What Is The Happiness Practice™?
The Happiness Practice™ helps leaders proactively cultivate individual and collective happiness while measuring Return On Happiness™ in ways that are meaningful to organizations. Our six-month program helps people learn and practice what we call authentic happiness: “a person’s innate ability to locate and amplify personal serenity and excitement regardless of circumstances.”
Why Is The Happiness Practice™ Better?
The Happiness Practice™ is different from other programs because it's designed to achieve several unique objectives:
- Serve as a sustainable practice versus a program “du jour”
- Integrate into and enhance daily work
- Be customizable and scalable both in program design and measurement
- Impact both employee engagement and customer loyalty simultaneously
- Create a more meaningful and sustainable type of “inside-out” happiness (based on maintaining personal serenity and excitement), versus relying solely on external motivations and rewards
- Evolve beyond positive psychology:
How Does The Happiness Practice™ Work?
The Happiness Practice™ teaches five powerful yet simple principles and equips people with dynamic tools to support daily practice:
#1: Be Conscious
Conscious organizations are aware of both their strengths and weaknesses. Their leaders invite people to “stay awake” in order to bring important issues and ideas forward for purposes of learning, decision-making and innovation. Conscious people are vital to conscious organizations; and developing consciousness simply means learning how to act and feel simultaneously. Stepping into greater consciousness makes people happier and empowers them to identify opportunities and make wise decisions on behalf of themselves and their organizations.
#2: Honor Feelings
Organizations that encourage people to honor feelings (of themselves and others) are strengthened by the meaningful breakthroughs and connections that come through healthy recognition and expression of feelings. Honoring feelings requires learning how to locate and constructively articulate personal truth as well as hear the personal truth of others. Honoring feelings is key to happiness and makes cultures healthier and more sustainable.
#3: Release Control In Favor of Empowerment
When people learn how to release the desire to control others, organizations composed of empowered people who are able to fearlessly learn, create and grow are built. The shift is made by training people to remember that control is really an illusion; and that attempts to do so typically result in anger and frustration on both sides of the equation. Releasing control in favor of articulating empowering options and invitations fosters happiness and builds a positive context in which more gets created and accomplished.
#4: Co-Create What Works
Cultures composed of people who embrace co-creating “what works” in favor of defending right or wrong are more collaborative and innovative. Team alignment is reached faster and execution is more fluid and efficient. Consistently learning how to ask the unifying question “What works now?” while simultaneously letting go of personal ego-based notions of how things “should be” or “used to be” allows people to be more flexible and creative. Co-creating what works makes people happier and allows organizations to enjoy greater agility and adaptability to change.
#5: Learn Life Lessons
Themes of discomfort exist for every individual and organization. In these themes are “life lessons” (beliefs ready to be released in favor of new ones) that every individual and organization must inevitably learn. By creating a safe space to talk about discomfort at an individual and collective level, people are encouraged to recognize the lessons they need to learn and gently step through them by shifting the beliefs. Discomfort is no longer feared and instead becomes a facilitator for learning, growth and innovation. Learning life lessons is fundamental to personal happiness empowers organizations to proactively shift in positive ways.
How Is The Happiness Practice™ Implemented?
The engagement process is an empowering, enlightening and efficient experience for all:
- Select program participants
- Determine ROH metrics (Individual & Group)
- Establish measurement collection & reporting systems
- Behavior change assessment & analysis + learning ROI
- Determine program delivery channels & schedule
- Develop consolidated results report for key leadership