Unlocking Happiness for a Healthy, Higher-Performing Work and Life
Can you really be both “happy” and “at work”? We all want to be happy, engaged, and satisfied with our job or in the career we’ve chosen. Loving what it is we do makes us less stressed, decreases boredom, increases motivation, and has an overall positive impact on our personal lives. As workplace leaders we want happier employees. These employees are more engaged, approach their work with enthusiasm, and bring a hunger to innovate.
Sadly, only 13% of the global workforce is happy and engaged. Despite all the stats, happiness strategies are often low on the workplace priority list. With 90% of our waking hours spent at work in our lifetime; this is a massive problem. It isn’t just costing employers – studies show that employee disengagement is making us lonely, anxious, and harming our health.
Jennifer Moss believes we can solve this well-being crisis and has the research and data-backed insights to show us how. Drawing on her experiences as a behavioural sciences consultant and member of the UN Global Happiness Council, Jennifer provides audiences with practical advice to become happier, healthier, and higher-performing people both professionally and personally.
• How to develop the habit of gratitude and increase emotional intelligence.
• The insights from behavioral sciences on how to be the most effective leaders or managers.
• Psychological fitness techniques to better manage stress.
• The organizational shift in focus from work/life balance to work/life continuum – what this means and how can we achieve it.
Leadership & HR | Boosting Recruitment and Employee Retention Through Purpose Over Pay
A study out of the UN Global Happiness Policy Report found that employees under 40 will actually take up to 32% less pay if they find purpose in their work. For those leaders who are currently building retention strategies, this should be a guiding purpose in what they put together. Jennifer Moss has spent years working with leadership teams to help develop generate solutions and drive the shift in how we compensate, engage and retain our emerging leaders.
Pay is table stakes – it’s simply proper hygiene for any competitive firm. But, purpose is much harder to communicate. This talk with focus on ways to motivate younger workers and attract new talent with a focus on purpose vs. pay. Jennifer will share real case studies of companies she’s worked with where it is going well and explore the benefits and challenges of they faced in the process.
• The latest research and statistical insights on why various demographics are most drawn to certain companies.
• How to engage your top performers in an era where purpose matters more than pay.
• The strategies and tactics used by leading companies around the world that are having the greatest impact on recruitment and retention.
Avoiding Burnout – Both Passion & Purpose Driven Burnout
You’ve no doubt heard the well-worn advice that “if you do what you love, you’ll never work a day in your life.” It’s a nice idea but a total myth.
Burnout in healthcare, for example, is astounding. Physician suicide rates are 40% higher than average rates for males and 130% higher for females. Research points to burnout – and specifically with women in healthcare professions; compassion fatigue. Jennifer’s Harvard Business Review article, When Passion Leads to Burnout, hit a chord. As it went viral, translated and shared globally, it became obvious that this issue hits anyone who is passionate about their work, most identified as top performers.
With the World Health Organization including “burnout” in its International Disease Classifications (IDC11), leaders and individuals alike need to know the warning signs. Through Jennifer’s unique style of distilling complex research and data into approachable, fun, and engaging learning, this talk will highlight the causes, provide ways to detect, and share strategies and tactics to prevent the negative emotional and physical impact of burnout.
The Emotionally Intelligent Leader
This talk explores how emotionally intelligent leadership and corporate stewardship drives innovation and organizational success. Drawing from her experience working with the UN Sustainable Development Goals related to workplace well-being, and her collaborations with Fortune 500 and Silicon Valley startups, Jennifer shares how emotional intelligence and employee happiness impacts workplace cultures and financial performance.
This talk will unveil how Google learned that “being nice” resulted in the invention of Gmail, maps, autonomous cars, and their highest-performing product innovations. Jennifer will share which global firms found volunteerism increased their retention and engagement. And, she’ll explain how Netflix and Virgin saved money by offering unlimited vacation to their entire staff. These examples, along with other stories of companies doing well by doing good, leave attendees with a solid strategy for nurturing emotional intelligence in their leaders and teams, A strategy that is sure to increase competitiveness, relevancy, and readiness for the future of work.
For Education Industry – Building the HERO Generation: A Happier, Healthier, Higher-Performing Education Ecosystem
In 2009, Jennifer Moss arrived at the hospital to find her husband Jim, a gold-medal-winning, hall-of-fame, professional athlete, fighting for his life. This moment catalyzed the couple to study post-traumatic growth so others could learn from their experience and better prepare for extreme challenges. In collaboration with the most prominent scientists in positive psychology from UCLA, Stanford, Berkeley, Oxford, and Wilfrid Laurier, the team discovered that athletes are trained to be high-performing at a very early age. Even more compelling, a young athlete is more likely to get scholarships and go on to post-graduate school than an equally talented teammate, if they had higher emotional intelligence (EI). Athletes high in Hope, Efficacy, Resilience, and Optimism (HERO) had super fuel compared to their teammates with lower HERO.
Jim and Jennifer created a way to apply their high-performing athlete theory in schools. After several years collecting data, they found that developing HERO in schools improved all metrics, but it was exponentially better when staff (Trustees, EAs, Teachers, Principals – even IT and Finance) were engaged in the same well-being strategy. For students; standardized test scores improved, graduation rates were higher, math scores were better, truancy and aggression decreased considerably, and in some schools, stopped altogether. For staff; they had significantly less absenteeism, higher engagement, increased well-being, felt less sick, and enjoyed more job satisfaction