Archive for ◊ April, 2010 ◊

• Thursday, April 29th, 2010

Imagine if you could constantly replicate the great feeling that you get from achieving something special. That overwhelming sense of self-satisfaction and self-esteem that comes when we have truly accomplished something we set out to do. Imagine if, as a manager, you could replicate that feeling in your staff as well.

The major physiological response to achievement is the increase in the levels of dopamine in our bodies. Dopamine is not only responsible for our feelings of satisfaction and well-being but, coincidentally, is also responsible for increased attention, problem-solving, cognition and translating motivation into action. It

• Tuesday, April 27th, 2010

A recent study has shown the effects of how we perceive our self-control.

A group of smokers were asked to take a

• Thursday, April 22nd, 2010

I always say that leaders affect their people more than they know, and now new research shows that the employee-manager relationship is one of the most important in our lives.

We know the importance of relationships on our health and well being. When the key relationships in our lives are running smoothly, we are more productive and less likely to suffer from immune system breakdowns. In short, we perform better and stay healthier. But which relationships have the most impact?

In a recent study, it was revealed that the most influential relationship to our health and well-being is that with our spouse. No surprise there.

But interestingly, barely a couple of points behind, was the influence of our relationship with our immediate manager.

Despite most people’s reluctance to rank the employee-manager relationship as highly significant, those who have a poor relationship with their immediate manager show decreased levels of performance and present with more instances of illness. Alternatively, those with healthy employee-manager relationships thrive in both performance and health.

Yet more evidence that our ability to build quality relationships with our people predicts their performance and productivity.

• Tuesday, April 20th, 2010

There is some recent neuroscience research that suggests the brain is wired to choose the

• Tuesday, April 13th, 2010

There is some more evidence out of Berkeley, California, to prove that recovery aids cognitive performance.

In a memory recall exercise, participants went through a rigorous memory exercise and then tried to recall the items they had memorised. One group then had 70-90mins of rest and recovery, while the other group did not. The groups then had another round of recalling the things that they had originally learnt.

The rest group performed the best of the two, and in many cases actually performed better than their first try – recalling more information than they had immediately after the exercise. It seems that rest, recovery and sleep allow the brain to consolidate memory and possibly transfer learning from short to long term memory.

The upshoot for performance? If you have to memorise a presentation, data or something similar, make sure that you have a chance to learn it and then sleep on it before having to deliver. This will help your ability to recall details.

Read the entire article here: .#ln

• Monday, April 12th, 2010

In the 2009 Gallup poll of engagement and wellness, it was found that the highest scores in both these categories came from business owners and also forestry and farming workers. Even though both of these vocations had high scores on engagement and wellness, it was also determined that they work the longest hours and don’t earn as much as other occupations.

The bottom line? Neither hours worked, nor monetary reward, predicts engagement or wellness. The things that these vocations do have in common is autonomy, meaningful work and the notion that effort equals reward. How do we harness these things in the workplace?