Psychology@Work

Why do we need a model of well-being and why is this one good?

I'll take you through the PERMA model, explain each element, and give you a sense of practically-speaking, how you can use it to up your own well-being.

Seligman describes PERMA as a five factor model, which others have added to over the years but today I’m just going to cover the fab five of:

• P – Positive emotions
• E – Engagement
• R – Relationships
• M – Meaning
• A – Achievement

In this podcast, you'll discover what positive psychology is, some key concepts and how it can help you in your day to day life.

How do organisations and the people within them, build their capacity to cope with change, shocks and uncertainty at the same time as dealing with increasing competitive and regulatory pressures that require a higher level of output to even stay in the game?

Evidence is becoming increasingly compelling that building and leading organisations where people are psychologically safe, where they are valued and understood and where their talents and strengths are put to the very best use leads to the most positive organizational outcomes.

It’s an overly connected and busy world, and we place our efforts on reacting rather than pausing. How much time are we really giving to problem solving and decision making?  So we feel disconnected and distanced from leaders who aren’t aware of their impact on others.

What does conscious leadership look like? Someone who is committed to personal growth and mastery, to building their self-awareness, in service of supporting and developing other people’s potential.

Feel like you've lost your mojo?

Maybe you're stuck in a rut at work, meaning your interest in is starting to wane? Or could it be that you're moving to a more senior leadership role or moving into a different business area which will take you outside of their comfort zone?

So how can you keep your mojo if it’s on a high, and how can you get your mojo back if it’s ebbing away. In this podcast, I want to give you my top tips for both.

In this podcast, I want to give you five top tips for navigating your career whether you choose the ladder or the squiggle. They are:

1. Build a language around your strengths

2. Work your network…beyond the obvious

3. Keep learning and make it personal

4. Keep exploring your career possibilities

5. Own your career story

Listen to find out more.

There’s a lot of old ways of thinking about careers still kicking about in what you might have assumed would be a more enlightened time. So this podcast is designed to help debunk some of those career myths and help you build a career that’s more you-shaped, based on your strengths.  My five myths are:

1. Work is meant to be tough, choosing a strengths-based career seems indulgent
2. All careers and roles will give me the same opportunity to use my strengths anyway, right?
3. Other people will see my strengths and find the right role for me
4. I should focus on removing my weaknesses and making myself an all-rounder
5. My role doesn’t really play to my strengths but there’s not much I can do about it

I want to introduce you to a practical model that does just that. It will help you work out whether you’d prefer to be a manager, an expert, an entrepreneur or a whether you’d prefer to go it alone, or dedicate yourself to a cause, as well as several other things besides. I’ve been helping people make better career choices using this model for over 20 years and I am happy to tell you that it’s good. Very good.

Picture the moment: you’ve seen a great role with a great organisation (or even a great internal project or assignment at work), and you just know that it’s a perfect fit for you and exactly what you want to be doing next in your career.  But how do you make sure you get the opportunity to convince others and, more importantly, smash that all-important interview?

This podcast will help you smash your next interview, and all your future interviews, the strengths way, so that you can move to the next stage of your career journey, and the next and the next.