Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Leveraging the Science of Happiness at Work

660 views

Published on

Published in: Education
  • Be the first to comment

  • Be the first to like this

Leveraging the Science of Happiness at Work

  1. 1. Leveraging The Science Of Happiness At Work™<br />
  2. 2. 4. Mission <br />5. Complex issues our proposition solves<br />Agenda <br />1. Our clients<br />2. About us<br />3. Vision<br /> 6. Tailored success outcomes to show ROI<br />7. The business case<br />8. Employees who are happiest<br />9. A definition <br /> 10. The performance-happiness model<br />11. The core: an individual <br />12. The core: a team <br />
  3. 3. 1. Our clients<br />AELTC Hogg Robinson Group Oxford University Press<br />BAFTAHowrey LLP Puma<br />BASF innocent drinksRoland Berger<br />Baxter WorldwideIrwin Mitchell Shell<br />Cass Business School Judge Business School Tetra Pak<br />CERN London Business School UBS<br />Chicago Booth Mansell UIB<br />Cisco Systems NHBC Unilever<br />ESCP NHS Vodafone<br />Equity Ins Group OMD WHO<br />Focus Solutions Oxfam Wiley Blackwell<br />General Physics Oxford (Said) Biz School Yorkshire Water<br />
  4. 4. 2. About us<br />Founded 2003<br />50 associates, 20 coaches, 15 actors<br />Work all over the world<br />HQ Oxford, with offices in USA, Dubai, South Africa<br />Research department since 2005 <br />Largest provider of learning to London Business School<br />
  5. 5. To assess, analyze, and act upon<br /> the universal factors that create high-performing organizations.<br />“Providing practical solutions for complex workforce challenges.”<br />3. Vision<br />
  6. 6. 4. Mission<br />Provide good-to-go and practical solutions for common and complex organizational issues<br />Demonstrate ROI<br />Offer fully supported or unsupported turnkey services based on unique intellectual property<br />Ensure that all offerings are fast-start and easy to use<br />Develop offerings that secure buy-in <br />Provide fantastic quality and value for money <br />Benefits: save time and money while reducing reliance on costly consultants<br />
  7. 7. 5. Complex issues our proposition solves<br />“How do we create capacity without recruiting?”<br />“How do we keep our best people?”<br />“How do we downsize and still deliver?” <br />“How do we push/maintain performance without pain?”<br />“How do we ensure motivation?”<br />“How do we know our people initiatives have worked?”<br />“How do we get people to be more innovative or creative?”<br />“How can our people help us grow?”<br />“How do we get this team to up their game?”<br />“How do we push our leaders to their next level?” <br />
  8. 8. 6. Tailored success outcomes available to show ROI<br />Errors/accidents<br />Customer complaints<br />Time to market<br />Product or project delivery<br />Key milestones or deliverables<br />Other in-house data key for success<br />
  9. 9. 35<br />months<br />7. The business case: intention to quit<br />Comparing the happiest employees with their least happy colleagues<br />60<br />months<br />Staying in job<br />
  10. 10. 7<br />days / year<br />Comparing the happiest employees with their least happy colleagues<br />Sick leave<br />0.75<br />7. The business case: sick leave<br />
  11. 11. 7. The business case: focus on task<br />80%<br />time on task<br />77%<br />time on task<br />Comparing the happiest employees with their least happy colleagues<br />40%<br />time on task<br />Focus on task<br />
  12. 12. 7. The business case: energized<br />78%<br />Energi-zed<br />Comparing the happiest employees with their least happy colleagues<br />Energized<br />13%<br />
  13. 13. 8. Employees who are happiest...<br /><ul><li> 180% more energized
  14. 14. 155% happier in their jobs
  15. 15. 150% happier with life
  16. 16. 108% more engagement
  17. 17. 50% more motivation
  18. 18. 50% more belief in their potential
  19. 19. 40% more confidence</li></ul>These are not standard outcome measures that most pulse, team, engagement or leadership surveys examine<br />
  20. 20. 9. Based on rigorous research<br />14focus groups<br />67 interviews<br />A theory – Being Belonging Becoming: 50%, 15%, 35%<br />Study 1: 193<br />Study 2: 403<br />Study 3: 1940<br />Version 24<br />Validity and reliability<br />6,500 respondents<br />
  21. 21. 9. Based on research: a definition<br />‘Happiness at work is a mindset which allows you to maximize your performance and achieve your potential. You do this by being mindful of the highs and lows when working alone or with others.’ <br />This isn’t just about the highs. It’s about creating a bank to invest in and then drawn on. <br />
  22. 22. Pride<br />Trust<br />Recognition<br />Contribution<br />Confidence<br />Conviction<br />Achieving<br />your potential<br />Culture<br />Commitment<br />10. The performance-happiness model<br />
  23. 23. 11. The core: an individual<br />hhhhhh<br />For a sample individual report, click<br />http://tinyurl.com/ippqreport<br />
  24. 24. 12. The core: a team of middle managers<br />Hhhhhhhhh<br />XYZ II<br />For a sample individual report, click<br />http://tinyurl.com/salesteamreport<br />
  25. 25. Next steps<br />Contact Jessica Pryce-Jones:<br />jessica.prycejones@iopener.com<br />+44 (0)1865 511522<br />+44 (0)7967 010469<br />

×