Organizational psychologists say workers want meaning and purpose. Companies need new strategies.
What would a professional environment look like if business people were excited about their work? Renowned organizational psychologist Aries Cortez, Ph. It says we need inspired leadership, a fresh understanding of the world, and an entirely new strategy grounded in meaning and purpose.
These “essential elements” and their ability to unlock potential and increase impact in your organization are explained in her new book, The Great Revitalization: How Activating Meaning and Purpose Can Radically Enliven Your Business. Masu.
““Why not create a workplace of play where teams can return to the playground and happily create masterpieces in the dirt?” she writes. “People around the world have lost their childlike playfulness and don’t know how to get it back or how to find and live their passion and purpose.”
Rediscover passion and purpose
She says that the reason she became this way is “the accumulation of life and years of experience.” She explains how we start out as joyful children expressing joy and dissatisfaction and anger at the same time. In school, we learn that some of those emotions are inappropriate.
“Then we enter the workforce and learn that if we want to get promoted, we really have to keep some of our emotions to ourselves. And it is certainly better not to cry, get upset or irritated at work. By the time I meet people in their 30s and 40s, their emotional spectrum has declined to a tiny fraction of what it once was. ”
In response, Cortez encourages “passion work” with clients. “It not only boosts their own energy, but it positively impacts everyone around them. That’s why I encourage my employees to spend 10% or 15% of their time doing things they’re passionate about. We advocate bringing passion back into the workplace, even if it’s just by giving to pursue it.”
universal awakening
Cortes describes a “universal awakening” that has arisen from the silence of COVID-19. Noting the “stillness that has fallen across the country,” the world is slowing down and workers are thinking about how they want to live, with whom they want to connect, and in what conditions they want to work. she says.
“That was the turning point. We’ve been experiencing the tension between meaningful and useful work in our lives for more than a decade, but the pandemic has made us realize what’s missing and how things are going wrong in our lives as a whole. “I really felt the pain,” she said. Said. “That forced shutdown and collective heart attack, so to speak, gave us an opportunity to recognize what worked and what didn’t in our lives. And so… It’s rare that I’ve had a moment where I’ve literally been able to come to a screeching halt and force myself to take a look at who I am, what I stand for, and what I want out of my life.”
Cortez points out that change rarely happens when everything is going well. “As an organizational psychologist, I am very conscious of one thing: One is that we grow more when we are moving forward through difficult challenges, and that is the catalytic force that transforms us as we watch our favorite shows on TV while eating bonbons on the couch. It’s a struggle and how we persevere through that challenge makes all the difference and is directly related to the amount of growth we actually experience. I can say that.
management through meaning
Cortez created a program called “Management Through Meaning,” which he currently uses in his consulting work. We teach managers the practical skills they need, such as setting expectations and removing obstacles.
“This includes communicating the value and potential of team members and finding ways to help them activate their individual sources of meaning (passion, inspiration, mindset) and increase intrinsic motivation. “subtle skills rooted in intelligence,” she writes. I feel particularly fulfilled in other areas as well. ”
She added that just as it is important for individuals to leverage their own uniqueness, leveraging the uniqueness of an organization is critical to realizing its potential.
Retaining good workers
Cortes points out that there are many reasons why people leave an organization. One is relationships with managers, which she says can be addressed through improved behavior and communication. The other thing is that we don’t feel like we’re learning and growing. “Many organizations don’t invest in their people.”
Furthermore, she says: This will go a long way in making people not want to leave. And when people understand that they’re part of an organization that they’re proud of, that has a strong purpose, that aligns with their own, and that they can live up to, that’s really great. It becomes a fixation tool. ”
Improve your business with beauty
In The Great Revitalization, Cortez explains that elevating a company’s purpose through beauty means recognizing that business is not just a profit-making machine, but rather a means of self-expression. I’m explaining. “There is so much we can do in the world through business,” she said.
Cortez therefore believes that businesses can turn the great resignation experienced after the pandemic into a great rebirth of their own, allowing them to perform at much higher levels of productivity, creativity and results. FBN
Bonnie Stevens, FBN
“The Great Revitalization: How Activating Meaning and Purpose Can Radically Enliven Your Business is available for purchase on Amazon. Cortez can be reached at alise@alisecortez.com.
Hear more about Dr. Alyse Cortez in this interview with Bonnie Stevens on StarWorldwideNetworks.com’s Zonie Living.
Provided photo: Readers are welcomed to a book signing with Alyse Cortez, author of four best-selling books, “The Great Revitalization: How Activating Meaning and Purpose Can Radically Enliven Your Business.”
