HAPPINESS AT WORK: Is this possible?

Enrich Educational Coaching

Alejandra Cabassi is a Professional Certified Coach, endorsed by the International Coaching Federation.

In it month of happiness (It is celebrated every March 20) I want to bring up this topic that is so sought after by all of us, although it is often postponed in life in general and in organizations in particular. If we ask CEOs, Managers and teams about the role that Happiness plays in their objectives for this year… What answers would we get? How present is Happiness in institutional policies, decision-making, action plans or metrics?

We know that Happiness is a fundamental issue to achieve greater organizational Well-being and that it will bring better performance and results. So: What does Work Happiness comprise? Is it possible to develop it? How specifically?

  • Debunking Myths about what makes us happy (and give us a hint on how to approach this organizational challenge):

The 1st Myth is that youth and happiness go hand in hand: studies in the US and Europe (Happiness Curve drawn up by economist David Blanchflower) have shown that there is no direct correlation and have identified older ages with higher levels of happiness (because they are more connected with a purpose and meaning in life).

The 2nd Myth is that money brings happiness: although it is true that money helps to cover basic economic needs, once covered it is not the main element. He Harvard Longitudinal Study of Human Developmentand one of the longest (since it covers more than 8 decades), draws conclusions that neither money nor success are the main factors of Happiness.

This study brings us evidence and great clarity: Happiness is based on the type and quality of ties we have, that is, the contact, support and cooperation networks that accompany us in our lives and professions.

Neurosciences identify it as Social capitalbecoming the main resource to serve in any organization that wants to develop greater Well-being and maintain their talents in their teams of collaborators.

So how to develop this fundamental resource? How to recover, reinforce and maintain solid links in teams? This is the GREAT challenge in this stage of hybrid work, geographically separated teams, home office days, etc…

  • 3 keys to developing Social Capital in organizations:
  • Social activities that enable exchanges and greater knowledge between employees among themselves to share other issues beyond work (interests, hobbies, motivations, concerns, challenges, etc.),
  • Relaxation spaces to take breaks during the day and recover energy (a meeting place with colleagues to disconnect, slow down and reduce tensions),
  • Assertive communications where the strengths, positive aspects and degrees of development and progress of each collaborator and the teams in general are recognized.

We know that happiness at work is possible and a priority issue both for organizations and for each one of us!

Contact information:

Mail: [email protected]

IG: @enriquecercoachingeducacional

Web: www.enriquecer-coaching-educacional.com

Linkedin: Alejandra Cabassi


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