CEMENT framework: Understand how to motivate your teams' performance (Published 2023)

 Every leader should understand nuances of what it means to achieve through collective efforts of varied set of people.  It's easy to transpose key members of your team along with you when you move roles within a company or outside (I call it tagging talent along with you).

To drive good performance leaders need to understand the essense of what motivates performance. I have a copyrighted framework called the CEMENT framework.

Understanding each element of the framework and applying it to see where each member stands is a key to effective execution.

A brief summary of the CEMENT framework for performance of your team is provided in a published link.  It was published by ETHR World in 2023.

Please enjoy reading it.using below link.  It's a free site and only need to login with your email ID. No payment required.

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THE HAPPINESS HYPOTHESIS SUMMARY (Book by Jonathan Haidt)

Everyone wants to be happy but its not easy if you look around you'll find less display of these emotions outwardly atleast.

In a recent lecture I heard, cam to know of a nice book. Summarizing the key messages from "The Happiness Hypothesis" , thought-provoking book written by psychologist Jonathan Haidt, exploring the nature of happiness and the factors that contribute to a fulfilling life.

The book draws upon ancient wisdom, modern psychology, and philosophical insights to provide readers with a comprehensive understanding of happiness and its underlying principles.

Key Messages:

1. The Happiness Formula: Haidt introduces the "happiness formula," which suggests that happiness is a product of the interaction between our genetic predisposition for happiness, our life circumstances, and our intentional activities and thoughts.

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3. The Elephant and the Rider: Haidt uses the metaphor of an elephant (representing emotions) and a rider (representing rationality) to explain the dynamic between our impulsive desires and our logical self. Managing this dynamic is essential for achieving lasting happiness. I love this analogy and use it often in my discussions

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5. Positive Psychology: The book emphasizes the principles of positive psychology, focusing on strengths, virtues, and factors that contribute to a fulfilling life, rather than solely addressing disorders and problems.

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7. Adaptation: Humans tend to adapt to both positive and negative life changes over time, which can lead to a "happiness set point." However, intentional activities can help break through this set point and elevate overall well-being.

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9. Relationships and Social Connections: Haidt highlights the significance of strong social connections and relationships as fundamental contributors to happiness. Positive interactions and meaningful bonds with others contribute significantly to a satisfying life.

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11. Savoring and Gratitude: The book encourages the practice of savoring positive experiences and expressing gratitude for the good things in life. These practices can enhance our well-being by focusing our attention on positive aspects.

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13. Hedonic Adaptation: The concept of hedonic adaptation explains why material possessions and external achievements often provide only temporary boosts in happiness. Our tendency to adapt to new circumstances makes it crucial to seek happiness from within.

Important Quotes:

1. "Happiness comes from between. It comes from getting the right relationships between yourself and others, yourself and your work, and yourself and something larger than yourself."

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3. "The key to a good life is to strike the right balance between your drive to achieve and your need to enjoy the journey."

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5. "Happiness is not something that you can find, acquire, or achieve directly. You have to get the conditions right and then wait."

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7. "Happiness is a matter of understanding how your mind works, setting your life up the right way, and managing your thoughts and behavior."

Key Points and Inferences:

• Ancient Wisdom Relevance: Haidt draws upon ancient philosophies, such as those of Buddhism and Stoicism, to highlight their relevance to modern psychology. These timeless insights offer practical ways to attain happiness by managing desires and cultivating contentment.

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• Cognitive Biases and Perception: The book delves into cognitive biases that influence our perceptions and judgments. Recognizing and addressing these biases can help us see the world more accurately, leading to better decision-making and increased well-being.

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• Cultural Variations: Haidt explores cultural variations in understanding happiness, emphasizing that different cultures have distinct values and approaches to well-being. This underscores the need for a balanced perspective that acknowledges diverse viewpoints.

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• Self-Transcendence: The concept of self-transcendence, whether through spirituality, meaningful work, or altruism, is highlighted as a potent source of happiness. Engaging in activities that go beyond personal interests can lead to a deeper sense of purpose.

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• Resilience and Adversity: The book discusses the role of resilience in overcoming adversity and challenges. Developing the ability to bounce back from setbacks is crucial for maintaining a positive outlook even in the face of difficulties.

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• Mindfulness and Meditation: Haidt introduces mindfulness and meditation practices as methods to cultivate self-awareness, reduce stress, and enhance overall well-being. These techniques can help individuals better understand their thoughts and emotions.

In conclusion, "The Happiness Hypothesis" provides a comprehensive exploration of happiness, weaving together insights from psychology, philosophy, and ancient wisdom. Its key messages revolve around understanding the factors that influence happiness, adopting intentional practices, and finding a balance between external circumstances and internal states of mind. By recognizing the importance of relationships, personal growth, and mindfulness, readers can gain practical tools to lead more fulfilling and content lives.

Six Trends in HR Post Covid-19

 Every time there is a disruption in the world of business there is a downstream impact on the human resource function which is a key enabler and partner in performance and navigating the disruption. Here are five ways in which HR function has needed to change focus since March 2020. Though things like digital transformation started well before that the pace of change did accelerate.

If you are not seeing any of the below changes at your workplace you will sooner or later come across the shifts.

Preparing the Org for remote and hybrid work: One of the most significant changes HR has implemented post-pandemic is the shift towards remote work. HR has had to adjust policies to accommodate remote work, including creating guidelines for remote work, providing equipment, tools, and resources, as well as developing strategies to manage remote teams. Over the next 2 years almost every organization will have some elements of hybrid work built in and HR will play a key role in managing and nurturing the transition.

Increased focus on employee wellness: The pandemic highlighted the importance of employee wellness, both physical and mental health and well-being. HR has taken on a more significant role in promoting employee well-being, providing resources such as counseling, wellness programs, and flexible work arrangements. Real success in leveraging this trend cannot happen unless managers and leaders champion this cause within organizations. Stretch hours of working in the online mode needs attention and organizations have to manage the expectations as employees return to work. The commute time saved was perhaps the icing on the cake for improved productivity but some of that will be lost as people get back to working offline as well as in hybrid environments.

Digital transformation: The pandemic accelerated the shift toward greater adoption of digital technology. HR has had to adapt to new technologies to facilitate remote work, hiring, onboarding, training, and development. This includes the use of video conferencing, digital learning platforms, and virtual recruitment tools.

Enhanced communication: With remote work becoming the norm, HR, and managers in partnership have had to focus on improving communication channels. This includes providing regular updates, setting clear expectations, and fostering a sense of community and connectedness among employees. Communication is needed to keep the organizational shared understanding going as well as dispel false information and grapevine that are fuelled by social media and the tools that stoke the fires when news spreads.

Focus on diversity and inclusion: The pandemic highlighted the inequities and injustices faced by marginalized groups and certain segments who could not really ready themselves for the online way of working be it for space, tools and knowledge. HR has had to focus on creating a more diverse and inclusive workplace, including reviewing hiring practices, promoting diversity training, and creating a culture of inclusivity.

Agile workforce planning: The pandemic brought unprecedented uncertainty, and HR has had to adjust workforce planning accordingly. This includes creating flexible staffing plans, preparing for different scenarios, and building a workforce that is resilient and adaptable to change.

As we evolve we will see more of AI penetration in the coming days and these will bring in further impact on the trends above. Keep watching for tectonic shifts on the people landscape in organizations.

For more such small snippets and viewpoints, you can refer to the below links

HR VItamins Blog

EMPLOYEE EXPERIENCE: A PRIMER

 The term "Employee Experience" (EX) has been around for the past few years. It is nothing but the sum total of an employee's interactions with their employer, from the onboarding process to their daily work experience and eventual exit from the company. In the days since Covid-19, the concept of EX has gained significant importance, with organizations of all sizes realizing that employees are their biggest assets and should be treated accordingly.

Emerging Employee Experience

The current pandemic situation has brought about significant changes in the way we work. The shift to remote work has become the new norm, and the trend is likely to continue. This change has emphasized the importance of EX, with organizations scrambling to improve the digital and remote working experience for their employees. EX has become a crucial aspect of an organization's overall strategy for employee retention, engagement, and productivity.

Employers now realize that a positive employee experience is critical to attracting and retaining the best talent, and they are willing to invest in it. According to a recent study by Gallup, companies with highly engaged employees (top quartile of surveyed) are 21% more profitable and 17% more productive than those in the bottom quartile. This is why companies are focusing on emerging employee experience trends to improve employee engagement, loyalty, and overall satisfaction.

Here are some of the emerging employee experience trends:

Flexible Work Arrangements: The pandemic has accelerated the adoption of flexible work arrangements, including remote work and flexible hours. This trend is likely to continue, with more companies offering these options to their employees. This is now a global trend and not just in some advanced economy.

Digitalization: The pandemic has also accelerated digital transformation across all industries. Companies are investing in digital tools to make remote work more efficient, such as virtual communication tools, digital and virtual hiring processes, entire training programs online, digital onboarding processes, and remote access to critical systems.

Wellness & Mental Health Care: The pandemic has had a significant impact on employee mental health. Companies recognize this and are now offering mental health support to their employees, such as counseling services and mindfulness programs.

Personalization: Employees want to feel valued, and personalization can go a long way in achieving this. Companies are using data to personalize the employee experience, including tailored learning and development programs, personalized benefits packages, and customized work arrangements.

Aligning Purpose: Employees want to work for companies that align with their values. Companies are now taking a more active role in social responsibility initiatives, such as reducing their carbon footprint, promoting diversity and inclusion, and supporting local communities.

Thus, the emerging employee experience trends reflect the new normal in the post-pandemic world. Organizations that invest in these trends will be better positioned to attract and retain the best talent, improve employee engagement and loyalty, and ultimately achieve greater profitability. As the business world continues to evolve, it is essential for companies to adapt and prioritize employee experience to remain competitive in the marketplace. Is your company already there? Do you see signs of the above in your organization, then you are in a realistic world.

#EX, #EmployeeExperience,#FutureOfWOrk

Read More such articles: Below Link will take you to my blog

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