3. 1. Briefly, who is Suzanne Hazelton …. (3 mins)
2. Setting the context
– What is thriving, why is it important (5 mins)
• Society
• Business
• Individuals
– Positive Psychology – the study of happiness, well-being & motivation (3 mins)
– Individuals vs Stressors (3 mins)
3. Taking personal responsibility – personal tips (15 mins)
– Design
– Decouple
– New tools from positive psychology
– (Micro-rests)
– (Spreading the vibe …)
4. Offer (1 min)
5. Questions & Answers – via LinkedIn – OU Discussion
NB: Slides will be available on Slideshare.net : http://www.slideshare.net/LearningQueen
Whistle stop tour ….
4. MSc. Applied Positive Psychology 2012
Business Coaching 2011
Transactional Analysis (2 years) 2008
Firo-B 2007
IBM Certified Learning Professional 2007
Transactional Analysis 101 2006
NLP Master Practitioner 2005
MBTI Practitioner 2005
Train the Trainer 2004
NLP Certified Practitioner 2003
IBM Senior IT Specialist Profession 2003
NLP Diploma 2002
Professional Cert in Management 2002
Microsoft Certified Systems Engineer 1998
Microsoft Certified Professional 1997
BSc (Hons) Industrial & Business Systems1994
Suzanne’s toolkit
5. “Experience is not what happens to a
man, it’s what a man does with what has
happened to him.” ~ Aldous Huxley
Positive
Psychology
Leadership
Training
(within IT)
Leadership
& Business
Coaching
Professional
Development
NLP
Psychotherapy
(TA)
My background …
9. Why is “thriving” important?
• For society
• For organisations & business
• For individuals
10. Implications of society & organisations
thriving
The mental health spectrum, Huppert et al., 2005
11. Organisations: Engaged Employees
lead to a sustained increase in
shareholder value
Stock Increase
Identify
Strengths
The Right Fit
Great Managers
Engaged
Employees
Loyal Customers
Sustainable
Growth
Real Profit
Increase
Enter
Here
From: First, break all the rules.
What the worlds greatest
managers do differently.
Buckingham & Coffman
12. Individuals: Research is beginning to
prove happiness leads to success!
Lyubomirsky, S., King, L., & Diener, E. (2005).
The Benefits of Frequent Positive Affect:
Does Happiness Lead to Success?
Psychological Bulletin, 131(6), 803-855.
doi: 10.1037/0033-2909.131.6.803
15. 15
For many people, great days at work do
not come naturally.
Individual predisposition
16. 16
Sources of stress will not disappear
You
Personality
Tolerance for ambiguity
Ability to cope with change
Motivation
Intrinsic to job
• Too much / Too little work
• Poor physical working conditions
• Time pressures etc
Role in organisation
• Role conflict / ambiguity
• Responsibility for people
• No participation in decision making
etc
Career Development
• Over promotion
• Under promotion
• Lack of job security
• Thwarted ambition etc Relations within organisation
• Poor relations with boss
• Poor relations with colleagues &
• Subordinates
• Difficulties in delegating
responsibility
Being in the organisation
• Lack of effective consultation
• Restriction on behaviour
• Office politics etc
Organisation interface with outside
• Company vs Family demands
• Company vs Own interests etc
17. HSE Stats
• According to the Health & Safety Executive
(HSE), employee related stress accounts for
40% of the total number of cases of
absenteeism
• That’s almost half a million cases of stress
• With each case averaging 25 days per
individual
Not great for the individual, and unsurprisingly
has an impact on business profitability
http://www.hse.gov.uk/stress/furtheradvice/whatisstress.htm
18. Some organisations moving away from
paternalistic leadership
• Larger organisations have traditionally been
paternalistic in nature
• Many organisations are working to encourage more
autonomy in the workplace
P
A
C
P
A
C
19. Learning new ways of working;
different expectations & boundaries;
making mistakes can be stressful for both the
individual and the organisation ….
35. Tip 3: Incorporate into your day / week
some of the positive emotion boosting
activities
• For example - “Three Good Things”
– Think of 3 good things that have happened to you
today / this week (big or small, you choose the
context)?
• Notice how you feel
36. Tip 4: Micro Rests: It’s
the recovery between
points
37. 37
Slow your breathing down for 90
seconds
• Breathe out for a count of 5 …..
• …. in for 5 …..
• repeat
More information from: www.heartmath.com
47. Passive and Constructive
Acknowledges the news and moves on
Active and Constructive
Focuses on them
Takes an active interest – asks questions
Helps the person capitalise on the good news
Passive and Destructive
Grabs the spotlight
Changes the subject
Active and Destructive
Immediately identifies the downsides
and concerns
(Nonverbal communication: displays of
negative emotions such as furrowed
brow, frowning.)
Gable, S.L., et al., What Do You Do When Things Go Right?
48. Tip 4: Respond “Active Constructive”
• ‘B’ – find something to genuinely comment on in
a positive way (i.e. Active Constructive).
50. 1. Briefly, who is Suzanne Hazelton …. (3 mins)
2. Setting the context
– What is thriving, why is it important (5 mins)
• Society
• Business
• Individuals
– Positive Psychology – the study of happiness, well-being & motivation (3 mins)
– Individuals vs Stressors (3 mins)
3. Taking personal responsibility – personal tips (15 mins)
– Design
– Decouple
– New tools from positive psychology
– (Micro-rests)
– (Spreading the vibe …)
4. Offer (1 min)
5. Questions & Answers – via LinkedIn – OU Discussion
NB: Slides will be available on Slideshare.net : http://www.slideshare.net/LearningQueen
Whistle stop tour ….
54. OFFER: Free chapter
• http://www.johnsonfellowes.co.uk/great-days-work-chapter-10/
If you’d like to know how these tools can be
used to help people in your company have great
days at work, then drop me a mail …
Email suzanne@johnsonfellowes.co.uk
57. References
Buckingham, M., & Coffman, C. (2005). First, break all the rules : what the world's greatest managers do
differently. London: Pocket.
Boniwell, I., Osin, E., Linley, P. A., & Ivanchenko, G. V. (2010). A question of balance: Time perspective and well-
being in British and Russian samples. The Journal of Positive Psychology, 5(1), 24-40. doi:
10.1080/17439760903271181
Bono, J. E., & Ilies, R. (2006). Charisma, positive emotions and mood contagion. The Leadership Quarterly,
17(4), 317-334. doi: 10.1016/j.leaqua.2006.04.008
Fredrickson, B. (2009a). Positivity : groundbreaking research reveals how to embrace the hidden strength of
positive emotions, overcome negativity, and thrive (1st ed.). New York: Crown Publishers.
Fredrickson, B. (2009b). The Positivity Ratio. Retrieved 12th March, 2011, from
https://www.positivityratio.com/
Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of
positive emotions. American Psychologist, 56(3), 218-226. doi: 10.1037/0003-066x.56.3.218
Fredrickson, B. L., & Losada, M. F. (2005). Positive Affect and the Complex Dynamics of Human Flourishing.
American Psychologist, 60(7), 678-686. doi: 10.1037/0003-066x.60.7.678
Fredrickson, B. L. (2013). Updated Thinking on Positivity Ratios. American Psychologist. doi: 10.1037/a0033584
Gable, S. L., Reis, H. T., Impett, E. A., & Asher, E. R. (2004). What Do You Do When Things Go Right? The
Intrapersonal and Interpersonal Benefits of Sharing Positive Events. Journal of Personality and Social
Psychology, 87(2), 228-245. doi: 10.1037/0022-3514.87.2.228
58. References (continued)
Hazelton, S. (2013). Great Days at Work: Kogan Page.
Huppert, F. A. 2009. Psychological Well-being: Evidence Regarding its Causes and Consequences. Applied
Psychology: Health and Well-being, (2), 137–164.
Loehr, J. E., & Schwartz, T. (2003). The power of full engagement : managing energy, not time, is the key to high
performance and personal renewal. New York: Free Press.
Lyubomirsky, S. (2010). The how of happiness : a practical approach to getting the life you want. London:
Piatkus.
Lyubomirsky, S., King, L., & Diener, E. (2005). The Benefits of Frequent Positive Affect: Does Happiness Lead to
Success? Psychological Bulletin, 131(6), 803-855. doi: 10.1037/0033-2909.131.6.803
Reivich, K., & Shatte, A. (2002). The resilience factor : 7 essential skills for overcoming life's inevitable obstacles
(1st ed.). New York: Broadway Books.
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social
development, and well-being. American Psychologist, 55(1), 68-78. doi: 10.1037/0003-066x.55.1.68
Schwartz, T., Gomes, J., & McCarthy, C. (2010). The way we're working isn't working : the four forgotten needs
that energize great performance. London: Simon & Schuster.
Sheldon Cohen, P., Cuneyt M. Alper, M., William J. Doyle, P., John J. Treanor, M. a., & Ronald B. Turner, M.
(2006). Positive Emotional Style Predicts Resistance to Illness After Experimental Exposure to Rhinovirus
or Influenza A Virus. Psychosomatic Medicine, 68(6). doi: doi: 10.1097/01.psy.0000245867.92364.3c
Zimbardo, P. G., & Boyd, J. (2008). The time paradox : the new psychology of time. London: Rider.
www.actionforhappiness.org/10-keys-to-happier-living
http://positivityratio.com/
Notes de l'éditeur
I’m Suzanne Hazelton. I’m a coach, trainer and author. I work with individuals and businesses helping them to thrive.@SuzanneHazeltonDoesn’t have to be big organisational structural changesIndividuals can make small changesYOU can make small changes – no matter what your role in the organisation – to impact yourself and others.
The observant will notice there are 3 books … and the really observant might notice that one of the books doesn’t have my name on the cover. I contributed a chapter on mindset to that book, and wrote the other 2 books.
Any change can be stressfulLearning to make mistakes can be stressful for the individual and the organisation ….ParentAdultChild
Any change can be stressfulLearning to make mistakes can be stressful for the individual and the organisation ….ParentAdultChild
Sense of achievementUsing my expertiseGreat relationshipsSocialising with colleaguesRecognitionHome time!Other
Ideally groups of 5 – 7
Any change can be stressfulLearning to make mistakes can be stressful for the individual and the organisation ….ParentAdultChild
Health: Positive emotions are good for your health, they increase the number of antibodies - essential for fighting infection and keeping fit. It’s easier to do your best work when you’re feeling healthy. Broaden thinking – noticing opportunities: Some emotions protect us from danger, but narrow the range of immediate options for action: “fight or flight”. Conversely positive emotions broadens our outlook, and we notice more opportunities. Don’t “doom and gloom” about the economy – experience positive emotions and start to see new opportunities! Opportunity magnet: In addition to noticing opportunities, you will also become a magnet for others giving you opportunities. Be the person that radiates good emotions – you will attract other like-minded people and you will more likely be the person they think of when there’s an opportunity.Builds resilience: Resilience is the ability to “power through” tougher times without experiencing detrimental effects on mental or physical health. It gives you staying power when the going gets tough. Create positive memories: when you experience positive emotions, be sure to remember them, take time to savour them. Research has shown that people who actively take time to remember good times, are mindful in the moment and who have goals enjoy life more.Moods go viral: The feel good factor is contagious – spread it within your team. ‘Catch people doing something well’, and offer a word of praise, a smile, or a genuine compliment. Your team members will experience all the benefits of positive emotions – and don’t be surprised if they go the extra distance to help someone on the team, or your prospects or customers.Build high performing teams: Encourage positive emotions on your team. It takes between three and eleven positive emotions to counter each negative emotion. A positive team is more creative, sees more opportunities and is more successful.
I’m going to talk about positive and negative emotions. I don’t like this labelling – but it is convenient shorthand.
First imagine a bowl of cherries … not hard as there’s a visual. The cherries represent the positive. Next imagine JUST one COCHROACH … would it make the cherries less appealing?NEXT imagine a bowl of cockroaches. Would the addition of A cherry make it any more appealing?Negative emotions have more impact than positive … therefore you need AT LEAST 3 X as many!Some of it is about CHOICE … what we choose to focus on ….
(THIS IS HALF WAY 8:15pm)You might wonder WHY it’s necessary to have AT LEAST 3 positive emotions for every negative …..
MusicPhoto / Video clipReadWalkExerciseGratitudeOther ….
Any change can be stressfulLearning to make mistakes can be stressful for the individual and the organisation ….ParentAdultChild
Journey to workWalking between meetingsIn a meeting (!)In the coffee queueIn the looOther ….
White boardOn the journey to workBetween meetingsIn a quiet momentIn the coffee queueIn the loo Other ….
Any change can be stressfulLearning to make mistakes can be stressful for the individual and the organisation ….ParentAdultChild
I acknowledge it, but it can be distractingWith my experience I often spot problems they may not have thought aboutI often join them and share a similar experience that’s happened to meWoo hoo!Other ….
SKIP IF RUNNING SHORT OF TIME!
White board
If you’d like to know how these tools can be used to help people in your company have great days at work, then drop me a mail …This is exactly what they did at Microsoft last week – part of their wellness day.
Doesn’t have to be big organisational structural changesIndividuals can make small changesYOU can make small changes – no matter what your role in the organisation – to impact yourself and others.