Santa Claus Meets Happiness: Finding Ways To Reduce Turnover That Aren't From The North Pole
Santa Claus Meets Happiness: Finding Ways To Reduce Turnover That Aren't From The North Pole
I read once that “Happiness is in the waiting room of happiness.” Such a brilliant phrase for our myth-loving brain to digest and really wonder about, especially when it comes to this idea that happier, engaged employees make for more productive tenures and should be front and center on all strategic stages. How have we overdone the search for the “Southwest Airlines” culture of people by ignoring truth and instead hail a sort of corporate Santa Claus as it fills our hopes and HR goodie bags with half-truths?
Perhaps the answer lies in a seminar I gave some time ago in which I posed the question to my corporate midlevels: “How important is the brain in leadership?” Remarkably over 60% of the participants stated, at least by implication, that “other things were more important” such as free will, strategic alignment, and communication styles. Hmmm. Makes you think how well we know our biology as we relegate this powerful organ of ours to some primal center of us all where its main duties our consciousness mediation (not leadership, for I guess you don’t need to be conscious for this) and breathing regulation. Not things of board rooms I guess.
So not to bring in another Santa Claus into this discussion, lets get the facts straight. Our prefrontal cortex is the CEO of our decision making, no matter who the actual CEO is in your company. It makes complex nuanced negotiations of trade offs at a nanosecond level, calculating emotional pay offs and manages chemical signals that decide whether you live in fear or creativity in any moment. If that isn’t the stuff of engagement I don’t know what is.
Similarly, when it comes to this issue of a happy employee makes for a more lasting one, some of the following neuroscience facts may make you think twice about attempting to build a culture full of “happier people”. For to do this would imply people truly know what it is that makes them happy. Instead, after reading some commonly accepted facts about metaphysics and neuroscience, you may want to build instead a culture of people more aligned to reality—more to seeking an appropriate hesitation and pause about ‘what they think they know”:
• That about 90 percent of reality is actually invincible…
• That we are conscious of about 5 percent of what we do….
• That our minds are actively recreating and repackaging initial memories that we stamped as “true”, making the conscious replication of a stimuli not at all accurate in fullness to the objective event as it occurred
• That due to a visual perception issue of “inattentional blindness” we have as humans a propensity to fall in love with the forest for the trees, and not really ever see/know a tree as it is
• That chemical feeling of joy/excitement is actually triggered in the moments before we attain what we think will make us happy and does not occur at time of getting the thing we think will make us happy.
All these facts, especially the latter one, make us wonder about our ability to seek things at work that may not be ultimately attainable there. Instead of building a culture of happier people, teach your people to understand reality, the brain, and the never so more important distinction of knowing what is important vs. what is essential in “knowing anything” about people, your boss, and ultimately your own perceptions about what you think you know is going on in you. Milk and cookies by a fireplace may have assured us of happiness to come as kids when December 24th rolled around. But now, we are left to dispel more myths then just a jolly fat man in red suit to get by in this life…and to do it well.
Pending review at Executive Decision magazine
Santa Claus Meets Happiness Finding Ways To Reduce Turnover That Arent From The North Pole - To learn more about this author, visit Kevin Fleming's Website.
Like this article? Share it with your friends
Santa Claus Meets Happiness: Finding Secrets to Reduce Turnover That Arent From the North Pole
I read once that “Happiness is in the waiting room of happiness.” Such a brilliant phrase for our myth-loving brain to digest and really wonder about, especially when it comes to this idea that happier, engaged employees make for more productive tenures and should be front and center on all strategic stages. How have we overdone the search for the “Southwest Airlines” culture of people by ignoring truth and instead hail a sort of corporate Santa Claus as it fills our hopes and HR goodie bags with half-truths?
Perhaps the answer lies in a seminar I gave some time ago in which I posed the question to my corporate midlevels: “How important is the brain in leadership?” Remarkably over 60% of the participants stated, at least by implication, that “other things were more important” such as free will, strategic alignment, and communication styles. Hmmm. Makes you think how well we know our biology as we relegate this powerful organ of ours to some primal center of us all where its main duties our consciousness mediation (not leadership, for I guess you don’t need to be conscious for this) and breathing regulation. Not things of board rooms I guess.
So not to bring in another Santa Claus into this discussion, lets get the facts straight. Our prefrontal cortex is the CEO of our decision making, no matter who the actual CEO is in your company. It makes complex nuanced negotiations of trade offs at a nanosecond level, calculating emotional pay offs and manages chemical signals that decide whether you live in fear or creativity in any moment. If that isn’t the stuff of engagement I don’t know what is.
Similarly, when it comes to this issue of a happy employee makes for a more lasting one, some of the following neuroscience facts may make you think twice about attempting to build a culture full of “happier people”. For to do this would imply people truly know what it is that makes them happy. Instead, after reading some commonly accepted facts about metaphysics and neuroscience, you may want to build instead a culture of people more aligned to reality—more to seeking an appropriate hesitation and pause about ‘what they think they know”:
• That about 90 percent of reality is actually invincible…
• That we are conscious of about 5 percent of what we do….
• That our minds are actively recreating and repackaging initial memories that we stamped as “true”, making the conscious replication of a stimuli not at all accurate in fullness to the objective event as it occurred
• That due to a visual perception issue of “inattentional blindness” we have as humans a propensity to fall in love with the forest for the trees, and not really ever see/know a tree as it is
• That chemical feeling of joy/excitement is actually triggered in the moments before we attain what we think will make us happy and does not occur at time of getting the thing we think will make us happy.
All these facts, especially the latter one, make us wonder about our ability to seek things at work that may not be ultimately attainable there. Instead of building a culture of happier people, teach your people to understand reality, the brain, and the never so more important distinction of knowing what is important vs. what is essential in “knowing anything” about people, your boss, and ultimately your own perceptions about what you think you know is going on in you. Milk and cookies by a fireplace may have assured us of happiness to come as kids when December 24th rolled around. But now, we are left to dispel more myths then just a jolly fat man in red suit to get by in this life…and to do it well.
Pending review at Executive Decision magazine
Santa Claus Meets Happiness Finding Ways To Reduce Turnover That Arent From The North Pole - To learn more about this author, visit Kevin Fleming's Website.
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Dave KurlanDave Kurlan is the founder and CEO of Objective Management Group, Inc., the industry leader in sales assessments and sales force evaluations, and the CEO of David Kurlan & Associates, Inc., a consulting firm specializing in sales force development. Dave has been a top rated speaker at Inc. Magazine's Conference on Growing the Company, the Sales & Marketing Management Conference and the Gazelles Sales & Marketing Summit. He has been featured on radio and TV, including World Business Review with General Norman Schwarzkopf, in Inc. Magazine, Selling Power Magazine, Sales & Marketing Management Magazine and Incentive Magazine. He is the author of Mindless Selling and Baseline Selling – How to Become a Sales Superstar by Using What You Already Know about the Game of Baseball. He created and wrote STAR, a proprietary recruiting process for hiring great salespeople, and he writes Understanding the Sales Force, a popular business Blog and is a contributing author to The Death of 20th Century Selling and 101 Great Ways to Improve Your Life, Volume 2. - Visit Dave Kurlan's Website |
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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