Class 6/7 Flashcards by Esther Lu

kindness and care go a long way - employees are more likely to stay if they feel cared for

HR trends

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What have you done to…?

build a sense of meaning or purpose in your life?

Make tough values-driven decisions?

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Belonging
Transcendence
Purpose
Storytelling

4 Pillars of Meaning

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Chick Fil A - closed on sundays
CVS - No tobacco
Walmart - No guns
Patagonia - sustainability

Values based decisions in practice

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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

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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

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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

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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

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a sense of purpose lowers: stress, depression, turnover, absenteeism, dissatisfaction
raises: commitment, effort, engagement, empowerment, satisfaction and fulfilment

meaning

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what have you done to…?

learn new things?
overcome setbacks?
challenge your belief or assumptions?
pursue hard goals?

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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

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growth mindset

we grow more when we believe in change

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avoid challenges
give up easily
see effort as fruitless
ignore useful criticism
threatened by others

fixed mindset - ability is static

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embrace challenges
persist in obstacles
see effort as necessary
learn from criticism
inspired by others

growth mindset- ability is developed

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more likely to learn from mistakes

Growth mindset

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What is one area/aspect of your life that you have a fixed mindset about?

advanced maths

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sustained passion and perseverance for very long term goals - ties in with resilience

GRIT

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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

1. 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 2. cultural considerations 3. 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