Class 6/7 Flashcards
kindness and care go a long way - employees are more likely to stay if they feel cared for
HR trends
What have you done to…?
build a sense of meaning or purpose in your life?
Make tough values-driven decisions?
Belonging
Transcendence
Purpose
Storytelling
4 Pillars of Meaning
Chick Fil A - closed on sundays
CVS - No tobacco
Walmart - No guns
Patagonia - sustainability
Values based decisions in practice
3 key events that have shaped your thinking about exceptional teamwork- what did it teach you?
what values to you most as a team member and what do they look like in action? -acceptance, contribution, no judgement, learning etc
Identifying your workplace values
higher purpose leads to better performance
- Best Buy - create meaning for employees and not treating them as costs to be minimized - listened to employees’ dreams and help connect dreams with Best Buy’s purpose “want to buy a house for family” - Best buy said can help you develop skills, move up in company and make dream a reality
Put purpose at the core of your strategy- creating a purpose driven organization
10k stories challenge - what do you do with your job, what impact/effect do you have? - employees whose managers communicate purpose are more proud to work there, think it’s a great place to work, don’t tend to work for work so much, inspired to strive for work, feel that work makes an impact
Communicating higher purpose raises engagement and morale
conversations: why are you here, why did you choose this job? job crafting
- defining team’s purpose
- executive coaching
- daring conversations
- peace on purpose - you can’t bring peace if you don’t hold it in your heart
purpose driven company - UN - employees join for the purpose of the UN
a sense of purpose lowers: stress, depression, turnover, absenteeism, dissatisfaction
raises: commitment, effort, engagement, empowerment, satisfaction and fulfilment
meaning
what have you done to…?
learn new things?
overcome setbacks?
challenge your belief or assumptions?
pursue hard goals?
mindset- where do you stand? (we are all a mix of growth and fixed mindset depending on different areas)
fixed vs growth mindset - fixed: we cannot change abilities, it’s in our genetics, we are a result of our environment
growth mindset- we can improve and change our abilities
growth mindset
we grow more when we believe in change
avoid challenges give up easily see effort as fruitless ignore useful criticism threatened by others
fixed mindset - ability is static
embrace challenges persist in obstacles see effort as necessary learn from criticism inspired by others
growth mindset- ability is developed
more likely to learn from mistakes
Growth mindset
What is one area/aspect of your life that you have a fixed mindset about?
advanced maths
sustained passion and perseverance for very long term goals - ties in with resilience
GRIT
Frustration is a design feature of learning, not a bug
learning process
Talent x Effort =
Skill
Skill x Effort =
Achievement
what can be processed as traumatic by one person can be learning/growing from another-
-what were external resources (good health, social support) and internal resources (strengths, hopes, purpose, self-efficacy, energy) that helped you achieve and build resilience?
Building Resilience
- those with growth mindset achieve more than those with fixed mindset- employees in growth mindset companies are 47% likelier to say colleagues are trustworthy, feel strong ownership/commitment (34%), say organization fosters innovation (49%)
- set Everest goals - positively deviant, intrinsically valued, focused on potential, contributing to others, inherently energizing
- resilient leaders cultivate external (good health, support) and internal resources (hope, energy, purpose)
Achievement
health- what have you done to…
develop habits that fuel your physical, mental, emotional and spiritual energy for the long run?
must balance energy expenditure with energy renewal
Body- sleep, eat, exercise
emotions- hope, gratitude, compassion, forgiveness, optimism
mind- focus, mindfulness, cognitive agility
spirit- purpose, priorities, perspective
health aspects - recovering energy is as important as expending it
- log hours of healthy activities accumulates points, can trade them in
- health coaching
- external ecosystem
- employer services
- work-life services
- incentives/rewards programs
- integrated/customized wellness
healthy practices at humana
wellbeing is at its highest when you get an average of 8 hours of sleep - poor sleep is related to many diseases, worse learning and memory, impairs rational thinking, reaction time, attention and emotional regulation
-take an exam on four hours of sleep loss is equivalent of drinking six pack before exam
importance of sleep
-corporate athletes view achieving peak performance as a pyramid - physical wellbeing at bottom, then emotional, then mental then at top is sense of purpose - peak performance under pressure is achieved when all levels work together
Health
- employee wellbeing interventions
- express gratitude
- savoring (opening to beauty and excellence, taking time to appreciate things)
- positive energy networks
- dialing down negativity
Positive Interventions/ Practices / Tools for PERMA - Positivity
- practicing virtues/strengths - use top strengths in new and different ways
- psychological capital/safety
- employee job crafting
- creating moments of flow
- mindfulness
Positive Interventions/ Practices / Tools for PERMA - Engagement
- practice acts of kindness in wide varieties
- learn to forgive
- be empathetic
- share good news and small successes
- nurture social relationships (practical help, emotional support, give information, socialization)
- supportive community in difficult circumstances
- high quality connections
- reciprocity ring
Positive Interventions/ Practices / Tools for PERMA - Relationships
- reflected best self feedback process
- defining values
- defining purpose
- investing in belonging and inclusion
- practice storytelling
- allowing for spirituality
Positive Interventions/ Practices / Tools for PERMA - Meaning
- cultivate optimism and being best possible self
- set and pursue personal goals that are attainable
- empowerment of employees
- everest goals
- cultivate hope
- practice growth mindset
- develop grit
- confidence skills
- upside of stress
- self-compassion
- resilience skills
Positive Interventions/ Practices / Tools for PERMA - Achievement
- sleep
- nutrition
- movement
- nutrition
Positive Interventions/ Practices / Tools for PERMA - Health
- Person activity fit- people accept more the activities that suit their personality/strengths and will continue to engage with PIs for longer if they enjoy doing them
- cultural considerations
- ethical considerations - ground the practice in reliable science, respect employee
Considerations for implementing PIs
positive emotions: conscious of how emotions/behaviors affect others, stay engaged and focus on future- lead by example
engagement: boost confidence and energy by developing strengths- also seek feedback to be more effective
relationships: understand power of relationships, connections and engaging - not afraid to go “out there” and see relationships as building block to goals
meaning: heighten motivation, commitment and satisfaction by understanding how and what they do positively impacts others- values are expressed and inspire others through storytelling
achievement: move towards greater potential by challenging fears, igniting hope and cultivating grit- commit to growth mindset
PERMA in leaders (what positive leaders look like)
- increased profitability, problem solving and creativity
- increased employee engagement
- more likely to have above average profitability
Why is diversity important in organizations?
- 6x more likely to be innovative and agile
- 8x more likely to achieve better performance outcomes
- 47% millennials actively looking for diversity and inclusion in employers
- 25% don’t believe their companies are taking action
Why is diversity important in teams and employees?
1/2 influenced to buy bc of organizations support for equality
-teams with representative diversity are 158% more likely to understand target consumers
Why is diversity important for customers?
diversity: identities, the who and the what
inclusion: behaviors, the how you do it
difference between diversity and inclusion
leadership behaviors drives up to 70% of difference between employees who feel included and those who don’t
-17% increase team performance
20% increase decision making quality
29% increase team collaboration
65% leaders overrate or underrate their capabilities
inclusive leadership
- need to feel safe (am i safe from harm, do people have good intentions? what have colleagues done to indicate it’s safe to be yourself and that others care?) - Trust and accountability
- need to feel seen (am I recognized for who I really am? Am I valued for my strengths/potential? Empathic listening and individualization)
- need to feel connected/belonging (am I part of this group even when I mess up? effective collaboration and shared values/purpose - how do you encourage people to feel a shared common identity?)
3 social needs for inclusion
tightrop bias- narrower range of behavior accepted - why are you being so emotional/aggressive for women instead of vieiwing it as assertive/passionate in men
maternal wall: commitment and competence questioned, fewer assignments due to pregnancy
-micro-aggresions: derogatory names, hostile remarks
exclusion: not safe
prove it again: women have to have more proven qualifications than men to get same job as opposed to being judged on potential
- women have to do 20% more emotional/undervalued work and 20% more office housework (Mark is in a bad mood, can you talk to him? Can you make copies of this?)
- glamour work disproportionately to white men
- worker bee expectation: just put your head down and work hard and don’t complain to avoid conflict
- unequal pay
exclusion: not seen
- similarity bias- fewer shared backgrounds and interest (sports)
- modesty mandate: hold back thoughts or speak tentatively (i’m sorry, excuse me … ?)
- emphasis on personality in performance reviews when it’s rarely mentioned in men’s performance reviewed
- confidence gap - feel less competent when equally skilled
- 2x more likely to be interrupted in group dialogue
exclusion: not connected
