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Blog postI had the distinct privilege of hearing you speak at my company's leadership meeting! Your blog post above made me think of John F. Kennedy's quote, "Ask not what can your country do for you; ask what you can do for your country." or in this instance what you can do for your company, your circle, you committee, etc. The days that I leave the happiest from my office are when I've had the opportunity to help someone else find their way, or praised someone for their contribution
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Blog postAs I just tweeted - I am in mad passionate love with Shawn Achor's brain. So much of what he provides not only explains to me the actions we take (and why our little company seems to be so connected to each other and churn out great things and continuous innovation for our customers) but also the principles which seem to underpin those actions. I find that we are continually striving to improve what we deliver because we spend a large modicum of time collaborating - not because we
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Blog postThanks for this interesting research and article- just bought the book. I'm interested to read on!
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Blog postI've worked in many corporate environments as well as smaller businesses. My recollection of each environment was that social support never happens at work. When someone feigned a supportive role, they turned around and spoke poorly or gossiped about the person they supposedly "helped" to others. It seemed as if negativity was so deeply ingrained in the system, they would never authentically change, only on the surface after team build
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Blog postHello Shawn,
which two research questions are you thinking of?
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Blog postInteresting
results, Shawn. I resonated with Protheros’s comment about creating
conversation that flows and expands. I work with professionals whose first
language is not English. Some have difficulty initiating and sustaining a
social conversation. Their yes/no questions, or their yes/no answers to others’
initial questions, usually lead nowhere. Instead, communication openers, those “who,
what, where, when, why, or how” interrogative words, signal a desir -
Blog postThese are fantastic questions, many of which are exactly what we are hoping to research next. Here are a couple answers: this study was correlational, not causal, but we want to try an intervention next. We will test the connection between social support provision and extraversion, but I hypothesize there will not be a strong link. Yes, this research was cross-industry and cross-position, and involved over a thousand respondents. We call it altruism, but altruism need
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Blog postI really like your connection of this research to Appreciative Inquiry. What we focus upon becomes our reality, so if we are focusing upon assigning blame, we are not focusing upon providing the support necessary to make the positive changes we desire. Great point, and I will think about how we could combine the two research questions.
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Blog postGreat post. This study was correlational. I think the next logical step is to provide an intervention at companies where you teach how to increase work altruism, and then evaluate the effect upon job satisfaction and engagement. We have been discussing trying this at Adobe as well as some other smaller organizations.
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Blog postHow do you get promoted at work? is it that when you pry in your colleagues personal life or gossip that you get promoted faster.i am in a fix here.when you work in a sensitive position as a PA to an executive how do you draw the line
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Blog postI own a business and I have a question. How do I develop a culture that encourages social
support and work altruism? Also how can
select work altruists? What are some
interview questions or other methods that will help me find these people?
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Blog postI have been a virtual office worker for some time. Here is what has helped me to make it
work. I use the communication tools that
are given to me. The group does meet
regularly. I have lunched with
co-workers when they are in the same city.
If out of town I use social networking…it is not just for fun and
marketing.
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Blog postVery nice article, thanks! Reinforces what I'm trying to promote in organisations, that you need to actually create environments in offices that ENCOURAGES socialising and networking amongst your employees, and not consider them as a waste of productive time!!
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Blog postI would think that the virtual world enables, encourages sharing better. so, despite the cubicles and the physical barriers and the work from anywhere culture - if i am a giver, i should be able to derive the same sense of satisfaction by sharing! and now it is even easier to share to large groups that are not co-located.
what virtual working and physical barriers probably do is limit casual or incidental 'giving'. but then the persons probably never intended to give isnt it?
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Blog postInsightful. It's always been about giving, not getting. Life is full of paradoxes. Who would think that by giving to others you are giving yourself peace of mind, satisfaction and growth. The challenge then becomes how to give others what they need, not just what they want.
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Blog postGenerally, to work in social environment, its social connection is caused mostly from every individual habits and different characters and principles. In its analogy, its like a foot ball team players. A coach will select & choose best players to play for team's good and success. Thus, every individual should try at best to show of best characters playing field to team's success. So team works and driving overly each skills and tough experiences, easiness, faster moveability, fl
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Blog postGosh! I never thought of it. With all the efficiencies of the virtual office it deprives people of one of their most powerful tools of effectiveness: giving and socialization. If the world is built through acts of giving, (the Talmud,) then the vacuousness of virtuality might be the most destructive way to build.
David Lapin
Author: Lead By Greatness
http:// LeadByGreatness.com
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Blog postIt could imply those things, but the questions in the metric revolve around whether you are initiaing social contact within the organization. I wouldn't necessarily say having lunch with a co-worker has to be construed as networking. Also some people who have high visibility could also still be work isolaters in the sense that they are not fostering greater community and connection. These are the "horrible bosses" that people make movies about.
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Blog postThat's a great approach. I think the concept of giving we will find will expand beyond this study to other domains like yours with employee feedback loops, and eventually to even corporate altruism. I have heard of some new initial research findings linking the altruistic nature of a mission statement to employee engagement. Great work
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Blog postYou're right. I think the problem is even more pernicious. You say to look around your office, but the problem is starting to be...there is no office. The office is a coffee shop and a laptop, so for telecommuters, the problem of providing effective social support is elevated. Thank you for the link!
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Blog postThat's a great point. I saw the same when I was in the Navy. Officers who could not maintain professionalism while creating social bonds were the worst leaders. Social support does not mean we should become best friends and drinking buddies with all of our employees. Social support merely infers that there are high quality relationships, and accountability and professionalism can make some relationships, especially work relationships, result in greater social support.
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Blog postA good way to support your colleagues is to use a coaching approach. A simple way to do this is to ask a lot of broad what and how questions. This type of questioning creates a flow of information and conversation, builds rapport, safety and trust, shares control, eliminates disagreement and increases choice and options. Typically the response to these questions allows your colleagues to answer the question, add new information, creates the opportunity for you to add your perspective an
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Blog postThis is an intriguing piece of research, however the following questions occur:
1. Might it be that giving social support is just part of a set of personality traits that get you ahead? And “isolationism” is a part of a set of traits that are inimical to job advancement? People with high EQ are likely to get ahead at work, and also likely to provide support to others. Similarly, loners and people with lower EQ are less likely to provide social support - and less likely to forge a
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