Is Your Organisation Innocent or Excellent?
The purpose of this post is to take the conversation around Happiness, Happy High Performing Employees and Individual Happiness at work to the next – or another – level.
I think it’s relevant and needed to take a strategic and organisational perspective and address and discuss how we create a real competitive advantage based on what we already know about happiness and wellbeing for individuals, in organisations and in our society. If you want to dive into this subject you can have a look at my earlier posts around this subject:
- 5 reasons why Happiness & Well-being will be relevant for you in 2015
- 5 Steps to building a happy organisation
- How to build that Happiness Business Case?
- How to Build a Happy Organization
They all refer to relevant research, cases and background from other authors on this subject. And of course my views on this.
It all supports, that a focus on happiness (or well-being) will make your organisation perform better and probably more effective. Some professionals still want to debate this, but I think we are past the point where you can label that thinking as the flavour of the month. In my perspective it’s real and it works.
The Happiness Sweet Spot
The perspective I want to give and discuss here is The Happiness Sweet Spot Framework. From a strategic and organisational perspective this framework aims at creating a competitive advantage. By focussing your efforts – and strategy – on cultivating an organisational culture of Compassion, A strong Heartfelt Purpose or WHY and a Leadership Practice focused on Talent Management.
Finding your organisations Happiness Sweet Spot, is in my perspective a way to a strong competitive advantage, a thriving organisation and sustainable success.
This is a “Pixie-version” of the elements and approch in The Happiness Sweet Spot Framework.
Compassion in The Happiness Sweet Spot Model is defined as:
“An interest in understanding the difficulties of other people and a burning desire to do something about it.”
What if you could cultivate an organisational culture that did just that? That would make a huge difference for most organisations, I think.
This is not difficult. It’s a conscious choice – and a strategic direction – to start working with compassion on all levels of the organisation. This can be a brave and bold decision in some industries and organisations.
In my experience it works wonders.
See also my earlier article on Compassion : What’s Leadership Got To Do With It?.
Purpose is your organisations WHY. A heartfelt purpose that is bigger than profit. If you don’t have that, my recommendation would be to go and find it. If not, you will loose your talen and have a hard time attracting top talen.
You want to work for an organisation that you can resonate with. As leaders we need people in our organisation that can relate and resonate with our organisational WHY. So they wish to and can put their strengths and talents in play. That creates results and high performance. And a better life for the individuals. I think.
If your organisations’ WHY is invented or constructed at a two day seminar for the top management, because finding your WHY is the new black, there is a good chance that the hearts of your employees are singing “nice try, but Not Invented Here…”.
So, as a part of The Happiness Sweet Spot framework, work with your organisational why. Your purpose.
And if you already are cultivating a culture of Compassion and add focus on Talent Leadership, I think you are in a sweet spot that will turn out to be your competitive advantage.
Talent Leadership and Talent Management is a huge subject that in my opinion is very often over-engineered.
The short of it is, that we need real dialogues. Real Talent Dialogues to unveil and discover peoples talents, strengths and potential. So the individuals in the organisation can play on their talents and strengths. And are matched with current situation in the organisation. This is a respectful and effect-full approch for both the individual and the organisation.
It is not an easy task to make real Talent Management operational, but if you develop a structured process and facilitate your Talent Dialogues with a professional assessment tool, a operational competence model and relevant training- and development activities, I think there are good chances that you will succeed in the area.
If you are interested in more background and (my) views on this you can read the following two articles from 2014 and 2015; Tools & Talent Management Strategies – and a bit of Happiness & Talent Management is the key.
Innocent or Excellent?
Before you initiate your strategy in the three areas of the The Happiness Sweet Spot framework, I would recommend to do a little exercise and self evaluation.
How and what are you doing today in each of the areas? What is your ambition?And how realistic is that looking at your current state?
For each of the three areas we have developed a fast self-assessment, bases on the “Innocence to Excellence” framework. The results of this is a good point of departure for a strategic discussion on finding your organisational Happiness Sweet Spot.
My experience is that a priority and strategic focus on Purpose, Talent and Compassion leads to a definite Competitive Advantage for your Organisation, Better Lives for your employees and Sustainable Results. What’s not to like?
That’s my take on The Happiness Sweet Spot Framework.
What’s your take? What do you think?