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Potential Psychology: 3 Simple Steps to Create a Thriving Team

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A presentation to Commerce Ballarat exploring psychological safety, supportive leadership, motivation and the PERMA model of wellbeing.

Published in: Leadership & Management
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Potential Psychology: 3 Simple Steps to Create a Thriving Team

  1. 1. 3 Simple Steps to Create a Thriving Team
  2. 2. Mental Disorder 14% Languishing 12% Moderate Mental Health 57% Flourishing 17% Mental Health SpectrumPercentageofPopulation Psychological Resources (Well-being Institute, University of Cambridge, 2011)
  3. 3. Mental Disorder 14% Languishing 12% Moderate Mental Health 57% Flourishing 17% Workplace Health SpectrumPercentageofPopulation Psychological Resources (Well-being Institute, University of Cambridge, 2011)
  4. 4. Agenda 1. What makes us give more at work? 2. How do we develop and harness motivation? 3. How do we create a workplace in which everyone thrives and flourishes - including YOU!
  5. 5. By the end of this workshop you will: 1. Understand the basic psychology of… a. Psychological safety b. Motivation c. Optimal human functioning 2. Have strategies for… a. Building thriving workplace relationships b. Increasing motivation, wellbeing and happiness at work 3. Devised an action plan for implementation
  6. 6. ‘A positive, fulfilling, work-related state of mind characterised by vigour, dedication and absorption’ - Schaufeli, Salanova, GonzálezRomá, & Bakker, 2002
  7. 7. • Worldwide, only 13% of employees are engaged at work • Actively disengaged employees outnumber engaged employees by nearly 2 to 1 • In Australia and NZ 24% of employed adults are engaged at work Gallup ‘State of the Global Workplace’ research report, 2013
  8. 8. 1. An environment in which people feel safe
  9. 9. Project Aristotle: The quest to create the perfect team ● 2012 ● 25 years of academic research ● 180 internal teams ● No answers until...
  10. 10. Psychological safety is a shared belief that the team is safe for interpersonal risk taking. It can be defined as "being able to show and employ one's self without fear of negative consequences of self-image, status or career" (Kahn 1990)
  11. 11. When we feel psychologically unsafe we: ● Shut down ● Don’t ask questions ● Don’t offer new ideas ● Withdraw ● Become defensive when given feedback ● Are reluctant to admit to mistakes
  12. 12. We might also: ● Bicker with others ● Refuse to collaborate ● Suffer emotionally and psychologically
  13. 13. When we feel psychologically safe we: ● Share information ● Own up to and discuss mistakes ● Volunteer ideas ● Ask for feedback and receive it openly ● Experiment and learn
  14. 14. ● Satisfied ● Engaged ● More productive ● Happier / mentally well We feel:
  15. 15. 2. Connection
  16. 16. Why good leaders make you feel safe
  17. 17. ‘Get the environment right and remarkable things happen’
  18. 18. ‘It’s the Leader who sets the tone’
  19. 19. People join good organisations and leave bad managers. People see the organisation only through their immediate boss. However good the organisation is, people will quit (or become distressed) if the reporting relationship is not good and healthy. -Gallup
  20. 20. As a leader…. ● Be vulnerable. ● Make mistakes. ● Ask for feedback. ● Be available. ● Be real. ● Master your emotions ● Replace blame with curiosity ● Have fun - but not at others’ expense.
  21. 21. ● Believe that mistakes are part of growth ● Promote 'conversational turn taking' - ask questions and listen. ● Develop empathy. ● Don't wear your 'work face'. ● Listen. ● Recognise and celebrate courage. ● Use ‘meaningful’ language, not jargon ● ‘Just Like Me’ exercise
  22. 22. Motivation - It’s complicated... Intrinsic motivation - the desire to do something for the experience itself; for the love of it Identified motivation - internalised into your sense of self. It may not be fun but it is important to you or ‘the right thing to do.’ External motivation - something you’re ‘forced’ to do, that’s not particularly fun and you see little value in it Introjected motivation - ‘shoulds’ and self guilt-trips
  23. 23. Autonomy, Mastery, Purpose Esteem Social Safety Physiological Personal development plans, mentoring, further training Receiving praise and being respected by others, feeling their work is important Good interpersonal relations, being appreciated by peers, feeling part of a team Job security, pension, health and safety measures in the workplace Regular salary, workplace with the essentials
  24. 24. The surprising truth about what motivates us
  25. 25. ngagement P E R M A ositive Emotion elationships eaning ccomplishment
  26. 26. Positive Emotion
  27. 27. Pay attention to positive emotion [ step ONE ]
  28. 28. Engagement
  29. 29. Focus on the tasks in which you find ‘flow’ [ step TWO ]
  30. 30. Relationships
  31. 31. Hang out with your best people [ step THREE ]
  32. 32. Meaning
  33. 33. Write your 6 word story and find your ‘why’ [ step FOUR ]
  34. 34. Help others live, learn and flourish
  35. 35. Accomplishment
  36. 36. Set goals for growth and connection, strive toward them & celebrate success [ step FIVE ]
  37. 37. ‘Before you are a leader success is about growing yourself. When you become a leader, success is about growing others’ Jack Welch
  38. 38. Thank you! You can find me at: www.potential.com.au ellenjackson@potential.com.au The Potential Psychology Podcast www.potential.com.au/podcast

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