According to “the pursuit of happiness.org”, if we are actively involved in trying to reach a goal, or an activity that is challenging but well suited to our skills, we experience a joyful state called “flow”. Apparently, when people are in “flow”, they shift into a mode of experience in which they become totally absorbed in the activity. Benefits include increased positive affect, performance, and commitment to long-term, meaningful goals. For organizations this means increased Employee Engagement and less retention.
Let’s take my experience this past year of building a new business by reflecting on the above statement to see where I experienced “flow”.
My Goal – To help IT leaders and agile Managers/Scrum Masters. Yes, I have a goal in mind that keeps me going.
Matching challenges with skills. Some of the things I have enjoyed most this past year have been good matches with my skills and strengths:
- Coaching some great people and getting to learn more about the joys and struggles of Agile Leaders/ Project Mangers and Scrum Masters.
- Connecting with people over coffee to find more about them and to see if we have any mutual goals.
- Facilitating interactions between people whom I think would be great connections.
- Meeting people at trade shows or conferences. Volunteering at Conferences has been great. Not only are you helping out, but you also are often blessed for your effort in return.
- Giving presentations, although this has been a learning experience. Still I am ready to do more of this.
- Thinking about the Strategic alignment of my business, vision, mission and values.
- Taking what I have learned from experience and applying it to coaching conversations.
For organizations, what about can be learn about Enabling others, performance and Employee Engagement.
- Be sure to set meaningful goals, and tie them into the bigger picture for added effect. I like Simon Sinek’s book titled “Why’. He proposes that we get buy in from others by expressing the ‘why’, rather than the ‘what’.
- Think about having people play to their strengths and matching up their skills to the challenges of the task at hand.
- One more thing for flow in organizations. Positive feedback is important, and I like David Rock’s book Quiet Leadership, that suggests two things. First the importance of getting permission to give feedback, both positive and negative. Second that we use the feedback as a learning experience to find out what led to the employee’s success. In doing us, we can highlight some of the employees strengths.
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Article by: nicolamccrabbe.com
Helping Leaders and Teams Play to their Strengths.
LinkedIn, Twitter, Skype: @NicolaMcCrabbe