Rethinking the Role of HR Using the Science of Positive Psychology and Mindfulness
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The new disciplines of Applied Positive Psychology and Mindfulness present a wealth of findings with major implications for HR managers and for the organisation in general. New focal points from resilience to generativity take centre stage. The sessions attempts to outline these trends and to reflect on the future orientation of HR. The session will provide HR professionals with inputs to rethink their organisation's leadership training and other essential HR tasks such as recruitment and evaluation as well as stress management and health programmes. The topics discussed can also be of value for HR professionals' own personal growth - an important part of organisational development.
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Rethinking the Role of HR Using the Science of Positive Psychology and Mindfulness
- 1. Joaquín Uríbarri Dubai • October 2014 How new science is changing the way we manage and lead The coming behavioral revolution in leadership
- 3. Is global…… Is digital…… today’s world…
- 4. Is fast changing…… Is unpredictable…… today’s world…
- 5. the power of customers
- 6. Freeze upon decisions Brain saturation Intuition vs. Information Information jugglers Regret Instant responses vs. quality & accuracy Errors, frustration, anxiety Decision making abilities A digital world impact information overload
- 7. the reality of today’s managers Uncertainty Ambiguity New Leadership required Fast changing Digital impact Globalization
- 8. How can employee engagement be increased? How can teams achieve higher performance? How should managers deal with uncertainty? How do managers really motivate others to change? How can top employees be retained? What factors really drive customer satisfaction? How can management decision making be improved? issues for companies
- 9. big leadership situationslow frequency events, obvious impact
- 10. moments of truthhigher frequency, subtle and cumulative impact
- 11. agenda Positive Leadership Positive Psychology Tuning-Up Mindware Harnessing Strengths Final Thoughts / Wrap Up 1 2
- 12. positive psychology Positive Psychology Clinical Psychology Ok Good Great ExtraordinaryIllness Difficulty Human Performance Fixing Problems Optimizing Performance Psychological Healing Psychological Fitness
- 13. from strong to extraordinary Positive Psychology …Identifying the factors that drive greatness. …Training people to perform at their best. Positive Leadership …Positive psychology applied to managers and their teams. …Science of driving results, by optimizing behavior.
- 15. Emotional System* mindware Whiteboard Controller Attention Hard Drive * Gospik, Mohlin, et al ( 2011), PLoS Biology
- 17. Whiteboard Test
- 19. Whiteboard Test Q: How did it go? F A S G M E C O V K P W X
- 24. married and looking Stefan is looking at Ana... …but Ana is looking at George. Stefan is married, George is not. Q: Is a married person Looking at an unmarried person? Stanovich, Toplak & West (Winter, 2010), Rotman Magazine.
- 25. correct answer?Is a married person looking at a unmarried person? 10% 7% 83% Yes No Can't Determine %Respondents Typical Group Stefan (married) Ana (?) George (unmarried)
- 26. situation: the words we use How long was the last movie you saw? short 80 90 100 110 120 "Long" "Short" Minutes(avg) Mode: 120 Mode: 90
- 28. Emotional System mindwarethe basis of our thinking Whiteboard Controller Spotlight Hard Drive Cognitive Limitations
- 29. Not only …….. But we also have……..
- 30. Limited control over our reflexive behaviors judgments about people reflexive reactions emotions… +
- 31. reflexive behaviors 31 Defaults that worked in World 0.0 …don’t always work now.
- 32. reflexes and risk Given €1000 Get€500 more, for sure. Get€1000 or €0 (50/50%) Given €2000 Give up €500 for sure. Give up €1000 or €0 (50/50%) A B A B
- 33. reflexes and risk 94% 6% Sure Thing Risky Bet %Participants 28% 72% Sure Thing Risky Bet %Participants Getting More Giving Up
- 34. wired for negativesimple finding, worth a Nobel Prize 34 GainLoss Pleasure +500 -500 Pain moving reference Negatives hurt 2-3x as much as positives please. Employee Feedback? Source: Kahneman & Tversky (1979), Econometrica.
- 35. Costs moment of truth Costs Benefits BENEFITS • Often delayed • Often less certain • Often harder to “simulate” • Often less quantifiable COSTS • Often immediate • Often certain • Often easy to “simulate” • Often easy to quantify 2-3x (psychological multiplier) Your Proposal Perception
- 37. …it’s a science
- 38. strengths bravery creativity caution curiosity fairness gratitude future-mindedness teamwork authenticity humility open-mindednesskindness energy perseverance appreciation of excellence forgiveness humor learning perspective command self-regulation social-intelligence purpose
- 39. return on developmentwhat research is showing Performance Development Effort Weakness Trajectory Strength Trajectory
- 40. change in emphasis Strengths • Identify (there are tools) • Develop • Maximize use • Don’t over-use Weaknesses • Identify • Accept • Develop to minimum required Learn to use strengths… … to work around weaknesses.
- 41. examples Who: Toyota's North American Parts Centre Fact: 400 employees went through strengths-based interventions: 1-year later, per-person-productivity at the warehouse increased by 6% (normal variation 1%) Connelly, 2002 Who: Wachovia Bank Fact: Increase in performance of 13% with a group of employees who they positively engaged in the purpose of the Bank vs. a control group who wasn’t positively motivated. Harter & Schmidt, 2002 Who: Zappos.com Fact: Implemented positive management approaches , became “Top 25 companies to work for” (Fortune) , reached $1b sales target, acquired by Amazon Financial Times,2011
- 42. impact Employees engaged, positive Fact: Productivity 31% greater. Fact: Sales 37% higher. Fact: Take 56% fewer sick days. Companies focusing on strengths Fact: Stores scoring higher on EE satisfaction add $21/sq.ft in earnings than other stores. Fact: 75% engaged employees believe can improve cost/quality/service vs. only 25% for disengaged employees . Fact: Companies in “Best Companies to Work For”, profits 315%.
- 43. power of strengthsthey produce well-being, and performance feel more positive become more engaged develop deeper relationships experience greater meaning feel more accomplished P E R M A achieve extraordinary results
- 44. win-win Psychological well-being of employees Financial well-being of the company
- 46. Final Thoughts / Wrap Up
- 47. positive leadership recognize moments of truth better understand behavior train mindware shift to more effective behaviors focus on positive development architect teams, functions, organization … to allow people to perform at their peak.
- 48. training mindware positive leadership. behavioral fitness positive development positive leadership radical change in emphasis of how we lead, manage and develop individuals and teams. new era of professional development focused on training behaviors at work. achieving competitive advantage by rewiring the way we think and behave in the workplace. behavioral decision making optimizing professional performance strengths positivity well-being practice in workplace habits & change willpower & self-control mindfulness practices source: Lee Newman, Ph.D. v
- 49. positive executive education Behavioral Decision Making Managing Ambiguity & Uncertainty Developing Individual Strengths Positive Methods for High Performing Teams Positive Approaches to Innovation & Creativity Psychology of Leadership & Change …others. Translating science… …into practical training for managers.