positive performance with rose gantner

Positive Performance: Using Positive Psychology to

Achieve High-Performing Workplaces

Rose K. Gantner, Ed.D., NCC

Senior Director, Education, Training and Innovation

January 13, 2012

Healthpromotionlive.com

Copyright 2011 UPMC WorkPartners All Rights Reserved

Company name – LIT CODE - DATE 2

Positive Psychology: Components and Rationale

A Wise Organization Strategy H.E.A.R.T.

Employers want…

Employees want…

High correlation between people’s attitudes,

purpose and ability to manage stress/resilience

Components

Stress Management

Resiliency

Positivity

Happiness

Mindfulness

Rationale

•Go beyond traditional offerings

• morale & engagement

• Interventions to build thriving

individuals, families , and communities



Align Company Goals & Objectives

Positive Psychology: Definition

The scientific study of what enables individuals and communities to thrive

o Encompasses neurological, psychological, and physiology aspects

o Play to your strengths & strengthen others!

History - Maslow‟s self-actualization (1950s)

o Martin Seligman, PhD.: father of modern movement (1998)

Organization - International Positive Psychology Association (IPPA)

1) Individual

2) Interpersonal

3) Organizational Levels



Research Studies

Buck Consultants: Workplace Wellness Strategies - November 2010

1,248 organizations in 47 countries

13 million employees

Europe, Asia, Australia, Canada, Latin America, & Africa:

• #1 Improve Workforce Morale

• #2 Improve Engagement

U.S.A. - Not a priority yet:

• #1- Health care costs

• Productivity

• Absenteeism & Presenteeism

*Remember, our health care system is different from other countries due to

our reimbursement system.



Research Studies (continued)

Harvard School of Public Health (2009)

• Optimistic people are less likely to develop hypertension and chronic

illnesses, and have less depressive and anxiety symptoms

• Positive emotions are linked to improved well-being

• Chronic anger, worry, resentment, and anxiety are linked to risks of

developing heart disease as people react to their feelings with BP and

stiffening of blood vessels

• Optimism & gratitude are not the same

• Optimism=future; Gratitude =past



Findings 1. Optimistic coronary bypass patients were only 50% as likely

as pessimists to require re-hospitalization

2. Highly pessimistic men were three times more likely to

develop hypertension

3. People with positive emotions had lower blood pressures

4. More pessimistic men were more than two times more likely

to develop heart disease compared with the most optimistic

5. Lower Levels of stress hormones and less inflammation.

Reference: Harvard Health Publication, “Living Better, Living Longer,” May 2008.

Why Optimists Enjoy Better Health



Positivity and Quality of Life

“People who learn to control inner experiences will be able to

determine the quality of their lives.”

- Mihaly Csikszentmihalyi, PhD

Biggest difference between an optimistic and a pessimistic person:

– Orientation of the world

– Choose: Empowerment or Disempowerment?

– Self-efficacy - Belief in self as a problem-solver

– Behavior efficacy - Anticipate positive outcomes



Positive Psychology Components

• Each individual needs to find happiness –resilient enhancing strategies

that fit his/her personality, goals, values, lifestyle, and beliefs.

• “Best possible self exercise”-think about your future in positive ways

• Translate intentions, into real actionable small steps.

• Learning any positive psychology component is like learning a sport –

takes practice and repetition to improve.



Why do we engage in unhealthy habits? Dopamine — DNA

The Reward and Pleasure Circuits



• Our brain weighs 2.7 lbs. and has 100 billion neurons

• It takes only one neuron to build a new memory

• Our brain is hardwired to perform at its best when we are

positive

• Most behaviors: habits (80%); deliberate thinking (20%)

• Neurotransmitter, dopamine (pleasure/reward center)

• Applying behavior economics & gamification

• Do – Learn – Change model (BJ Fogg) Change Behaviors –What's in it for me? –Ready to change?

–Goal & Plan –Support Systems

Positive Emotions & The Brain



The Brain

Brain’s Amygdala - almond-shaped structure, cerebral hemispheres, controls:

• Happiness: Center-left side of brain; positive emotions

• Fear & danger

Brain’s resistance to change:

will adjust if small steps are

taken toward a goal;

amygdala will not fire.

Self talk – Reframe

Resilience protects against

negative emotions

Reference Book: Traver, Kelly, MD and Sergent, BK. The Program: The

Brain‟s Smart Approach to the Healthiest You, 2009



Strengthen Resiliency - 5 Essential Characteristics

Researchers: Gail Wagnild, PhD and Heather Young, PhD

1) Meaningful Life (Purpose/Passion) - Most important characteristics

2) Perseverance - Determination despite difficulties

3) Self-Reliance - Belief in self (abilities/capabilities); practice

4) Equanimity - Balance & harmony - reframe

5) Coming home to yourself - Own best friend

Resilient people have courage and emotional stamina.

Take Resilience Scale-Free Assessment - 14 short questions

www.resiliencescale.com



1-7 scale (7=strongly agree) – 14 total questions

When I make plans, I usually follow through with them.

I feel proud I have accomplished things in my life.

I can get through difficult times because I‟ve experienced

difficulty before.

I can usually look at a situation in a number of ways.

When I am in a difficult situation, I can find my way out of it.

Resilience Scale – Sample Questions



Resilience = Emotional Agility

• Worry Less

• Mindfulness

• Openness

• Bounce back

• Kindness

• Social Fabric

• Flexibility

Teach people to let go of negative patterns of thinking.

Reframe statements - ”If only______” “So what if only____”



Resilient Personality Styles

More open to change; creative

Faster cardiovascular recovery

Less stress and more focus on joy

and peace

Fewer health issues

Less cost and increased well-being

and life span

More resilient in face of adversity



3:1 Ratio

Learn. Unlearn. Relearn.

Positivity Ratio – Tipping Point



• Broadens mind and heart

• Increases creativity and collaboration

• Builds resources

• Fuels resiliency

• Can be learned and improved

– Great to a team/committee’s

cooperation, collaboration, and

results!

Dream Big!

Positivity Feels Good



Connectedness

We are influenced by others in three degrees of separation:

• Individual level

• At work

• Relationships

Ref: Christakis, W. MD, PhD and Fowler, J. PhD, Connected: The Surprising Power of Our Social Networks and How They Shape Our Lives, 2009

Socially Connected:

If overweight, friend

has a 57% chance of

also being overweight

If smoker, quits, friend

is 34% more likely to

quit smoking

Social networks can

spread happiness,

generosity, and love



Happiness/Health Connection

Strengths connected to happiness-gratitude, hope, faith, love, vitality, & curiosity; a combination of meaning & pleasure

Happier people have:

– Decreased health risks: fewer chronic conditions

– Decreased psychological factors

– Increased well-being; purpose and passion for bigger social good

– Increased social connections

– Increased feeling of safety and sense of belonging

Book: Buettner, Dan, Blue Zones: Lessons for Living Longer from People Who Lived the Longest, 2008



Happiness … Formula?

Research: Instilling happiness in the workforce increases teamwork,

leadership, productivity, morale, and work-life balance.

Happiness formula: HSCA (trait & state)

Sonja Lyubomirsky, University of California

iPhone App- “Live Happy” (8 activities)

Definition

H = Happiness

S = Set point

C = Circumstances

A = Intentional Activities – Choices

• 50% = Genetic

• 10% = Circumstances – noise, commuting distances

• 40% = Under your internal control and choices (takes work & practice) Book: Sonya Lyubomirsky, the How of Happiness, 2010



Things That Will Make You Happy

Researchers: Martin Seligman, PhD and Christopher Peterson, PhD

1) Feeling Good: Seek pleasurable emotions (loving and being loved; skills and challenges)

• Positive thinking (gratitude & optimism)

2. Engaging Fully: “Flow” (hobbies, interests, activities, clubs, community)

• Social activities-”best possible self exercise”

3. Doing Good – Social Good: Volunteering with passion and purpose; bigger than self

4. Check Websites:

www.authentichappiness.com (Seligman)

www.positiveratio.com (Fredrickson)

www.resiliencescale.com (Wagnild)

www.viacharacter.org (signature strengths survey)



Things That Won‟t Make You Happy

Money and materialistic objects –

looking in all the wrong places

• Searching for the fountain of youth

• Economist – Richard Easterlin„s

research: People in poor countries

are happier where their basic

necessities are covered

• Beyond that, $75,000.00 is not a

factor

• Lottery winners, a year later, are no

more happier than a control group

of people who did not win

• Happy employees take fewer sick

days (15 days/year)

Source: Gallup Healthways Well-Being Index (November 2011) .

Things That Won’t Make You Happy



Happiness appears to

protect against illness

More satisfied people gain

7.5 to 10 years of life

Nunn Study: Positive

emotions and writing

Research supports: Hopeful people:

Decreased hypertension

Decreased diabetes

Decreased respiratory tract

infections

Key: Stay in the present moment and accept the situation.

Happiness is a continuum.

Practice kindness and compassion.

Happiness & Longevity Studies



1. Wisdom (Intellectual Strengths)

• Creativity

• Love Learning

2. Courage (Accomplish Goals)

• Integrity

• Bravery

3. Temperance (Stay on Track)

• Forgiveness

• Humility

4. Justice (Social and Civic Strengths)

• Teamwork and Leadership

• Fairness

5. Transcendence (Connectedness to the World)

• Apprentice of Beauty, Spirituality, Gratitude, Hope, Humor

6. Humanity (Love and Kindness)

• Social Intelligence

• Emotional Intelligence

Strengths are built-in capabilities for certain thoughts, feelings, and

behaviors.

PLAY TO YOUR STRENGTHS!

Reference: Positive Psychology, Harvard Publication – www.healthharvard.edu

Six Virtues = Strengths



Flow = Higher Engagement & Satisfaction

Researcher: Mihaly Csikszentmihalyi

• People report greatest satisfaction when they are totally

immersed in and concentrating on what they are doing

• In “flow”

• You lose awareness of time

• You aren’t interrupted by extra thoughts

• You clearly have defined goals – each moment

• You are active

• You work effortlessly

• You would like to repeat the experience

3x more flow when working than when during leisure time activity

Procrastination is the enemy of flow – start with small chunks for success

Flow = Higher Engagement and Satisfaction



“Mindfulness is not so much about doing as about being.”

– John Kabat-Zinn, Ph D

• Practice of focusing your attention on the present moment –

Accepting it without judgment

• Mindfulness linked to happier and more resilient relationships

• Learned techniques: breathing, mediation, attention

• Takes effort and practice

• Latest research: “Loving Kindness Meditation” (Fredrickson, 2011)

o Self-Regulate Love

Mindfulness



• Based on Buddhist concept of mindfulness –moment.

• Stress, High Blood Pressure and chronic

gastrointestinal difficulties.

• Mind – gut connection: It takes 20 minutes for our brain

to register fullness.

• Eat slower; put down fork between bites.

• Mindful eating - Notice colors, smells, and texture of

foods; chew slowly.

• Don‟t eat in front of the TV.

• Take small bites & chew well.

• Learn portion control.

Ref. Harvard Medical School, June 2010

Example of Mindful Eating



• Transcends 150 countries and cultures

• Universal elements of well-being

• 66% of people doing well in at least one of the areas

• Only 7% thriving in all five

• Question:

– Do you like what you do each day at work?

Career Social Financial Physical Community

Five Essential Elements of Well-Being



Questions

As an employee are you_________?

• Engaged: high-performer, creative, & passionate = 30%

• Disengaged: not happy and “checked out” = 52%

• Actively disengaged: employee “acts out” their

dissatisfaction = 18%

Talented employees want an adult partnership with

their supervisors

Good companies want to recruit and retain top talent to

remain competitive in the global marketplace

Ref, Gallop poll 2010



Why Engagement & Satisfaction Matter

Companies with employees who report high levels of satisfaction

(trust & support) experience:

Absenteeism

Presenteeism

Turnover Rates

Substance Abuse

Drivers of both engagement and satisfaction relate to

components of Trust, Fairness, Autonomy & Meaningful Work

Ref. Schneider, Benjamin, SHRM, 2009



• Roy M. Spence Jr. book: “It’s Not What You Sell, It’s What You Stand For: Why Every Extraordinary Business is Driven by Purpose” (www.itsnotwhatyousell.com)

• Aided companies as Southwest Airlines, Whole Foods and Walmart

o Financial & community growth

Purpose in place:

o Engagement: Same as culture of health in place (3x more engaged employees)

o Innovation

o Customer loyalty to brand

Purpose



• Make health and well-being an impartial asset

• Be a champion for self and others

• Lead by example

• Be kind – nice matters to people

• Be open and enthusiastic

• Be flexible and adaptable – agility

• Be open to change and uncertainty

• Be professional – mutual respect

• Be optimistic – happier, fulfilled person

• Be willing and able to do your part

Tips for Increasing Healthy Engagement in the Workplace



Increase Motivation in the Workplace

• Be a transparent & authentic leader

• Provide role clarity; clear expectations

• Provide feedback to all members

• Help connect employees‟ efforts to bigger

mission & purpose

• Remember that every employee can make

valuable contributions

• Practice Prosocial motivation-Protect &

Promote well-being of others



CHALLENGE

MEANING

ENJOYMENT

External Drivers

Outcomes

Internal Drivers

Ref: Martin Stairs and Martin Galpin, “Positive Engagement: From Employee Engagement to Workplace Happiness,” p. 160.

Enthusiasm and Interest (Passion)

• Individual’s thoughts and actions • Choices/personal responsibility • Social relationships

Balance and Flow Optimal Experience

Drive and Purpose Bigger than Self

• Influence Behaviors Environment/Culture

• Increase or Decrease Individual Engagement

Individual, Team and Organizational

***Research by Soldati (2007) supports highly engaged employees outperform their disengaged counterparts by 20-28 percentage points.

Positive Engagement



Dr. Rose K. Gantner

[email protected]

Available March, 2012

positive performance with rose gantner

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