What is it that you would be doing?
When we are fulfilled by the work we do we will likely be at our best, and will be engaged and challenged on a daily basis.
When we find this congruence in the work we do, it may no longer feel like work, but more like a “calling” we were meant for.
Finding the right work that corresponds with our passions and strengths can seem like a lifelong challenge if we don’t understand our natural capabilities, what motivates us, and what gives us a sense of purpose.
The leader that blends these skills together is one that takes a strengths-based approach.
Optimal functioning and performance comes from using strengths. This is how people can maintain motivation, stay fully engaged, and reach greater productivity.
The strengths-based leader is also authentic. They have awareness of their personal strengths and weaknesses, as well as those of their team, and they possess the capability to communicate these effectively.
Here are 6 qualities and tips for becoming a strengths-based leader.
Know your strengths and weaknesses
First and foremost, know yourself and what you do best. Be aware of your assets and liabilities by completing the VIA strengths assessment.
Whether it be marriage, career, or personal growth, having a vision and mission to direct decision making and stimulate goal-setting is crucial to keeping a healthy and productive perspective.
One model, called Appreciate Inquiry (AI) has been shown to help elicit positive change and transformation both in and out of the workplace. It is often utilized as a prescription for change in organizations, though it can also be applied to daily life and relationships in general.
This methodology incorporates and blends a visionary and collective philosophy, and has been shown to be an effective tool to enhance relationships, stimulate creativity, and build commitment and meaning into peoples’ capacity for change.
The process of AI works by eliciting participation and collaboration from all people involved, whether a community function, organization, or family, with the overall goal of improving performance and functioning by asking strength based questions.
If you scored below a 5 ,what’s the reason for this?
We all want to be happy and satisfied with the work we do, but many people work jobs that they find no fulfillment from.
They aren’t engaged in their work responsibilities, they’re either bored or overwhelmed with stress, and they simply have no purpose or bigger vision for what they do.
So how can we find greater happiness with our career?
For most professionals the end of the year is an ideal time to take a vacation and get away from the responsibilities and demands that have consumed most of the past 11 months.
Holidays can be stressful in themselves, however, if we don’t organize some free time and plan how we’re going to manage all of the holiday expectations.
If you find yourself overwhelmed during the holiday, a vacation may be just what you need.
An essential part of the vitality, energy, and engagement people have in their work comes from the refreshment of a vacation, and research in Work and Stress (2010) reveals that vacations can boost employee’s overall well-being and health.
There are many organizations and small businesses out there that recognize the value of multiple bottom lines beyond simply profit. Building an inspiring work culture and investing in the health and development of their people is an additional priority for long-term business success.
Research supports that certain positive psychological outcomes relate to greater organizational outcomes. Positive emotions and related processes can lead to greater motivation, fulfillment with work, and the ability to cope with stress and uncertainty.
Whether you are experiencing particularly rough times economically and professionally, or if you just seem to be coasting by without much satisfaction or joy with the work you do, here are a few ways to advance your performance and work experience.
1. Strengths, virtues, and self-determination
Research has shown that employees who are fully engaged in the work they do, and who have a sense of intrinsic motivation, are likely to perform better and a have better work outcomes.
This little engine knew the power of believing in ourselves and how this can push our performance.
Self-efficacy and performance
Self-efficacy essentially equals self-trust. It is our belief that we are capable of doing what needs to done for the task at hand, and is our belief that we can coordinate our skills in changing or challenging situations.
Have you ever known someone who simply hated their job? How did this impact the rest of their life?
Our job can have a crossover effect into our life outside of work. The emotional impact our job has will ultimately affect our relationships, our health, and our overall well-being and happiness.
Whether we are passionate about what we do or are simply going through the motions and looking forward to the end of each day, our work effects many areas of our life for better or worse.
We spend immense amount of our waking time working and engaging in our vocation. In today’s work climate people are expected to do more work in less time. People may hold multiple jobs and work at unusual hours. Also, people are working longer into old age and retiring later.
Learning how to motivate employees, stimulate greater productivity, and enhance job satisfaction are crucial areas of concern for growing, successful companies.
Fortunately researchers like Teresa Amabile & Steven Kramer, authors of The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work, are helping to reveal how companies and workers can find greater engagement and fulfillment from their work.
They were kind enough to answer a few questions regarding their book. Read the interview below for insight on creativity, work performance, and motivation.
This is a guest post from Aleks Srbinoski of Fulfilling Happiness
Will aligning positivity and personal values with company culture lead to profits? Delivering Happiness CEO Jenn Lim and Zappos founder Tony Hseih will tell you that it does. In fact, at Zappos, a company that is valued at over 1 billion dollars, new trainees are offered $2,000 to leave if they do not feel positively aligned to the company values and culture.
I recently conducted a fascinating interview with Delivering Happiness CEO Jenn Lim, as part of my ‘The Fulfilling Happiness Edge’ radio show. In our extensive interview, she reported how the company values were created through the input of every person on staff and this is one of the main reasons why their staff retention, customer service and productivity are so impressive. She also spoke candidly about how these values went on to create a sense of social capital and spawn the massive Delivering Happiness social movement.