Employee motivation and happiness webinar 9 16 13 Ray White
Employee Motivation and Happiness Webinar presented by Pursuit-of-Happiness.org. How do you help employees be happier and motivated so they will be more productive and stay with you longer.
Happy employees are better than unhappy employees. Of course, sounds pretty simple right? Here's 5 tips to help you create happier, more engaged employees.
Aligning employee well-being with your cultureLimeade
Watch our webinar to learn how to take your well-being program to the next level in this panel discussion featuring Limeade Chief People Officer Dr. Laura Hamill, Exubrancy Chief Executive Officer Liz Wilkes and CultureIQ Head of Culture Strategy David Shanklin.
Culture Summit 2018 - The Whole Employee: How to Boost Employee Engagement an...Culture Summit
The Whole Employee – How to Boost Employee Engagement and Prevent Burnout workshop facilitated by Dr. Laura Hamill of Limeade. Interested in learning more? Visit www.culturesummit.co
Culture Summit 2019 - Using Best-Self Management to Unlock Employee Potential...Culture Summit
In contrast to Performance Management, Best-Self Management proposes that when leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the natural result.
15Five’s Best-Self Management training integrates research such as the Growth Mindset, Strengths-based management, Psychological Safety, and Positive Psychology. We also incorporate a Best-Self discovery process, a weekly check-in, and regular one on one meetings.
Best-Self Management places a high degree of attention on helping to reflect and refine a person’s strengths, plan out their Personal Development Objectives, and continue to focus them on their own personal growth and development journey.
Learn more at www.culturesummit.co
Unlocking the Hidden Talents of All Your Employees by Paul Allen at Engage 2016Engage
Through decades of research pioneered by Dr. Don Clifton, the father of strengths psychology, Gallup has discovered keys to boosting employee engagement and creating high performing teams. You will learn from Paul Allen, founder of Ancestry.com, that hidden within each employee is a unique combination of strengths. As you learn to identify and unlock these strengths – instead of concentrating on fixing weaknesses – you can dramatically improve manager-employee relationships and build highly engaged and productive teams.
Employee motivation and happiness webinar 9 16 13 Ray White
Employee Motivation and Happiness Webinar presented by Pursuit-of-Happiness.org. How do you help employees be happier and motivated so they will be more productive and stay with you longer.
Happy employees are better than unhappy employees. Of course, sounds pretty simple right? Here's 5 tips to help you create happier, more engaged employees.
Aligning employee well-being with your cultureLimeade
Watch our webinar to learn how to take your well-being program to the next level in this panel discussion featuring Limeade Chief People Officer Dr. Laura Hamill, Exubrancy Chief Executive Officer Liz Wilkes and CultureIQ Head of Culture Strategy David Shanklin.
Culture Summit 2018 - The Whole Employee: How to Boost Employee Engagement an...Culture Summit
The Whole Employee – How to Boost Employee Engagement and Prevent Burnout workshop facilitated by Dr. Laura Hamill of Limeade. Interested in learning more? Visit www.culturesummit.co
Culture Summit 2019 - Using Best-Self Management to Unlock Employee Potential...Culture Summit
In contrast to Performance Management, Best-Self Management proposes that when leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the natural result.
15Five’s Best-Self Management training integrates research such as the Growth Mindset, Strengths-based management, Psychological Safety, and Positive Psychology. We also incorporate a Best-Self discovery process, a weekly check-in, and regular one on one meetings.
Best-Self Management places a high degree of attention on helping to reflect and refine a person’s strengths, plan out their Personal Development Objectives, and continue to focus them on their own personal growth and development journey.
Learn more at www.culturesummit.co
Unlocking the Hidden Talents of All Your Employees by Paul Allen at Engage 2016Engage
Through decades of research pioneered by Dr. Don Clifton, the father of strengths psychology, Gallup has discovered keys to boosting employee engagement and creating high performing teams. You will learn from Paul Allen, founder of Ancestry.com, that hidden within each employee is a unique combination of strengths. As you learn to identify and unlock these strengths – instead of concentrating on fixing weaknesses – you can dramatically improve manager-employee relationships and build highly engaged and productive teams.
Why Millennials Are Leaving the Church and How to Win Them BackPaul Sohn
This presentation demystifies the millennial generation. I share specific tools, strategies, and tactics on how the church can reach the millennial generation.
Graeme Cowan helps leaders and teams be more caring, resilient and growth oriented. He does this through keynote presentations, workshops and eLearning. For more information: www.graemecowan.com.au
It’s no secret. Employees who feel they are valued and recognized for the work they do are more motivated, responsible, productive and loyal. In essence, when they love WHO they work for, they stop shopping their resume and become more committed to their leaders.
So, how does today’s leader establish a dynamic, loyal and energized work environment? How do you determine what your employees want from you, particularly when you consider all those generational attitudinal factors? Speaker FAITH WOOD says - start by knowing your staff and determine what kind of environment they want to be a part of.
The Positive Effects of Relationships at WorkO.C. Tanner
Friendship at work matters. Did you know that employees with a best friend at work are 5x more likely to feel a strong connection to their company, and 7x more likely to fully engage at work than employees without a best friend? Take a look at this infographic to learn more about the positive effects of relationships at work.
A Call to Greatness: Why Chasing Employee Engagement is Thinking Too SmallO.C. Tanner
Any organization can become a stronger magnet for talent, and every organization should. But how? We recently studied attraction and engagement insights and models from industry leaders including: Aon Hewitt, Deloitte, Gallup, and Towers Watson, to discover the six attributes of a culture that inspires engagement.
Cause, Influence, and the Next Generation WorkforceVolunteerMatch
Who influences a Millennial employee to participate in a company-wide day of service? What inspires Millennials and their managers to donate through company-sponsored giving? This research studied the relationships between Millennial employees and their managers as well as how those relationships influenced engagement in company sponsored cause work.
The findings have been organized into three sections: Give, Serve and Inspire. Give includes attitudes and preferences for making charitable donations through formal workplace giving campaigns and similar donation drives. Serve deals with employee volunteerism, including employee preferences, managerial attitudes and examples of company volunteer actions. Finally, Inspire explores the relationships that influence employees and managers to volunteer and donate through company cause work.
Organizations should create a culture where people can come together to produce great work and form friendly relationships with each other. Here are some ideas to make that happen.
Research among 80 CEOs, hundreds of managers and thousands of workers shows how YOU can be a more inspiring leader. They key? Don't try to be inspiring - try to leave them feeling inspired.
The Millennial Effect on Employee EngagementO.C. Tanner
As of 2015, Millennials have officially made their way into the workforce. Employers must learn and adapt in order to engage with millennial employees. Here's how.
Why Gamification and Recognition Don't MixGloboforce
Gamification is being tossed around as the latest fad. We see badges and leaderboards popping up all over the place. But does gamification belong in a recognition program? The latest Globoforce Mood Tracker report shares some insight on why employees believe leaderboards and badges cheapen the recognition experience.
Learn how companies inspire employee engagement and build a culture that demonstrates the best of an organization's spirit through digital platforms that speak to community building.
What Will the Performance Review Look Like in 2016?O.C. Tanner
The traditional performance review has served as an organizational staple for decades. Though these reviews have helped employees set meaningful goals and objectives, their decline is now a growing trend. We are entering a new era of performance development, and here are a few changes to the Performance Review that you can expect to see in 2016.
Your Mission: Become a Recognition HeroO.C. Tanner
Appreciating great work throughout your organization is an essential part of creating lasting engagement. This recognition dossier will help you get appreciation right.
Why Millennials Are Leaving the Church and How to Win Them BackPaul Sohn
This presentation demystifies the millennial generation. I share specific tools, strategies, and tactics on how the church can reach the millennial generation.
Graeme Cowan helps leaders and teams be more caring, resilient and growth oriented. He does this through keynote presentations, workshops and eLearning. For more information: www.graemecowan.com.au
It’s no secret. Employees who feel they are valued and recognized for the work they do are more motivated, responsible, productive and loyal. In essence, when they love WHO they work for, they stop shopping their resume and become more committed to their leaders.
So, how does today’s leader establish a dynamic, loyal and energized work environment? How do you determine what your employees want from you, particularly when you consider all those generational attitudinal factors? Speaker FAITH WOOD says - start by knowing your staff and determine what kind of environment they want to be a part of.
The Positive Effects of Relationships at WorkO.C. Tanner
Friendship at work matters. Did you know that employees with a best friend at work are 5x more likely to feel a strong connection to their company, and 7x more likely to fully engage at work than employees without a best friend? Take a look at this infographic to learn more about the positive effects of relationships at work.
A Call to Greatness: Why Chasing Employee Engagement is Thinking Too SmallO.C. Tanner
Any organization can become a stronger magnet for talent, and every organization should. But how? We recently studied attraction and engagement insights and models from industry leaders including: Aon Hewitt, Deloitte, Gallup, and Towers Watson, to discover the six attributes of a culture that inspires engagement.
Cause, Influence, and the Next Generation WorkforceVolunteerMatch
Who influences a Millennial employee to participate in a company-wide day of service? What inspires Millennials and their managers to donate through company-sponsored giving? This research studied the relationships between Millennial employees and their managers as well as how those relationships influenced engagement in company sponsored cause work.
The findings have been organized into three sections: Give, Serve and Inspire. Give includes attitudes and preferences for making charitable donations through formal workplace giving campaigns and similar donation drives. Serve deals with employee volunteerism, including employee preferences, managerial attitudes and examples of company volunteer actions. Finally, Inspire explores the relationships that influence employees and managers to volunteer and donate through company cause work.
Organizations should create a culture where people can come together to produce great work and form friendly relationships with each other. Here are some ideas to make that happen.
Research among 80 CEOs, hundreds of managers and thousands of workers shows how YOU can be a more inspiring leader. They key? Don't try to be inspiring - try to leave them feeling inspired.
The Millennial Effect on Employee EngagementO.C. Tanner
As of 2015, Millennials have officially made their way into the workforce. Employers must learn and adapt in order to engage with millennial employees. Here's how.
Why Gamification and Recognition Don't MixGloboforce
Gamification is being tossed around as the latest fad. We see badges and leaderboards popping up all over the place. But does gamification belong in a recognition program? The latest Globoforce Mood Tracker report shares some insight on why employees believe leaderboards and badges cheapen the recognition experience.
Learn how companies inspire employee engagement and build a culture that demonstrates the best of an organization's spirit through digital platforms that speak to community building.
What Will the Performance Review Look Like in 2016?O.C. Tanner
The traditional performance review has served as an organizational staple for decades. Though these reviews have helped employees set meaningful goals and objectives, their decline is now a growing trend. We are entering a new era of performance development, and here are a few changes to the Performance Review that you can expect to see in 2016.
Your Mission: Become a Recognition HeroO.C. Tanner
Appreciating great work throughout your organization is an essential part of creating lasting engagement. This recognition dossier will help you get appreciation right.
Connecting Happiness and Success - Hands On AnalogyRay White
A guide to becoming successful through happiness. This is a Hands-on speech providing physical examples of how happiness and success are connected and how you should work on both every day. Happier people are more successful. This presentations provides instruction for how to be happier and have that add to your success. We use an analogy of Happiness Moments caught in a Happiness cup with a flag representing our definition of success. Arts and Crafts meets Happiness and Success.
Workplace Wellness: The Missing Piece of your Employee Engagement Efforts Naba Ahmed
When organizations work to improve employee engagement, the focus tends to be on the day to day work experience. Feedback is sought from employees through surveys and focus groups. Recognition programs are created. And career development programs are rolled out.
Join Jason Lauritsen, a former Human Resources executive, as he takes a look at one critically important element of a successful engagement effort that almost always gets overlooked: wellness.
Creating a Culture to Achieve Sustainable SuccessMichael Stallard
These are slides used for a presentation given by Michael Lee Stallard and Jason Pankau at the 2011 Learning for Life Annual Conference held in Reno, Nevada
The Secret Thing That Is Holding You Back In Your Nonprofit Career Bloomerang
https://bloomerang.co/resources/webinars/
Mazarine Treyz will talk about exactly how to build trust and make your fundraising office even more effective.
Leadership To Drive Growth & Value lays out how Larry Siedlick created a corporate leadership culture across multiple companies that led to their growth and financial success while competing and winning against much larger, well funded public entities.
Larry details the strategies that create a leadership culture that plays a key role in any company’s growth, value and successful exits. Including:
• Challenges Facing Business Leadership
• Impact of Passion and Purpose on Employee Performance
• How Leadership Connects to High Performance
• Leadership Philosophy, Responsibilities, Characteristics and Competencies
72 quotations that @HelenBevan posted with tweets during 2019Helen Bevan
Each page in this slide deck contains a quotation that I posted as a visual with a tweet during 2019. I used them to illustrate the point I was making in the tweet. I have attempted to group the quotations by similar themes in this deck. You may not agree with all of the quotations but I hope they might inspire, motivate ad/or challenge you as they have me. Helen Bevan
72 quotations that @HelenBevan posted with tweets during 2019Helen Bevan
Each page in this slide deck contains a quotation that I posted as a visual with a tweet during 2019. I used them to illustrate the point I was making in the tweet. I have attempted to group the quotations by similar themes in this deck. You may not agree with all of the quotations but I hope they might inspire, motivate and/or challenge you as they have me. Helen Bevan
As wary confidence grows in the economic recovery, anxiety is starting to bubble around workforce loyalty and retention. This concern is justified. But it shouldn’t be new.
Employee Turnover: The One Thing Keeping Your Nonprofit StuckBloomerang
https://bloomerang.co/resources/webinars/
Drawing on research, Mazarine Treyz will highlight some ways to get unstuck and improve your employee retention rates, even when you’re strapped for time, money and bodies.
A presentation on Leading your Team to Greatness for the
Indiana Charter Schools Conference given by Dr. James Goenner of the National Charter Schools Institute.
Change. Commitment. Complacency. Most organizations struggle with at least one of those issues, while disengaged workforces often grapple with all three. Joe Mechlinski unlocks the secrets to employee engagement by tapping into the power and wisdom of the brains in the head, heart and gut. Discover how something as basic as the biology of our bodies shapes our motivation, behaviors, and decisions so we can inspire greater connections at work and revive personal competency, reliability and sincerity.
In efforts of unifying and defining the Company culture, a study was conducted to create a benchmark and a framework based on the market trends. In this study, the history, cause, and trends of the evolving culture were studied carefully. A group of top national and international companies with well-known cultures was studied. This helped create a correlation and differentiation between the perks and the culture.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
4. Pursuit_of_Happiness.org
They had been kicked out of their
old Kingdom by a mean witch who
promoted her subjects based on how
unhappy they were and how unhappy
they made their employees.
Because, if they were not
unhappy, they were not working
hard enough to make her rich.
5. Pursuit_of_Happiness.org
So the Princesses set out to change
the world. But even the Elders of
the new Kingdom had their doubts
about the profitability of a kingdom
with happy employees. So they hired
a Chancellor from the very large
Kingdom of Fortune 500.
6. Chancellor – Ray White
• 33 Years of Experience – 9 at C-Level
• 2 Fortune 500 Companies
• 6 Start-up Companies
• 14 GPTW awards for 2 Companies
• Teach Happiness, Success and Leadership
• Part of Pursuit-of-Happiness.org Team
8. Defining of Happiness
1. Happiness does not equal employees
skipping around the office and smiling all
the time.
2. Happiness is about employees wanting to
get out of bed and come to work everyday.
3. Our measurements were business
performance, employee surveys, and
eventually “Great Places to Work” surveys
and benchmarks.
RayWhite1@Verizon.net
9. Why is Happiness Important?
“Your happiest employees are 47% more productive than
their least happy colleagues.” Jessica Pryce-Jones
“We’ve been able to conclusively link employee
satisfaction and engagement to customer satisfaction and
business performance.” Wiley and Kowske
“Studies …have shown a clear relationship between high
levels of employee engagement and improved financial
and operational results.” Towers and Watson
“…we have proven that engaged organizations have 3.9
times the earnings per share (EPS) growth rate compared
to organizations with lower engagement in their same
industry.” Gallup
RayWhite1@Verizon.net
10. Purpose
“Human beings want meaning and purpose in life. The Meaningful Life
consists in belonging to and serving something that you believe is
bigger than the self .” Martin Seligman
Doctors who were allowed to work on something meaningful to
them, cut their burnout rate by 50%.
THE SCIENCE
RayWhite1@Verizon.net
The Princesses clearly communicating the Purpose
of their kingdom: “Relationships and Results”
11. Finding Meaning and Purpose
1. Write your “Why”
2. What about the company or your work makes you feel proud?
3. How do the company vision and values apply to your life?
4. Identify how working at this company will help you reach your
dreams. (see The Dream Manager by Matthew Kelley).
EXPERIENCE
The Princesses clearly communicating the Purpose
of their kingdom: “Relationships and Results”
RayWhite1@Verizon.net
12. Gifts
1. You can give them opportunities and habits
for happiness. You can’t give them
happiness or make them happy.
2. You can give the gift – they may choose not
to receive it.
3. Like gifts, different things make different
people happy.
RayWhite1@Verizon.net
13. Autonomy
“Autonomy - the feeling that your life, its activities and
habits, are self-chosen and self-endorsed“
Journal of Personality and Social Psychology
“Having a strong sense of controlling one’s life is a more
dependable predictor of positive feelings of well-being than any of
the objective conditions of life we have considered…” Angus
Campbell.
Boer and Fischer found that autonomy is a better predictor of
happiness than money.
THE SCIENCE
RayWhite1@Verizon.net
The Princesses gave them control of the kingdom
14. Autonomy
1. When to take a lunch break.
2. Who they will work with on different projects.
3. How to create and take ownership over company
culture activities.
EXPERIENCE
RayWhite1@Verizon.net
The Princesses gave them control of the kingdom
15. Flow
“The best moments in our lives are not the passive, receptive, relaxing
times… The best moments usually occur if a person’s body or mind is
stretched to its limits in a voluntary effort to accomplish something
difficult and worthwhile.” Mihaly Csikszentmihalyi
“The ego falls away. Time flies. Your whole being is involved. You’re
using your skills to the utmost.” Csikszentmihalyi’s
Top 2 aspects of an ideal job – progress in their careers and be good
at their jobs. Pryce-Jones, author Happiness at Work
THE SCIENCE
RayWhite1@Verizon.net
The Princesses challenged each member of the kingdom to
learn and implement their roles to the best of their ability.
16. Flow
1. Identify the tasks in your job that you truly enjoy and find
challenging. Create undisturbed blocks of time to focus on those
tasks.
2. Trade with team members. Take on their activities where you
easily find flow in exchange for them doing something from your
list of activities that they identify with flow.
3. Create methods for making your boring tasks more challenging
and interesting.
EXPERIENCE
The Princesses challenged each member of the kingdom to
learn and implement their roles to the best of their ability.
RayWhite1@Verizon.net
17. Relationships
THE SCIENCE
“Experts at the Gallup Organization suggest that people need to
have good friends at work…” Diener
“…social support was the best predictor of happiness during
stressful times.” Achor, Stone, Ben-Shahar
“70 years of evidence that our relationships with other people
matter, and matter more than anything else in the world.” Vaillant
RayWhite1@Verizon.net
The Princesses strongly encouraged interaction
18. Relationships
EXPERIENCE
1. Include more people in your network
2. Identify people vs. jobs – be authentic
3. Practice Random Acts of Kindness – Bring a friend a coffee, bring a
box of donuts into the office
4. Facilitate and encourage friendships in the workplace.
5. Celebrate birthdays, work anniversaries, promotions, and babies.
6. Events and Teams
7. Employee Supervisor Relationships –
Respect, Empathy, Gratitude, and Admiration
The Princesses strongly encouraged interaction
RayWhite1@Verizon.net
19. Caring
THE SCIENCE
“75+% of employees want to be involved in their companies giving and
volunteer programs.” 2010 Cone Study
“Millennials who frequently volunteer are more likely to be
proud, loyal, and satisfied.”
”Millennials who frequently participate in their company’s employee
volunteer activities are two times more likely to rate their corporate
culture “very positive” (56% vs. 28%).”
“…companies that connect the dots between talent and volunteerism…
will likely be rewarded with happier workers”
2011 Deloitte Volunteer IMPACT Survey
RayWhite1@Verizon.net
The Kingdom reached out to help others
20. Caring
The Kingdom reached out to help others
1. Organize a charity experience – volunteer at a school, hospital, or
senior care facility, plant a tree, or work with a local shelter.
2. Plan an act of kindness for a colleague going through a challenging
life change (i.e., death in the family, family illness, new baby).
3. Ask your Human Resources group if your company will match
donations to a local charity. Pick your favorite charity and donate.
EXPERIENCE
RayWhite1@Verizon.net
21. Strengths
THE SCIENCE
Harzer and Ruch (2012) found that employees who apply their
signature strengths to their unique work circumstances experience
greater job satisfaction, pleasure, engagement, and meaning.
There is a strong connection between well-being and the use of
signature strengths because strengths helps us make progress on
our goals and meet our basic needs for
independence, relationship, and competence (Linley et al., 2010)
RayWhite1@Verizon.net
The Princesses created opportunities for team
members to explore and leverage their strengths
22. Strengths
The Princesses created opportunities for team
members to explore and leverage their strengths
1. Identify and Keep a Written list of your Strengths
2. Look for tasks and opportunities to apply them
3. Tribes and Minors
4. Day-in-the-Life
5. Reviews
6. Specialists and Generalists
You can take a test to determine your strengths at
https://www.viacharacter.org
EXPERIENCE
RayWhite1@Verizon.net
23. Health
Researchers from the University of Bristol found that people who
exercise on work days are happier, suffer less stress and are
more productive.
Data from the US General Social Survey revealed that healthy
people are 20% happier than the average person
“Research shows that physical exercise strengthens both the
body and the brain! Exercise reduces stress and promotes the
growth of new brain cells.” Marissa Toussaint
THE SCIENCE
RayWhite1@Verizon.net
The Princesses supported health and physical well-being
24. Health
The Princesses supported health and physical well-being
1. Softball, Soccer, Basketball and Volleyball Teams
2. Group Walking
3. Fruit and Vegetables Delivered Regularly
4. Biggest Loser
5. Outdoor Meetings and Breaks
6. Company sponsored Gym memberships
7. Team 5k’s and Fun Runs for Charities
EXPERIENCE
RayWhite1@Verizon.net
25. Work Place Happiness = Performance
Moral of the Story
Happiness in the work place is not a
fairy tale.
It is a business necessity. It is a direct
path to sustainable performance and
profitability improvement.
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
26. List of Books to Read
1. Drive - Daniel Pink
2. Happiness - Ed Diener and Robert Diener
3. The How of Happiness – Sonja Lyubomirsky
4. Flourish - Martin Seligman
5. Happiness at Work - Jessica Pryce-Jones
6. Flow – Mihaly Csikszentmihalyi
7. Dream Manager – Mathew Kelly
RayWhite1@Verizon.net
Write down why you are working at this company. Keep it handy as a reference for when the negative thoughts and feelings start to interfere with your happiness.As an individual this is an activity you do with your significant other, family, or close friends.Team – Supervisor discusses with each team member or group discussion over beers of pot luck lunch.Identify how working at this company will help you reach your dreams. (see The Dream Manager by Matthew Kelley).We did dream boards with pictures and dream plans.Not everyone had a dream, but everyone wanted to participate in helping others reach their dreams.We asked for volunteers to lead this effortResearch the company vision and values. Write down how they fit and apply to your life.We found that our vision and values had more impact when we helped connect them to people personally. Not everyone connected to every value but they found aspects they could believe in and focus on.What about the company makes you feel proud?We discovered this by accident – mostly listening to people who had been interviewed by our people. Different people were proud about different things – but together it was a group pride.If you are an executive - make sure you have a vision statement, mission statement, etc.Communicate and share it regularly with people inside and outside the company.Know the “Why” of you company and make sure everyone else knows it as well.
It can be something as small as when, where, or how to take your lunch break. As an individual – what are the things you can control in your workplace. What do you keep on your desk? What do you wear to work? How do you complete a task? When do you complete the task?For a team – letting different members of the group handle the lunch schedule or decide where everyone is going for lunch. Letting the group decide what role they will play on a project. For an individual – choosing who you want to work with. Offer to help someone you admire. Look for opportunities to do projects with those people or find time to take them to lunch or breakfast to learn about what they do. For a team – let them interview or at least meet and offer an opinion on future teammates or interns. Everyone seems to have a passion. Bring that to work. One guy set up a soccer team. Several people share their cooking expertise by bringing in food for the team. One girl took on training for the team. We set up an anonymous feedback email system that volunteers monitored and created solutions for.We also set up iMinors or 10% of each person’s time could be used to learn something outside of their normal job.We set up Day-in-the-Life opportunities.
Identify the tasks in your job that you truly enjoy and find challenging. Create undisturbed blocks of time to focus on those tasks.We had an accounting clerk who got into flow when entering accounts payable. For teams, talk as a group about who likes to do what and assign tasks accordingly. Also, cross-train each team member so they can learn new challenges and back-fill when their teammates are out sick or on vacation.We ended up hiring a lot of musicians because they had a knack for numbers and could quickly find flow working in the spreadsheets.Trade with team members. Take on their activities where you easily find flow in exchange for them doing something from your list of activities that they identify with flow.On many of our teams we had jobs that included numbers work and verbal work. We often found these team members could trade tasks and the people who liked numbers could find flow working with the data and reports while the verbal people could manage and create keywords.Create methods for making your boring tasks more challenging and interesting. We had an employee who was constantly challenging himself to complete more each day. He started with 100 high quality entries per day and then kept increasing the number daily, until we were all asking him about how many he had made it to that day. Our teams would break boring projects into pieces with mini goals and spend 60 to 90 minutes focused on each of their tasks, and then if everyone completed on time they would go outside and throw a football, kick a soccer ball or get ice cream.Competition adds challenge and helps bring focus to more easily achieve flow.
Include more people in your networkFacilitate and encourage friendships in the workplace. Celebrate birthdays, work anniversaries, promotions, and babies.Host potluck lunches and Happy Hours (with reasonable non-alcoholic beverage choices).Practice Random Acts of Kindness – Bring a friend a coffee, bring a box of donuts into the officeHost competitions among small groups for best decorated office at Halloween, most food for a can drive, or Art Gallery night.Encourage participation in Company Teams (i.e., Volleyball, Soccer, Softball, Walking or Running).Employee Supervisor RelationshipsA great way to be happier at work is to expand your network of friendships. Most people focus on a few really close relationships that we form early on in a particular workplace. Those are the people we go to lunch with and spend most of our time talking to. Unfortunately those people usually have very similar circumstances as far as supervisor, workload, or location. So they also have similar perspectives and feelings. By including people with different experiences we get different perspectives and have a broader base of support when things are not going well in our area.Ask your friend to invite one of their friends to lunch with you. If you are in the kitchen getting coffee, take a minute to talk to an acquaintance and find out more about them. If you are on a project, get to know the people on your team on a more personal level. One of the number one predictors of job satisfaction, engagement, and retention is your relationship with your direct supervisor. The out dated notion that you can’t be friends with your boss should be thrown out the window. Your boss is a necessary part of your success and happiness. They are difficult relationships, but it is important that they are strong and positive relationships. If you have a bad boss, find out and write down the things that are good about them. At the very least it is good to know what not to do with your employees.