Listening is like driving.  Everyone thinks they are good at it.  But probably less than half of people really are.  That’s why I was interested by the research of Kate Muir.

Research into how emotions change over time has revealed that negative emotions tend to fade to a greater extent over time compared to positive emotions, an effect known as the fading affect bias.

Talking to others is an important way in which this process can be enhanced: frequent social disclosure of past emotional events can help dissipate negative emotions and maintain positive emotions.  The question is, how and why does talking help?

Kate described experimental research which demonstrates that the degree of responsiveness of the listener during social disclosure is pivotal in how the speaker feels afterwards. Further, merely responding to the speaker is not enough.  This research provides preliminary evidence that there are particular types of listener responses which are associated with the speaker feeling less negative about unpleasant events, and more positive about pleasant events.

She listed three factors that were key for good listening.  Here they are and what they mean:

Alignment

• Participants take turns at talk allowing speaker to tell story
• Smooth conversational flow
• Mutual understanding of story meaning

Emotional Support

• Listener takes role as troubles’ recipient
• Display understanding of speaker’s emotional state
• Express sympathetic concern

Encouraging Positive Focus

• Encourage speaker to build on positive aspects of negative events
• Develop positive interpretation of events
• And you need to demonstrate understanding when someone shares negative events:
• Anticipatory response uses same evaluative term as speaker
• Continuer is in the form of expression of sympathy, i.e. emotional support
• Listener tells related story (self-disclosure)
• More sympathy expressed as part of story assessment
• Story agrees with speaker’s assessment demonstrating understanding of meaning
• Acknowledgement of speaker’s negative feelings as valid emotional reaction
• Self disclosure engenders rapport and intimacy

The suggestions for sharing positive events mimics the research by Gable on Active Constructive Responding.  Fascinating…next time you talk to someone, you know what to do.

————–

Speaker Bio: Kate Muir is a Research Fellow in linguistics and social behaviour at the University of the West of England, Bristol. Kate’s current research focuses on the factors that influence linguistic accommodation, including differences in power roles and personality traits, and the social consequences of accommodation.

Kate’s other research interests include the influence of social interaction and individual differences upon subjective and objective aspects of autobiographical memories, including reported emotional intensity and memory narratives. In her spare time Kate teaches on the Psychology undergraduate degree for the Open University.

Kate completed her BSc (Hons) and PhD in Psychology at the University of Leeds in the UK. Her doctoral research concentrated on the roles of social disclosure and listener behaviour in the fading affect bias. This work demonstrated that listener behaviour is an important factor in emotional regulation processes which encourage negative emotions to fade and positive emotions to be retained in autobiographical memory, and has been recently published in the journal Memory. Kate lives near Bristol with her husband and young son.

 Join our Hacking Creativity Webinar on September 24 at noon EST.  Register here.

I believe everyone has the potential to be creative when given the time, freedom, and autonomy. And, combined witha subtle dose of inspiration,  that creativity may turn into full-blown innovation.

In business, creativity used to be reserved for the designers, marketers, and artistic talent that represented the antidote to buttoned-up organizational cultures. In today’s  increasingly ubiquitous “VUCA” environments, where volatility, uncertainty, complexity and ambiguity have seeped across industry verticals, creativity is no longer reserved solely for the hip folk clad in skinny jeans.  The ability to innovate across the corporate value chain – from strategy formulation to go-to-market execution – is a pre-requisite for market competitiveness. Those who do it best relish an ascent up the corporate ladder with increased reputational capital: they are the leadership game-changers.

Armed with this insight, a group of six students from the University of Pennsylvania’s Master of Applied Positive Psychology (MAPP) program sought to collide the frontier of positive psychology—or the scientific study of human flourishing—with the science of creativity. The mash-up was an interdisciplinary take on two emergent fields that are garnering increased popularity in the corporate world.   The team learned that at the intersection of positive psychology and creativity emerged some interesting insights that are both actionable and accessible.

For example, consider  Adam Grant’s (2013) research in the best-selling book,  Give and Take.  Grant’s research displays a strong link between collaboration and creative character. A recent study conducted by Baer (2012) found more of the same, suggesting that creativity and implementation are regulated by people’s ability to network and the number of strong relationships they hold. Lucky for the team, collaboration – or rather, relationships at large – is shown to be one of the most important contributors to one’s overall happiness. Here we begin to see a picture emerge where positive psychology and creativity can, indeed, tango together. And this is just the beginning – many more insights continued to unfold, illuminating the commonality between these seemingly disparate fields.

In fact, another example near and dear to a positive psychologists heart is positive emotional states. Fredrickson’s (1998) ground-breaking broaden and build theory posits that positive emotions contribute to an upward spiral of more positive emotions, open-mindedness, increased scope of attention, out-of-the-box thinking, and increased problem solving.  And yet, the plot actually thickens when creativity is examined  further. Negative emotions also have the power to boost creativity. One study of 161 employees found that creativity increased when both positive and negative emotions were running high (George & Zhou, 2007). In short, they appeared to be using the drama in the workplace positively. It turns out that finding ways to turn negative moods from creativity foes to allies can be a deceptively simple strategy: don’t resist the resistance. There is no need to turn that frown upside down after all.

As we stumbled across findings such as these we went right to the creativity core. We coupled the time-tested definition of creativity—the generation of novel and useful ideas (Amabile, 1988; Oldham & Cummings, 1996)—with Einstein’s famous quip that we cannot solve problems by using the same kind of thinking we used when we created them. Putting the two together, and making sure to stay true to the big “A” in MAPP (application),  a sixty- minute webinar was designed, “Hacking Creativity,” that explores the intersection of these fields in an intriguing, insightful, and all together imaginative way.

Baer, M. (2012). Putting creativity to work: the implementation of creative ideas in organizations. Academy of Management Journal, 55(5), 1102-1119.

Fredrickson, B. L. (1998). What good are positive emotions?Review of General Psychology, 2, 300-319.

Grant, M. (2013). Give and take: A revolutionary approach to success. New York: Viking Press.

George, J. M., & Zhou, J. (2007). Dual tuning in a supportive context: Joint contributions of positive mood, negative mood, and supervisory behaviors to employee creativity. Academy of Management Journal, 50(3), 605-622.

Oldham, G. R., & Cummings, A. (1996). Employee creativity: Personal and contextual factors at work. Academy of management journal, 39(3), 607-634.

If you are interested in learning what the team discovered, and howto leverage it against creativity-starved challenge, come join us on September 24^th at noon EST.  We look forward to sharing the result of our efforts to concoct a distinctive creativity and happiness tonic.  Go here to register:  https://www4.gotomeeting.com/register/119275815.

Kat Koppett

Thank you to Kat Koppett, who led Improv for The Business Stage earlier today. It was Positive Business DC’s first Webinar and has me thinking about approaching transformation and company culture a bit differently. You can read about my personal epiphany in Modern DC Business. What we’ll cover here takes a completely different flavor—the difference between “yes” and “but.”

Linguists will tell you that “but” has strong negative connotations. Someone says “but” and we hear “no.” The word, “and,” however, is inclusive and without limits. Or is it?

When discussing improvisational tools used within the context of business, Kat and Shannon (Polly) discussed how the Yes/And exercise becomes misapplied. The rule:

You need to see, hear, and receive everything that’s happening and then use an offer—anything your partner says or does—including emotional context and gestures. You accept all that has been offered by your partner is true and then build on it.

The misuse of this tool often stems from playing off the words alone. Subtext provides much more context so you wind up listening to the words and the meaning of everything else the person is trying to communicate. If your partner don’t share anything you immediately key into, then Koppett offers the following suggestion. “What I like about that idea is… ” I like that phrase. It can get you unstuck from pretty much any situation. I’m going to be taking that advice.

To hear how to use  the Yes/And and other exercises effectively, we invite you to listen to the webinar (Improv for the Business Stage 10-30-13 11.59 AM). You’ll get ideas that will help you go out on a limb and make your workplace more fun and productive.

The series, titled “Positive Psychology for Career Counselors and Coaches,” will offer Career Counselors and Coaches practical techniques to incorporate positive psychology into their practices and apply it to help their clients flourish.  If you haven’t met Shannon, as a friend and co-founder myself, I can tell you that Shannon is a very engaging facilitator.  That is often the takeaway from those who see her and Louisa in action.

The Webinar will include the latest techniques including how to help your clients utilize what we know from positive psychology including:

-  Increasing psychological resilience
-  Reducing stress and anxiety
-  Increasing positive energy
-  Achieving healthier thought processes
-  Improving psychological well-being and happiness

Participants will also receive a detailed workbook of exercises for use with their clients.  And, if you need them, you can get Continuing Education Credits for completion.

Here are some of the specifics:

Date: Tuesdays, April 2, 9, 16, 23, 2013
Time: 12 noon – 1:00 p.m. ET
$199 for the entire series of 4 Webinars
Week 1: Leveraging Positive Emotions in the Counselling.Coaching Session
Week 2: Fixed vs. Growth Mindset
Week 3: Curiosity and FLOW
Week 4: Five Steps to Building Resilience

Those interested in participating can register online or contact Shannon Polly at spolly(at)accentuate-consulting(dot)com.

Sign up or pass the word!

*All prices in Canadian dollars.

Caroline Adams Miller is the expert on the intersection of goals and positive psychology and her book, Creating Your Best Life, is the only book in the field to be completely based in research.

Caroline spoke recently at Positive Business DC’s Well-being in the Workplace series.  She reminded us to focus on the three P’s: Preparation, Perseverance and Passion when setting and achieving goals.  We also learned that most people (80%) do not set high enough goals.  Recent research shows that people who set higher goals are happier than those who don’t.  People who set lower goals so that they can achieve them then compare their achievements to what they could have achieved.

Regret.  It isn’t pretty.  Isn’t there an old adage about how we don’t regret what we did do, we regret what we didn’t do?

It’s always great to hear a good speaker encapsulate some of these ideas.  Here is a great link to Steve Jobs’ 2005 Stanford commencement address that Caroline mentioned.   My favorite quote:  “Remembering you are going to die is the best way I know to avoid the trap of thinking you have something to lose.”

In recent research, it was discovered that the biggest wishes of the dying were:

1. I wish I hadn’t lived my life for others expectations
2. I wish I hadn’t worked so hard
3. I wish I was able to express my feelings
4. I wish I had spent more time with friends
5. I wish I had let myself be happier

The research from positive psychology would say that #4 is particularly important.  It is impossible to get to the highest levels of happiness without close relationships.

I have some quibble with #5 and its wording.  “Letting” oneself be happier makes it sound like if we just gave ourselves permission, bliss would come to us.  It’s much more difficult than this.  We all have a negativity bias and it takes work to counter act that – to find the positive moments in your day.  Barbara Fredrickson, author of Positivity and the new book, Love 2.0 says that increasing your well-being (happiness) is like ‘moving a river’.  It can be done.  It just takes work.  Daily.

Which one of these regrets most resonate with you?  Which ones could you remove from your ‘regret’ list if you set a goal that directly pertained to it?

So think about your New Year’s Resolutions.  And ask yourself this powerful question:  Is there any reason you can’t achieve this goal?

Doug Hensch, M.Ed

Thursday, Doug Hensch will kick off Positive Business DC’s “Well-being in The Workplace” speaker series when he reveals The 5-1/2 Secrets of Entrepreneurs. As noted in Monday’s post, Low Startup Ratio Causes Economic Stall and Job Deficit, entrepreneurship drives our economic engine—and we are unfortunately in a slump.

According to research by the Gallup Organization, the U.S. needs 2 million new businesses launched each year to create enough jobs to keep the economy healthy. We’re currently running at 20% of the required figure. Gallup proposes we offset the deficit by ensuring that the next generation has the tools and training needed to be successful entrepreneurs. While mentoring the Internet generation may be an effective long-term strategy, we also need to focus on what we can do now to improve the domestic business climate.

DC Places Last on Happiness Scale

Living and working in the Metro DC area insulates us from the effects of a poor national economy. Or does it? The folks at Delivering Happiness (@DHMovement) have determined that Washington, DC exhibits the lowest level of happiness in the country. More than a decade of rigorous scientific research proves that happy employees are more engaged, productive, and creative in the workplace and thus produce better returns for their companies. We need to take action and inject energy into our local communities.

That’s where Positive Business DC comes in. Shannon Polly, MAPP, President of Accentuate Consulting, Donna Hemmert, an Internet executive and serial entrepreneur with whom I’ve had the privilege of working with since the ’90s, and I co-founded the organization to give local business leaders a resource for learning how the science of happiness can help companies improve the bottom line. Each of us approaches the subject from a different angle.

Shannon (@ShannonPolly) is one of only approximately 300 people in world who has received a Master of Applied Positive Psychology from the University of Pennsylvania under Dr. Martin Seligman. She is also the co-author of Does Happiness Really Drive Results? Shannon is passionate about the science that underlies positive psychology as a discipline and how to apply the science in a way that enhances well-being in the workplace.

Donna (@dhemmert) has been fascinated by positivity and its effect on teams, leadership, and companies since she began her career. A natural leader, Donna has honed her abilities and repeatedly created enabling cultures that encourage her teams to consistently produce ‘star quality’ results. Having been on a number of Donna’s teams, I can tell you from personal experience that she’s one of the best in the industry.

And anyone who reads Modern DC Business on a regular basis knows that I (@mmoran76) have a burning interest in the intersection of leadership, culture, entrepreneurship, innovation, and neuroscience. I’ve blended research by the Gallup Organization, Marcus Buckingham, Daniel Golemen, Jim Collins, Steve Blank (to name a few) to transform underperforming teams and companies—some with very toxic cultures—into positive, strengths-based organizations.

Doug Hensch And The ‘Strengths Zone’

We are excited to have Doug Hensch (@DougHensch) lead off the “Well-being in The Workplace” speaker series. Doug brings a wealth of experience and passion to help his clients lead extraordinary businesses and lives. He uses a pragmatic, three-pronged approach: Set meaningful goals; identify strengths; and work regularly in the ‘strengths zone.’

Doug co-founded an investor-backed happiness website that had over 100,000 registered users and was featured on CNN, in the Boston Globe and the L.A. Times. His new website, myhappier.com, helps people increase their well-being and resilience.

The Positive Business DC Charter

People spend more time at work than any other aspect of their lives. We believe it’s time to take a page from science and history to increase well-being in the workforce. Workplace well-being leads to more than just a happy team. Other benefits include increased productivity, lowered attrition, and even increased profitability. Our charter to is inform and inspire DC to take a page from Positive Psychology and lessons learned in business to increase well-being in the workplace.

Positive Business DC plans to conduct its speaker series across the Metro DC area. If you are interested in hosting a future event, please DM @PositiveBizDC. The October 25th Meetup will be held at Teqcorner (1616 Anderson Road, McLean, VA) and includes refreshments.

Join The Well-being Movement

Please follow us on Twitter: @PositiveBizDC and Facebook. And please don’t forget to register to see what the excitement is all about! Space is limited.

Positive psychology is about making the lives of people more productive and fulfilling by identifying and nurturing their highest talents—not about treating mental illness like traditional psychology.  It’s a new branch of study that was championed by Martin Seligman, who is often referred to as the father of positive psychology.

So, why should we business leaders be interested?  Because we can add to the bottom line while creating a company with a culture that is more enjoyable for all, including management.  A study conducted by Alex Edmans of the Wharton School of Business has shown that corporations listed in Fortune’s “100 Best Companies to Work For in America” have equity returns that are 3.5% per year higher than others.  Put simply, employee satisfaction directly correlates with returns to shareholders. Likewise, as a result of decades of clinical trials, we now know that feeling happy reduces workplace errors, increases productivity, and reduces employee turnover and absenteeism—all of which positively impact the bottom line.

“Our brains are literally hardwired to perform at their best not when they are negative or even neutral, but when they are positive, ” says Shawn Archor in his book, The Happiness Advantage: the Seven Principles of Positive Psychology That Fuel Success and Performance at Work.  Biologically, when we release dopamine and serotonin, the learning centers in the brain perform well, better organize new information, retain new information in the brain longer, and retrieve it faster.

Barbara L. Fredrickson, professor of psychology at University of North Carolina at Chapel Hill, discovered that humans are most creative when our minds are flooded with a stay-and-create chemical—quite possibly dopamine—the opposite of the well-known “fight or flight” response. The “stay-and-create” chemical makes us more receptive to new ideas, more likely to explore, more flexible, and more likely to deepen relationships. This, as one might imagine, results in greater teamwork and mutual respect.  Fredrickson’s theory is that “fight or flight” historically helped us avoid being eaten alive, but that civilizations were created via a more enlightened “broaden-and-build” state of mind.

5 Elements of Well-being

According to Seligman, the goal of positive psychology is well being. Well-being is described as having the following five main elements.

1. Positive emotion.  This one is self explanatory—It’s simply feeling good.
2. Engagement. Also called “flow.”  Flow is when you feel one with your work.   It is also called “being in the zone,” and is characterized by losing all track of time. Those who achieve flow will say they have a strong purpose and a love for what they do.  Getting into the flow is best served by using our “Signature Strengths,” explained below.
3. Meaning.  Having a purpose in life—this happens when we belong to or serve something that we think is bigger than ourselves.
4. Accomplishment.  The mastery and achieving of goals for the sake of the accomplishment.  It involves grit, or stick-to-it-ness, which has been found to guide accomplishment even more than intelligence.  According to Seligman, studies show “self-discipline counts for twice as much variance as IQ” in accomplishment.
5. Relationships.  Relationships bring a sense of community and a sense of connectedness to others.

What are Signature Strengths?  In the workplace, studies have shown that human strength—not the absence of weaknesses—are the keys to productivity, increased job satisfaction, and reduced turnover.  Signature strengths are our top innate strengths, and are likely the signature by which we are known. Examples of signature strengths are: perseverance, integrity, critical thinking, kindness, and ingenuity.  Feelings that might signify we are using a signature strength might include feeling like “this is the real me,” having a feeling of excitement when using that strength, or experiencing a sense of inevitability while using it.  When people capitalize on their signature strengths, they tend to be happier and more satisfied.  Gallup Studies have shown that companies whose employees are encouraged to use their strongest skills are the most successful.

The Growth of Positive Psychology:  Positive psychology is now making its way into many different fields, such as the Military, education, law, medicine, politics, engineering, the arts, and business.  Many universities offer courses in positive psychology, and several offer degrees specializing in positive psychology including the University of Pennsylvania, Claremont University, and the University of East London.  The University of Pennsylvania, where Seligman is currently the Zellerbach Family Professor of Psychology and Director of the Positive Psychology Center, offers a Masters of Applied Positive Psychology (MAPP degree).  60% of alumni with MAPP degrees return to their original area of work, spreading positive psychology into different fields.

Zappos

A great example of positive psychology in the corporation is Zappos, international shoe and apparel eTailer. I am a big fan of Zappos, and according to Business Week and Forbes, they are one of the best places to work.  Tony Hsieh, CEO, used positive psychology to make Zappos such a wonderful place to be employed.

So how is selling shoes online meaningful?  For Hsieh, it’s not about shoes—it’s about delivering happiness to customers and employees. He delivers happiness to his customers in the form of amazing customer service. Zappos employees strive to deliver “Wow!” and are trusted to do the right thing with customers in regard to making decisions to please each customer. Uniquely, if you call Zappos, you will be talking to a person without scripts – they are trusted to use their best judgment to fulfill the charter for best customer service.  Zappos delivers an acclaimed culture and work environment to its employees.  Hsieh integrated elements of positive psychology into his culture and operationally in a way that is enviable.  Here’s a short peek into Zappos:

Working at Zappos feels purposeful. Delivering happiness is big and it’s bold. The company has values that are more than lip service or, as Hsieh puts it, not “just a plaque in the lobby” but values that have been operationally and culturally integrated.  Here are their values:

1. Deliver WOW through Service
2. Embrace and Drive Change
3. Create Fun and a Little Weirdness
4. Be Adventurous, Creative, and Open-minded
5. Pursue Growth and Learning
6. Build Open and Honest Relationships with Communication
7. Build a Positive Team and Family Spirit
8. Do More with Less
9. Be Passionate and Determined
10. Be Humble

Social interaction is increased in many ways. For example, before employees can log into their computers in the morning, they must identify the “mystery employee” whose photo is displayed on their computer screens. Everyone gets to be that mystery employee at some time. In this way workers get to know the names and the faces other employees whom they may not meet otherwise. In addition, there is only one entrance at headquarters.  The other entrances in the building have been turned into emergency exits.  All employees entering through the same door greatly increases happenstance interactions between employees.
These are just a few of many Zappos examples.  I highly recommend reading, Delivering Happiness, A Path to Profits, Passion, and Purpose, and checking out the The Zappos Family 2010 Culture Book (which you can order for free at from culturebook.org).

With the success of the book, Delivering Happiness has now evolved into its own company, with the sole purpose to grow a global movement to spread and inspire happiness at work, in communities and everyday life.

If you want to learn even more strategies to use for your own business, Zappos recently created a whole new branch of their organization, Zappos Insights and DH@work, which can be found at www.zapposinsights.com and deliveringhappiness.com.  Through these programs, they are sharing with the world the secret sauce that makes Zappos a great place to work, and ways other companies can successfully apply happiness as a business model.  Already, the program has helped many businesses, which report an increase in sales and morale almost immediately.

Happiness Myths

As much as we are learning about ways that we can be happier, we also have many beliefs regarding ways we can be happier that simply aren’t true.  Here are a few widespread myths about achieving happiness.

Getting the best will make me happy.

One of the most persistent myths of happiness is that getting the “best,” will make us happier.  Barry Schwartz, in his book The Paradox of Choice, points out that there are two types of decision makers—Satisficers (someone who attempts to meet a decision criteria for adequacy) and Maximizers.  Maximizers try to make the best decision every time—they look for the best mate, the best job, and so on. Satisficers make a decision once they satisfy their criteria.  They are satisfied if they find a restaurant that has the qualities they want, instead of searching for the #1 restaurant available.  But while Maximizers are paralyzed and can’t make a decision until they have thoroughly examined every option, Satisficers have eaten a delicious meal and are happily moving along to the next big thing.

More money will make me happy.

When we do not have enough money to pay the bills, we know and studies show our sense of well-being decreases.  But once bills are paid and there is a margin of disposable income, people in general (and those who are very wealthy) actually fare about the same on the happiness scale.  Clearly, money plays a serious role to the negative—that is, if we seriously lack money we are less happy—but it’s much less impactful to the positive.  A good example of this can be found in the behavior of lottery winners.  Studies have shown that their happiness spikes when they first win, but months later their happiness levels are similar to where they were prior to winning.  In other words, we tend to return to our usual happiness level in a matter of months regardless of the amount of winnings.

I will be happy as soon as I _________.

You fill in the blank.  I will be happy when I meet Mr. (or Ms.) Wonderful.  I will be happy when I make law partner.  I will be happy when I wear a size 4.  In Arrival Fantasy, Tal Ben-Shahar explains that the “arrival fallacy” is a fallacy because the arriving actually rarely makes you as happy as you expect.

Happiness Tips

Now for the nitty gritty.  How can you bring happiness to our company and to your culture?

1. Find a larger purpose that your company can rally around.  Zappos isn’t simply selling shoes—they deliver happiness.
2. Create an environment that inspires, and motivation will follow.  Build your culture and your brand around what stand for, and integrate it into your operations.  Take every opportunity to speak about your culture and brand within—and outside of—your company.  Then live it.  As one worker in an enviable work environment said, “I would have come in as a dishwasher to be in this environment.”  Now that’s inspiration.
3. Foster a strong sense of community and a deep belief in your people.
4. Hire for strengths—and screen for strengths during the recruitment process.
5. Let employees be themselves as much as possible.
6. Find ways to apply existing strengths in new ways. Move employees if necessary.
7. Ask employees for ideas about positive changes. What do they want to do?  In what environment do they feel most comfortable and happy?  What ideas do they have for the company?  How can they bring the most value to the company?
8. Read Tribal Leadership, Leveraging Natural Groups to Build a Thriving Organization. Being part of a “tribe” and having a shared purpose—propelled by values across your company and employees—is big.  It helps strengthen relationships and fulfill the need to be part of something important.
9. Have fun. Southwest Airline’s CEO and cofounder, Herb Kelleher, built a company where celebrations are a normal part of business. Southwest—in the meantime—grew revenue by almost 400% in the last decade.  Celebrations can be small, spontaneous, or all-out affairs.  In another Zappos example, it is commonplace for a department to have impromptu parades.  That may not be appropriate for every company’s culture, but adding more fun to your culture—in your own way—adds to positive feelings and camaraderie.
10. Look for Positive Deviance. Find pockets of individual successes where a problem is being solved differently and employ more widely.
11. Start all meetings positively. Ask managers and participants the three things that are going well in their departments.
12. Use teamwork. In the past decade, business has seen large growth in productivity because of teamwork, which has taken larger hold in business.  This is primarily driven by the technology business that requires teams at every stage of development.  This shift has been followed by many other business sectors, as well. When working in teams, weaknesses do not matter nearly as much as they do when someone is working as an individual because the team can still function effectively.  Also, working in teams makes people happy.
13. Be more positive than negative. Sure, there are negative things we need to focus on, but change the ratio.  Several recent studies have shown that negative occurrences are more powerful than positive.  You need to outnumber the “bad” with the “good.”  Marcial Losada calculated that the tipping point need for positive feelings and experiences is 2.9013 positive interactions/occurrences for every negative one, coined the “Losada Line.” And, for workgroups, the research shows that a ratio of 6 to 1 is where teams produce their very best work.  You don’t have to ignore the negative, but remembering to note the positive will shift morale.
14. Give employees chances to succeed and achieve. Consider followings Zappo’s lead on this one.  They used to promote their merchandise assistants to assistant buyers every 18 months, as long as they met all the requirements to qualify.  Currently, after gaining more understanding of human nature, they give smaller promotions every six months with a large promotion occurring at the 18-month mark.  The result is the same in terms of training, certification, and pay, but employees are happier because there have an ongoing sense of progress.

Still Unconvinced?  Here’s More Science.

Happiness can actually be seen—in the form of brain-scanning technology, which has confirmed the effect of positive psychology exercises in studies.

“The adage that we become what we think is more than an expression – it’s a scientific fact,” says Kristi Hedges, leadership coach and author, Power of Presence: Unlock Your Potential to Influence and Engage Others.  Hedges explains that neuroscience has shown that what we consistently think creates synaptic connections that become a veritable path of least resistance in the brain. This has tremendous implications for people, and deserves to be taken seriously and developed strategically.  There’s even an entire field dubbed neuroleadership that’s emerged.

In Hedges’ book, she discusses that in the corporate world we have tended to delegitimize positive conceptualization or self-talk as a New Age indulgence. But think of athletes. We admire their ability to visualize a successful outcome and to mentally propel themselves to achieve. The reason positive thinking works for them is the reason it works for all of us. If we think we can win, we’ll embody that thought and change our actions. And each time we are actually creating neural pathways and eventually, with repetition, they become the path of least resistance.

The trick for changing your brain, and subsequent behavior, is to approach positive thoughts with focus and deliberation. For most of us, this requires structural changes and systems to keep the ideas top of mind. This can be as simple as scheduling five minutes each morning to reflect on the tone you want to set for your day, or as involved as meeting with a coach or mentor regularly. Feedback can be a valuable catalyst to test and refine a person’s thinking.

Need a Bit of Help to Get Going?

Leadership is critical to a positive work environment and is essential to bringing out the strengths of the workforce.  If you want a jumpstart, you may consider getting some outside expertise.  There are many good coaching and consulting companies that are specifically trained to help you or your employees increase happiness and shift culture. Coaches who are trained in such things can often facilitate change more quickly.

Local Washington DC Coach/Trainer, Shannon Polly, a graduate of the MAPP program at the University of Pennsylvania, offers a suite of workshops for companies to achieve optimal performance using positive psychology techniques.   One workshop Polly led for Westin Savannah Harbor Golf Resort and Spa incorporated the strengths research of Dr. Martin Seligman and Dr. Chris Peterson, as well as Appreciative Inquiry (AI), which is a change management technique created by Dr. David Cooperrider in the 1980s.  The workshop for the Westin Savannah had 100 employees for a day, and the process guided attendees to discover their strengths so they could leverage them and envision the future they wanted to create.  The hotel manager was amazed at the level of engagement from the part-time employees, especially.

Finding a coach/consultant that can have such an effect on your business is not difficult.  Search online or use the International Coach Federation’s referral service of credentialed coaches at coachfederation.org.  And, Of course, Kristi Hedges and Shannon Polly, mentioned above, are also local DC coaches.   Either way, good luck on your path to delivering happiness and increasing your company’s success.