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Presentation on theme: "© 2005 Targeted Learning Beyond Job Satisfaction Taking Charge of Your Engagement, Vitality, Fulfillment and Impact at Work or."— Presentation transcript:

1 Targeted Learning Beyond Job Satisfaction Taking Charge of Your Engagement, Vitality, Fulfillment and Impact at Work or Taking the Pursuit of Happiness More Seriously at Work Presented by: Nigel Bristow

2 © 2005 Targeted Learningwww.targetedlearning.com2 Identify the best job or project youve worked on. It should be a time when your work was fun and energizing. Exercise: Best Work Experiences 1.What was the job or project? 2.What were the characteristics of the job itself, your work relationships and the outcomes that made this experience so positive and memorable? 3.Introduce yourself to your fellow team members, and share your answers to question 2. 4.Identify the common themes that emerge from your shared experiences.

3 © 2005 Targeted Learningwww.targetedlearning.com3 Happiness: a state of mental and emotional well-being Definition

4 © 2005 Targeted Learningwww.targetedlearning.com4 Happiness! Our beings end and aim! Good, pleasure, ease, content! whateer thy name: That something still which prompts th eternal sigh, For which we bear to live, or dare to die. (1734) Alexander Pope ( )

5 © 2005 Targeted Learningwww.targetedlearning.com5 We hold these truths to be self- evident, that all men are created equal, and they are endowed by their Creator with certain unalienable rights, that among these are life, liberty and the pursuit of happiness. (The American Declaration of Independence. 4 July 1776) Founding Fathers of the United States of America

6 © 2005 Targeted Learningwww.targetedlearning.com6...every individual necessarily labours to render the annual revenue of the society as great as he can. He generally, indeed, neither intends to promote the public interest, nor knows how much he is promoting it. By preferring the support of domestic to that of foreign industry, he intends only his own security; and by directing that industry in such a manner as its produce may be of the greatest value, he intends only his own gain, and he is in this, as in many other cases, led by an invisible hand to promote an end which was no part of his intention. Nor is it always the worse for the society that it was no part of it. By pursuing his own interest he frequently promotes that of the society more effectually than when he really intends to promote it. I have never known much good done by those who affected to trade for the public good. (1776) Adam Smith

7 © 2005 Targeted Learningwww.targetedlearning.com7 Personal Engagement: Having your personal resources (e.g., ________, ________, ________ and ________) fully utilized and focused on achieving those outcomes that matter to you and to the organization. Definition talentsskillsinsights time

8 © 2005 Targeted Learningwww.targetedlearning.com8 Mental Engagement: Being focused on using and developing your full capabilities to complete clearly identified, challenging and agreed-upon responsibilities. Emotional Engagement: Being committed to using your personal resources (e.g., talents, skills, insights and time) to achieve outcomes that you care about and believe to be attainable. Social Engagement: Being connected to supervisors, colleagues and customers in relationships of mutual trust, respect and support. Definitions

9 © 2005 Targeted Learningwww.targetedlearning.com9 Personal Engagement HappinessGrowth Business Impact Sustainability Putting the Pieces Together

10 © 2005 Targeted Learningwww.targetedlearning.com10 1.Dont pass the buck. 2.Find work and growth opportunities that fit. 3.Engage your full potential as a knowledge worker. Three Keys to Engagement and Happiness at Work

11 © 2005 Targeted Learningwww.targetedlearning.com11 Identifying Your High-Impact Opportunities Your Talents Your Purpose Passion Values Your Customers Needs a. c. d. e. f. b. 1.Your best chance for doing work that makes you shine exists in __. 2.Your highest priority learning need exists in __. e e

12 © 2005 Targeted Learningwww.targetedlearning.com12 Institutionalizing knowledge (e.g., best practices) and building organization capability. Championing new systems, products, work processes, etc. Shaping/making decisions that cross organizational boundaries. Building the ability and confidence of others: coaching teaching motivating clarifying giving feedback Building team capacity. Questioning the status quo. Adapting existing knowledge to new uses. Inventing (but not championing) new methods, products, technologies, etc. Completing important tasks independently. Demonstrating mastery. Taking initiative within established norms or parameters. Learning from others and from experience. Moving towards mastery. Acting under direction from others. Leveraging Knowledge Sharing Knowledge Creating Knowledge Applying Knowledge Acquiring Knowledge The Five Roles Acquiring Knowledge Applying Knowledge Creating Knowledge Sharing Knowledge Leveraging Knowledge

13 © 2005 Targeted Learningwww.targetedlearning.com13 People Contribute in Multiple Roles P1 P4 P2 P3 AcquiringApplying CreatingSharingLeveraging A snapshot in time of the contributions of four different people

14 © 2005 Targeted Learningwww.targetedlearning.com14 Research Findings 94% 70% 60% 26% 15% 0 100% AcquiringApplyingCreatingSharingLeveraging Percent Viewed as Above Average Average Age % 0%

15 © 2005 Targeted Learningwww.targetedlearning.com15 Steps to Full Personal Engagement 1.Identify what you need for full engagement. 2.Identify what you can do for yourself. 3.Identify those who can help. 4.Plan to get your manager and others on board. 5.Have the conversations to get your manager and others on board. 6.Implement/follow through.

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