Business

Today is the launch day for the eBook of Kathryn Britton’s new must-read guide to writing:Sit Write Share This book should be a resource in your personal library like a great cookbook is a staple in your kitchen. Kathryn suggests that people approach writing with an experimental mindset. Likely some of her 55 experiments will become favorite go-to staples that appear frequently on your writing menu, while others will help you think holistically about planning a dinner party — presumably the book or long-form piece that you want to write.

August 31 is the launch date for the new book, The Business of Race: How to Create and Sustain an Antiracist Workplace and Why It’s Actually Good for Business. At first blush, the title says it all: who the book is for, why it matters, and what we can aspire to achieve. But as a curious person and a long -time friend of Margaret Greenberg, I wanted to know more.

When I became self-employed, I found myself being the meanest boss I had ever had. Here’s how I switched to self-compassion and what happened as a result.

To sum up: When people do not perceive their jobs to deliver fun on regular basis, they are probably going to jump ship soon. Now, it´s clear that a job can´t be fun all the time. It´s called work, after all. But my data suggests that top managers and human resources professionals should not take this seemingly light factor too lightly.

I was shocked when I read that US workplaces may be responsible for 120,000 excess deaths per year, making the workplace the 5th leading cause of death in the country. What’s going on? As a way of celebrating World Heart Day, let’s think about what we can do about it.

If you are a Positive Psychology News reader, then you likely not only have an interest in positive psychology, but you might also be growing a business that has to do with positive psychology. We share 7 ideas for making your business flourish.

In his new book, Wisdom @ Work, Chip Conley invites workers of all ages to become Menterns (simultaneously mentors and interns), with intergenerational reciprocity that allows all age cohorts to learn from each other.

Wendy Toh was one of my favorite bosses. She did not assume that I could read her mind about what was important to her. Wendy taught me to have Big Rocks conversations as a way to negotiate priorities. Here’s how one of these discussions might go.

Let’s take a moment to look at the ownership of your time. Some of it is yours. If you are employed, some of it belongs to your employer. But how much?

Building your professional network can seem like a daunting task. Here’s a way to break it down into two much simpler steps that help you keep track of connections and strengthen relationships.

Part 1 ended with a question about whether human beings are capable of holistic growth throughout their adult years. In Part 2, I contend that the passing of youth does not leave us confined to learning only very specific grownup skills for which a capacity is already in place. We can go beyond skill training to growth. Kegan and Lahey give us existence proofs, three very different corporate cultures where continuous personal growth is the norm. They call these existence proofs deliberately developmental organizations (DDOs).

What if a company created a culture in which everyone could overcome internal barriers to change and use errors and vulnerabilities as prime opportunities for personal and company growth? What does growth even mean in adulthood?

Is there a connection between mothers working outside the home and adolescent depression? What emerged when I studied this question surprised me. It appeared that children of mothers with rewarding careers are actually doing quite well. However children with mothers who are depressed, working or not, are at a much greater risk for adolescent depression. In my quest to help working mothers find well-being, I have found numerous simple mechanisms that working mothers can use to improve their daily experience, thereby reducing the risk of depression in themselves and their children..

We interviewed Alex Goldfayn on our most recent PPND Webinar on May 23, 2018. We discussed how to utilize the idea of positive psychology in sales from Alex’s most recent book, Selling Boldly: Applying the New Science of Positive Psychology to Dramatically Increase Your Confidence, Happiness, and Sales.  Here is the webinar in case you missed it or want to see it again!

ANNOUNCEMENT: On May 24, we will have a Positive Psychology News webinar featuring Alex Goldfayn, author of Selling Boldly: Applying the New Science of Positive Psychology to Dramatically Increase Your Confidence, Happiness, and Sales.

We interviewed Pete Berridge and Jen Ostrich on our most recent PPND Webinar. They discussed how to create lasting change in organizations using their technique “The Shift Positive 360 Approach”. Here is the full webinar in case you missed it!

HERO organizations are financially healthy and stable. Because the psychosocial capital exists, they are better equipped to deal with the volatile economic times that are our everyday reality.

On May 9, we will have a Positive Psychology News webinar featuring Pete Berridge and Jen Ostrich, co-inventors of Shift Positive 360®, a method for creating sustainable positive change by changing the way people give and receive feedback.

I developed a concise survey instrument to assess 6 qualities in managers from the perspective of their subordinates. Work by Steger, Rosso, and others associates these qualities with greater likelihood of employees finding their work meaningful. In a survey of 586 German employees, I found that those who found their managers high in CAARMA were more likely to experience flow, to find their work meaningful, and to

As an organizational development consultant and a leadership coach, I learned a lot from Brafford’s book about how professional organizations can directly apply the research of positive psychology to create better places to work for all employees. These businesses can do well financially by doing well at increasing well-being for their people.