If there’s one ailment most of us can agree on that’s found in today’s workplaces it’s a lack of engagement between employees and their work. Specifically, a lack of connection between what we do and what matters to us – both professionally and personally. Now, thanks to the recent study “Philips Work/Life Survey” conducted by Philips North America, we have additional insights into why organizations and their leaders need to address the issue of creating meaningful work in today’s workplaces.
As part of my collaboration with Philips North America for this new study, I was able to review the raw data that was collected from a national sample of 1 000 US workers, and I found some interesting patterns on how employees view their relationship between their work, their career goals and what they derive a sense of satisfaction from in their lives.
These findings – which I’ll discuss below – can help leaders to understand what they’ll need to do in the months and years ahead to ensure their organization not only survives, but thrives in this new era of work.
1. How gender impacts work/life balance and meaningful work
While the Philips study found that men are slightly more satisfied with their jobs than women (47% of men compared to 40% of women), the more interesting finding is Click here to continue reading »”Making The Case For Creating Meaningful Work”
Are we giving away our power when we show up at work? It’s a question that came to mind following a thought-provoking conversation I had with Kathy Caprino about a recent piece she had written about tapping into our power to achieve a sense of happiness and fulfilment.
Through our discussion, I began to wonder how many of us experience moments where our knowledge, experiences, and insights tell us that the ideas and plans being put forth are missing key details, but we don’t speak up for fear that others will see us – and not their plan or idea – as being problematic.
Although it might be fear that prevents us from taking action and becoming full participants instead of passive observers, the bigger issue is how in each of these moments we’re giving up our power at work.
Now for many of us, this might sound odd. After all, how much power or influence can I possibly have given my place in the organizational organogram, or how much money I have stashed away in my savings account? Surely those in positions of authority and those among the wealthy class have far more power to wield, and consequently more influence to direct what course my organization or my community might take?
The problem, though, is that it’s not a question of position or wealth. Rather, it’s about recognizing that Click here to continue reading »”Do You Give Your Power Away At Work?”
Have you ever noticed how when someone tells us how they’ve been really busy with work, we automatically interpret this as being a bad thing? Certainly, no one associates having a lot of work to do with sunshine, love, happiness or any other positive experience.
In many ways, this is a natural product of both our schooling and work experiences, where we’re not guided and supported to use our genius, creativity, and talents in order to do the work we should do. Rather, what is the more common experience is being funnelled through a system that puts us into neat slots like gears in a complex piece of machinery.
When it comes to work, we’ve come to accept the concept of ‘no pain, no gain’ as being the proper route to success and prosperity. That we need to tough it out in the hopes that – someday – we might finally be able to do what we want to do because we’ve ‘paid our dues’.
To make matters worse, even if we are lucky enough to do work we enjoy, that sense of satisfaction tends to be short-lived as we’re rarely given the space to grow and evolve, with the freedom to make mistakes without being blackballed a failure and someone no longer worthy of development or the attention of those in charge.
And so, we inevitably hunker down, hoping that someday Click here to continue reading »”When Did Work Become A Bad Word?”
Most of us understand that to be successful in leadership, we need to be aware of what and how we communicate. Of ensuring that we actively listen to what those around us are saying, and sometimes what they’re not saying. And yet, how many of us are also mindful of how we show up in these moments, of how present and engaged we are in those conversations with those we lead?
It’s a thought that came to mind after attending the HCI Human Capital Summit last week. Although the focus of the conference was on HR practitioners, there were some interesting insights shared on leadership and understanding how we interact, engage and empower those under our care in this increasingly complex and uncertain global economy.
1. Getting out of your own head to see the perspective of others
With the release of his latest book, “To Sell Is Human: The Surprising Truth About Moving Others”, the theme of Dan Pink’s presentation was on getting us to rethink our understanding of selling and with it, the recognition that this is now a function of everyone’s job in this age of “information parity”.
What was particularly noteworthy about Dan’s talk was his discussion on perspective taking – where “you get out of your own head and see the perspective of others”. Although Dan’s focus was on how Click here to continue reading »”How Do You Show Up As A Leader In Your Organization?”