Great days at work ilm march 2014

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Information about Great days at work ilm march 2014
Business & Mgmt

Published on March 5, 2014

Author: LearningQueen



This was a presentation to the Institute of Leadership and Management in Bristol, March 2014.

Managing at Great DaysStressWork Suzanne Hazelton © 2014 Suzanne Hazelton

Great Days at Work Suzanne Hazelton working with leaders and teams to THRIVE! © 2014 Suzanne Hazelton

Agenda • Introduction • Part 1: What makes a great day at work? • Part 2: Tools to thrive – The impact of Positive Emotions in the workplace • Part 3: Better work relationships – Active Constructive Responding 3 © 2014 Suzanne Hazelton

Suzanne’s toolkit 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

Psychotherapy … referring to therapeutic interaction between a trained professional and a client, (patient, family, couple, or group). © 2014 Suzanne Hazelton Psychology is an academic and applied discipline that involves the scientific study of mental functions and behaviours. Positive psychology seeks "to find and nurture genius and talent", and "to make normal life more fulfilling", rather than merely treating mental illness.

Great Days at Work Framework

Activity 1: Small Group Work • In a moment, move & sit with some people you don’t yet know well • Briefly introduce yourself to the others in your group • Discuss what it’s like when you have …. – Not so good days at work – Great Days at Work

From stressing to thriving -5 © 2014 Suzanne Hazelton 0 + 5

“What is the path to sustained increase in shareholder value?” Stock Increase Real Profit Increase Sustainable Growth Loyal Customers Engaged Employees Enter Here Great Managers Identify Strengths The Right Fit From: First, break all the rules. What the worlds greatest managers do differently. Buckingham & Coffman


Stress impacts the individual & the organisation © 2014 Suzanne Hazelton

Sources of stress will not disappear Intrinsic to job Organisation interface with outside • • Company vs Family demands Company vs Own interests etc • • • Too much / Too little work Poor physical working conditions Time pressures etc Role in organisation • • • You Career Development • • • • Over promotion Under promotion Lack of job security Thwarted ambition etc Personality Tolerance for ambiguity Ability to cope with change Motivation Being in the organisation • • • 13 Lack of effective consultation Restriction on behaviour Office politics etc Role conflict / ambiguity Responsibility for people No participation in decision making etc Relations within organisation • • • • Poor relations with boss Poor relations with colleagues & Subordinates Difficulties in delegating responsibility

From stressed to thriving – what works? 1. Develop coping skills 2. Discover the secret behind positive emotions – Unlink work from how you feel – Micro rests

Stress & Coping Emotion Thinking Problem *

Seven benefits of Positive Emotions • Health • Moods go viral • Builds resilience • Opportunity magnet • Create positive memories Broaden thinking – noticing opportunities • Build high performing teams

It takes sunshine and rain to make a rainbow

Negative has more impact than positive

Balance of negative and positive 3 positive for every negative

What can you do to build your reservoir of positive emotions? © 2013 Suzanne Hazelton 24

Strengths Savouring Acts of Kindness Gratitude Balanced time perspectives Positive Emotion © 2013 Suzanne Hazelton 25

Activity 2: “Three Good Things” • Think of 3 good things that have happened to you today / this week? • Pair up with someone you don’t yet know (well) – Briefly introduce yourself • Share one good thing that’s happened to you this week (big or small, you choose the context) – Notice how you feel • Swap

Art & Science of Communication © 2013 - Suzanne Hazelton

”People don’t always remember what you say or even what you do, but they always remember how you made them feel.” ~ Maya Angelou. © 2013 - Suzanne Hazelton

How do you respond to someone else’s good news?

How do you respond to someone else’s good news? DON’T GET OVER-EXCITED

Many of us notice what’s ‘wrong’ with an idea, or the ‘risks’ associated with a course of action … but research shows that relationships are built on an initial positive response. The person will be more likely to listen later if you first share their enthusiasm. © 2014 - Suzanne Hazelton

“Seek first to understand, then be understood” ~ Stephen Covey © 2014 - Suzanne Hazelton

Passive and Constructive Active and Constructive Acknowledges the news and moves on Focuses on them Takes an active interest – asks questions Helps the person capitalise on the good news Passive and Destructive Active and Destructive Grabs the spotlight Changes the subject 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?

Passive and Constructive Active and Constructive “That’s good news.” “That’s great, I know how important that promotion was to you! We should go out and celebrate and you can tell me what excites you most about your new job” (Nonverbal communication: little or no active (Nonverbal communication: maintaining good emotional expression.) eye contact; displays of positive emotions such as genuine smiling, laughter and appropriate touch) Passive and Destructive Active and Destructive “What are we doing on Friday night?” “That sounds like a lot of responsibility to take on. There will probably more stress involved in the new position and longer hours at the office.” (Nonverbal communication: little or no eye contact, turning away, leaving the room) Gable, S.L., et al., What Do You Do When Things Go Right?

Activity 3: Responding “Active Constructive” • Pair up with someone you don’t yet know (well) – Briefly introduce yourself • ‘A’ - Share one good thing that’s happened to you this week (big or small, you choose the context) • ‘B’ – find something to genuinely comment on in a positive way (i.e. Active Constructive). – Both, notice (what’s familiar, what’s new) • Swap

What will you do (or do more of) as a result of this workshop? (more info to follow) 36

More info. 10-keys-to-happier-living Emotion Thinking Problem

Recommended Reading • Great Days at Work • The Resilience Factor • The Time Paradox Emotion Thinking Problem – • The How of Happiness • Positivity – • Assertiveness at Work •

“As long as you live, keep learning how to live” ~ Seneca 39

Suzanne Hazelton’s contact details Suzanne is a leadership coach, working with individuals and teams to THRIVE! A positive psychologist, coach and trainer – she’s worked with thousands of people. She’s the author of not just one, but two books: Raise Your Game, and Great Days at Work (Kogan Page). She’s a contributing author to a third: Entrepreneurs Succeed With Us. She works with a range of clients on people & thriving related topics. • Email: • Twitter: @SuzanneHazelton © 2013 Suzanne Hazelton

Managing Stress Great Days at Work Suzanne Hazelton THANK YOU © 2014 Suzanne Hazelton

More information Emotion Thinking Problem • Communicating for business action – Blog article: s-communications/ • Assertiveness – Blog article: – Video: © 2013 Suzanne Hazelton

References Back, K., & Back, K. (1999). Assertiveness at work : a practical guide to handling awkward situations (3rd ed. ed.). London: McGraw-Hill. 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 Cheng, C. (2003). Cognitive and motivational processes underlying coping flexibility: A dualprocess model. Journal of Personality and Social Psychology, 84(2), 425-438. doi: 10.1037/0022-3514.84.2.425 Csikszentmihalyi, M. (2002). Flow : the classic work on how to achieve happiness (Rev. ed. ed.). London: Rider. 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 Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-andbuild theory of positive emotions. American Psychologist, 56(3), 218-226. doi: 10.1037/0003-066x.56.3.218

References (continued) 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 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: 10.1037/00332909.131.6.803 Reivich, K., & Shatte, A. (2002). The resilience factor : 7 essential skills for overcoming life's inevitable obstacles (1st ed.). New York: Broadway Books. 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.

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