This master class workshop will help you understand the most important findings from positive psychology and happiness research so you can help your clients reap the benefits.
Want to learn more about how recent psychology discoveries can help you achieve greater success and performance in your organization or as a leader? Don’t have time to read all the books?
This master class workshop will help you understand the most important findings from positive psychology and happiness research so you can help your organisation reap the benefits.
This master class workshop will help you understand the most important findings from positive psychology and happiness research so you can help your clients reap the benefits.
What is positive psychology?
Coined as a phrase by Martin Seligman as President of the American Psychological Association in 1998, positive psychology is the psychology of exceptionally good living. It embraces areas of study such as happiness; human flourishing; exceptional wellbeing; energy and vitality, meaningfulness and achievement. The switch in focus from psychology’s traditional concern with when things go wrong for people (mental or physical ill-health, poor educational performance etc.) to when things go right for people has resulted in a burst of new streams of research and new knowledge about the psychology of high performance in people.
At the European Begiestring Organizations meeting in Manchester in November this year, a few of us had a conversation about how to engage with a request to help managers develop ‘active listening skills’ in a new, interesting and engaging way.
Difficult times loom ahead. Few of us feel at our brightest and most optimistic in the dark, cold days of January, February and March. How can we help maintain good cheer, hope and optimism amongst our staff, suppliers and customers? Here are some suggestions, maybe even a list of New Year resolutions!
Time to Think is the title of a book by Nancy Klein. It was recommended as a resource by people I trust.
The first time I read it I didn’t really get it, it seemed like a variation on what I already knew and did.
Yet people I valued kept referring to it as being a terrific resource and method.
The good news is: Performance Management Works
‘ A hospital that appraises around 20% more staff and trains about 20% more apprasisers is likely to have 1,090 fewer deaths per 100,000 admissions.’[i] Many other studies have also found this strong relationship between performance management, appraisals and organisational performance. How come then, it is a disliked process in so many organizations?
We all know rudeness is an unpleasant aspect of life, did you also know it has a cost attached? Two researchers, Porath and Erez, have spent years exploring the effect of rudeness on people at work, this is what they have found:
- Between 1998 and 2005 the percentage of employees who reported experiencing rudeness once or more in a week doubled from almost 25% to almost 50%. Indeed in 2005 25% of employees reported experiencing rudeness at least once a day.
Introduction
Robert Kaiser makes an intriguing argument as to why many executives see their career progress suddenly interrupted, arguing that for many ambition and inflexibility, which may have contributed to their early success, can become such a handicap in senior leadership positions that it eclipses their intelligence and work ethic, causing them to become a liability.