VOLUME 6 ISSUE 2
SPRING 2015
Self-care and Happiness in the Workplace Flourishing in the Workplace
IN THIS ISSUE
Flourishing 1 in the Workplace
An interview with Ben Coleman, Psychology, Vernon Campus
might be a bit surprising as to why you
a deterrent to happiness. If you look at
should care whether or not you’re happy
the happiness of wealthy people, they are
at work. Happy employees tend to reap
no happier than those of us who make
more benefits. These include being physi- minimum. So, money should not be our
Breaking The Habit
4
cally healthier (fewer sick days from work) sole motivation for happiness at work. and more mentally and emotionally sta-
ble. They also include having good coping ship at work. If you find a friend or devel-
Self-Care 5 & Happiness in the Workplace : Best Practices
mechanisms and resilience to stressors,
I was asked to do this interview because of my happiness research. A little bit about myself: I research happially, I’m not even a happiness research-
5
er. I research flourishing with children and happiness just happens to be an area of flourishing that is relevant to
ILT Contacts 6 & Links
op a strong friendship amongst your co-
heightened focus on work (engagement), workers, you are more likely to be physi-
ness in children and adolescents. Actu-
Death by Desk
More important than money is friend-
children. I particularly enjoy discovering the enabling factors that underlie happiness and flourishing in children and
FLOURISHING
adolescents. I was asked if I would make some com-
promotes strengths
ments about happiness
such as engagement
that occurs in the work-
and opportunities for
place. Though, I am not
employees to create what’s called FLOW.
an expert in happiness and the workplace, I will share some of the research highlights and thoughts on this topic with
you today. Why should I care about happiness in the workplace? One of the common questions asked about happiness in the workplace is “Why does it matter?” The answers
and higher ethical work standards. Work- cally healthy as well as emotionally stable. ers are also better at being cooperative
Friendship includes befriending the boss.
and open-minded, more creative and pro- It once was thought that developing a ductive. They even show higher devel-
friendship with your boss would interfere
oped social and emotional IQs. A happy
and decrease one’s productivity. It turns
employee is more likely to be employed
out that befriending, not BFF, your boss is
much longer than his or her counterpart – quite beneficial to your happiness and the unhappy employee. Conversely, the
productivity at work. Furthermore, benev-
unhappy employee is more likely, though
olent acts towards co-workers and em-
not always, to behave and perform in just ployers, a safe environment (physical and the opposite way at work. The unhappy
psychological), and work related autono-
employees often describes their work as a my appear to improve employee happi“job”; whereas, the happy employees see ness in the work force. It turns out that their work as a “calling.”
serving others leads to longer lasting,
How can I be happy at my work?
more stable levels of happiness. Selfless-
Ever say to yourself “I will be happier
ly serving and meeting the needs of others
when I make more money!” or “Does my
leads to longer periods of sustained hap-
boss really support what I do here?” or “I
piness than those who are not so gener-
find my work to be rather boring.” There
ous with their time and efforts towards
are several important contributing factors others. to happiness and satisfaction of employ-
Other factors such as variety, engage-
ees at work. Money seems to have a
ment, flow, and employee mind-set are
small contribution to happiness. Howev-
important to employee happiness.
er, believe it or not, a lot of people find
Having a variety of clearly defined
that earning more money does not bring
duties, not just the same thing over and
them more happiness in the workplace.
over again, greatly impacts your self-
Earning more money actually seems to be worth, engagement,(continued next page)
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INSTITUTE FOR LEARNING AND TEACHING
Spring 2015
Flourishing in the Workplace: An interview with Ben Coleman
page 2
( continued from page 1)
and happiness at work. Variety seems to
and much happier to be at work. Evidence
you see your work as a “calling”? Those
help us from falling into what is called
suggests that experiencing flow is important to
who see their work as a “calling” are much
“presenteeism,” which is essentially that my
mental health, en-
body is present, but my mind is not. People
gagement, and hap-
who avoid presenteeism find their work en-
piness.
gaging, which is also important to experienc-
How do you per-
[F]actors such as variety, engagement, flow, and proper employee mind-set are important to employee happiness.
more productive, happier, satisfied, and loyal. They are the people who not only
ing “flow.” Flow is where we become so effi-
ceive your work? Do you see it as a “job” that
enjoy their work, but will likely flourish at
ciently and effectively engaged in our work
pays your bills? Do you see it as “career”
their work. If I were an employer I would
that we seem to actually lose track of time.
where you can gradually move up and get
certainly want to enable my employees to
People who often engage in flow often report
ahead financially? (Donald Trumps’ motto:
flourish!
fewer sick days, more creativity in their work,
”It’s nothing personal, it’s just business.”). Do
Flourishing in the workplace
What makes a good boss?
Researchers have found that what you
can draw that line with them where it needs to
mode. Whereas the building mode, building
bring (e.g., attitude, personality, spirituality,
be. A good boss will encourage diverse views
my employee, would be ”what are your
social relationships) and what your boss
from their employees, take feedback, have
strengths and let’s focus on how to build
contributes to the workplace are very im-
high standards and provide positive recogni-
your strengths.” So, identify what they
portant to your happiness in the workplace.
tion for their employees.
[strengths] are, help employees understand
For instance, having meaningful work, clear
Which would help you be more successful in
how these strengths strengthen their self-
your life – knowing what your weaknesses are
image, and how they see themselves de-
and attempting to improve your weaknesses,
fined by their strengths, and then learn how
or knowing what your strengths are and at-
to implement those strengths in the work-
tempting to build your strengths?
place. The boss will likely find that focusing
Clear goals, engagement, openminded-ness, and positive communication with your employer are a few other ways of creating a happier,
Many times a boss may feel that he or she
on strengths in the workplace (e.g., building
healthier, and more productive em-
needs to “fix” their employees rather than
and working on strengths) that employee
ployee.
“enable” them. A good boss will learn to ena-
productivity will likely improve, sometimes
job expectations, and having your work con-
ble employees by identifying their employees’
by as much as 6-10% over a year. So, it is
tributions (big or small) recognized increase
talents and character strengths. Building
seems quite effective to examine and build
happiness and loyalty to the company. Clear
character strengths often captures many of
on employee strengths. By doing this it
goals, engagement, open-mindedness, and
the previously mentioned important to a hap-
also benefits the employee—they are happi-
positive communication with your employer
py workplace. Identifying character strengths
er, they are more likely to be engaged, and
are a few other ways of creating a happier,
and implementing ways to develop these
typically more confident about their future
healthier, and more productive employee.
strengths through work indirectly builds on
outcomes at work. I understand why com-
All of these benefits typically translate to a
positive qualities such as autonomy, trust, a
panies believe that giving out incentives
healthier “bottom line” for the company. So,
healthy mind-set, purpose, and positive en-
(e.g., employee of the month) or whatever it
companies stand to benefit much from hav-
gagement at work. There are different ways to
is that they give this award out for, will
ing happy employees.
identify employee talents and many different
somehow magically improve employee
A good boss is more likely to increase
ways of identifying their character strengths.
happiness and productivity.
employee happiness by being genuine, hon-
So, what do you think would be more benefi-
est, full of integrity, and by providing positive
cial for the employer to fix employee weak-
and likely to reduce the overall morale of
recognition, diverse views, and authenticity
nesses or build on their strengths?
employees, loyalty, and productivity.
in their interactions with their employees.
Often, most responses we get to that kind
Employees appreciate a friendly boss, but
of question are what are my weaknesses and
one that knows where to draw the line and
let me fix my weaknesses. That’s a fix “me”
In fact that’s defeating, more or less,
Recognizing the strengths of all employees will go much further than aggrandizing a (continued on next page)
www.okanagan.bc.ca/ilt
INSTITUTE FOR LEARNING AND TEACHING
Spring 2015
Flourishing in the Workplace: An interview with Ben Coleman
page 3
( continued from page 2)
select few. Even a simple, but sincere, hand
there are certain boundaries and limitations
because happiness is really only one small
written letter acknowledging their contribu-
that a boss must not cross, but he or she
component of a larger picture on well-
tions at work, and be very specific, will go a
would benefit by seeing how they can better
being of the person. Flourishing is based
long way.
serve their employees and not how their em-
on the premise of looking at building psy-
Finally, the boss’s mind-set on how he or
Really we should be looking at flourishing in the workplace because happiness is really only one small component of a larger picture on well-being of the person.
she perceives the role of his or her employee is usually backwards. The research indicates that many bosses perceive their employees as people who provide a service for the company – employees serve the boss, rather than the boss serving his or her employees. The boss will have happier employees who
ployees can serve their bottom line.
chological, social, spiritual, and subjective well-being of both employee and boss. Flourishing promotes strengths such as engagement and opportunities for employees to create what’s called FLOW. It can broaden and build their mental repertoires, and their leaders will be excited for them.
But, really, one question I wanted to ask was
Emphasis on flourishing will improve men-
will produce more for the company when the
“Why are we having this conversation about
tal health, and positive behavioural chang-
boss has a mind-set that is “How can I be
happiness in the workplace?” We should be
es that benefits everyone in the workplace.
help my employee succeed?” Of course,
looking at flourishing in the workplace
References Clifton, D. O., & Harter, J. K. (2003). Strengths investment. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship (pp.111121). San Francisco: Berrett-Koehler. Csikszentmihalyi, M. (1990). Flow: The psychology of optimal experience. New York: Harper &Row. Diener, E., & Larsen, R. (1999). Personality and subjective well-being. In D. Kahneman, E. Diener, and N. Schwartz, N. (Eds). Well-being: The foundations of hedonic psychology (pp. 213-229), New York: Russell Sage. Diener, E., & Seligman, M. E. P. (2003). Very happy people. Psychological Science, 13, 81-84. George, B. (2003). Authentic Leadership: Rediscovering the secrets to creating lasting value. San Francisco: Jossey-Bass. Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87, 268-279. Judge, T. A., & Watanabe, S. (1993). Another look at the job satisfaction-life satisfaction relationship. Journal of Applied Psychology, 78, 939-948. Royal, M. A., & Rossi, R. J. (1996). Individual-level correlates of sense of community: Findings from the workplace and school. Journal of Community Psychology, 24, 395-416.
● At work I have the opportunity to do what I do best every day? ● I know what is expected of me at work? ● I have the resources I need to do my work right?
Are YOU happy at work? Ask yourself the following questions.
● I have the opportunity to learn and grow? ● I have a variety of tasks to complete? ● I have control over my work? ● I use my strengths daily? ● Do you have much autonomy and intrinsic motivation at work? ● Are you able to choose how you go about your work? ● Do you have freedom to work to your strengths? ● Do you have goals that are your own and exciting to you and can bring to the work? ● In the last 30 days have I received recognition and praise for doing well at work? ● My boss seems to care about me personally? If you can answer yes to all of those then you are most likely a happy and engaged person at work. Maybe you should thank your employer! University of Pennsylvania. Authentic Happiness Website. Assessment of Character Strengths . At this link https://www.authentichappiness.sas.upenn.edu/ look under Questionnaires for VIA Survey of Character (do not click on the one for kids). Although, this questionnaire is free online, you will need to set up an account with University of Pennsylvania to access it.
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INSTITUTE FOR LEARNING AND TEACHING
Breaking the Habit
most nine hours. Further, sitting time was
would reduce Canada’s health care costs
significantly related to disability, regardless of
by $2.6 billion and inject $7.5 billion into
physical activity. Research continues to show
the Canadian economy by the year 2040.
today are the equivalent of chain smoking. “Sitting disease” is pervasive in our society
Sitting, like smoking, is an extremely
heart disease, and doubles the risk for Type II
difficult habit to break. It is impossible in
diabetes (Henson et al, 2013). Sitting time
modern society to go “cold-turkey” with
has been associated, as well, with an in-
sitting, however, it is possible to cut back.
creased risk for depression in adult women
This involves an awareness of how much
“Sitting is the new smoking” is a catch
lowing this same analogy, most office jobs
page 4
By Darrell Skinner, Instructor, Therapist Assistant Program, Kelowna Campus
that inactivity also contributes to obesity,
phrase that is commonly heard today. Fol-
Spring 2015
time you are sitting and a conscious deci-
“Sitting is the new smoking” is a catch phrase that is commonly heard today…. “Sitting disease” is pervasive in our society with many
sion on what activities we engage in on our own time. The simple act of going for a regular walk has been shown to have very
hours spent sitting while at work,
positive effects on overall health and quali-
with many hours spent sitting while at work,
driving, on computers, using social
ty of life. The detrimental effects of sitting
driving, on computers, using social media, or
media, or even learning in school.
occur insidiously over time, and small
even learning in school. Both health re-
changes now can make an important dif-
searchers and government agencies have
who sit for more than seven hours per day
ference to our future health. Pack Mat-
recently alerted the public to the enormous
(Van Uffelen et al, 2013). Excessive sitting
thew has a very interesting perspective on
health and economic impact of the modern
can also lead to an increased incidence of
the topic of health choices, which he
lifestyle that involves hours of sedentary
muscle and joint problems. Consequently, the
shares in his TEDx talk "Sitting Is the New
sitting.
economic costs of sitting and inactivity are of
Smoking but you've got Options." https://
A recent article in the February 2014 issue great concern to the Canadian government. A
www.youtube.com/watch?
of the Journal of Physical Activity and Health
2014 report by the Conference Board of Cana-
v=M2NHvpM9PWU
reported the average time that adults spent
da describes that getting just 10 percent of
I hope you enjoy and good health!
being sedentary during waking hours is al-
Canadian adults to “sit less and move more”
References Henson, J., Yates, T., Biddle, S., Edwardson, C., Khunti, K, … Davies, M. (2014). Associations of objectively measure sedentary behaviour and physical activity with markers of cardiometabolic health. Diabetologia, doi: 10.1007/s00125-013-2845-9 Moving Ahead: The Economic Impact of Reducing Physical Inactivity and Sedentary Behaviour, Conference Board of Canada http://www.conferenceboard.ca/e-library/abstract.aspx?did=6436 Sitting time linked to disability regardless of physical activity http://www.cbc.ca/news/health/sitting-time-linked-to-disability-regardless-ofphysical-activity-1.2543361 Van Uffelen, J., Van Gellecum, Y., Heesch, K., Brown, W., Burton, N., Peeters, G. (2013). Sitting-Time, Physical Activity, and Depressive Symptoms in Mid-Aged women, American Journal of Preventative Medicine, 45(3), 276-281.
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INSTITUTE FOR LEARNING AND TEACHING
Spring 2015
page 5
Self-Care and Happiness in the Workplace: Best Practices By Fred Van Winckel, French Instructor, Continuing Studies, Penticton Campus We all want to be happy, some of us
ly assessing them as either good or bad. This can
desperately so. Consequently, bookstores
be very counter-productive because it can lead to
offer all kinds of self-care and self-
a clash of values. When values clash, things get
improvement books claiming to show the
emotional and personal, and there is no room for
way to happiness. It turns out that life
objectivity. Better to treat all ideas as tools. If an
makes many competing demands on us.
idea works, you keep it; if it doesn’t, you set it
In order to respond to these demands and
aside and look for another one, as you would with
find the right balance, we need to know
a tool. This is the practical approach to evaluat-
our own unique strengths and weakness-
ing ideas. Dr. Joy Browne, the radio personality,
es. This enables us, in turn, to identify
is the best example I know of someone who uses
meant learning to do things on my own and
what we require to enhance our well-being ideas as tools to solve problems.
enjoying the fruits of my success. It has
and find that sometimes elusive balance
also meant learning not to let setbacks be
at home, in the workplace, and in life in
Nothing can make you happier than doing what you love to do.
the outcome of my life. FIND A JOB THAT ALLOWS YOU TO WORK
general. The following are some of the things that I have found important to work
DON’T GRANT THE OPINION OF OTHERS MORE
AT WHAT YOU LOVE TO DO
on in order to achieve balance for myself
IMPORTANCE THAN WHAT YOU KNOW
Nothing can make you happier than doing
in the workplace.
Don’t diminish yourself by conceding to what oth-
what you love to do.
DON’T HOLD GRUDGES
ers think and being a pleaser. Being a pleaser
I have found that resentment is a poison
might seem to have survival value in the short
that eats you up from the inside. It takes
run, but in the long run it is very damaging to your
energy, alienates co-workers, and is detri-
sense of self-worth.
mental to your career. TREAT IDEAS AS TOOLS AND NOT AS COMMANDMENTS CHISELED IN STONE When people encounter new ideas, they sometimes view them in the light of their moralistic or ideological bent, consequent-
DEVELOP A PERSONAL RELATIONSHIP WITH GOD OR THE UNIVERSE Don’t forget the big picture. Live in reality. Find within yourself a connection to this
DEVELOP YOUR SELF-ESTEEM
reality. For some this may be a relation-
I especially like the following definition of self-
ship with God. For those who are not reli-
esteem from the National Association for Self-
gious, it may be a connection to the vast
esteem, an American organization: “The experi-
and star-filled vista of the sky on a clear
ence of being capable of meeting life’s challenges
night. In times of trouble this relationship
and being worthy of happiness.” For me, this has
or connection is your anchor.
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INSTITUTE FOR LEARNING AND TEACHING
Death by Desk
Spring 2015
page 6
By Derrick Doige, Counsellor, Vernon Campus called “Avoiding Death by Desk” http://
that is not your cup of tea, you could also do
www.gaiamtv.com/video/avoiding-death-desk .
whatever will get your heart pumping and
During this hour long video, Bernie reported on
muscles moving such as jumping jacks, a
several recent “inactivity research” studies that
Regular activity breaks are good
have found that individuals who sit for more than 6 hours a day have much higher mortality
for your health ...so get out of
rates than those that sit for less than three
your chair, grab a friend and get
hours per day. I won’t go into all the details here
moving!
(see Lovett 2013), but the key message from these studies is if you spend a lot of time sitting
brisk walk or even burpees. I imagine some
I used to believe that as long as I did at
at work or at home in front of a screen, in addi-
of you are thinking “I’d never be able to get
least 45 minutes of exercise each day and
tion to your regular extended periods of exercise all my work done if I took a five minute activi-
didn’t eat too many potato chips, then the
(i.e. spin class, jog, workout at the gym), you
ty break every hour”. Well, the good news is,
fact that I spend most of my working day
need to have regular 5-8 minute activity breaks
not only are these regular activity breaks
sitting wouldn’t seriously affect my health.
each hour in order to keep your health in bal-
good for your health, they also improve you
Well, I was “dead” wrong! I recently
ance. Being a Yoga teacher, Bernie recommend- productivity and creativity! So, get out of
watched a Yoga video by Bernie Clark
ed various yoga poses throughout the day, but if your chair, grab a friend and get moving.
Check out the videos below for some short activity breaks: https://www.youtube.com/watch?v=dMS0YL-zaeo&feature=youtu.be#aid=P9gK4Vs5Ag4 5 minute Yoga at Your Desk https://www.youtube.com/watch?v=ASfEk8se90U Tara Stiles Yoga https://www.youtube.com/watch?v=tAUf7aajBWE Yoga with Adrianne https://www.youtube.com/watch?v=QnETMdgncBU Ekhart Yoga https://www.youtube.com/watch?v=Pf7wZvraWV0 The Perfect Burpee References: Lovett, R. A. (2013). Are you sitting comfortably? Well don’t. New Scientist, Volume 218, Issue 2923, June 2013, 44-47. http:// www.sciencedirect.com/science/article/pii/S0262407913616279
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ILT NEWSLETTER CONTACTS As part of its mandate to support dialogue amongst peers and to enhance the practice of learning and teaching the ILT publishes three issues of its newsletter a year (Winter, Spring, and Fall). All employees of Okanagan College are encouraged to contribute. Thank you to each of the authors for your valuable contribution to this issue of Enhancing the Practice of Learning and Teaching. The thought, expertise, and time that has gone into creating the end product is appreciated. ILT Newsletter Committee ILT Newsletter Committee Chair: Managing Editor: Copy Editor + Distribution: Design/Layout Editor:
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For more information about the ILT Newsletter: http://www.okanagan.bc.ca/about/Institute_for_Learning_and_Teaching/ Newsletters.html Publication Date: 22/04/15
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