Every manager wants employees to come in with that extra "zing" -- that spark that creates breakthroughs, that's magnetic to customers, that somehow lifts the whole enterprise. Is this a leadership responsibility? Something for which you can hire? How do we get more?
Scientists have discovered the habits that tend to make people happy. Now, the nice folks at Do Something Different and Action for Happiness have got together to help you explore these and see how you're doing.
Take our simple 10-question quiz to get your Happy Habits Score and discover ways you could boost the happiness in your everyday life. Just answer each question as honestly as you can...
A Stanford research project explored the key differences between lives of happiness and meaningfulness. While the two are similar, dramatic differences exist – and one should not underestimate the power of meaningfulness.
Fifteen years later I still find it weird that I sucked down so much nonsense working in the corporate world, lots of it without even noticing. I sat in workshops and seminars and heard the most patently ridiculous garbage shoveled at me and the other participants, year after year for [...]
A decade ago the Corporate Executive Board published a report detailing the findings of a study into the role managers can play in employee development.
By almost any standards the sample in this study was large – 8,500 cases drawn from 14 organisations across six industries in nine countries.
One clear finding presented was that:
“those activities that are integrated into manager and employee workflow have the largest impact on employee performance, while those that are distinct events separate from the day-to-day job have less impact.”
How To Be A Better Leader By Rewiring Your Brain Inc.com Controlling the way your brain responds to emotions isn't as complicated as it sounds. A psychologist explains the steps that will change your behavior.
Why Most Of What We Know About Management Is Plain, Flat, Dead Wrong: The world has changed but management hasn't
Jose Luis Yañez's insight:
There’s never been a scarier time to be in business. That’s because the risk of your business being disrupted is that much greater. Disruption—or what Clayton Christensen has called the innovator’s dilemma—is an often fatal disease for any business, but it used to happen at a slow pace as some upstart would make inroads at the low end of your business in one geographical area, with clients you didn’t really care about anyway. It would steadily eat away at your client base, step by step. It happened relentlessly and it was generally fatal if you didn’t do something about it, but it happened slowly. If you kept your eyes open, you could spot it and take action and defend against it.
The fact that you’re reading this article means that you were impelled to action. You were motivated. Perhaps it was because of an internal need to learn more about leadership or to become a better leader.
A substantial body of research has explored the factors that make the difference between a healthy wellness program and one that's on life support.
Jose Luis Yañez's insight:
Several meta-studies show that organizations with effective approaches to wellness have programs with a substantial ROI that typically grows over time. A Harvard University study of 100 peer-reviewed journal articles, Workplace Wellness Programs Can Generate Savings,found that a properly designed wellness program can expect to yield an ROI of 3.27:1 on health care cost reductions and another 2.73:1 on absence and related costs after about three years. (To calculate ROI, the amount saved as a result of a program (e.g., lower health care spending) is divided by the dollars spent on the program. The result is expressed as a ratio, with an ROI of 2.50:1 indicating a return of $2.50 for every $1 invested.)
Because while you're out spending your money on new outfits, new cars, overpriced meals or nights at the bar, I'll be investing in myself. And while you try to fit in with the world I'll make the world fit in with me....