Help people find their ‘flow’ and make every day feel like Friday

Have you seen the new Lucozade ad?  The energy drink brand has decided to shake its image as a hangover cure and look for a new audience amongst busy professionals.  The campaign, titled ‘find your flow’, features normal people in everyday situations performing beyond their best thanks to Lucozade.

“Flow. The unmistakeable feeling of unstoppable. Of no problem that can’t be solved. Of no-one else can do it better. That whatever the day throws at you, you simply take it in your stride because you’ve found your rhythm. You’re on top form.” (Lucozade 2015, Find your flow)

The ad company responsible, Grey London, have taken inspiration from psychologist Mihaly Csikszentmihalyi who created the concept of ‘flow’ after extensive research on the topic.  It’s the feeling of being completely ‘into’ what you are doing.  Of being wholly absorbed in a task or activity and of losing yourself in a moment.

Csikszentmihalyi describes ‘flow’ asbeing completely involved in an activity for its own sake. The ego falls away. Time flies. Every action, movement, and thought follows inevitably from the previous one, like playing jazz. Your whole being is involved, and you’re using your skills to the utmost.” 

That’s what I want to feel when I’m at work and what I want my team to feel also.  I’d like them to love what they do so much that they can immerse themselves in their tasks and spend most of their time ‘in the zone’.

Why should we aim to help individuals find their ‘flow’ in the workplace?

I’m really conscious that people spend a lot of time at work.  Over a lifetime, it’s around 90,000 hours if we work full-time from leaving school to retirement.  This is time that many people would rather spend doing something else such as sitting in the garden, playing with the children or walking the dog.

It’s an ambitious aim but I want the people in my teams to enjoy what they do almost as much so they are focused on delivering great things for the organisation rather than wishing they were somewhere else.  My view is that if I can help them find their ‘flow’ at work, I can help them to maximise their contribution to the organisation and enhance their overall life satisfaction.

How do we create an environment that supports individuals to find their flow’?

Based on 10 factors which are known to accompany the feeling of ‘flow’ here are 8 things that leaders should seek to provide in the workplace to allow employees to immerse themselves in their activities:

1)      Set clear goals that are challenging but achievable

2)      Allow people to concentrate on their goals and focus their attention

3)      Ensure their work is rewarding and ensure recognition of their efforts

4)      Create an environment where they feel secure and not self-conscious

5)      Give feedback

6)      Ensure tasks are achievable and suitable for the individual’s level of skill whilst providing a healthy challenge

7)      Allow ownership of a task or responsibility

8)      Minimise any distractions that will prevent the individual from focusing on the activity

 

Do you agree that helping people to find their ‘flow’ is an important goal?  Have you tried to create this kind of environment in your workplace?  Let us know your experiences by posting in the comments below.

 

3minuteleadership.org

 

Photo credit: Pixabay

 

Leading a resilient nation for future generations

Last week, I attended an event led by Cardiff Business School which explored how procurement can be used as a tool to tackle poverty. With a background in equalities, I have been promoting this kind of approach for a while as a way to increase social value by ensuring public funds are used as a lever for change so it was exciting to have a whole day talking about how we might do that.

One of the main topics of discussion in Wales right now is the Well-being of Future Generations Act which came into force earlier this year. The Act legislates for sustainable development and sets out seven well-being goals that public bodies have to work towards.

During the day, we discussed the goal for A Resilient Wales and how we might achieve this nationally. The discussion was informed by a presentation on resilience in manufacturing and covered resilience in its broadest sense.  As we explored the challenges, it became obvious to me that there is a fundamental requirement for strong leadership which facilitates the development of resilience in organisations, communities and individuals.

Firstly, to achieve resilience, leaders have to mark it out as a priority. We can all continue delivering in a way that is unsustainable, providing services for the here and now without protecting our resources (human and financial) to continue into the future. Or, we can take a moment to think about what we’re doing and whether we are doing it in the best way, not just for now but for the long term. In order to make this happen, we need our leaders to take a stand and consider how we can stop doing more for less and instead focus on ensuring we can stand up to the pressures of reduced budgets and increased expectations to ensure we maintain economic, social, cultural and environmental well-being.

Once we have committed to achieving resilience, I would argue that the first step in reaching the goal, is building resilience amongst our people. Delivering national well-being requires energy and commitment from our officers in the public service. Richard Branson was in the news not long ago for saying that the customer comes second and staff come first. His rationale being that if you look after your employees, they will look after the customer. This kind of philosophy is one that I believe is in keeping with the objectives of well-being and sustainable development in Wales. If we are thinking about the long term and the impact on future generations, then surely what we need to do is consider the way we are working and address that for the long term so that the people who will deliver national well-being have the energy, passion and drive to do so.

 

3minuteleadership.org

Blog at WordPress.com.

Up ↑