Joy and happiness are two different things. Both impact things like creativity, individual productivity, and the company’s bottom line (yes, it’s true). But joy is more sustainable. Here’s a 5-minute per day, one-week plan for kickstarting your path to getting more joy out of work.
Are you missing joy at work? Or maybe, you’ve never even put the two words joy and work together in the same sentence. May is Mental Health Awareness Month. Joy is important to mental health. Finding it at work is very challenging for many of us. However, finding it may be more important than ever.
Isn’t joy just another word for happiness? Not really. According to Merriam Webster dictionary joy is the emotion evoked by well-being, success, or good fortune. Joy comes from being connected to our uniqueness, authenticity, to others and to something meaningful. Joy is something we create and more intrinsic. Happiness is sparked by an external event or situation. Research shows both joy and happiness impact our creativity, energy, productivity, health, ability to handle stress, and the company’s bottom line. Joy is more sustainable.
Interested in (re)gaining joy at work? After all, we do spend most of our days working. Creating joy needs to be an active pursuit made up of small steps we take every day. I challenge you to take the 5-minute, 5-day challenge to (re)gain joy at work. It works best when you implement it over 5 consecutive days and jot your answers down somewhere so you can look back on them.
Day One: 5 minutes: Reconnect to your North Star. What is your big why? Why do you do the work you do? How is it helping you live your values? How does your work connect with other important things in your life? What about it is driving you right now?
Day Two: 5 minutes: What is one thing you can influence or change at work that will allow you to align with your North Star more completely – even if it’s a small thing. What is one task you could do? Or stop doing? What is one opportunity you could take to give yourself a few minutes to focus on something more meaningful? Or to laugh? Or to take a deep breath?
Day Three: 5 minutes: What colleague could you help? Maybe you’re thinking you don’t have time to help a colleague because you have so much on your plate. What if you grabbed them a cup of coffee when you go to grab one yourself? Could you have a walk and talk to help them think through a challenge while you both go to pick up lunch (that you may be eating at your desk so you can keep working!)
Day Four: 5 minutes: What are your strengths? What energizes you? What is one way, in the next week, you could more fully use that strength? How could you craft your job so that you are able to do this more consistently and frequently?
Day Five: 5 minutes. Reflect and reward yourself. What accomplishment are you proud of this week? How did you live your big why? What one thing did you influence or change? Who did you lend a hand to? How did you use your strengths more fully? Do you feel more joy today than you did 5 days ago?
Integrate this challenge into your daily routine every week. Assess the impact at the end of 3-weeks and 3 months. Let me know what happens.
Recently, I’ve been talking with leaders, including mid-level leaders, about the challenges they are facing with staff shortages, continued ambiguity from COVID, and end of year pressures. In these conversations, the underlying theme is the toll these issues are taking on their emotions and their continual effort to push those emotions away or to simply plow through them.
The context for these conversations is a broader discussion about leading with emotional agility. Susan David and Christina Congleton, in their Harvard Business Review article, define emotional agility as the ability to manage one’s thoughts and feelings in a mindful, productive way. When most of us get hooked by our negative thoughts, especially at work, we have one of two reactions. We buy into them (“I always do something stupid that gets in the way of my success.”) and avoid the situations that may evoke them. Or, we rationalize them away (“I shouldn’t have these thoughts. Just get on with it.”)
When we get hooked and choose one of these two common reactions, we are not giving ourselves the opportunity to respond effectively and intentionally. To choose to respond rather than react, the first step you must take is to recognize what is going on with you.
When I talk with these leaders, I ask them how many times a day they check in with themselves to assess what they are feeling. The overwhelming response is never. Some will say rarely. A very small fraction will say regularly. Then we do the following exercise:
First, we pause the conversation right there and I give them 30 seconds to just stop and check in with themselves.
Before the pause, I encourage them to work hard to accurately name what they are feeling. Don’t just tell themselves they are feeling stressed. Rather become more granular in the assessment. Are you angry? Frustrated? Overwhelmed? Constrained? To respond, rather than react, the first step is to accurately identify and understand what you are feeling. You can’t create an effective response or strategy if you are unable to clearly define what you are responding to.
At the end of 30 seconds, I ask them about their experience. They often say it makes them feel more centered, have more clarity, and are better able to manage those emotions than have the emotions manage them. It provides them the space to choose a response.
We then discuss how pausing 1-2 times a day – taking 1 minute out of an 8, 10 or 12 hour workday– can significantly impact the ability to become more emotionally agile and the impact of that agility on their ability to lead in challenging times.
Over the next few weeks, take a moment or two throughout the day to check in with yourself. What are you feeling? How are you reacting to those emotions? What opportunities do you have to pause to make the choice of how you will respond?
These are stressful times. You’ll find that this technique also works quite well at home.
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