iPPQ Team Report forPractitioners

2013-06-10

Report Outline

1. Purpose

3. Key findings

4. The 5Cs

2. The Performance-Happiness Model

5. Trust, Recognition and Pride

6. AYP and comparison data

7. Qualitative data

8. Conclusions

1. Purpose

• Assess this team’s performance through the lens of Happiness at Work and the factors that affect it

• Compare and contrast this team with senior leaders.

• Understand key factors which affect the delegates’ performance and Happiness at Work

• Think about how to leverage needs to boost overall performance

• Offer practical insights

2. Performance-Happiness Definition

Happiness at Work is a mindset whichenables action to maximize performance and

achieve potential.

This is about developing and using personaland team resources.

2. The Performance-Happiness Model

3. Key findings

Contribution

Conviction

Culture

Commitment

Confidence

3. Key findings

• Keeping in mind that S@HAW is contextual, so the action plan must be place in the context of the outcome

• Each part is an ecosystem- if there exist a strong area of opportunity, it will affect the others

• The constructs of Culture and Trust are some of the most difficult to overcome if low scoring

• Your thoughts?

Achieving goals

Raising issues

Feeling secure

Being listened to

Positive feedback

4. The 5Cs

Contribution is the effort the team makes

Feeling motivated

Feeling efficient

Feeling effective

Feeling resilient

Positive impact

4. The 5Cs

Conviction is short-term motivation

Love your job

Like colleagues

Appreciate org values

Fair culture

Control over activities

4. The 5Cs

Culture is the feeling of fit at work

Something worthwhile

Positive emotions

Trust vision of leaders

Interested in job

Colleagues' respect

4. The 5Cs

Commitment is long-term engagement

Getting things done

Self-belief

Job fits expectations

Job fits career plan

Recommend to friend

4. The 5Cs

Confidence is the belief in abilities

Trust

Recognition

Pride

5. Trust, Recognition and Pride

Trust and Pride in the organization, and Recognition received for achievements

Feeling energized

Using your strengths

Using your skills

Successful in career

Overcoming challenges

6. Achieving your potential

Building Happiness at Work creates feelings of achieving your potential

Happiness at Work

General happiness

Job satisfaction

Life satisfaction

6. Comparison and outcome scales

% Time on task

% Time happy

% Time engaged

% Of work tasks loved

6. Comparison and outcome scales

Going out of way to help

Intent to stay

Like physical environment

Do things better than others

Importance of pay

Sick days per year

6. Comparison and outcome scales

7. What great leadership means to this team

7. What achievement means to this team

8. Conclusions

If a real world team- the context, outcomes and examination of current OD processes are key: After then strongly consider the following: • A specific analysis of culture score, from an

individual and team perspective is essential in moving this team forward

• Discovering the source of the trust score is key to engaging the next steps

• Strongly consider leveraging/highlighting the strengths of the team- doing something worthwhile.

Licensed Practitioner Guide

Component Level Recommended iTool(s)

Contribution 2.8 Being listened to 2.3 Understanding what affects goal setting and delivery

Conviction 3.1 Increasing motivation 3.3 Believing you are efficient and effective

Culture 4.2 Analyzing it 4.5 Working with the values of my organization

Commitment 5.3 Doing something worthwhile - job crafting 5.5 Believing in the vision of your

organization

Confidence 6.4 Working through a wobble 6.7 Job fitting initial expectations

Trust 7.1 Trust Diagnosis for self and other 7.2 The iOpener ROCC Trust

equation

Recognition 8.1 Recognition

Pride 9.1 Boosting it 9.2 Creating Pride by sharing positive news

AYP 1.8 Overcoming challenges with proactive coping 1.3 Energy (team exercise)

Team information Items Scores

Employees completed: 9Do you appreciate the values that your organization stands for? 3.7How secure do you feel in your current job? 3.8How much do you like your job? 4.5Can you raise issues that are important to you? 5.2Are your views always listened to? 6.1

Age range: 21 - 60+How much do your colleagues respect you? 4.9How much does your boss respect you? 5How effective do you think you are at your job? 3.5How interested are you in your work? 4.2How motivated do you feel while at work? 4.3

Completion date 2013-06-10How much do you feel your work has a positive impact on the world? 6.8How much do you like your colleagues? 5.9How much do you feel you are living up to your potential? 5.5How much do you wish to stay in your current job? 4.5How frequently do you feel a strong burst of positive emotion at work? 6.1

Average time in role: 91.4 monthsDo you trust the vision of your organizations leaders? 4.7Do you agree that your stakeholders give you positive feedback? 5.1How much in control do you feel over your day-to-day activities? 5How fair is the culture at work? 4.2How efficiently are you able to get things done at work? 4.1

Average intent to stay: 27.6 monthsHow well does your job fit with your initial expectations of it? 4How resilient are you when it comes to coping with difficult times? 4.8Do you feel you are doing something worthwhile? 5.7Do you have a sense of getting things done at work? 3.7Would you recommend working at your organization to a friend? 4.5

Average sick days p.a.: 1.2How proud are you of your organization? 5.6How much do you trust your organization? 4.2Do you make use of your skills at work? 5.9Do you like your physical work environment? 4.3Do you make use of your strengths at work? 5.4

Average hours per week: 46.1Does your current job fit well with your career plan? 5.3Do you like learning new skills and acquiring knowledge? 3.5My achievements are recognized at work 4.7I can achieve the work goals I set myself 4.5I am successful in most aspects of my chosen career 4.2I am confident that I perform effectively on many different work tasks 4.5I can overcome challenges at work 4.8Generally I do things better than other people 4.7

Data Summary

Response frequencies

Response frequencies

Response frequencies

Response frequencies

Response frequencies

Response frequencies

Diane ScottGlobal Partner, United States

iOpener Institute for People and Performancediane.scott@iopenerinstitute.com

804.307.0313