Author Archive for Chris Cook – Page 3

Team Member Analyzing Big Data

It’s Time to Use Big Data! (Here Are 5 Mistakes to Avoid)

Posted by Chris Cook on
 September 21, 2018
  ·  No Comments

Far too few businesses are using big data to support their decision making. In January 2018, a senior analyst with Forbes revealed that business competitors are using data to come after your customers. The Harvard Business Review surveyed Fortune 1000 business executives and found the most common reasons for using big data were to decrease expenses, improve operational efficiency, make more informed decisions, and increase revenue. And 80% say their investments in big data are successful.

Basing business decisions on big data is great—except when it’s not. Basing high stakes decisions on poor-quality research is a recipe for financial disaster.

Here are some of the most common big data errors we see:

  1. Misleading statistics. You may remember the advertisements claiming 80% of all dentists recommend Colgate toothpaste, leading the consumer to believe 20% of the dentists recommended different brands. The truth, though, was that when the dentists were surveyed about the toothpastes they recommended, they were allowed to identify all of the brands of toothpaste they would recommend; other brands could have been equally as or more popular than Colgate.
  2. Failure to test the survey questions. It’s easy to create a set of survey questions and send them out through SurveyMonkey or Qualtrics. But if you haven’t pretested and piloted the questions, you can end up with questions that make sense to you—but not to the person taking your survey. Recently, we were asked to complete a survey about our spending on wine purchases made at wineries. Unfortunately, it was unclear whether our spending was to include—or exclude—wine purchased from the winery as part of a wine club membership. Had the survey been pilot-tested, this flaw would have been quickly identified and corrected before deployment.
  3. Biased interpretation of findings. It matters who does the analysis of survey responses to open-ended questions. This is especially true when a survey is conducted in-house because it is difficult for staff to separate themselves from the data. Unless your team has a staff member specifically trained in eliminating bias, it’s better to outsource your research.
  4. Lack of candor from survey participants. Your customers generally do not want to hurt your feelings. They are not going to tell you directly your annual customer appreciation event is a dud. This is especially the case where staffing is concerned—and even more so if the staff person administering the survey is also the source of dissatisfaction.
  5. Failure to collect data. Fewer than half of all businesses collect data at all. In retail businesses, many do not have any idea how many customers come through the door each day, which means the average sales per customer is also an unknown. You can get a ballpark idea using a people-counting electronic system. Sure, the UPS or FedEx carrier may walk through each day, as may staff, but that number will be fairly consistent and you will have a tangible way to measure growth in the number of customers coming through the door. And you’ll know which staff are doing the best job selling your product and which may need additional training—or a new line of work.

The Capiche team possesses more than 20 years of qualitative and quantitative research experience. We understand the importance of valid survey tools and test them thoroughly before deployment. Our most popular surveys have been used thousands of times. Your customers can respond honestly, and we can analyze the survey data without bias because we are a third party. Our only interest is helping you achieve greater success. And we can generally deploy a survey and have findings back to you in less than 45 days. Call us at 541.601.0114, email chris@capiche.us, or use our Contact form today to learn how we can help you leverage quality big data to grow your business now.

Blog Business Research
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Complaining at Work

Lots to Complain About at Work? Here’s a Better Tactic

Posted by Chris Cook on
 August 14, 2018
  ·  No Comments

Have you ever had a moment of realization that all you’ve been doing lately is complaining? It can happen to the best of us. With blatant disregard for schedules, increasing incivility as the norm, and an ever-multiplying pile of work on our plates, it’s no surprise. Seems there’s plenty to complain about.

So how are your complaints received? In most cases, I’m guessing your answer is “not so well.”

Here’s another idea. See if you can find a request in your complaint—and get curious. Instead of complaining about Amber’s perpetual tardiness and Jason’s curt tone in meetings, try these two tactics.

  1. Find the request in your complaint. Decide what would make the situation better and ask for it. Make the request. This is the most straightforward and emotionally intelligent tactic. And you’ll be surprised how effective it is! (e.g., Instead of complaining to whomever will listen that Amber is always late, you say directly, “Amber, your tardiness upsets the team’s workflow. Would you please be more conscientious about our starting time?” She replies, “Oh, I apologize. Sometimes I get so caught up in my kids’ last-minute needs, I forget that you are counting on me to …”)
  2. Get curious. See what you can uncover about the offender. You may find legitimate circumstances contributing to the offensive behavior. And you may find you have more in common than you ever imagined. While that doesn’t excuse the behavior, it can help you develop a better relationship so you can talk reasonably about the behavior and make the request described in Tactic #1. These relationships create long-term benefits when you have ongoing collaborations.

What’s so bad about complaining? Plenty. It derails progress, creates negativity, and amplifies the annoyance and destructive feelings already present. It improves nothing.

You may be surprised how pervasive complaining is in our culture. When legendary Executive Coach Marshall Goldsmith interviewed more than 200 of his clients, he discovered something that matched previous research he had read but still found hard to believe: “a majority of employees spend 10 or more hours per month complaining—or listening to others complain. Even more amazing, almost a third spend 20 hours or more per month doing so.”

Just think what could be possible if that time was shifted to actively asking for what you need and building relationships. A lot more positivity and progress would be possible—and isn’t that what we strive for?

If you’re looking to create a more positive culture in your work environment, call 541.601.0114 or email Chris for an initial conversation. Let’s tap into your organization’s positivity and unleash its potential.

Inspired by The Next Time You Want to Complain at Work, Do This Instead, by Peter Bregman
Blog Depression and Mood Emotional Intelligence Happiness at Work Intellectual Curiosity Self-Development
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Branding Strategy Meeting

What’s Your Brand?

Posted by Chris Cook on
 June 20, 2018
  ·  No Comments

Branding is all the buzz and has been for some time, but branding can be confusing. What exactly is a brand? And how do you come up with your brand?

Let me answer by saying what a brand isn’t.

Your brand isn’t your logo, your colors, your fonts, or your website. These are simply reflections of your brand. Furthermore, you don’t “come up with” a brand—you uncover it. It’s what is real, honest, and believable about your organization or product.

It’s your DNA.

A brand also is the sum total of all associations made with an organization or product. It’s the good, the bad, and the ugly—the attributes that are called to mind when one thinks of your organization or product.

Every organization has existing brand associations it wants to emphasize, maintain, and even possibly lose. Brand development moves you from your current brand to your desired brand. And to be successful, your desired brand must be in sync with your organization’s values, vision, passion, and purpose.
Branding Sweet Spot

Differentiation and Integration

There are two key principles of brand development: differentiation and integration.

  • Differentiation suggests that the only sustainable market position is one in which you are offering something significantly different from and better than your competitors. These differentiators must evolve from current brand associations and be infused into the customer’s experience in real ways to be credible.

Only through research can we can identify an organization’s current brand associations and relevant differentiators—along with understanding client/customer needs and perceptions.

  • Integration means all marketing communications and activities reinforce the same core differentiators. In other words, integration requires that the organization is using one clearly defined voice across the board and up and down the line.

An organization’s brand should drive marketing strategies and all business decisions and give the organization something to live up to. For example, Apple invests millions of dollars annually to showcase its brand of innovation and high design. And Zappos’ entire culture is created to live its brand of happy employees, which leads to great customer service (and significant profits).

When your people are living your brand, their personal values are in sync with the company’s. They are happier, more productive, and your best ambassadors. Involve them from the start; get clear on values, vision, passion, and purpose; walk the talk; and enjoy your success!

SMART Brand Strategy
SIMPLE The more details we provide, the more vaguely we communicate
MEANINGFUL Must emphasize something that matters to our target audiences
ACCURATE Must truly describe the organization or product
REINFORCED Strategic business decisions must enforce the brand strategy
TANGIBLE Must be exhibited in clear ways in every customer experience

Uncover Your Brand

If you are ready to uncover your brand and solidify your company culture, give us a call at 541.601.0114 or contact us today. Let Capiche help you take your organization to the next level!

Blog Branding
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Millennial Excited to Receive Snail Mail

Old Tech for the New Gen: Millennials Love Snail Mail!

Posted by Chris Cook on
 May 22, 2018
  ·  2 Comments
Note: This post was originally published at our sister site, Capiche.wine.
One of our biggest marketing surprises over the last few years has been how strongly millennials—the generation of digital natives—respond to direct mail. According to USPS Mail Moments 2016, millennials are more likely to read, organize, and sort their mail than all other generations. They are also less likely to discard their mail without reading it.

Millennials enjoy receiving mail more than their non-millennial counterparts, debunking the notion that the generation is paper-adverse. Half of millennials say they like to discover what the mail holds for them and consider their time engaging with mail as time well spent. As many as 34% feel excited at the prospect of checking their mail.

Why do these smartphone-addicted, electronically wired consumers still respond so strongly to print? Could it be, in part, how we are physically and psychologically wired? The answer is yes. Neuromarketing research shows our brains react differently to printed material than to digital media.

When the United States Postal Service partnered with the Center for Neural Decision Making at Temple University’s Fox School of Business to gauge responses to physical and digital advertising pieces, they found:

  • Participants processed digital ad content more quickly and spent more time with physical ads.
  • Physical ads triggered activity in a part of the brain that corresponds with the emotions that determine value and desirability.
  • With this stronger emotional response to physical ads, participants remembered them better.

Using brain images, biometrics (e.g., heart rate and blood pressure), eye tracking, and questionnaires to measure reactions, Canada Post found similarly intriguing results in its neuromarketing research. When they measured the response to campaigns that used the same creative approach and messaging for both physical and digital media, they found:

  • Direct mail campaigns required 21% less cognitive effort to process.
  • Participants’ recall was 70% higher if they were exposed to direct mail rather than a digital ad.
  • Activation in parts of the brain that correspond to motivation response was 20% higher for direct mail.

As human beings, we are wired to respond more strongly to physical, printed messages. For marketers who want advertising with long-lasting impact and easy recollection, printed materials clearly make a difference.

When planning your next marketing campaign, remember that physical mail—whether a letter, special offer, brochure, or flyer—presents a clear benefit that your consumers can engage with and respond to, providing ample opportunity to reach the generation with the most spending power: millennials.

Words of advice. Don’t send junk. Each piece of mail without perceived value chips away at your brand. Make it engaging. Make it worthwhile. Make it something shareable—person to person. Via snail mail. And maybe (wink) even on social media.

Is your organization ready for a fresh marketing campaign? Let us know. We would love to get you started.

Excerpted and edited from the USPSDelivers.com presentation Still Relevant: A Look at How Millennials Respond to Direct Mail (2017). Originally posted at Capiche.wine.
Don’t send junk. Each piece of mail without perceived value chips away at your brand. Click To Tweet
Blog Marketing
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Rushing Through the Day

Slammed!

Posted by Chris Cook on
 January 16, 2018
  ·  No Comments

Three years ago, I published a blog titled Too Busy? I was reminded of this as I got the notice from SOREDI that Slammed: Succeeding in a World of Too Busy author and friend Randy Harrington was the featured speaker at the upcoming 2018 Southern Oregon Business Conference. The blog still rings true, and I am delighted to revisit it along with Randy’s fantastic book.

Here’s what I wrote in 2014:

How did you answer the last time someone asked, “How are you?” I’ll bet it was something like:

  • Oh, I’m slammed!
  • I’m so busy!
  • Crazed!
  • Buried!

Recently a colleague told me she was “doing a trapeze act until the monster project is finished.” The week before, she was “wrapping up a gargantuan project.” Sounds impressive, but what does that even mean?

It seems that people have confused their own busyness with importance, value or worth. If I’m this busy, I must be in demand. I must have a thriving business. I must be very successful.

Think about the perception that your busyness creates for others. Have you created a personal brand as a very, very busy person? What does this mean? When I think “busy,” I think harried, rushing, frantic—and probably not necessarily effective or of great quality. More Tasmanian Devil and less effective leader or loving family member.

The sad thing is this perception of busyness is harming how we connect and how we interact with one another—both with colleagues and with family and friends. We forget to make time for important things like mentoring a new professional (they wouldn’t dream of asking for help from such a busy person). Or we may miss an invitation to a niece’s piano recital or basketball game because everyone knows “Aunt Chrissy is too busy.”

We have a choice in how we perceive and how we show up in the world.

I have chosen NOT to be busy busy busy. I prefer to think of myself as happily making my way toward my personal and professional goals. I take time for things that need time. I savor. I enjoy every moment that I can. I am grateful.

While I may have as many time challenges as the next person, I choose to represent myself (and think of myself) as a happy person who is in control of my life and not being run ragged by myriad demands and pressures. Ask me how I am, and chances are I’ll answer, “I’m great.”

Slammed

In Slammed: Succeeding in a World of Too Busy, Randy and coauthor Carmen E. Voillequé provide solid advice on reframing your “slammed-ness.” Below is an excerpt from the book.

We have to start thinking about where we are today and at the same time where we want to be tomorrow. If we can fence off the triage work in our minds for a moment, what does that give us permission to dream of for a new future? This act should be fun. It should feel like a breath of fresh air. It should be motivational.

Here’s a short list to get you started:

  1. Schedule exercise, meal prep time, yoga using your Outlook or smart phone calendar right alongside your meetings and conference calls, and try color-coding them to stand out. This will elevate health to the same level of importance of “worky-work.”
  2. Stop competing with other people for who has the most stress; just stop having those conversations. It really is that simple (ok, yes, but not easy!). And when people do complain about too much stress from being Slammed, make it an all stop moment where a solution will have to be found.
  3. Encourage and learn from others who seem to have figured out how to align time to their values and not the other way around. Rather than feeling a sense of judgment or jealousy, ask them to be your mentor in learning to avoid the trap of task saturation.
  4. Explore your artistic side. Any kind. Anywhere. It doesn’t have to be the next Picasso—even a quick doodle on your meeting agenda can be a source of inspiration! Art helps everything. Go see it. Make it. Read it. Doesn’t matter. Feed that part of your soul regularly.
  5. Include all development work as an accomplishment/goal in your professional growth. Don’t shy away from the fact that you are committing to be more healthy, happy, engaged and productive.

Most importantly, the way we talk about being busy has to change. “I am Slammed” is no longer in your vocabulary!

It’s time to change your vocabulary and how you approach your situation. Start with a positive mindset. As happiness guru Shawn Achor likes to point out, people get happiness backwards. Getting that monster project done will not make you happy—but your being happy will get that project done faster and better. It’s called the happiness advantage, and you can get it!

If you are looking to change how you approach your situation and be more positive, you are in luck. Research shows that we can rewire our brains at any point in our life. It comes with intention and practice, and it is absolutely doable. Let me know if you would like a free coaching session to get started.

Blog Life Coaching Mindfulness and Well-Being Science of Happiness Self-Development
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Couple Gazing into Each Other's Eyes over Coffee

Improve Your Relationships in Just 1 Second

Posted by Chris Cook on
 December 18, 2017
  ·  No Comments

Hello.

  1. Do you see me?
  2. Do you care that I’m here?
  3. Am I enough for you, or do you need me to be better in some way?
  4. Can I tell I’m special to you by the way you look at me?

At this time of year as many of us come together to celebrate our beliefs, the need for human connection seems even more acute. Last month, a friend posted on Facebook a link to an article I found especially poignant. I shared the article with my Emotional Intelligence class as we explored how to be in meaningful relationships.

In How to Change Your Life in One Second Flat, Katherine Schafler argues that we are always asking these four questions of everyone in our midst—everyone we have relationships with—from strangers at the grocery store to our romantic partners.

She says these questions are rarely verbalized, and neither are the answers. They are asked unconsciously and answered with actions, not words. Schafler notes that Maya Angelou is the one who first spoke about these four questions (although Schafler doesn’t cite her source). It makes sense though, as Angelou is also credited with saying, “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”

Think about it. How do you feel when a stranger compliments you while in line at the grocery store? How do you feel when your partner doesn’t look up from their phone when you walk into the room?

The takeaway for me is to remember to be fully present with people and to appreciate them for who they are. All it takes is a split second to “see” someone, and that makes all the difference.

Happy holidays to you and yours!

Blog Emotional Intelligence Relationships Self-Development
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What Are You Grateful For?

Increase Your Gratitude for Better Health

Posted by Chris Cook on
 November 16, 2017
  ·  No Comments

I’m teaching Working with Emotional Intelligence again at Southern Oregon University. This term, it’s for the Innovation and Leadership Program, a degree completion program for adults who previously started but did not finish their bachelor’s degree.

Recently, we talked about positive psychology and the role gratitude plays in our emotional and physical health. Research by Robert Emmons reveals that expressing gratitude improves physical, mental and social well-being.

Physical Benefits

  • stronger immune systems
  • less bothered by aches and pains
  • lower blood pressure
  • exercise more and take better care of their health
  • sleep longer and feel more refreshed upon waking

Mental Benefits

  • higher levels of positive emotions
  • more alert, alive and awake
  • greater joy and pleasure
  • more optimism and happiness

Social Benefits

  • more helpful, generous and compassionate
  • more forgiving
  • more outgoing
  • feel less lonely and isolated

Around Thanksgiving, I always begin to think more about what I am grateful for. I know that sometimes I forget to be grateful when I’m rushing through busy, jam-packed days and nights.

How do we get in touch with gratitude when it seems like there is so much negativity in the world?

We can start with these questions:

  • What am I grateful for today?
  • What good did I do today?
  • How was I helpful today?
  • What went well today?

Asking yourself these questions makes you remember the good. And while at first it may take some thought to come up with the answers, it becomes easier with practice. Because you are focusing on the good, you’ll develop new neural pathways and start noticing the good as it’s happening.

Here’s a little exercise you can incorporate into your life to help you notice the good more readily and increase your feelings of happiness and gratitude. It’s called “What Went Well.” There are many variations, but I especially like Marty Seligman’s version (he’s the founding father of positive psychology). He suggests that at the end of each day you take a few minutes to write down three things that went well. These don’t need to be earth-shattering in importance (e.g., “The hiking boots I ordered online fit perfectly”), or they can be super-important (“My daughter just gave birth to a healthy baby boy.”)

It may seem awkward at first to write about positive events in your life, but stick with it. It will get easier. You’ll begin noticing the positive events as they are happening and have the opportunity to relish them. With daily practice, six months from now, you will be happier, more grateful and maybe even addicted to this exercise!

Are you already doing a variation on “What Went Well?” Please tell us about it in a comment below.

Blog Health and Wellness Mindfulness and Well-Being Positive Psychology Science of Happiness Self-Development
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Fire-Fighting

When Disaster Strikes

Posted by Chris Cook on
 October 20, 2017
  ·  2 Comments

Look around you. What do you see? Hurricanes, fires, mass shootings, political shenanigans, incivility, disrespect, abuse and fear? The list goes on.

What are you doing about it? There’s so much … where can you start? Some of us are volunteering to help disaster victims. Others are supporting relief efforts financially. Many have posted #metoo on their Twitter or Facebook accounts.

This is a time in which a good dollop of resilience can make a difference in how you are dealing with the melee. A time when grit is good. When optimism can help both you and those around you.

To inspire my own optimism, I pulled out a blog post from last August in which I quoted Christian D. Larson’s “Creed for Optimists,” written in 1912.

Here it is again.

Promise yourself to:

  1. Be so strong that nothing can disturb your peace of mind.
  2. Talk health, happiness and prosperity to every person you meet.
  3. Make all your friends feel there is something special in them.
  4. Think only of the best, work only for the best and expect only the best.
  5. Be as enthusiastic about the success of others as you are about your own.
  6. Forget the mistakes of the past and press on to the greater achievements of the future.
  7. Give everyone a smile.
  8. Spend so much time improving yourself that you have no time left to criticize others.
  9. Be too large for worry, too noble for anger, too strong for fear and too happy to permit the presence of trouble.
  10. Think well of yourself and proclaim this fact to the world—not in loud words—but in great deeds.
  11. Live in the faith that the whole world is on your side, so long as you are true to the best that is in you.

While this may seem frivolous in light of all that is happening, what would be possible if you were to incorporate just one or two of these points into your daily life? Would positivity spread? I’m not suggesting you give up on any other efforts to help with the negatives—just try adding one or two of these positives.

I’ll do the same.

Blog Emotional Intelligence Mindfulness and Well-Being Positive Psychology Self-Development
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Intelligent Team at Work

Develop Intelligent Teams for Optimal Performance in an Ever-Changing Landscape

Posted by Chris Cook on
 October 3, 2017
  ·  No Comments

An intelligent team—sounds good, huh? But what is it and how do you get it? These are the questions I am preparing to answer on Wednesday when I lead a workshop at Southern Oregon University for members of a high-tech company, timber products company and municipality. And while these seem like disparate organizations, the concepts and steps needed to create intelligent teams are the same for all.

Let’s start with a description. Anchored in constructive collaboration, intelligent teams optimize functioning for enhanced performance, greater productivity and intense creativity. They are critical to successfully navigate the changes we face daily in today’s organizations.

An intelligent team is deeply fluent in the competencies from emotional and social intelligence—the ability to interpret and manage your own emotions to the benefit of the situation and to read and respond with empathy to the feelings of others. Add to this an understanding of social situations and a big-picture perspective. In other words, it’s moving from a frame of “I” to “you” and then “we.”

An intelligent team takes this a step further and employs Relationship Systems Intelligence—the capacity to move beyond personal concerns to a powerful, generative group identity with resilience and resources to address challenges as our world transforms. Sound amazing? Well, it is!

My knowledge of this topic comes directly from hands-on training I received over the last four years at CRR Global’s Organizational Relationship Systems Coaching workshops and from reading CRR founder Marita Fridjhon’s 2016 book, Creating Intelligent Teams. Marita coauthored the book with Anne Rød. My thanks to Marita for permission to quote/paraphrase liberally.

In this blog, I will share the five principles of Relationship Systems Intelligence (RSI) and give you a few things to consider while contemplating your organization’s intelligence. Future blog posts will delve deeper into this subject, so stay tuned!

Five Principles of Intelligent Teams

  1. Each relationship system (team) has its own unique entity.
  2. Every member of a relationship system is a Voice of the System.
  3. The team has the answers.
  4. Roles belong to the team, not the individuals.
  5. Change is constant.

What Does This Mean?

  1. Each relationship system has its own unique entity. Any time there are two or more people, they create a “system” or “team entity.” This thing is bigger than the sum of its parts. Intelligent teams are aware of the system and together act as a system—as a “we” vs. a “you” or “me.”
  2. Every member of a relationship system is a Voice of the System. (Everyone is right—partially!) A strong system is one where all members’ voices are heard, which only happens with trust and willingness to share without repercussions. Together, they can add enough information to the system to create an intelligent entity.
  3. The team has the answers. This is one of my favorites! We hold true that relationship systems are naturally intelligent, generative and creative. Kind of like the old 1+1=3 equation and underscored by mutual accountability and responsibility to speak up. Disagreement is good—it’s simply what can happen as more information (voices) is added to the system as it works toward intelligent outcomes.
  4. Roles belong to the team. Relationship systems rely on roles for their organization and execution of functions. For example, there are functional roles (boss, customer service, IT) and emotional roles (peacekeeper, visionary, truth-teller). These roles belong to the system, not the individuals who inhabit the system. If a person leaves the system, the system regenerates and fills the roles as necessary.
  5. Change is constant. Relationship systems are in a constant state of emergence, always in the process of expressing their potential. By noticing signals, team members can explore hidden opportunities and help the entity remain open to new ideas and inspirations that would not be accessible to an individual.

In my next post, I’ll explore the key competencies of an intelligent team along with pointers on how to develop those key competencies. In the meantime, take a look at your own team/organization and get a sense as to where you are now.

Here are a few things to consider (straight from the book):

  1. How would you describe the leadership in your team and organization?
  2. Who are your colleagues? How many are Millennials? Other? How are you bridging the generation gap and working together optimally?
GENERATIONS KEY
  • Gen Z, iGen or Centennials: Born 1996 and later. (<21)
  • Millennials or Gen Y: Born 1977 to 1995. (22–40)
  • Generation X: Born 1965 to 1976. (41–52)
  • Baby Boomers: Born 1946 to 1964. (53–71)
  • Traditionalists or Silent Generation: Born 1945 and before. (>72)
  1. How well do you know your colleagues’ background, talents, special skills? How often do you use their specialized knowledge?
  2. How often and in what situations do you and your colleagues work as a team system rather than independent individuals?
  3. How high do you think the level of RSI in your team is?

Questions?

Please call or email me. Let’s see what’s possible in developing the intelligence of your team.

Blog Culture Emotional Intelligence Management Tips Organizational Development
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Happy Employees, Happy Workplace

Critical Factors for Keeping Top Talent

Posted by Chris Cook on
 August 20, 2017
  ·  2 Comments

Pssst … it’s all about happiness!

Last week, I got to present “Critical Factors for Keeping Top Talent” at a SOREDI event. It was fun to share one of my favorite topics—the importance of happiness at work. With Oregon’s unemployment rate at 3.8% and the country’s at 4.3%, SOREDI was smart to focus on such a relevant topic!

The 2017 PwC CEO Survey found the top three CEO challenges in the United States are talent, technology and innovation. About talent, the report states, “Talent will help an organization distinguish itself from the competition. Organizations need people who can surmount big challenges and tackle complex issues. CEOs are looking for employees who are agile, curious, and can collaborate with others to achieve the greatest results. These skill sets are among the hardest to recruit.”

I believe in two simple truths:

  1. Your people are the #1 resource that will determine your success.
  2. Happy people perform better.

There are many factors that influence success, but it’s your people who give you an absolute advantage.

Happiness is the single greatest competitive advantage in the modern economy.Shawn Achor

Happiness is a worthwhile investment. Decades of compelling evidence shows that improving happiness in the workplace delivers significant increases in profit, productivity and innovation—not to mention substantial cost savings. Happier workers are healthier and more effective team members, and they provide superior customer service. Happier businesses attract top talent and are more likely to retain their best workers.

Why worry about happiness at work? You can count on:
  • 30% Higher productivity1
  • 54% Better staff retention2
  • 3x Higher creativity3

Social economist and researcher (and all-around good guy) Nic Marks uses a dynamic model to explain which factors create a happy workplace. The model takes into account people’s “experience of work” (how they feel), which is influenced by how they are “functioning at work” (what they do). This depends on the “organizational system” (where they work) and their “personal resources” (who they are). Using an assessment developed by Nic and his company Happiness Works, you can generate your own dynamic model for your workplace.

Dynamic Model

This dynamic model is from a Portland tech company Capiche worked with. Notice the colors ranging from orange to dark green. Like a stoplight, red to orange is a non-starter, and green is a go.

Measured within each of the four components of the dynamic model are:

  • Experience of work: Positive and negative feelings, engaging work, worthwhile work
  • Functioning at work: Self-expression, sense of control, sense of progress, work relationships
  • Organizational system: Job design, management system, work environment, social value
  • Personal resources: Vitality, happiness, confidence, work-life integration

People’s happiness at work is not fixed or static; instead, it is fluid and moving, interconnected and dynamic. I like the illustration of shared responsibility between the employee and employer.

People’s happiness at work is not fixed or static; instead, it is fluid and moving. Click To Tweet

Finders, Keepers?

The factors you need to keep top talent directly correlate with the factors needed to recruit talent.

Happiness at work isn’t something that’s reserved for companies like Zappos and Google. There are plenty of smaller or lesser-known companies like these Southern Oregon ones that have it right: Coding Zeal, Darex, Bio Skin, and Dutch Bros.

If you are ready to step up to happiness, give me a holler via email or phone at 541.601.0114. Let’s see where you are now and make plans to increase your organization’s happiness—and recruitment, retention, innovation, customer service and profits!

References

  1. “Insight to impact leadership that gets results.” Hay Group.
  2. “Engaging hearts and minds: preparing for a changing world.” Hay Group.
  3. “Positive affect facilitates creative problem solving.” Isen, A.M., Daubman, K.A., and Nowicki, G.P. (1987). Journal of Personality and Social Psychology, 52(6), 1122.
Blog Business Research Happiness at Work Management Tips Organizational Development Positive Psychology Science of Happiness
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