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© 2013. Lead The Difference. All rights reserved.
Well-being and Leadership
An individually holistic and integrated approach
(Customized Company Development Program, Delivered Q1 2014)
© 2013. Lead The Difference. All rights reserved.
What is Well-being?activity 1
Individual
& Follower
Development
• Refer to handout.
• Answer questions.
• Share 2 things with a partner.
• Reflection.
© 2013. Lead The Difference. All rights reserved.
Workers who eat
healthy the entire day
are 25% more likely to
have better job
performance.
Employees who exercise
for at least 30 minutes a
day, 3x/week are 15%
more likely to have
better job performance.
ASTD, Employee Health &
Well-being is a Growing
Company Concern, April 2013
© 2013. Lead The Difference. All rights reserved.
One
Size Fits All
---------
Categories
--------
Standard
Groupings vs.
© 2013. Lead The Difference. All rights reserved.
Internal Elements
All things that define who you are.
External Elements
All things that influence you in your interaction with the outside world.
MY
Well-being
WORK
CHURCH
KIDS GROUPS
BOARDS
GROUP:_______
FINANCIAL
FAMILY
_______
_
_______
_
_______
_ _______
_ _______
_
SPIRTUAL
PHYSICAL (HEALTH INDICATORS)
EMOTIONAL
MENTAL
PHYSICAL (FITNESS)
_______
_
_______
_
_______
_
_______
_
KNOWLDEGE
PURPOSE
FRIENDS
STRENGTHS
HAPPINESS
© 2013. Lead The Difference. All rights reserved.
My Well-being
Leadership
Development
Building
Individualizing
DefiningAligning Growing
✓
© 2013. Lead The Difference. All rights reserved.
My Individual Well-beingactivity 2
Individual
& Follower
Development
• Refer to handout.
• Refer to Well-being Model.
• Answer questions.
• Share 2 things with a partner.
• Reflection.
© 2013. Lead The Difference. All rights reserved.
People report greater
happiness and life
satisfaction when they have
a sense of meaning and
purpose in their
lives...pursuing and
accomplishing intrinsically
meaningful goals, those
that are congruent with the
innermost self, values and
aspirations, or that provide
autonomy, competence and
relatedness contribute more
to well-being than other
goal-oriented activity.
Steger, Kashdan, Oishi, 2007
© 2013. Lead The Difference. All rights reserved.
What is your
blueprint for
your life?
Does it include
your role as a
leader?
Does it have a
foundation of
purpose?
© 2013. Lead The Difference. All rights reserved.
© 2013. Lead The Difference. All rights reserved.
My Purpose & ContributionActivity 3
Individual
& Follower
Development
• Refer to handout.
• Answer questions,
including reflection.
• Share your response
to Q5 as a group.
© 2013. Lead The Difference. All rights reserved.
© 2013. Lead The Difference. All rights reserved.
Only 8% of
employees
believe they have
higher well-being
because of their
employer.
Sodexo Report on Quality of Life Per
Square Foot Initiative, Rath, Harter, 2010
© 2013. Lead The Difference. All rights reserved.
"It puts the employees’ own
perceptions at the centre of a
wellbeing strategy, which therefore
accommodates the necessary
subjectivity that
can then give rise
to a variety of
different
dimensions.”
Bridget Juniper,
Work and Wellbeing, Ltd.
© 2013. Lead The Difference. All rights reserved.
“Happiness is really just about four things:
perceived control,
perceived progress,
connectedness – number and depth of your relationships,
and vision or meaning – being part of something bigger
than yourself.”
Tony Hsieh, Delivering Happiness: A Path to Profits, Passion, and Purpose
© 2013. Lead The Difference. All rights reserved.
My Well-being RoadmapActivity 4
Individual
& Follower
Development
• Refer to handout.
• Refer to My Well-being (previous
activities).
• Answer questions.
• Share 1 6-month goal as a group.
• Reflection.
© 2013. Lead The Difference. All rights reserved.
© 2013. Lead The Difference. All rights reserved.
"If you want to
build a ship,
don't drum up
the [crew] to
gather wood,
divide the
work, and give
orders.
Instead, teach
them to yearn
for the vast
sea.”
Antoine de Saint-Expurey, MIT Sloan, “Meaning Making”
© 2013. Lead The Difference. All rights reserved.
A combination of individually defined elements that support a
holistic approach to individual thriving,
contribution and performance.
Internal Elements
All things that
define who a person is.
External Elements
All things that are
important in a person’s
interaction with the
outside world.
Well-being
© 2013. Lead The Difference. All rights reserved.
My Human Value CanvasActivity 5
Individual Strategic
Leadership
Development
• Refer to handout.
• Fill out all sections.
• Make notes in the Reflection.
• Share 1 reflection with a partner.
© 2013. Lead The Difference. All rights reserved.
“Human value is right in a moral and ethical sense. It is also wise.
Because human value in an organization’s culture increases trust,
cooperation, and esprit de corps, it boosts the productivity and
innovation of the overall team.” – Stallard & Pankau, 2008
© 2013. Lead The Difference. All rights reserved.
To Learn More about Well-being & Leadership
Steph Sharma Kori Joneson
steph@leadthedifference.com kori@leadthedifference.com
Seattle, WA USA 1.206.486.2414

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Well-being & Leadership, Lead The Difference in Well-being

  • 1. © 2013. Lead The Difference. All rights reserved. Well-being and Leadership An individually holistic and integrated approach (Customized Company Development Program, Delivered Q1 2014)
  • 2. © 2013. Lead The Difference. All rights reserved. What is Well-being?activity 1 Individual & Follower Development • Refer to handout. • Answer questions. • Share 2 things with a partner. • Reflection.
  • 3. © 2013. Lead The Difference. All rights reserved. Workers who eat healthy the entire day are 25% more likely to have better job performance. Employees who exercise for at least 30 minutes a day, 3x/week are 15% more likely to have better job performance. ASTD, Employee Health & Well-being is a Growing Company Concern, April 2013
  • 4. © 2013. Lead The Difference. All rights reserved. One Size Fits All --------- Categories -------- Standard Groupings vs.
  • 5. © 2013. Lead The Difference. All rights reserved. Internal Elements All things that define who you are. External Elements All things that influence you in your interaction with the outside world. MY Well-being WORK CHURCH KIDS GROUPS BOARDS GROUP:_______ FINANCIAL FAMILY _______ _ _______ _ _______ _ _______ _ _______ _ SPIRTUAL PHYSICAL (HEALTH INDICATORS) EMOTIONAL MENTAL PHYSICAL (FITNESS) _______ _ _______ _ _______ _ _______ _ KNOWLDEGE PURPOSE FRIENDS STRENGTHS HAPPINESS
  • 6. © 2013. Lead The Difference. All rights reserved. My Well-being Leadership Development Building Individualizing DefiningAligning Growing ✓
  • 7. © 2013. Lead The Difference. All rights reserved. My Individual Well-beingactivity 2 Individual & Follower Development • Refer to handout. • Refer to Well-being Model. • Answer questions. • Share 2 things with a partner. • Reflection.
  • 8. © 2013. Lead The Difference. All rights reserved. People report greater happiness and life satisfaction when they have a sense of meaning and purpose in their lives...pursuing and accomplishing intrinsically meaningful goals, those that are congruent with the innermost self, values and aspirations, or that provide autonomy, competence and relatedness contribute more to well-being than other goal-oriented activity. Steger, Kashdan, Oishi, 2007
  • 9. © 2013. Lead The Difference. All rights reserved. What is your blueprint for your life? Does it include your role as a leader? Does it have a foundation of purpose? © 2013. Lead The Difference. All rights reserved.
  • 10. © 2013. Lead The Difference. All rights reserved. My Purpose & ContributionActivity 3 Individual & Follower Development • Refer to handout. • Answer questions, including reflection. • Share your response to Q5 as a group. © 2013. Lead The Difference. All rights reserved.
  • 11. © 2013. Lead The Difference. All rights reserved. Only 8% of employees believe they have higher well-being because of their employer. Sodexo Report on Quality of Life Per Square Foot Initiative, Rath, Harter, 2010
  • 12. © 2013. Lead The Difference. All rights reserved. "It puts the employees’ own perceptions at the centre of a wellbeing strategy, which therefore accommodates the necessary subjectivity that can then give rise to a variety of different dimensions.” Bridget Juniper, Work and Wellbeing, Ltd.
  • 13. © 2013. Lead The Difference. All rights reserved. “Happiness is really just about four things: perceived control, perceived progress, connectedness – number and depth of your relationships, and vision or meaning – being part of something bigger than yourself.” Tony Hsieh, Delivering Happiness: A Path to Profits, Passion, and Purpose
  • 14. © 2013. Lead The Difference. All rights reserved. My Well-being RoadmapActivity 4 Individual & Follower Development • Refer to handout. • Refer to My Well-being (previous activities). • Answer questions. • Share 1 6-month goal as a group. • Reflection. © 2013. Lead The Difference. All rights reserved.
  • 15. © 2013. Lead The Difference. All rights reserved. "If you want to build a ship, don't drum up the [crew] to gather wood, divide the work, and give orders. Instead, teach them to yearn for the vast sea.” Antoine de Saint-Expurey, MIT Sloan, “Meaning Making”
  • 16. © 2013. Lead The Difference. All rights reserved. A combination of individually defined elements that support a holistic approach to individual thriving, contribution and performance. Internal Elements All things that define who a person is. External Elements All things that are important in a person’s interaction with the outside world. Well-being
  • 17. © 2013. Lead The Difference. All rights reserved. My Human Value CanvasActivity 5 Individual Strategic Leadership Development • Refer to handout. • Fill out all sections. • Make notes in the Reflection. • Share 1 reflection with a partner.
  • 18. © 2013. Lead The Difference. All rights reserved. “Human value is right in a moral and ethical sense. It is also wise. Because human value in an organization’s culture increases trust, cooperation, and esprit de corps, it boosts the productivity and innovation of the overall team.” – Stallard & Pankau, 2008
  • 19. © 2013. Lead The Difference. All rights reserved. To Learn More about Well-being & Leadership Steph Sharma Kori Joneson steph@leadthedifference.com kori@leadthedifference.com Seattle, WA USA 1.206.486.2414

Notes de l'éditeur

  1. To accompany “What is Well-being” Activity Handout Pre-reading articles and general knowledge should support this exercise. Presenter Note: ensure pause for reflection before diving into presentation/next slides
  2. What ‘well-being in the workplace’ has meant during the past decade [create 1 slide] On-site gyms and discount membership Wellness assessment programs Programs Insurance incentives on exercise, tobacco cessation Definition of Well-being [or do we start out with ‘what makes a human whole?’] [create 1 slide] Our Research (clear references of where we got we have determined!) introduce: Internal Well-being- Health External Well-being - Community Human Value (allude to it or for 4 hour session only) The link to demonstrating value, yields value More than just ‘hands’ in a knowledge economy Increasingly seek place to engage vs. just a job Ref: http://www.astd.org/Publications/Magazines/TD/TD-Archive/2013/04/Intelligence-Employee-Health-a-Growing-Company-Concern?cm_mmc=bronto-_-email-_-marketing-_-zs-2013.04.16-cop-humancapital-newsletter-april&email=kori%40leadthedifference.com&utm_medium=email&utm_source=bronto&utm_campaign=zs-2013.04.16-cop-humancapital-newsletter-april
  3. Clearly make case that individuals are motivated by different things. They are as leaders –can attest to the things that work and don’t work – can confirm that when they are not sleeping well, eating well, overweight, etc. they are less effective. What do they need to create a more holistic approach to self? AND drive that approach?!
  4. NOTE: this slide needs to also be printed as a handout for participants – goes with ACTIVITY #2 Resources: workandwellbeing.com, Delivering Happiness book (Zappos), Gallup Well-being book, Sodexo Quality of life per square inch, plus multiple points out of Lead The Difference Secondary Research Review on Well-being (2013)
  5. These are the 5 components of development one’s well-being as a leader. We will begin with Defining, and then around through to Growing. There will be an exercise designed for each component of development. [should this go before slide 5 ?. We start share it in slide 2, but get we don’t want to start of too formal there, but think after they initially reflect on what is well-being and you share past and present info the defining part is done? Really like this guide by the way]
  6. To accompany “My Individual Well-being” Activity Handout Pre-reading articles, presentation and general knowledge should support this exercise. Presenter Note: ensure pause for reflection before diving into presentation/next slides
  7. EUDIMONIC WELL-BEING. Reference: http://psychfaculty.gmu.edu/kashdan/publications/jrp_beinggood.pdf Build case for valuing self, take care of self, then can show value and take care of others, then you can be your best, others can be their best. Not instead of good business focus but a compliment and accelerant to it. START from a place of eudiamonic well being, vs. feelings of happiness. Links well-being to purpose. You are your ‘home’ for life, for leadership, from which all things you do are built from. Keeping your ‘home’ in repair helps to ensure you are able to do your role, to s upport othes. Your home is unique to you, only you know what you need to keep it up and when! When I think of home I also think about my family that lives there and friends that visit. Supported by a community of meaning/purpose/greater aspirations.
  8. Where we are headed, starts with the INDIVIDUAL mapping out and designing his/her own blueprint – we cannot lead others from a holistic perspective if we are not leading ourselves holistically. Introduce ‘human value’ and link to purpose Generational elements, demands of workplace, connections while also virtual, meaning, purpose, movement – connect to the individual through their needs Individual sense of purpose begins with leaders and managers so that they are then prepared to support and develop the individual employee’s sense of purpose. Then all individuals are able to better connect the organization’s purpose through their own. [wonder if Activity 4, My Purpose and value, comes after this and before My individual Well-being roadmap? It seems to flow after this slide as it reflects on purpose and value that is introduce here? No? Just a thought. If so, we would have to update the Activities’ wording a bit to match]
  9. To accompany “My Purpose & Contribution” Activity Handout Pre-reading articles, presentation and general knowledge should support this exercise. Presenter Note: ensure pause for reflection before diving into presentation/next slides
  10. Research based: trends, societal needs, generational differences, Ref: http://www.multivu.com/players/English/59261-sodexo-workplace-trends-2013/flexSwf/impAsset/document/b910d33e-34af-45ae-b1fb-3f35e38a0bd5.pdf We spend the bulk of our adult life at work or working We all agree we are managing and leading in a knowledge economy – one that is engaged through clear expectations, recognition and association with the company mission. However, this is not insufficient in a world that is increasingly aware that motivation through the ‘carrot and stick’ or incentive based approaches really haven’t ever worked (Pink 2009) [brief note about the caveat that w/ repetitive, simple tasks it can be appropriate?] We as humans are motivated in a behavioral economy where motivation comes from things being interesting, challenging and absorbing. This is crucial for creativity. Innovation comes from creativity, engagement, and challenges in customer associated needs.
  11. Employee driven – individualized – leader drives own well-being as a role model and then supports employee taking own self into planning and results. we are not clear about what this means since we are ‘doing unto’ vs. with or in support of one’s chose path More than just ‘hands’ in a knowledge economy Increasingly seek place to engage vs. just a job what is a leaders job? Not manager but actual leader? You can still have command w/o being controlling?
  12. We live in a world of getting by vs. one that accepts a culture of happiness and its links to productivity and overall well-being. 75% of workers are actively looking for or open to leaving their current employer JobVite 2012. Stress will be the greatest concern of the next decade for our workplaces. Humana CEO, Dec 2012 Presentation to Net Impact National organization webinar They are increasingly seeking more purpose-based opportunities where they can contribute in meaningful ways. Especially the Millennial or GenY generation – 75% believe it is ther responsibility to make the world a better place. A job that does not align with that mission and purpose will frequently not be an option.
  13. To accompany “My Well-being Roadmap” Activity Handout Pre-reading articles, presentation and general knowledge should support this exercise. Presenter Note: ensure pause for reflection before diving into presentation/next slides
  14. Whole Human Leadership - while followers look to leaders for direction, they gain more from working froma sense of purpose and individual meaning. How can leders show the vision and the way and still empower individual purpose and well-being? Ref: http://sloanreview.mit.edu/article/finding-meaning-in-the-organization/ A Foundation of Well-being Individualized Organization and leaders truly value humans when they care about and support needs beyond the brain Integration for short and long term LEADING OTHERS, SUPPORTING WELL-BEING IN PRACTICE
  15. Summary – ‘here is well-being’ our definition, their work as a foundation of leadership self. CHALLENGE WHAT LEADERSHIP WITH WELL-BEING LOOKS LIKE – MAYBE DESCRIBE THE ENVIRONMENT EMPOWERMENT, ACCOUNTABILITY, SUPPORT, CREATIVITY, HAPPINESS, ALL COMING FROM LEADERSHIP EMULATING WELL-BEING FROM SELF, ETC. Tee up an INTEGRATED leadership lens. Is it just well-being? What does Well-being support or is supported by? How do the humans who are ‘well’ contribute, are measured, lead the org through change and innovation?
  16. To accompany “My Human Value Canvas” Activity Handout Pre-reading articles, presentation and general knowledge should support this exercise. Presenter Note: ensure pause for reflection before diving into presentation/next slides Human Value Realized Canvas: building a whole human map Well-being Talent: Strengths and leadership talent of team; Develop, Leadership readiness Performance: How objective? How do you know? How meaningful to individuals? How autonomous? Agility: Internal Resources: Support - culture, technology; External: Structure – systems, workspace
  17. CLOSING (2 MINUTES) Why does it all matter Individualize vs. standardize Empowerment Relevance yields Behavior Change and Engagement individuals are at the center – that human value becomes a strategic imperative. DNA The LEADERSHIP IMPERATIVE is to build a standard strategy and support system that allows for individualized well-being. This system should convey the benefits of this individualized support system for both the individual and the organization/mission/objectives. These should be quantified through clear metrics of improved productivity, performance, quality, innovation, employment branding and retention.