An introduction to the applications of positive psychology in the workplace, including gratitude, strengths, humane workplace practices, and resilience.
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.
If you want your own business or your organization’s business to grow, you cannot do it alone. It is critical to interact, relate and collaborate with others to form sustaining relationships. And, how you manage both internal and external relationships will determine success or failure for you and your organization.
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.
If you want your own business or your organization’s business to grow, you cannot do it alone. It is critical to interact, relate and collaborate with others to form sustaining relationships. And, how you manage both internal and external relationships will determine success or failure for you and your organization.
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.
Keeping the mojo in your business DEPOT[x] April 2016business_DEPOT
Margie Ireland will be taking you through how to keep the mojo in your business. She’ll provide insight into exactly what is ‘mojo’ and how it shows up at work. She will discuss the ‘mojo’ behaviours and how these impact employee engagement, success and retention and provide simple and fun strategies to get your mojo back and keep it. Check out all the insight from DEPOT[x], a business event empowered by Business Depot.
Creating a winning team in your trade business is not easy, however can be simple! Follow the steps in this presentation to help you attract, keep and develop an amazing team that all want to win!
Second webinar on employee engagement where we define engagement and characteristics, explore why it matters so much at the organizational and individual levels, and identify strategies for becoming more personally engaged.
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
Our mission is to provide customers with better cars, a better buying experience and peace of mind with every purchase. We can only deliver on this mission with great people (all-star talent) committed to our core values (DRIVE). We practice a clear talent policy: We want an "All-Star" in every single position at our organization. We work hard to attract, retain and develop people. We always hire for character first, and for skills second. Learn more about our values and culture in this presentation.
“Culture” was named the most popular word of the year in 2014 by Merriam-Webster. It has since become one of the most important words in corporate boardrooms, a hot topic in general and smokin’ hot in internal audit circles. But why? And why now?
Our session will focus on answering these questions to help us understand how we got to this point and where we go from here. In addition, we will discuss these questions about organizational culture:
- What is Culture?
- What is Our REAL Culture?
- What is Our Desired Culture?
- How do We Turn Our Desired Culture into Reality?
Here’s a book summary on the changing nature of the employer-employee relationship.
It suggests a different way of thinking about this relationship – make it an Alliance.
Principles and best practices for creating a relationship with your boss that is pro-active and constructive. Includes information on providing upward feedback, creating learning conversations, making requests, and setting boundaries.
Best practices for effective performance reviews: how to build trust, provide positive and constructive feedback, ask and act on feedback from your staff, and develop meaningful and actionable goals for better performance and professional development.
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.
Keeping the mojo in your business DEPOT[x] April 2016business_DEPOT
Margie Ireland will be taking you through how to keep the mojo in your business. She’ll provide insight into exactly what is ‘mojo’ and how it shows up at work. She will discuss the ‘mojo’ behaviours and how these impact employee engagement, success and retention and provide simple and fun strategies to get your mojo back and keep it. Check out all the insight from DEPOT[x], a business event empowered by Business Depot.
Creating a winning team in your trade business is not easy, however can be simple! Follow the steps in this presentation to help you attract, keep and develop an amazing team that all want to win!
Second webinar on employee engagement where we define engagement and characteristics, explore why it matters so much at the organizational and individual levels, and identify strategies for becoming more personally engaged.
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
Our mission is to provide customers with better cars, a better buying experience and peace of mind with every purchase. We can only deliver on this mission with great people (all-star talent) committed to our core values (DRIVE). We practice a clear talent policy: We want an "All-Star" in every single position at our organization. We work hard to attract, retain and develop people. We always hire for character first, and for skills second. Learn more about our values and culture in this presentation.
“Culture” was named the most popular word of the year in 2014 by Merriam-Webster. It has since become one of the most important words in corporate boardrooms, a hot topic in general and smokin’ hot in internal audit circles. But why? And why now?
Our session will focus on answering these questions to help us understand how we got to this point and where we go from here. In addition, we will discuss these questions about organizational culture:
- What is Culture?
- What is Our REAL Culture?
- What is Our Desired Culture?
- How do We Turn Our Desired Culture into Reality?
Here’s a book summary on the changing nature of the employer-employee relationship.
It suggests a different way of thinking about this relationship – make it an Alliance.
Principles and best practices for creating a relationship with your boss that is pro-active and constructive. Includes information on providing upward feedback, creating learning conversations, making requests, and setting boundaries.
Best practices for effective performance reviews: how to build trust, provide positive and constructive feedback, ask and act on feedback from your staff, and develop meaningful and actionable goals for better performance and professional development.
The ability to give and receive feedback skillfully is an essential skill for any supervisor. In this session you’ll learn best practices for providing feedback that will improve the performance of your direct reports while also strengthening your relationship with them.
Can we talk? Creating the conditions for dialogeph-hr
Have you ever walked away from an uncomfortable interaction with a colleague and found yourself rehearsing what you’d really like to say to them? When there’s something bothering you about someone you work with, do you talk to them directly, or does it come up at the water cooler when you’re talking with someone else? At this brief program, you’ll learn the basics of how to create enough safety to talk about practically anything with practically anyone, even if they work on a different team or are higher up than you in the organization.
Applying principles from neuroscience to better diagnose and develop strategies for handling common problems in management. Managers are encouraged to create a safe and psychologically rewarding environment to bring out the best in their employees.
Becoming a Best Place to Work: The Six Strategies That Every Great Employer F...Xenium HR
Looking to attract the top talent of your industry? Great! So does everyone else. It’s never been more important to develop a holistic HR strategy that will attract and retain great employees. Whether you need a total overhaul or you’re just missing a few key elements, this webinar will help you get started. Join us as we discuss the six critical elements of top-notch HR strategy.
My MA dissertation was on male self-confidence and how coaching can help. It contains some insights into how and why the male experience of being confident, or not, is different to the female experience. Plus it explores what factors influence confidence for men.
Description of how to document business processes with particular attention to handoffs between team members, and how to documents project roles and responsibilities in project management, and how to do stakeholder analysis and communications planning in project management.
Employee assistance program orientation for williams college
Positive psychology at work
1. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
krt4@williams.edu
x3542
Kevin Thomas, Learning & Development Manager
Human Resources
Positive Psychology at Work
2. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
1. Describe the principles of
positive psychology.
2. Create a menu of actions you
can use to create a more
positive workplace.
3. Commit to a single concrete
action from that menu.
Objectives
3. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
1. Confidentiality
2. Listening
3. Participation
Ground Rules
4. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
1. Introductions
2. Principles of Positive Psychology
3. Gratitude
4. Strengths & the Flow State
5. The Humane Workplace
6. Resilience and Choice
7. Appreciative Inquiry
Agenda
5. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
1. Introductions
2. Principles of Positive Psychology
3. Gratitude
4. Strengths & the Flow State
5. The Humane Workplace
6. Resilience and Choice
7. Appreciative Inquiry
Agenda
6. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
• Name, where you work, and one
thing about working at Williams you
are grateful for.
Introductions & Warm Up
7. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
1. Introductions
2. Principles of Positive Psychology
3. Gratitude
4. Strengths & the Flow State
5. The Humane Workplace
6. Resilience and Choice
7. Appreciative Inquiry
Agenda
8. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
• Concerned with strengths
• Building the best things with life
• Making lives of normal people
fulfilling
• Nurturing high talent
• Investigating positive outliers
What is Positive Psychology?
9. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
• Employee engagement
o Psychological commitment to work
o Relationship to psychological needs
o Benefit in its own right.
o Increases productivity.
• Positive psychology in the
workplace: Applying positive
psychology to create a culture of
engagement.
Positive Psychology in the Workplace
10. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
1. Introductions
2. Principles of Positive Psychology
3. Gratitude
4. Strengths & the Flow State
5. The Humane Workplace
6. Resilience and Choice
7. Appreciative Inquiry
Agenda
11. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
• Success does not create happiness
• Positivity increases our chances for
success
• Optimisim:
o Increases motivation
o Increases sales productivity
Optimistic salespeople sell 35% more
insurance than pessimists.
o Improves physical health
Optimism and Happiness
12. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
• Trains the brain to scan for the
positive
• Expressing gratitude spreads the
positivity
Gratitude
13. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
• Use the positive feedback
formula to write an appreciation
letter to a colleague
• Pair up and share your
appreciation with a partner
• Bonus!: Exchange contact info
and commit to sending your
letter!
Appreciation Letters
Behavior Impact
14. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
1. Introductions
2. Principles of Positive Psychology
3. Gratitude
4. Strengths & the Flow State
5. The Humane Workplace
6. Resilience and Choice
7. Appreciative Inquiry
Agenda
15. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
• Intrinsic Motivation
• Concentration w/ no distractions
• Complete immersion
• Clear set of goals that require
appropriate responses
• High skill level, high challenge level
The Flow State: Focusing for Engagement
16. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
• Pair up.
• Think of a time when you felt most happy in your
career – a time when you were having fun and
doing a great job.
• Explore with your partner:
o What created the sense of happiness and fulfillment
o What did you do that contributed to the sense of
happiness and fulfillment?
o How did the workplace facilitate this experience?
o What skills or strengths did you use?
o How could you plan to have an experience like this one
more time?
Getting to Know Your Strengths
17. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
1. Introductions
2. Principles of Positive Psychology
3. Gratitude
4. Strengths & the Flow State
5. The Humane Workplace
6. Resilience and Choice
7. Appreciative Inquiry
Agenda
18. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
What is your work ethic?
19. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
Our High Performance Culture
20. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
Everyday Awards
21. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
Self-Care at Work
Activity Benefit
Exercise Greater energy, increase sense of
agency
Nutrition Increased energy, better mood, lower
stress,
Meditation Increased concentration, lower stress
Naps Increases productivity and alertness
Walking Boosts creativity
Breaks (brief diversions) Increases task focus
Experience of nature Reduces fatigue, decreases stress
22. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
I am going to try this someday …
23. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
1. Introductions
2. Principles of Positive Psychology
3. Gratitude
4. Strengths & the Flow State
5. The Humane Workplace
6. Resilience and Choice
7. Appreciative Inquiry
Agenda
24. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
• The capacity to recover quickly from
difficulties.
• Locus of control refers to the extent
that people believe they can
influence the events that affect
them.
• Building internal locus of control
increases resilience
Resilience
25. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
Change Your Questions, Change Your Life
26. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
• Complete the following questions on
the worksheet:
1,2,3,6,7,9,10
• Pair up and share
Your Turn!
27. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
1. Introductions
2. Principles of Positive Psychology
3. Gratitude
4. Strengths & the Flow State
5. The Humane Workplace
6. Resilience and Choice
7. Appreciative Inquiry
Agenda
28. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
• Uses a positive focus to develop an
organizational action plan
• Let’s try the first step!
Appreciative Inquiry
29. Positive Psychology at Work
Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · krt4@williams.edu · 413-597-3542
Links coming via email:
Contact Kevin Thomas at 413-597-3542
or email krt4@williams.edu
Positive Psychology in the Workplace
Questions?
• Course page link to all course materials
• Program evaluation link, feedback welcome