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DrNicoRose
Heaven is (mostly) other People: On Relational Energy in Organizations
Dr. Nico Rose | April 2018 | Helsinki
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DrNicoRose
Who am I?Pictured Life
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DrNicoRose
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DrNicoRose
PERMA (V)A Framework for Positive Psychology
Positive Emotions
Engagement
Relationships
Meaning
Achievement
VitalityMartin Seligman
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DrNicoRose
Positive Organizational ScholarshipThe Quest for Positive Deviance
Kim Cameron
When it´s real, it´s possible.
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Positive DevianceSearching for what´s abnormally good
Negative Deviance
Individual
Physiological: Illness
Psychological: Illness
Organization
Economics: Unprofitable
Effectiveness: Ineffective
Efficiency: Inefficient
Quality: Error-prone
Ethics: Unethical
Relationships: Harmful
Adaptation: Threat-Rigidity
Norm
Individual
Health
Health
Organization
Profitable
Effective
Efficient
Reliable
Ethical
Helpful
Coping
Positive Deviance
Individual
Vitality
Flourishing
Organization
Generous
Excellent
Extraordinary
Perfect
Benevolent
Honoring
Flourishing
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DrNicoRose
Fruitful RelationshipsMost substantial Driver of Well-Being
Christopher Peterson
Other people matter.
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Autonomy
_Belonging
@Competence
Needs
Self-Determination TheoryWhat motivates People from inside
Richard Ryan Edward Deci
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DrNicoRose
Happiness at WorkStudy comprising 200,000 Workers
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DrNicoRose
+ -
Relational EnergyThe Fuel of Organizations
Wayne Baker
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DrNicoRose
Relational EnergyAn intuitive Assessment
Wayne Baker
After a typical interaction with colleague X, I mostly feel:
(basically) unchanged
(somewhat) depleted / exhausted
(somewhat) energized / invigorated
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DrNicoRose
Workplace IncivilityOne of the strongest Productivity Killers
Robert Sutton
Kick out the A..holes!
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DrNicoRose
Workplace IncivilityA..holes: a Definition
Robert Sutton
“Someone who leaves you demeaned, disrespectedor de-energized.”
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DrNicoRose
Workplace IncivilityHow to spot an A..hole
Aaron James
“A person counts as an asshole when […] he systematically allows himself to enjoy specialadvantages in interpersonal relations out of an entrenched sense of entitlement that immunizes him against the complaints of other people. […] The asshole is the person who habitually cuts in line. Or frequently interrupts in a conversation. […] Or who persistently emphasizes another person´s faults. Or who is extremely sensitive to perceived slights while being oblivious to his crassness with others.”
(From: Assholes: a Theory)
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DrNicoRose
Workplace IncivilityWhat it does to you and your Team
Christine Porath
There´s evidence that “just witnessing rudeness tends to reduce observers’ performance, creativity, and citizenship behaviors and increase their aggressive thoughts.”
“People are less likely to buy from a company with an employee they perceive as rude, even if the rudeness isn’t directed at them.”
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Emotional ContagionEmotion spread like a Virus
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Relational EnergyOrganizational Suns vs. Black Holes
Wayne Baker
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DrNicoRose
Tool TimeYour Positive Portfolio
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Tool TimeWhat Went Well? (WWW)
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DrNicoRose
SchismogenesisSystems of Holding Back
Esa Saarinen
“A negative dance of holding back will prevail unless it is countered time and again.”
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Tool TimeSharing the Good Stuff & Giving Praise
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DrNicoRose
Tool TimeSharing the Good Stuff & Giving Praise
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Tool Time (ACR)Being there when things go wrong right
Shelly Gable
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Leading with MeaningThe Manager´s Role
Clarity
Authenticity
Actualization
Respect
Mattering
Autonomy
]
Y
-
Michael Steger
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CAARMA: QuestionnaireSample Items* and Parameters My manager helps me to understand the
goals and strategy of my company. (Clarity; α = .93)
My manager is an “honest soul” and communicates
openly with me and my colleagues. (Authenticity; α = .91)
My manager is aware of my strengths and arranges
my area of responsibility accordingly. (Actualization; α = .92)
My manager is attentive and perceptive when he/she
interacts with me and our team members. (Respect; α = .92)
My manager helps me to understand how my efforts contribute
to the overall performance of our company. (Mattering; α = .94)
My manager is the opposite of a micro-manager – he/she only
intervenes when it´s absolutely necessary. (Autonomy; α = .82)
*Items were administered in German
Comments
All sub-scales consist of 4 items. Exploratory factor analyses suggest all sub-scales are one-dimensional
For all sub-scales, the same 7-point scale was used: 1 = “almost never”, 2, 3, 4 = “some of the time”, 5, 6, 7 = “almost always”
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CAARMA: SampleGerman lower & senior Middle Managers
Sample size: n = 586.
Gender: 58% = female; 42% = male.
Age: Average age is ∽39.
Education: 75% have at least a bachelor´s degree;
57% have a master´s degree or some equivalent.
Leadership: 59% have experience being a leader/supervisor, 41% do not.
Occupation: Participants work across all kinds of management functions;
marketing and human resources profiles are slightly overrepresented.
Sector: Participants work across all kinds of industries, e.g., pharma,
automotive, consumer goods, banking, insurance, media, and consulting.
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DrNicoRose
CAARMA: Main Results IMeaning and Flow
3.623.36
4.614.25
5.735.41
1
3
5
7
Meaning Flow
below average
average
above average
Meaning: My work has a special meaning for me, it´s not just a job.
Flow: I´m so absorbed in my work that I forget my surroundings.
CAARMA
+ 58%+ 61%
Comments
All differences between the CAARMA
levels for the target variables are
statistically significant at the .01 level.
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CAARMA: Main Results IIPride and Engagement
3.50
4.734.62
5.33
5.936.25
1
3
5
7
Pride Engagement
below average
average
above average
Pride: It makes me proud when I can tell others I work for my company.
Engagement: I really give my best at work.
CAARMA
+ 69%+ 32%
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CAARMA: Main Results IIISatisfaction and Turnover Intentions
2.68
6.24
3.994.43
5.69
2.66
1
3
5
7
Satisfaction Turnover Intentions
below average
average
above average
Satisfaction: I`m completely satisfied with my work.
Turnover intentions: How do you currently think about changing your employer?
CAARMA
+ 112%- 135%
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CAARMA
Index
Frequent FeedbackNet Promoter Question for Managers
Correlation: 0.83
NPS
Boss Net Promoter Question
How likely is it that you would
recommend your boss
to a friend or colleague?
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The EndHell is other People?
Jean-Paul Sartre
“Hell is other people” has …
… always been misunderstood. People thought
that what I meant by it is that our relations with
others are always rotten or illicit. But […] I mean
that if our relations with others are twisted or
corrupted, then others have to be hell.
Fundamentally, others are what is important in us for our understanding of ourselves.”
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ContactDr. Nico Rose
NicoRose.de
Mappalicious.com
LinkedIn.com/in/DrNicoRose
Twitter.com/DrNicoRose
Facebook.com/DrNicoRose
YouTube.com/c/DrNicoRose