#positivity at work tweet book01

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By S. Chris Edmonds, MHROD andLisa Zigarmi, MAPP

140 Bite-Sized Ideas to Help You Create a Positive OrganizationWhere Employees Thrive

E-mail: [email protected]

20660 Stevens Creek Blvd., Suite 210Cupertino, CA 95014

#POSITIVITY at WORKtweetBook01

Foreword by Ken Blanchard

Book Excerpt


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140 Bite-Sized Ideas to Help You Create a Positive Organization Where Employees Thrive

BOOK EXCERPT Table of Contents

Foreword by Ken Blanchard

Section I: A Positive WorkplaceWhat It Is and Isnt

Section II: Positive Emotion at Work

Section III: Positive Relationships at Work

Section IV: Meaning and Purpose at WorkAbout the Authors


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3#POSITIVITY at WORK tweet

ContentsThis is the Table o Contents (TOC) rom the book or your

reerence. The eBook TOC (below) difers in page count rom

the tradebook TOC.

Foreword by Ken Blanchard 13

Section I

A Positive WorkplaceWhat It Is and Isnt 15

Section II

Positive Emotion at Work 31

Section III

Positive Relationships at Work 45

Section IV

Meaning and Purpose at Work 59


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Section V

Positive Accomplishment at Work 73

Section VI

Positive Health at Work 89

About the Authors 105


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#POSITIVITY at WORK tweet 5

I you want a productive

workplace, accentuate the

positive! This book is packedwith ideas about how to keep

your sunny side up.

~ Ken BlanchardCo-author o The One Minute Manager

and Leading at a Higher Level

Foreword byKen Blanchard


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A Positive WorkplaceWhat It Isand Isnt

Section I

This introductory section ocuses on the potential

or workplaces to be positive environments or the

people who engage there. Many people derive the

essential elements o well-being: positive emotion,

positive relationships, meaning/purpose, positive

accomplishment, and material suf ciency (having

health and resources to serve us in this lie) romwork. When organizations concern themselves

mainly with profit, they miss the opportunity to

provide employees with the means to achieve

well-being. Enabling positivity at work is not fluy

and its not simple. Healthy work cultures happen

by design, not deault. It takes intentional choice

to oster a culture o wellness. The responsibility

lies not only with the employer, but also with

organizational members.


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1

2

Organizations are centers or human

relatedness. They allow people to sharea common objective and to serve a

purpose beyond themselves.

Employees spend more time weekly

with work peers than with amily &

riends. Positive workplaces enable

lie-long service, joy & success.


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3

By doing things that are

outside your role, you notonly increase organizational

unctioning, you promote

well-being in yoursel

and others.


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4

5

Positive workplaces retain more

employees, have higher levels oproductivity and profits, and provide

better customer service.

Positive employees have ewer sick

days, are more engaged, express

greater collaboration, altruism,

conscientiousness, and civic service.


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6

7

Youve seen toxic workplaces. Create

the antithesis: positive, inspiringworkplaces where your most vital

assethumansare honored.

Think o your best boss. What did

s/he do to create the environment

that inspired you? Replicate these

conditions or your employees.


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Positive Emotion at Work

Section II

The first component o positivity at work

is positive emotion. Within work contexts,

the last thing that businesses and individuals

choose to examine are emotions. Yet, peopleshow up at work with their sensing hearts as

well as their thinking heads; thereore, leaders

must be concerned with aect. Positive emotion

reflects perceptions o saety, satisaction,

and achievement and produces uture well-

being and positive consequences. Expressing

positive emotions is critical or human growth

and development, and equally critical or

organizational success.


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24The 10 positive emotions are:

appreciation, love, amusement, joy,hope, gratitude, serenity, interest,

inspiration, and awe.

25Positive emotions signal a sense

o saety and expansiveness.

Demonstrating positive emotions makes

us more tolerant and inclusive. Smile.


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26

27Individuals interpret their experiences

as they unold and can choose to

attune to what is positive or what is

negative. Choose happiness!

Expressing genuine positive emotion

opens you up to greater possibilities,new skills, new connections with

others, and new knowledge.


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28Increase your positive emotion by

savoring. When you stop to noticethings that are pleasurable you will be

more content with your lie.

29To help you savor, try attuning to

what is peaceul or right in your

circumstances or share perceptions o

valued experiences with others.


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30

31

Have you expressed your delight with

the world today?

Focus on enhancing your relationships

with others and you will garner the

rewards o positive emotions.


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Positive Relationships at Work

Section III

The second element o positivity at work is

positive relationships. Expressing positive

emotion acilitates the ormation o humanbonds. Across dierent ages and cultures, good

relationships may be the single most important

source o lie satisaction and emotional well-

being. Since people are predisposed to social

connection with others and that connection

brings well-being, then organizations must

support the advancement o positive

relationships as a method or increasing

employee flourishing and customer devotion.


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47

Humans are hardwiredor attachment and thus

relationships truly matter.

Positive connections

generate well-being.


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48

49Supportive relationships contribute

to mental health. Happy people

have strong relationships, and good

relationships make us happier.

Positive relationships increase

the probability that people can meetthe requirements o their job

and their lives.


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50

Demonstrate compassionor othersboss, peers,

customers. This lie is not

always simple nor easy;

loving care makes it better.


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51

Build your network. Make connections

simply to learn others roles in the

company; the education will help you

serve peers & clients better.

52

Repair a poor work relationship today.

Getting a damaged relationship toneutral is a big gain on the

well-being scale.


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Section IV: Meaning and Purpose at Work


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Section IV

Meaning and Purpose at Work

The third ingredient of positivity at work is

meaning or purpose. Research shows that

meaning is of greater importance to individuals

than money, pleasure, or engagement when

determining a good life. The Ken Blanchard

Companies defines meaningful work as the

extent to which employees perceive their job

actions as important inside and outside the

organization while having lasting worth forthemselves and others.1 In order to support well-

being, leaders must be focused upon how people

attribute meaning to their work and employees

must understand how their contributions add

to a larger purpose.

1. Kim Nimon, Drea Zigarmi, Dobie Houson, David Witt,

and Jim Diehl, The Work Cognition Inventory: Initial

Evidence of Construct Validity, Human Resource

Development Quarterly22, no. 1 (Spring 2011).


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69

70

Formally list the direct beneficiaries

o your work done well. Thosebeneficiaries might be peers,

processes, or customers.

Your work done well improves the

community outside your of ce walls.

Youre a vital spark o goodness.


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71What is your work teams mission?

Create and share a clear, concisestatement (a bumper sticker)

describing your teams purpose.

72I challenged by a project or person at

work, ask yoursel, What can I learn

here? Struggle is oten an invitation to

grow and develop.


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73Finding meaning in every day is

easier when you have a personalramework or living. What are

your reasons or being?

Reflect on your values, your lie

themes & your personal story. Then,

share your notes so others can remind

you o your strengths & purpose.

74


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S. Chris Edmonds is a speaker, author, and senior consultant with The Ken

Blanchard Companies. Chris is the author o #CORPORATE CULTURE

tweet, co-author o Blanchards bestselling book, Leading at a Higher Level,

and co-author o Blanchards award-winning culture change process. Chrisis Blanchards culture expert and has helped numerous clients create a

high perorming, values-aligned culture using Blanchards proven process.

Chris has thousands o Twitter, Facebook, and LinkedIn ollowers who look

orward to his culture and leadership tweets each day.

About the Authors


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Lisa Zigarmi is a Lead Client Service Partner or The Ken Blanchard

Companies in New York City. She works with Fortune500 companies to

build the leadership capacity o their sta and is passionate about creating

saner, more eective, more meaning-driven organizations. She researches

employee work passion/engagement and spends her time helping leaders

and companies to create the conditions (role, organizational, and relational)

or their employees to flourish. Lisa has an M.A. in Applied Positive

Psychology rom The University o Pennsylvania. She is also a certified

coach, completing her coach training through The Coaches Training

Institute.


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