The 'traditional' psychological contract between workplaces and employees is broken - in this presentation we explore better ways to think about careers fit for the new world of work From our most recent meetup: https://www.meetup.com/thrivingmelbourne/

1. THE
PSYCHOLOGICAL
CONTRACT …
IS BROKEN

2. WELCOME TO THE ORGANISATIONAL AGILITY
& POSITIVE PSYCHOLOGY MEETUP GROUP
What is our ‘WHY’:
➤ The speed of change is accelerating
➤ the ‘age of disruption’
➤ We need to be able to be agile AND resilient
➤ The role of Positive Psychology:
➤ when we ‘thrive’, when we are able to be our best selves, we
are our most adaptable, we perform at our best, and we are
at our most resilient and happy1.
➤ OUR PURPOSE IS TO CREATE A COMMUNITY OF
THRIVING IN MELBOURNE:
if you like what you hear please share - the ideas / tell others
about us
1. Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior in the workplace the impact of hope,
optimism, and resilience. Journal of management, 33(5), 774-800.
Time to network &
say ‘hello’
this meetup is attended
by a community of
incredible, interesting,
amazing people…
Tip: try these questions - you may be surprised by the answers!:
‘what sparked your curiosity about this meetup tonight?’
‘what is something you are grateful for this week?’
‘What does Organisational Agility and Positive Psychology mean to you?’
WELCOME TO THE ORGANISATIONAL AGILITY
& POSITIVE PSYCHOLOGY MEETUP GROUP

3. INTRODUCING OUR ‘WHY’:
➤ The speed of change is accelerating
➤ the ‘age of disruption’
➤ We need to be able to be agile AND resilient
➤ The role of Positive Psychology:
➤ when we ‘thrive’, when we are able to be our best selves, we
are our most adaptable, we perform at our best, and we are
at our most resilient and happy1.
➤ OUR PURPOSE IS TO CREATE A COMMUNITY OF
THRIVING IN MELBOURNE:
if you like what you hear please share - the ideas / tell others
about us
1. Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior in the workplace the impact of
hope, optimism, and resilience. Journal of management, 33(5), 774-800.
WELCOME TO THE ORGANISATIONAL AGILITY
& POSITIVE PSYCHOLOGY MEETUP GROUP

4. LET’S BEGIN WITH A MINDFUL MOMENT

5. Source: Dr David McGuire, Napier Business School - https://slideplayer.com/slide/1570543/

6. THE PSYCHOLOGICAL CONTRACT IS BROKEN…
IF IN FACT IT EVER WORKED
role of leader /
coach /
facilitator:
Authentic
relationships
Growing &
performing
my way
being recognised
by others &
learning from
others
role of leader /
coach /
facilitator:
role of leader /
coach /
facilitator:
role of leader /
coach /
facilitator:
Role of leader /
organisation:
- Designer
- Mentor /
Coach
- Facilitator
Deci, E. L., & Ryan, R. M. (2008). Self-determination theory: A macrotheory of human motivation, development, and health. Canadian
psychology/Psychologie canadienne, 49(3), 182.
the three ‘basic needs’ that drive motivation and growth suggest a very different contract:

7. DISCUSSION
WHAT DO YOU SEE AS THE TOP CHALLENGES &
OPPORTUNITIES TO BUILDING THE CAREERS WE WANT
IN THE MODERN WORKPLACE?

8. PUTTING YOURSELF
IN THE DRIVING
SEAT: MAP YOUR
(YOUR TEAMS)
IKIGAI

9. One of the issues that we have with the terms that we use, particularly
in the west, is they are quite grand and can feel unattainable

10. 10
Research shows only a small
percent of people have a “life’s
purpose”
[Kashdan, T. B., & McKnight, P. E. (2009). Origins of purpose
in life: Refining our understanding of a life well lived.
Psychological Topics, 18, 303-316.]
AREN’T WE
SETTING
OURSELVES
UP FOR
FAILURE?

11. JOYS
(喜び / ‘Yorokobi’ = Joy)
DEDICATIONS
(⾏行行った意⾒見見 / ‘Itaikkan’ = a sense of
oneness with, or commitment to, a group
or role)
GIFTS
(⾃自⼰己実現 / ‘Jiko jitsugen’ = Self
actualisation)
IKIGAI
JOY + MEANING
M E A N I N GJ O Y

12. GIFTS
12
Strengths
Attention
& flow
Values

13. GIFTS
V I A S T R E N G T H S ,
S O U R C E : H T T P : //
W W W . A U T H E N T I C S T R E N G T H S . C O M / 2 4 -

14. DEDICATIONS

15. WHAT BRINGS ME JOY

16. SO WHAT ABOUT
FINDING
YOUR
IKIGAI?

17. JOYS
(喜び / ‘Yorokobi’ = Joy)
DEDICATIONS
(⾏行行った意⾒見見 / ‘Itaikkan’ = a sense of
oneness with, or commitment to, a group
or role)
GIFTS
(⾃自⼰己実現 / ‘Jiko jitsugen’ = Self
actualisation)
IKIGAI
JOY + MEANING

18. JOYS
(喜び / ‘Yorokobi’ = Joy)
DEDICATIONS
(⾏行行った意⾒見見 / ‘Itaikkan’ = a sense of
oneness with, or commitment to, a group
or role)
GIFTS
(⾃自⼰己実現 / ‘Jiko jitsugen’ = Self
actualisation)
SMALL EVERYDAY
CAREER CLUES
meaningful & joyful career

19. IN PAIRS:
SHARE YOUR IKIGAI INGREDIENTS
WHAT ARE SMALL STEPS YOU CAN TAKE TO
BRING YOUR IKIGAI INTO YOUR EVERYDAY?

20. CAREER LESSONS
FROM
INNOVATION
MANAGEMENT

23. LEARNINGS FROM INNOVATION MANAGEMENT TO CREATE AWESOME, FULFILLING, GROWTH ORIENTATED CAREERS
https://rapidbi.com/career-development-and-innovation-the-missing-link-for-success/
And get into action with
an Appreciative Inquiry based innovation cycle
You can select your progression style by mapping your
‘capacity for risk’ and your ‘capacity for novelty’
Cooperrider, D. L., & McQuaid, M. (2012). The positive arc of systemic strengths: How appreciative inquiry and sustainable designing can bring out the best in
human systems. The Journal of Corporate Citizenship, (46), 71.

24. SO YOU CAN TREAT YOUR GROWTH LIKE AN INNOVATION PIPELINE
Personal
Experiments
Interests
Targeted
development
Core
job
role

25. What are your ‘now’ skills
What are your ‘next’ skills
What is a step you could take to accelerate
your learning?

26. CRAFTING THE NEW
PSYCHOLOGICAL
CONTRACT - THE
ORGANISATION
PERSPECTIVE

27. BUILDING ON WHAT WE HAVE DISCUSSED - WHAT INGREDIENTS DO
ORGANISATIONS / LEADERS / COACHES NEED TO CONSIDER TO HELP THEIR
PEOPLE THRIVE?

28. THE ‘TRADITIONAL’ THINKING ABOUT HOW WE EXPERIENCE WORK

29. HOW WE ACTUALLY EXPERIENCE WORK
Tasks: What the job is actually made up
of, how it is carried out
Perceptions: how we interpret the
meaning of the work
Relationships: how we interact with
others

30. HOW WE ACTUALLY EXPERIENCE WORK
Tasks: What the job is actually made up
of, how it is carried out
Perceptions: how we interpret the
meaning of the work
Relationships: how we interact with
others
= JobCrafting: how employees redesign their own jobs in ways that can foster
job satisfaction, engagement, resilience, and thriving at work.

31. SNAPSHOT OF A FULL JOB-CRAFTING EXERCISE
Source: Dutton, Berg, Wrzesniewski, 2008 - http://positiveorgs.bus.umich.edu/wp-content/uploads/What-is-Job-Crafting-and-Why-Does-it-Matter1.pdf

32. MY JOBCRAFTING ‘QUICK HACK’ VERSION:
Motivators
•Your ‘Ikigai’
And/Or
• Your Motive, Strengths,
Passions
Technique
• Number, type or nature
of tasks
• Changing interactions
with others
• Are there ways to
approach/think of the
role in a way more
aligned with your values?
Experiments to
make it happen
• If you did this one thing what
would it be like, what be the
best thing about it?
• What is the one key thing you
could do to make this
happen?
• What is the biggest hurdle
you would need to
overcome?
• What are ways you could
overcome it?/Get help?

33. HOW CAN ORGANISATIONS HARNESS THE NEW PARADIGM: THE AGE OF EMPLOYEE (OR WORKFORCE) EXPERIENCE
https://www2.deloitte.com/insights/us/en/
focus/human-capital-trends/2017/improving-
the-employee-experience-culture-
engagement.html
Ryff, C. D., & Keyes, C. L. M. (1995). https://psycnet.apa.org/record/1996-08070-001
Ryff 6-factor model of psychological wellbeing
http://digital.mobius.one/2017/06/28/great-employee-experiences-just-like-customer-experiences-dont-just-happen-chance/
(aka models of wellbeing provide a powerful framework for creating optimal employee experience)
Medibank
AirBnB
Xero

34. TRY IT FOR YOURSELF (BRAINSTORM) - USING THE RYFF 6-FACTOR MODEL, DESIGN YOUR IDEAL EMPLOYEE EXPERIENCE BLUEPRINT:
https://www2.deloitte.com/insights/us/en/
focus/human-capital-trends/2017/improving-
the-employee-experience-culture-
engagement.html
Ryff, C. D., & Keyes, C. L. M. (1995). https://psycnet.apa.org/record/1996-08070-001
Ryff 6-factor model of psychological wellbeing
http://digital.mobius.one/2017/06/28/great-employee-experiences-just-like-customer-experiences-dont-just-happen-chance/
e.g. diversity & inclusion
e.g. agile &
‘management 3.0’
e.g. collaborative culture
e.g. flexible human & eco-
friendly workspace design
e.g. purpose-based work
e.g. job crafting,
experiment-based working

35. THANK YOU FOR YOUR ATTENTION
FOR MORE INFORMATION PLEASE VISIT:
Our meet up page: http://www.meetup.com/
thrivingmelbourne/
or the PPIG Facebook page: https://
www.facebook.com/groups/ppig.melb/
OR FEEL FREE TO CONTACT ME, RICHARD PARTON, VIA:
richardtriparton@gmail.com
facebook.com/nimblified/
au.linkedin.com/in/richardtriparton
@nimblified