I love that this infographic which highlights so clearly the balance needed to achieve a 'flow state' where everything just seems to feel great and happen naturally.
The balance of feeling happy about life as it currently is, as well as a clear vision of what you are working towards can feel paradoxical.
"How can I be happy now if I know I want something else?" Asks the life that expects everything immediately, through eyes that can only perceive black or white.I know that is how I first felt upon reading such words. It felt so contradictory!
I have been on a tour around each of the squares in that diagram, bouncing from a 'current reality gap' to 'stress' to a total and annihilating 'negative spiral'. I learned that being ok with where we are right now, is a critical element of getting where we want to be next. I saw it happen in my life.
The most memorable being totally comfortable with my single status whilst having a vision of meeting my soul mate. Those who know me, know that meet my soul mate I did! It's as if that balance relaxes us, takes the pressure off, let's the world know 'I'm ok, I'm ready for what's coming next'.
The trick is to remember to have this balanced focus in all areas of life, even when it feels as if everything is falling apart.
Today I'm still recovering from an acute illness. I still need lots of rest, more than I realised. I need to be kind to myself. I've finally learnt how to do that, to accept 'that's what's going on right now' and that's just fine. I'm alive!
I have people around me that love me, a comfortable home and interesting work. At the same time I still have a vision of my future as someone full of vitality, physically strong and vibrant. And I know deep down it will happen, I'll get there.
I hope this post gives you some food for thought on your own state of flow, on feeding your own mojo!
Today I'm sharing a great little video, a joint venture between Tiffany Shlain one of my favourite film makers and Engage for Success, a movement dedicated to the idea that there is a better way to work. They encourage organisations all over the UK to treat people like human beings not human resources. Hoorah for that! Which is why I volunteer for them gathering/creating content for their website and social media.
Now, make sure you read to the end of this post because I am also giving away for free a PDF download so that you can continue to feast on your strengths. Let's just say the video is the cake, and your freebie is the cherry on top! You can subscribe in a few seconds by going here: https://aligodding.leadpages.net/scoopit/
This helps those of us looking to feed our mojo because all too often we focus on each others (and especially our own) flaws. Totally draining!
The work environment encourages highly critical thinking. Which in the right circumstances can be useful and is certainly important when making decisions about how to spend money for example.
Sometimes however, critical thinking leads to our strengths being overlooked. This can result in an environment that is set on eliminating weaknesses.
Environments like that inevitably neglect to recognise, build on and nurture strengths. Not very engaging, in fact a real mojo killer! Not good for you, not good for business.
I know when I watched this for the first time it gave me energy, and I wanted to explore my strengths more deeply (which is why I created the freebie at the end of this post for you).
Because I know how I felt after watching the movie, I put all of what I discovered into a PDF. This free resource shows you how to identify your strengths for free. Highlights some of the issues you need to be aware of. It also provides questions and food for thought that will help you explore YOUR strengths further. Just subscribe to get your free download. https://aligodding.leadpages.net/scoopit/
If you are already one of my treasured subscribers then I will have sent you a copy of this resource already. Just search you mail for mail from me.
A provocative title but this video provides some really interesting and valuable analysis of who tends to undertake personal development and who doesn't. And the impacts thereof.
It looks at the difference between success and happiness in detail in a way I have not come across before.
The first 15 minutes is excellent. Then I did feel my attention drifting... but I persevered and it captured my attention again at about 20 minutes in.. well worth a watch if you have 30 minutes spare and are interested in exploring this topic.
I can relate to Tiffany's blog post here. Personal development and learning from some incredible mentors has made such a huge difference in my life, especially during times of extreme adversity...
Recently I fell very ill, was in hospital and at one point things got really quite hairy! What I have learned over the years through my personal development journey played a critical role whilst I was in hospital and during my recovery.
I could have died. I didn't. They said it would take 3 months to recover, but 1 month later I am back to work.
The practice of gratitude, visualisation, meditation, and being kind to myself all helped enormously.
That and having an awesome family, husband and friends. :)
I just finished watching the incredible debut mini series by Netflix ‘House of Cards’ based on the earlier political satire of the same title. Starring Kevin Spacey, Robin Wright and a cast of equally...
Ali Godding's insight:
My latest blog post - the impact social media can have on managers tempted to speak before thinking!
Interview with Doug Conant, former CEO of Campbell's Soup Company, at the 6th Annual Edelman Change and Employee Engagement Summit.
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Great video of Doug Conant talking about employee engagement, integrity, and the new franetic environment we are all now working in. I think we can all connect with his words here. Great food for thought and only 5mins long! Get a cuppa tea and watch it! :)
The CIPD's Employee Outlook survey reveals the lessons about employee voice that businesses and public service providers can learn from the failings at the Mid Staffs NHS Foundation Trust.
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A very worrying trend indeed - especially when you put this into context with the evidence from Engage for Success that shows when employee engagement goes down in a hospital a few months later the mortaility rates go up!
Voice is such an important part of the engagement equation - and it is so much more than just an annual survey. It is about whether an envorinment is created where people feel safe sharing their views and challenging the way things are done. Key elements of this are the relationship between employees and their managers and the levels of trust in senior leadership.
If those things are lacking real employee voice can never exist and an organisation is left wide open to the risks that carriers with it.
Thanks to @JonnyGiff and @LizardVanilla for sharing this
Whilst doing some research today for a parituclar project I came accross this excellent and thought provoking report. I have only skimmed it so far put am posting it here so I can find it later, as it deserves time to read it thoroughly - probably over a cup of mint tea tonight after gym!
A scientifically proven gift that will make both giver and receiver super happy! Gratitude.
This short film about the Science of Happiness from Soul Pancake, will make you cry and then fill you full of happy mojo!
If you want to feel happy - write about a person that has positively influenced your life. Write all about it, what happened, the impact it had on you at the time and into the future.
Then, if you can, pick up the phone to that person, phone and tell them exactly what you wrote!
Can't get a better mojo maker than that! So this Christmas why not give the gift of gratitude?
If you haven't already, I would be so grateful if you were to subscribe to this blog. I will send you a self coaching mini-series as my way of saying welcome and thank you. Sign up here: https://aligodding.leadpages.net/scoopit/
I am a huge fan of appreciative inquiry and have used it in many organisations to support the creation of great customer and employee experiences.
What Mary highlights here is the energy generating nature of the process of appreciative inquiry. In it we ask questions like: What would be an excellent experience? What is working already? What insights can we draw from that area that is working well, to the area we are currently focussed on?
People walk away feeling they they have been able to contribute to something important, rather than having been battered and drained of all their energy as can happen in typical 'problem' solving methods.
You can use this approach in any scenario, personal or professional.
This is a spooky but brilliant viral clip promoting a movie. It asks - what would you do if you walked in on an attempted murder?
Would you would say if I told you we are all likely a witness to manslaughter?
Every time we walk past dysfunctional management behaviour directed at individuals in the workplace we are condemning that person to the increased chances of a heart attack! Especially if the individual concerned is a man.
Bad management is not only killing our economy but it’s killing us! And the science backs it up (see references at the end of this post)
Perhaps you are one of the 18% who trusts their manager?
But for the majority the lack of trust afforded to us, the lack of consideration for you as an individual, the lack of clarity about your goals and role expectations, the lack of information and feedback, the ridiculous hoops you have to jump through to bring about change, and the lack of encouragement of your real participation and self direction are all are literally killing us!
I mention those specific elements because they were what was identified by the research as critical factors of quality management.
It is also possible that it is damaging our ability to sustain healthy relationships and even negatively impacting the behavior of your children.
I first heard about all this through Kevin Kruse infographic and word is getting around! I heard David MacLeod say recently:
"You up the odds of a heart attack by 30% if you have been managed for a long time by a poor manage. Leave aside profit and success, its a huge responsibility to bear when you manage people”
I have personally witnessed the negative impact on the health and well-being of an individual with a series of bad managers. I can tell you it was very painful to see the damage it had caused.
It is easy to tell ourselves ‘I’m sure its not all that bad”, or “It’s not really my place to say anything” or maybe we even acknowledge it “I wouldn’t want to be in their shoes” but how often do we actually DO something?
That something could be as simple as lending the individual your ear to get the experience off their chest. If you are a colleague or manager of the manager involved then you are in a good position to coach them to release more effective management skills.
Managing people is not easy and many managers need the support and skills to be engaging managers.
Watching this clip gave me shivers up my spine as I realised, currently the office can be just as dangerous a place to be as the movies….
If we lovingly hold each other to higher standards when it comes to how we interact with each other and behave at work, then we might have half a chance!
One of my recent posts is about strengths: http://sco.lt/971uRV I agree with Lolly that keeping your focus on strengths and not spending too much time worrying about your weaknesses is the way forward towards success and is FAR more energy giving. Sometimes easier said than done though - especially for us 'be perfect' types! For more like this subscribe here: https://aligodding.leadpages.net/scoopit/
Via Raghunandan SV
Highly visual pdf explaining why employee engagement matters, what it means and what an 'engaged' employee looks like. The evidence infographic, how we get ther
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A brand new toolkit to help people have quality conversations about employee engagement. Can be downloaded to use as you see fit - perhaps using elements for presntations or printing off to use as handouts. Visually impactful and simple!
When the dotcom bubble burst, hotelier Chip Conley went in search of a business model based on happiness. In an old friendship with an employee and in the wisdom of a Buddhist king, he learned that success comes from what you count.
After seeing steady increases for the last couple of years, UK unemployment levels are now falling back to 2010 levels. One significant development in the last few years has been in the type of wo...
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Interesting blog post from David Smith of Hay Group here, they have done research recently on the different factors that matter most to part times vs full timers. Makes for thought provoking reading and if you manage part time staff it's well worth looking at and then considering if your approach to your part time staff is tailored to their potentially differing needs. Worth asking the question and observing what frustrates this group - to help you develop an approach tailored to them.
Hay Group have done a full full time vs part time key factors and you can read the full post for details but to sumamrise for part timers the most important factors turned out to be:
The amount of work expected of me is reasonable.
My job leaves adequate time to take advantage of job related training.
I believe I am paid fairly for the work I do.
I believe my pay if fair in comparison to others doing a similar role in another co.
I get back from the company a fair return (financial rewards and job satsifaction) for what I give (effort and peformance)
I understand the results expected of me in my job
As with so many such surveys - the results are not surprising. Just common sense. But common sense is not always common practice especially when we all have so many balls to keep in the air all at once! So I think it is worth highlighting and opening up the conversation on this one.
87% of the $46billion spent on employee rewards in the US goes on unstructured programs detatched from both employee engagement and business success. Wow! I am sure the UK is not much different either.
The 2013 Edelman Trust Barometer is the firm’s 13th annual trust and credibility survey. The survey was produced by research firm Edelman Berland and consiste
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The Edelman Trust Barometer has provided powerful insight for many years. It covers a number of countries and includes general trust, trust of government vs trust of businesses, as well as sector specific indicators; for example in this 2013 report they did a deep dive into the banking sector. Showing that it is still the least trusted sector.
It also shows that leadership such as CEOs are trusted far less than experts or 'people like me' (peers) see slide 27.
On slide 33 you can see the attributes they find have a positive impact on building trust - including engagement, integrity and prupose amongst others. These three are all core to the employee engagement enablers outlined by the Engage for Success movement. They also include products and services and operations too which makes complete sense.
Very interesting to see on slide 34 the difference between what is important for rebuilding trust in 2013 as opposed to 2008 when reputation to work, financial performance and a respected CEO were all important.
It really backs the messages for management that have been ringing loud and clear for a long time. Their slide 38 demonstrates this. Management needs to be more inclusive, the old paradigm of command and control simply doesn't work in the new context we find ourselves in.
Thanks @JonIngham for highlighting the publication of this report.
Managers' competences and behaviours affect employee engagement and well-being. This framework can help managers and employers to identify behaviours and where they may need changing, as an integral part of their management approach.
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New CIPD report out today - worth reading - all about managers and employee engagement.
If you don't have time to read it all a good article here summarises