our lives.

The spirit is willing but the flesh is weak, lamented St. Paul, and this engrossing scientific interpretation of traditional lore backs him up with hard data. Citing Plato, Buddha and modern brain science, psychologist Haidt notes the mind is like an “elephant” of automatic desires and impulses atop which conscious intention is an ineffectual “rider.”

Haidt sifts Eastern and Western religious and philosophical traditions for other nuggets of wisdom to substantiate—and sometimes critique—with the findings of neurology and cognitive psychology. The Buddhist-Stoic injunction to cast off worldly attachments in pursuit of happiness, for example, is backed up by Mihaly Csikszentmihalyi’s studies into pleasure. And Nietzsche’s contention that what doesn’t kill us makes us stronger is considered against research into post-traumatic growth.

An exponent of the “positive psychology” movement, Haidt also offers practical advice on finding happiness and meaning. Riches don’t matter much, he observes, but close relationships, quiet surroundings and short commutes help a lot, while meditation, cognitive psychotherapy and Prozac are equally valid remedies for constitutional unhappiness.

Haidt sometimes seems reductionist, but his is an erudite, fluently written, stimulating reassessment of age-old issues

photo credit: Ano Lobb. @healthyrx via photopin cc

photo credit: Ano Lobb. @healthyrx via photopin cc

Empathy + Placebo = Healing?

Psychotherapy, voodoo, and complementary/alternative medicine (CAM) are all cut from the same cloth; they are ‘healing methods’ that relieve symptoms because they provide two key things: empathy and the placebo effect (E&P).

…Belgian physicians Mommaerts and Devroey in a new paper: From “Does it work?” to “What is it?” … say that, given that Empathy + Placebo effect are a powerful psychological force, it makes little sense to ask of any particular complementary/alternative medicine, “Does it work?”.  So long as it provides non-specific Empathy + Placebo effect, just about any intervention will work…

Empathy + Placebo effect is often the only thing people need.  But it can be hard to find it in mainstream medicine. The authors write:

Complementary/alternative medicine represents a failing of scientific medicine, in that complementary/alternative medicine seeks to address patients’ needs that are lost in the technologically focused interactions of modern medicine. Complementary/alternative medicine represents many patients’ search for empathy.

Perhaps there’s a solution: more empathy in mainstream medicine, or in general, some kind of ‘pure’ Empathy + Placebo effect that doesn’t rely on unscientific foundations? This is what the authors suggest….

Link to read this article in full

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photo credit: alles-schlumpf via photopin cc

There Is No App For Happiness

 writes in The Huffington Post Blog

“No poet is ever going to write about gazing into his lover’s emoticons.”

I bought a perfectly good flip phone three years ago, but lately people tease me about it as if I’m using something from the Victorian Era. Before that, I had a different flip phone, which followed an analog cell phone. Remember those? And before that, I had a telephone with a wire that stuck in a wall. You want to know which one had the best sound quality? The one that stuck in the wall. But I digress… What I want to talk about is what hasn’t been upgraded: the quality of human communication. The quality of our conversations with friends and loved ones hasn’t improved one bit. In fact, many people now send text messages instead of conversing at all. We have far greater access, but far less intimacy.

Information technology is expanding at such a rate that nearly every aspect of our world has been impacted, yet there has been no corresponding expansion of personal happiness. Instead, we find that we have become anxious, sleep-deprived, depressed, and over-medicated. For example, one in four women in the United States takes antidepressants and/or anti anxiety medication, with men not far behind. And for sleep? The Center for Disease Control has declared that insufficient sleep is an epidemic.

My premise is not that technology is supposed to increase our happiness but that our society now believes it does. We have become confused as to the difference between happiness and entertainment. The constant glancing into our smart phone to see if anyone has pinged us, while a friend is sitting across the table speaking to us, are indicators that we are addicted to something that is making us less considerate and more alienated.

Here is one of the most important statistics you may ever read that explains the clash of human happiness with text-based technology. According to research from 1981, approximately 90 percent of human communication is nonverbal. So although we are more connected than ever, when we communicate with text, it is only 10 percent of us that is connected. It is no wonder we feel more alienated. The overuse of social media, texting, and gaming is causing our society, especially young people, to develop symptoms that remind me of Asperger syndrome — verbal difficulties, avoiding eye contact, inability to understand social rules and read body language, and difficulty in forming true friendships.

Emotional intimacy requires personal knowledge of the deeper dimensions of another being and is developed through trust. Trust can begin, or end, with a first glance, because, like other animals, we inherently know a great deal about each other through body language and tone of voice. In fact, we often ascertain the trustworthiness of a person in mere seconds, without a word spoken. Based on nonverbal communication we regularly make life-altering decisions; whether or not to begin a business relationship, accept a date with someone, or allow someone to look after your child. We rely on nonverbal communication at the deepest level of our being.

Innovators are making great strides in programing humanoid-type robots that have faces and can produce human expressions. These robots are programmed to make eye contact and to read and respond to human emotional expressions, tone of voice, and body language. The strange and perhaps history-bending irony is that we are teaching robots to make eye contact and watch for nonverbal cues, but meanwhile, we humans are now avoiding these things, opting instead to send texts and then adding smiley faces to crudely humanize the message. We are humanizing robots as we voluntarily dehumanize ourselves.

In my new book, There is No App for Happiness, (Skyhorse August 2013) I introduce readers to three imperatives that accelerate change from the inside out, humanizing change that I believe can make us happier. The one I will mention here is Life-Span Management. We have an incongruous schism between the concepts of our time and our life as if they were two completely separate things. In one hand we have a precious short life, and in the other hand we have time to kill. Time is not only money, it is much more than that; it is the minutes and seconds of our mortal life. Your time is the finite resource from which you experience this world — everyone, everything, and especially that which you are devoted to and live for. Because it is a finite resource, whether we are aware of it or not, we all purchase each time-event at the cost of another. When we come to this realization, a giant bell rings as we comprehend how much of our life-span we have been wasting on meaningless activities that serve no one and nothing. Happiness costs something. What are you willing to sacrifice to have more life/time? And what is stealing your time?

Remember Steve Job’s famous quote? “My favorite things in life don’t cost any money. It’s really clear that the most precious resource we all have is time.”

I am sharing this quote not because it is unique, because it isn’t. I share this particular quote because these words were spoken by the icon of tech success. Jobs achieved great wealth, power, and fame, only to discover that his favorite things in life were free — and not made from silicon.

To be clear, I am not anti-technology. Quite the contrary, I am even an advocate of self-driving cars. But I think that we have to select our technology wisely. If we bring technology into our life, it should simplify our life and give us more free time, not take it away. If it doesn’t make your current life run more seamlessly, get rid of it. Everything new is not better.

Maybe it’s time we start applying Silicon Valley style innovation to ourselves so that we find a path to a more meaningful experience of living, and a more sane world.

Link to read this  article in its original

photo credit: Don J Schulte via photopin cc

photo credit: Don J Schulte via photopin cc

20 Poets on the Meaning of Poetry

Alison Nastasi gives a few brief definitions of poetry by famous poets:

We’ve been thinking about poet Meena Alexander’s incredible address to the Yale Political Union, in which she refers to Shelley’s 1821 essay, A Defence of Poetry. The English poet’s work famously stated, “Poets are the unacknowledged legislators of the world.” Alexander concludes:

“The poem is an invention that exists in spite of history…In a time of violence, the task of poetry is in some way to reconcile us to our world and to allow us a measure of tenderness and grace with which to exist… Poetry’s task is to reconcile us to the world — not to accept it at face value or to assent to things that are wrong, but to reconcile one in a larger sense, to return us in love, the province of the imagination, to the scope of our mortal lives.”

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

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

Other poets have attempted to interpret “what is deeply felt and is essentially unsayable.” …

Percy Bysshe Shelley

There are a few more choice snippets from Shelley’s 1821 essay, A Defence of Poetry, that articulated the essence of poetry:

“Poetry is the record of the best and happiest moments of the happiest and best minds.”

“Poetry, in a general sense, may be defined to be ‘the expression of the imagination’: and poetry is connate with the origin of man.”

Emily Dickinson

“If I read a book [and] it makes my whole body so cold no fire ever can warm me I know that is poetry. If I feel physically as if the top of my head were taken off, I know that is poetry. These are the only way I know it. Is there any other way?”

photo credit: Robert S. Donovan via photopin cc

photo credit: Robert S. Donovan via photopin cc

Robert Frost

“Poetry is when an emotion has found its thought and the thought has found words.”

“Poetry is what gets lost in translation.”

Salvatore Quasimodo

“Poetry is the revelation of a feeling that the poet believes to be interior and personal which the reader recognizes as his own.”

Mary Oliver

“Poetry isn’t a profession, it’s a way of life. It’s an empty basket; you put your life into it and make something out of that.”

William Wordsworth

“I have said that poetry is the spontaneous overflow of powerful feelings: it takes its origin from emotion recollected in tranquillity: the emotion is contemplated till, by a species of reaction, the tranquillity gradually disappears, and an emotion, kindred to that which was before the subject of contemplation, is gradually produced, and does itself actually exist in the mind.”

John Cage

“There is poetry as soon as we realize that we possess nothing.”

Kahlil Gibran

“Poetry is a deal of joy and pain and wonder, with a dash of the dictionary.”

William Hazlitt

“Poetry is all that is worth remembering in life.”

Edith Sitwell

“Poetry is the deification of reality.”

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photo credit: youngdoo via photopin cc

Marianne Moore

“Poetry is the art of creating imaginary gardens with real toads.”

Theodore Roethke

“You must believe: a poem is a holy thing — a good poem, that is.”

James K. Baxter

“The poem is a plank laid over the lion’s den.”

Link to read the full set of quotations

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photo credit: Cali4beach via photopin cc

STEM Subjects versus the arts: why languages are just as important

Lucy Jeynes writes in Guardian Professional:

…I confess that I myself wondered whether reading 19th century French novels could honestly be considered study and not pure indulgence. When I first entered the world of work, I felt that perhaps I should have studied something more “useful”. It has taken the perspective of a 20-year-career in a fairly technical, male-dominated field to appreciate the enormous benefits of my degree.

Living and studying in other countries has helped me to understand cultural cues, essential in today’s global economy. The study of other languages has given me a deep understanding of the richness of English, which enables me to say precisely what I mean.

Studying languages has helped me to write compelling proposals, unambiguous tender specifications, complex arbitrations, engaging conference speeches and insightful trade press articles – all of which have helped me to reach the top of my career in facilities management.

In a profession filled with engineers and surveyors, the ability to communicate technical content effectively and quickly has turned out to be a valuable skill…

…Belinda Parmar is right to highlight the gender bias: only 33% of university languages students are male. We need more men to study languages, just as we need more women to study STEM subjects. In our technological age, we still need thinkers, writers and artists. Otherwise, who will develop the content for all the wonderful devices that geeks are inventing?

Study what you love and you will do well. You will find a way to build it into your career: learning anything is never a waste.

Link to read this article in full

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photo credit: rAmmoRRison via photopin cc

To Change The World (Steve McCurry’s Blog)

Education is the most powerful weapon which you can use to change the world.
– Nelson Mandela

Steve McCurry’s new collection celebrates moments of people learning, and, as always,, his photos are powerful testimony to the very best of what it can mean to be human and alive in today’s world across our blue planet.

The mind is not a vessel to be filled, but a fire to be kindled. 
– Plutarch

photo credit: Wonderlane via photopin cc

photo credit: Wonderlane via photopin cc

Teaching might even be the greatest of the arts since the medium is the human mind and spirit.
– John Steinbeck

Follow this link to feast your eyes and your soul on Steve McCurry’s images

photo credit: .craig via photopin cc

photo credit: .craig via photopin cc

Transitions

Mary O’Connor reflects in the Shaky Isles Theatre blog about change and moving on:

Etymology:- 1550s, from Latin transitionem (nominative transitio) “a going across or over,” noun of action from past participle stem of transire “go or cross over”

“I’m not very good at transitions” I say to myself, to others…

“it’s just this bit, I’ll be ok when Autumn comes with leaves , conkers, apples , Halloween, golden light and a promise of Christmas” is not an end.

I’m on a bridge. From one experience to the next. So, I’m not good at bridges? This bridge feels a little bit rickety right now?

Ok ,  so I’m going to have to let go, and hold onto the bridge. Look where I’m going. Look ahead.

Link to read Mary’s piece in full

Happiness At Work Edition #63

You will find all of these stories, and many more, in this week’s  Happiness At Work Edition #63 of 13the September 2013

We hope you enjoy…

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photo credit: mysza831 via photopin cc