enabling wellbeing enabling safety In theory and practice€¦ · motivation Mastery Autonomy...
Transcript of enabling wellbeing enabling safety In theory and practice€¦ · motivation Mastery Autonomy...
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enabling safetyIn theory and practicePart I: Changing from and to
enabling wellbeing
What if your workplace
was a place that made
people well ?
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Roadmap
• The case for change
• A new view of Wellbeing
• Worked examples
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enabling safetyIn theory and practicePart I: Changing from and to
enabling wellbeing
case for change
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Fixing the Wellbeing Headache
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A deeper dive into Wellbeing
Define wellbeing in terms of desired outcome and
what contribution needs to be made from the
perspective of:
- The organisation
- The individual
© Art of Work
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The role of the organisation
A company's job isn't to empower people; its to remind
people that they walk in the door with the power, and to
create conditions for them to exercise it
Patty McCord - Former Chief talent Officer at Netflix
© Art of Work
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The role of the organisation
At Barry Wehmiller our primary purpose is crystal clear :
We’re in business so that all our team members can have
meaningful and fulfilling lives.
CEO : Bob Chapman
© Art of Work
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The role of the organisation
When a flower doesn't bloom you fix the environment in
which it grows, not the flower.
Alexander Den Heijer
© Art of Work
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Facilitating the desired state
Mental health is defined as a state of well-being in which
every individual realizes his or her own potential, can cope
with the normal stresses of life, can work productively and
fruitfully, and is able to make a contribution to her or his
community.
World Health
Organisation
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The role of the individual
“ Seek first to understand. Then to be understood.”
Steven Covey
“Until you have mastered yourself you cannot master
anything else.” Sun
Tzu - The Art of war
'My strategy for coping with stress used to be bourbon and
cheeseburgers, now it's mindfulness"
Google staffer © Art of Work
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A “Whole-istic” definition
Health is a state of complete physical, mental and social
well-being and not merely the absence of disease or
infirmity."
World Health Organisation
Bring the WHOLE person to work and take the whole person
home again
ANZ Culture Breakout program© Art of Work
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A “Whole-istic” definition
© Art of Work
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© Art of Work
A “Whole-istic” definition
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© Art of Work
A “Whole-istic” definition
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© Art of Work
A “Whole-istic” definition
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© Art of Work
A “Whole-istic” definition
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© Art of Work
A “Whole-istic” definition
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© Art of Work
A “Whole-istic” definition
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© Art of Work
A “Whole-istic” definition
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© Art of Work
A “Whole-istic” definition
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A “Whole-istic” definition
© Art of Work
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© Art of Work
A “Whole-istic” definition
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© Art of Work
A “Whole-istic” definition
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© Art of Work
A “Whole-istic” definition
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© Art of Work
A “Whole-istic” definition
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© Art of Work
A “Whole-istic” definition
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© Art of Work
A “Whole-istic” definition
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© Art of Work
A “Whole-istic” definition
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Personal
Growth
And
Intrinsic
motivation
Mastery Autonomy
Purpose
Dan Pink
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Social Wellbeing
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Diminishing Social Support
“We put warning labels on smoking packs; maybe we should put warnings on companies that have low social support.”
“Leaders have got it wrong.”
“It’s not about managers providing social support, but rather, about switching team members on to the benefits they receive in providing social support to their peers.”
Shawn Achor – Harvard, Goodthink Inc
© Art of Work
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“Nearly 90% of employers offer wellness incentives, or
financial rewards or prizes to employees who work
toward getting healthier.
That's up from 57% of companies in 2009. The perks are
also worth more now: $521 per employee on average,
compared with $260 four years ago.”
Which ones work and which ones don’t?
Wall Street Journal 8 April 2013
Ineffective Wellbeing Interventions
© Art of Work
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© Art of Work
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Principle #1: Enabling positives
© Art of Work
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Wellbeing and High Performance
© Art of Work
H = R2
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Where does Psychological safety fit in?
“Psychological Safety is a belief that one will not be
punished or humiliated for speaking up with ideas,
questions, concerns or mistakes.”
Amy Edmondson TEDX HGSE on “Workplace Silence”
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Discussion
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enabling safetyIn theory and practicePart I: Changing from and to
enabling wellbeing
a new view of wellbeing
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From Managing to Enabling Wellbeing
“What if we could design work in a way that
enabled people to be well and complete?”
© Art of Work
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“Wellbeing can be managed”
A Dangerous Assumption
© Art of Work
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Traditional
safetyThe war on error
slow - especially when
there are few events left to
fix
reactive – trying to ensure
future success based on a
past model
negative – attention to
who did what wrong
generates defensiveness
misleading - unreliable
performance data
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A dangerous assumption
© Art of Work
Managing Wellbeing (Absence of…) Enabling Wellbeing ( Presence of…)
Narrow definition of wellbeing Whole-istic definition
Absence of claims and other indicators is a positive indicator
Presence of ‘thriving/ is a positive indicator
We provide support when people are in trouble We help people avoid trouble or have the skills to deal with challenges
People are incomplete and need fixing People are complete and need reminding of their ability
Great wellbeing is the absence of mental illness Great wellbeing is the presence of mental health
People come to work to do a job People are part of a greater community
It's the organisation's role to provide ‘healing’ or ‘medication’
It's the organization's role to create conditions for completeness
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Wellbeing is an inside job
© Art of Work
Individuals Enabling my relationship with myself and others
Leaders Setting the tone (Ethical vs Bureaucratic)
Systems What we measure and provide (Presence of vs absence of)
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Wellbeing is an inside job
© Art of Work
“Breakout is based on the principle that organisations don’t transform,
people do.”
“‘Inside-out’ transformation was the aspect that made Breakout very
different from most other organisational change programs happening
at the time.”
“ From the outset the impact of focusing on the ‘self’ was beyond
anything we could have imagined.”
Siobhan McHale - Head of Breakout and Cultural Transformation
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Enabling Wellbeing - 3 Principles
© Art of Work
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Enabling Wellbeing - 3 Principles
© Art of Work
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Enabling Wellbeing - 3 Principles
© Art of Work
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Six Tactics of Enabling Wellbeing
1. Focus on what matters
2. Create conditions and rationale for voice
3. Connection is critical
4. Learn for success
5. Embed rituals in your DNA
6. Harness creativity and share success© Art of Work
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Curiosity focuses on ...
When wellbeing
is difficult
Tools, resources
and change
Dependencies
and secrets
When wellbeing
is successful
Improvement
ideas
05
01
02 03
04
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Curiosity focuses on ...
When wellbeing
is difficult
Tools, resources
and change
Dependencies
and secrets
When wellbeing
is successful
Improvement
ideas
05
01
02 03
04
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Curiosity focuses on ...
When wellbeing
is difficult
Tools, resources
and change
Dependencies
and secrets
When wellbeing
is successful
Improvement
ideas
05
01
02 03
04
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Curiosity focuses on ...
When wellbeing
is difficult
Tools, resources
and change
Dependencies
and secrets
When wellbeing
is successful
Improvement
ideas
05
01
02 03
04
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Curiosity focuses on ...
When wellbeing
is difficult
Tools, resources
and change
Dependencies
and secrets
When wellbeing
is successful
Improvement
ideas
05
01
02 03
04
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© Art of Work
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© Art of Work
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Measurement and celebration
- Measurement
- Recognition and celebration
- Flourishing
© Art of Work
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65Page
Be Intent has clearly created a tool and platform to enhance ones better physical and emotional well being. The platform is easy to use and is an app that would be helpful to many, both in the workplace and outside for personal use.
SIR RICHARD BRANSON
“ “
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Provide easy access to tools and knowledge
• Be intent
• Factor C
• ShareTree
© Art of Work
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enabling safetyIn theory and practicePart I: Changing from and to
enabling wellbeing
worked examples
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Six Tactics of Enabling Wellbeing
1. Focus on what matters
2. Create conditions and rationale for voice
3. Connection is critical
4. Learn for success
5. Embed rituals in your DNA
6. Harness creativity and share success© Art of Work
![Page 62: enabling wellbeing enabling safety In theory and practice€¦ · motivation Mastery Autonomy Purpose Dan Pink. Social Wellbeing. Diminishing Social Support ... asking for feedback](https://reader036.fdocuments.in/reader036/viewer/2022071001/5fbdc64431ac3343ec14bdde/html5/thumbnails/62.jpg)
Deliberately Developmental Organisations
(DDO’s)
“Companies that turn employees’ struggles into
growth opportunities are discovering a new kind
of competitive advantage.”
Harvard Business Review 2014
DDO’s - Applying the 3 principles
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Deliberately Developmental Organisations
Reveal your inadequacies
at work
Issues log –problems
and failures applauded
Pain button app – share
negative emotions
New capability competence
boards – peer mentoring
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Deliberately Developmental Organisations
Performance reviews
are public
“ If people must be vulnerable in order to grow they need a community that
will make them feel safe”
Community values of accountability, transparency and
support
“Experiencing yourself as
incomplete or inadequate but still included, accepted
and valued”
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Following the enabling wellbeing thread
• Barry Wehmiller
• Zappo’s
• ANZ Breakout Culture transformation
© Art of Work
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Barry Wehmiller – A Truly Human Organisation
THEN
• Struggling 100 year old company
NOW
• 11000+ employees
• $2.4 B Turnover
• 2009 – 40% drop in orders
• 2010 – record year in earnings
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Barry Wehmiller – A Truly Human Organisation
- A fierce commitment to measuring success “by the way
we touch the lives of people”
- Induction welcome - We’d like to help you figure out
how you can reach your potential
- Learning made available through access to daily
inspiration and blogs, podcasts, LinkedIn and social
media
- Curiosity - Honest conversations across the business
asking for feedback on how they were living the
Guiding Principles and what they mean to you © Art of Work
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Barry Wehmiller – A Truly Human Organisation
- Ring a bell when someone demonstrated the values.
- A leadership checklist that described essential action
that leaders must take every day - Like a pre-flight
checklist ( Be/Know/Do) eg Deep listening, authentic
vulnerability, courageous patience
- Reframe change as Human centred , ie How do we
make it..safe/flow/work/good/fast..for Bonnie?
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Barry Wehmiller – A Truly Human Organisation
- Cultivate responsible freedom. “Freedom from”and
“Freedom To” ( Kill a stupid rule - and reward and
recognize the action)
- Responsible Freedom - 3 Behaviours : Sharing gifts and
talents/having a bias for action/being accountable for
outcome
- 5 hour module for leaders to learn how to let go the
reins
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Zappos
• Fortune Top 100 Best Companies to Work For 6 years in
a row. Entry 23rd (2009), 15th (2010), 11th (2012)
• Grew from $1.2M to $1.2B in 8 years
• Induction takes 4 weeks
• Pay staff ($2K) to quit
• 50% of performance review rating is based on culture
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Zappos
- Personal coaching on sustained happiness in 6 week
induction
- KPI’s for all managers required to spend time with
employees
- KPI’s for all team members to spend time engaging
with members of other teams
- Use work time to engage with others on social
media
- Pay raises can only be achieved through acquiring
skill sets
- Staff determine self improvement pace
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ANZ Breakout Culture transformation
• Bank of the year 5 years in a row
• Highest employee engagement in Aus/NZ
• 10000 graduate applications for 250 positions
• Share price grew from $ 14.45 in 2000 to $ 27.28 in 2006
• Commitment investment for 38 000 employees in 42
countries
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ANZ Breakout Culture transformation
- Earn the trust of the community ( 1 day a year paid
leave for volunteering, invested $3.5 m in employee
community engagement programs )
- Make work easy -Breaking things that don't work (
Delayering and Bureaucracy Alert program )
- The bank with the human face - Engaging vision
- ‘Quiet’ rooms in every building - reduced sick leave
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ANZ Breakout Culture transformation
- Partnered with external provider to build and operate
childcare centres for ANZ staff
- 76 hours carers leave to provide care and support for
family members
- 4 weeks unpaid Lifestyle leave and flexible long service
leave ( double at half pay)
- Morning huddle concept. 1000 customer stories a week
being shared.
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ANZ Breakout Culture transformation
- Strong presence of values and personal values training
gave people permission to speak up
- Emphasis on fierce conversation skills and costs of
withholding
- Training in trust conversations and understanding
unconscious bias
- Over 1000 employees participated in the Societal
Purpose Project to define the broader purpose of ANZ in
society© Art of Work
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ANZ Breakout Culture transformation
- Visible symbols and artefacts
- Values alignment in recruitment and induction
- External community based monthly rituals
- Community based volunteering leave
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Google’s 5 Key Dynamics
1. Psychological Safety
2. Dependability
3. Structure and clarity
4. Meaning of work
5. Impact of work
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Google’s 5 Key Dynamics
“Psychological Safety was far and away the
most important of the five dynamics we found --
it’s the underpinning of the other four.”
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Google’s 5 Key Dynamics
- Search Inside Yourself Leadership (SIYLI)
- Mindfulness lunches and areas set aside for
contemplation ( “Contemplation is the new
caffeine”)
- Choose to work anywhere for a change of mood
- Free legal advice to remove stress
- Free health cover and travel insurance
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Google’s 5 Key Dynamics
- 10 minute pulse check on the 5 Dynamics. 3000
Googlers across 300 teams.New group norms
show
- Failing well - The Google Post mortem template
- 20% time off to all staff to work on own ideas and
present back to team. Gmail, Google Earth
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