91% of workers at companies led by leaders that support well-being efforts say they feel satisfied with and motivated to do their best at their jobs. (American Psychological Association)
Let that sink in……
Now, I wanted to share with you all a philosophy that I was reading about recently and something which I believe, whatever your industry, you should think about executing
It is called “Yes if” – so when we are presented with an idea or a challenge rather than say No, Because, we say Yes if. How many times already this week have you heard a manager or colleague use the word “No”? Maybe you yourself have whispered those very words?
Let us not mistake this way of responding as blindly agreeing to something – it is merely a positive way of coming to an agreement or solution, whichever is more appropriate to the situation. It can be vital in establishing a dual dialog, resulting in effective collaboration all round. More importantly, a sense of well-being and satisfaction
Why else is the “Yes, if” theory perhaps successful:
1. Creates fresh solutions
2. Changes outcomes in an often unique way
3. Increases productivity of workforce
4. Encourages positivity
5. Feeling of satisfaction
Let’s put this into practice shall we……
- Employee of Banter Ltd: David, could I please talk to you about my pet hamsters left foot?
- MD of Banter Ltd: Yes, if you are able to grab me at 530pm after I have finished this report
- David could have easily said “No because I’m too busy and that is too irrelevant”.
A light hearted example but you see where I’m coming from. As leaders, it can become too common to forget the direct impact our responses have, so whilst a lot of the time, the intention may not be to upset or “push away” colleagues, the way in which you respond may very well do that. Ultimately the word “Yes” has a far better ring to it and opens up a more communicative way of thinking and working.
Try it out today. In fact, try it for the next 24 hours in your business and see the effect it may have. I’ll now refer back to the statistic at the beginning – if 91% of your workforce felt satisfied with you own well-being efforts, would you see this as a success?
Fiona Blackwell – Associate Director