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. 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. ‘A positive, fulfilling,
work-related state of
mind characterised by
vigour, dedication and
absorption’
- Schaufeli, Salanova, GonzálezRomá, & Bakker, 2002
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
10. Project Aristotle: The quest to create
the perfect team
● 2012
● 25 years of academic research
● 180 internal teams
● No answers until...
11.
12. 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)
13. 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
14. We might also:
● Bicker with others
● Refuse to collaborate
● Suffer emotionally and psychologically
15. 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
21. 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
22. 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.
23. ● 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
24. 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
25. 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