Profit from the Positive

1. Boost productivity by planning, not just doing

Replace "Just Do It" with "Just Plan It"

Plan for success. Contrary to popular belief, taking time to plan your work can significantly boost productivity. Research shows that people who identify when and where they'll complete a task are more than twice as likely to follow through. This "implementation intention" technique creates a mental link between the situation and the behavior.

Overcome procrastination. Use the Zeigarnik effect to your advantage by starting tasks and leaving them unfinished. Our brains have a tendency to remember incomplete tasks better than completed ones, which can motivate us to return and finish the work. Additionally, break larger goals into smaller, manageable habits. For example, instead of setting a vague goal to "exercise more," create a specific habit like "go for a 10-minute walk after lunch every day."

Work smarter, not harder. counterintuitively, taking breaks and disconnecting from work can improve productivity. Companies like Sony have found that employees who take regular breaks, unplug from email, and use their vacation time are more productive and less likely to burn out. Implement practices like mandatory lunch breaks, email-free periods, or "predictable time off" to boost overall productivity and well-being.

2. Build resilience through learning and perspective-shifting

"If you want to be inventive, you have to be willing to fail," says Amazon founder and CEO Jeff Bezos.

Embrace a learning mindset. Instead of viewing challenges as tests of your abilities, see them as opportunities to learn and grow. This "growth mindset" leads to increased effort, resilience, and ultimately better performance. When faced with a difficult task, ask yourself: "What can I learn from this?" rather than "Will I succeed or fail?"

Shift your perspective. Use the "Me-Always-Everything" framework to reframe negative events:

• Me: Is this truly my fault, or are external factors involved?
• Always: Is this a temporary setback or a permanent condition?
• Everything: Does this affect all areas of my life, or just one specific domain?

Win internal debates. Challenge negative self-talk by actively disputing pessimistic thoughts with evidence from past successes. For example, if you're feeling overwhelmed by a new project, remind yourself of previous challenges you've overcome and skills you've developed.

3. Harness the contagious power of emotions as a leader

"Leaders cannot afford the luxury of a negative mood."

Recognize emotional contagion. Your mood as a leader is highly contagious and can significantly impact team productivity. Research shows that teams with leaders in positive moods perform better and are more coordinated. Conversely, negative moods can quickly spread and decrease overall performance.

Manage your emotions. When you find yourself in a negative mood, use these techniques to shift your emotional state:

1. Label the emotion (e.g., "I'm feeling frustrated")
2. Take deep, slow breaths
3. Change your physical environment (e.g., go for a walk)
4. Use "embodiment" techniques (e.g., smile, even if you don't feel like it)

Empower your team. Avoid micromanaging and give employees more control over their work. This increases their sense of ownership and engagement. Instead of dictating every detail, provide clear expectations and outcomes, then trust your team to find the best way to achieve them.

4. Capitalize on strengths to drive performance

Managers who scored in the top quartile for focusing on their employees' strengths achieved better results. How much better? Fifty percent better than projects led by managers who didn't focus on employee strengths.

Shift from deficit thinking. Instead of constantly focusing on problems and weaknesses, actively look for what's going right in your organization. Use techniques like appreciative inquiry or the SOAR analysis (Strengths, Opportunities, Aspirations, Results) to identify and replicate successful practices across your company.

Respond constructively to problems. When issues arise, focus on finding solutions rather than placing blame. Research shows that managers who brainstorm solutions while remaining calm see a 39% increase in project performance compared to those who react negatively.

Identify and leverage strengths. Take time to understand your own strengths and those of your team members. Use tools like the VIA Inventory of Strengths or StrengthsFinder to uncover these qualities. Then, actively look for ways to apply these strengths to current challenges and projects. This strengths-based approach has been shown to improve customer service, productivity, and employee engagement.

5. Hire for cultural fit and interpersonal skills

"If you add up all the bad decisions of the bad hires made … in the course of Zappos's history, it's probably cost us over 100 million."

Look beyond the resume. While technical skills and experience are important, they're only half of the success equation. Pay equal attention to interpersonal skills, cultural fit, and attitudes that align with your company's values. For example, Zappos famously asks candidates, "On a scale of 1 to 10, how weird are you?" to assess cultural fit.

Predict future performance. Use behavioral interviewing techniques to uncover how candidates have handled situations in the past, rather than asking hypothetical "what would you do" questions. Past behavior is the best predictor of future performance.

Assess passion and purpose. Look for candidates who view their work as more than just a job. Research shows that people who see their work as a calling or career tend to be more engaged and perform better than those who see it merely as a means to a paycheck. Ask questions that reveal a candidate's long-term goals and what truly motivates them.

6. Engage employees by leveraging their strengths

Gallup has found that employees who have the opportunity to focus on their strengths every day are six times more likely to be engaged in their jobs.

Introduce strengths to your team. Don't just have employees take a strengths assessment; facilitate discussions about how to apply these strengths in their daily work. This can lead to better collaboration, higher engagement, and improved performance.

Align roles with strengths. Use the concept of "job crafting" to help employees shape their roles to better match their strengths and interests. This can lead to higher job satisfaction and productivity. For example, if an employee excels at communication, find ways to incorporate more client interactions into their role.

Use the "flow" model for performance. Help employees find their optimal state of engagement by balancing their skill level with the challenge of the task. When skills and challenges are well-matched, people enter a state of "flow" where they're fully absorbed and performing at their best. Use this model to adjust workloads and assignments for maximum engagement.

7. Transform performance reviews into energizing conversations

"Performance reviews 'mostly suck,' says Robert Sutton, a Stanford University management professor."

Focus on strengths and development. Instead of fixating on weaknesses, spend more time discussing what employees do well and how they can leverage their strengths even more. Research shows this approach leads to a 36% improvement in performance.

Set challenging, specific goals. Vague goals like "do your best" lead to lower performance than specific, challenging objectives. Work with employees to set clear, measurable goals that stretch their abilities.

Preview, don't just review. Ask employees to imagine and write about their ideal performance in the coming year. This "future-focused" approach can increase motivation and clarity about expectations. Combine this with regular check-ins throughout the year, rather than relying solely on annual reviews.

8. Make meetings more productive and positive

Losada and his researchers observed 60 business teams in strategic planning meetings. The highest-performing teams had a ratio of positive to negative comments of about 3:1—three positive emotions expressed for every negative emotion.

Start with a positive focus. Begin meetings by asking participants to share recent successes or things they're excited about. This "peak-end rule" technique sets a positive tone and can improve overall perception of the meeting.

Aim for balanced participation. High-performing teams have a 1:1 ratio of asking questions to sharing information. Encourage all team members to contribute and avoid letting any one person dominate the conversation.

End on a high note. Conclude meetings by summarizing key decisions, next steps, and positive outcomes. This helps ensure people leave feeling energized and clear about their responsibilities.

9. Implement positive psychology practices gradually

"Don't resist resistance."

Start small. Rather than overhauling all your practices at once, choose three small changes to implement immediately. This approach builds confidence and momentum for larger changes.

Drop the jargon. Focus on practical applications rather than theoretical concepts. Instead of talking about "positive psychology," simply encourage looking for what's going right in the organization.

Use the "back door" approach. Integrate these practices into your daily work without fanfare. As you and your team produce better results, others will naturally become curious about your methods.

Last updated: September 9, 2024