Happiness at Work
Our flagship programme
Join Vicky on an incredible journey and make a difference to how you and others experience work. Harness cutting-edge research and develop solutions that make a real impact on organisation culture.
Robust, strategic approach
A systematic approach: Forget the tokenistic, put research and rigour at the heart of creating an effective workplace culture.
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Build knowledge of Happiness at Work research and science;
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Ditch the annual survey and instead engage your workforce in effective dialogue that aids analysis and evaluation of how they experience work.
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Employ systematic planning for improvement - at an organisational level, at a leadership level, at a team level and at an individual level.
The right culture is everyone's responsibility and this approach equips everyone to play their part!
Learn how to assess and build solutions around 7 key drivers that help achieve Happiness at Work. Equip people with the tools they need to make a difference to the happiness levels of themselves and others.
Seven
drivers
Basic
needs
Foundation needs
Flow
needs
Job satisfaction
Social
needs
Involvement
needs
Growth
needs
Learn the science behind happiness at work. Use the framework to assess current levels. Engage in productive dialogue. Find solutions.
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Sitting underneath each strand :
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theory and science to ensure actions and developments are likely to bring about real improvements;
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questions and assessment activities to help you understand the current position;
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advice and guidance about taking the next steps.
Each of these can be be used to assess individual, group and organisation levels of happiness at work.
Happiness at Work
Increase your own happiness and that of others through the Think Deeply Happiness at Work development programme.
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Individual benefits of Happiness at Work
Happiness at Work enhances our mood, increases positive emotions, helps us to have a positive view of ourselves, leads to higher levels of hope and optimism, improves our feelings of self-efficacy and builds our levels of resilience, as well as decreasing stress, anxiety, and negativity.
When we are happy at work, we are able to be the best versions of ourselves, we have the mental and emotional capacity to help ourselves and others to flourish, we see opportunities for growth and success. This helps us to achieve high levels of job satisfaction and feel energised by what we do on a day-to-day basis.
And the best news, you can improve your levels of happiness at work by completing the Think Deeply Happiness at Work Programme.
2
Social and ethical responsibility
Since people spend a large amount of time at work, it is perhaps socially and ethically responsible to consider how as leaders we can help people to be as happy at work as possible. And, with Generation Z it is an aspect of employment that should not be ignored! The Think Deeply Happiness at Work model is a versatile tool that everyone can utilise to help achieve an organisation wide level of happiness for which leaders can be proud.
3
Benefits to the organisation
Increasing Happiness at Work for teams and organisations has the following benefits:
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Increased productivity;
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Higher profitability and results;
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Improved work place behaviours;
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Lower levels of absenteeism;
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Reductions in staff turnover;
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Reduced instances of burnout;
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Greater customer / stakeholder satisfaction;
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Increased number of goals achieved;
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Lower levels of safety incidents;
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Higher levels of overall effectiveness.
With such potential benefits, Happiness at Work is worth the investment!
Increased productivity
Higher profitability
Better teamwork
Improved relationships
Lower absenteeism
Reduced staff turnover
Less
burnout
Higher effectiveness
Better for the employee. Better for the team. Better for the organisaiton.
What might your journey to better workplace happiness look like?
🔍 Step 1: Knowledge acquisition for senior leaders
Learn about the science behind happiness at work - enable leaders to know what is and what is not likely to work! Use knowledge to reflect on current position and set out key goals.
🤔 Step 2: How happy are you and how happy are you as a leadership team?
What factors contribute to your own happiness at work? Personal insights provide invaluable perspective beyond theoretical frameworks. Group coaching and self-reflection activities help leaders to understand their own needs. Leaders completing this step are then better 'enablers' of happiness at work. Start to learn how you can apply Happiness at Work research at a very practical level at a senior leader level.
🤝Step 3: Create the culture at a senior leadership level
Everything that leaders say and do, and every decision they make sets the culture. If Happiness at Work it isn't running through their veins of SLT, the culture will be hard to shift. Therefore, step 3 is about getting it right at the top and working to create a happy SLT who are ready to implement the strategy. Setting goals for individual leaders and at an SLT team level will ripple outwards
📊 Step 4: Data-Driven Analysis
Use the resources based around the 7 strands to engage the work force in meaningful dialogue. Pin point actions which will bring about improvements. The data collection process is actually also a learning opportunity for colleagues to consider how they themselves contribute to happiness at work levels. Combine data with the SLT learning and insights to create a strategic plan.
🤝 Step 5: Creating ripples
* Work with middle leaders - cascade knowledge and understanding, they are essential to creating culture;
* Create circles of practice- team by team;
* Look for universal areas of improvement - create a strategic plan which address these points;
* Set up a programme for inspecting and reporting on each of the 7 strands so that accountability for improvements is strong;
* Develop an education and onboarding process - empowering people to take greater responsibility for how they experience work and how they impact on other's experience at work.
🤝 Step 6: Happiness at an individual level
Work to ensure that everyone understands their accountability for their own and each other's workplace happiness and equip them with the tools and knowledge to live the organisation's values and beliefs, and support them to embody the habits, behaviours and relationships needed to ensure the organisation is a great place to be!
Programme components
Select from a variety of components to create your own bespoke development programme that is right for you and your organisation and travels at a pace that matches the speed you wish to travel.
Work with programme leader Vicky Crane.
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Tap into the research
This program is grounded in rigorous research, designed to help you uncover the factors that influence both your own and others' happiness at work. Engage directly with Vicky Crane to delve into the research, and gain access to our specialised 'Think Deeply' tools.
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Assessment
This bespoke package offers tools for assessing current happiness levels and provides support to develop a personalised plan aimed at enhancing immediate and long-term happiness at work.
Together, we'll use your results to explore perceptions of workplace happiness and discuss strategies to leverage this knowledge forimprovements across your team and organisation
3
Broadening Impact
There are different levels of the Think Deeply Happiness at Work Programme:
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You can undertake the programme as an individual wishing to better understand what makes you personally happy at work and plan to increase your current levels of happiness.
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You can undertake the programme as a leader, wishing not only to improve your own happiness levels but those of your team.
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You can create a plan for using the programme across the organisation, e.g. starting at a senior level setting out strategic objectives, working at as a senior leadership team to understand the research and create a vision for the future, use tools to assess the current levels, help all your leaders to be 'Happy Leaders' who are well-equipped to create happy teams, put in place plans for improvement at an organisational level.
Additional coaching
In addition to the Think Deeply Happiness at Work Programme, individuals can also undertake coaching linked to Seligman's (2011) revolutionary PERMA model. This provides a robust framework through which to measure, explore and improve well-being, and can be utilised in coaching to support individuals to achieve high levels of well-being and job satisfaction.
The models provide a mechanism for objective reflection, analysis of the current situation and planning for improvement. A wide rage of practical tools and strategies can be used within each section of the PERMA+4 model to shift current thinking and behaviours.
Get in Touch
Email to find out more or book a free 1 hour discovery session to discuss your needs and find out if we are a good match for you.