Happyshifting: Is It Possible To Promote It From Leadership?
The perspective regarding how people want to live is changing, and it seems to me that one of the aspects where there is great success is in prioritizing well-being
It is no longer about generating a financial benefit only, but about authentically incorporating a series of elements that make well-being an integral condition.
The expectation on these issues is high, that is, people are not satisfied with simply being well, but with reaching higher standards that even favor their happiness. The challenge begins by determining If happiness is something that can be obtained from similar experiences for everyone or if it is a very personal state where each one must work on their reality to achieve this condition.
According to Daniel Lyons and Montse Ventosa, who created the concept of “happyshifting”, it is possible standardize conditions that help people be happier, mainly in the workplace The proposal promotes balance as the basis of the relationship between collaborators, between personal and professional life, and the integration of everyone in the company as a fundamental part of productivity and innovation.
An important change in the paradigm is related to competitiveness, which must be aimed at eliminating negative competition and promote solidarity instead It’s about understanding what true collaboration is and the real meaning of teamwork. With this, the disqualifying competition disappears and is replaced by the idea that “you only win if we reach the goal as a team.”
Creating a space that promotes happiness, from my experience, begins with defining a business purpose If the company is able to define its purpose clearly and simply, the sense of collaboration and value contribution among collaborators will begin its transformation, since it will be clear to each member how they want to contribute to the fulfillment of that purpose from their professional area.
The second relevant aspect has to do with the leaderships How can the company change the egos of its leaders for a true guide, a leadership based on coaching that generates horizontal structures of participation, rather than hierarchical structures of ego and negative competitiveness?
One way to address this problem is through changing the way performance is recognized. The company must reward work processes, instead of seeing only the result. Has to measure the impact on team members and the performance achieved And only recognize teams, not individuals. To do this, you must adopt new work and personnel management schemes and find new personnel promotion processes.
The model requires the commitment of the company and also the collaborator.
Creating new workspaces
The company must offer physical spaces and working conditions that contribute to the well-being of the collaborator. These spaces must be prepared for reflection and the free and respectful exchange of diverse ideas active rest (which is what helps clear the mind so that it opens to greater inspiration), and creative horizontal collaboration.
Physical spaces must be accompanied by a mentality of openness and support for freedom of work styles. Here training leaders is key , because if your attitude is contradictory, the functional strategy will be inhibited. And a key element for the success of the strategy is the formation of self-confident leaders. If this condition is not achieved, the fears of the heads will generate uncertainty and a decrease in the freedom of collaborators to take advantage of the investment in conditioned spaces.
The collaborator must assume his responsibility about what happens at work and to maintain constant personal and professional development. You must also make appropriate use of the spaces by ensuring that you get the best out of them and encourage your creative and constructive participation to boost the competitiveness of the team and, consequently, the company.
The strategy will be successful only if it is adopted as a culture change, where all members of the company decide to be transformative agents or happyshifters.
The features of happyshifter
To be a happyshifter or a person committed to this idea of change, here are some characteristics you can adopt:
If so, you have the necessary characteristics to integrate into the happyshifting culture. And if you don’t meet any of these requirements and you like this culture, don’t worry, remember that capabilities can be formed And for this you can turn to your coach, psychologist or life-counselor. The tools they will share with you will help you achieve the high performance you want for your life.
