Happier At Work®

This is a synopsis of the key points from my conversation with Matt Shenker, all about managing expectations versus reality when it comes to workplace behaviour and wellbeing.The main points include:The importance of restructuring workplaces to meet the human needs of connection and purpose.Understanding the six intrinsic human drives and how they relate to workplace wellbeing.The concept of an implementation gap in workplaces, not a knowledge gap.The role of leaders in connecting company missions to individual values for greater impact.Insights on how AI can organise data to improve workplace systems and processes.The significance of recognition in manager-employee relationships to enhance engagement and retention.Do you have any feedback or thoughts on this discussion? If so, please connect with Aoife via the links below and let her know. Aoife would love to hear from you!Connect with MattInstagramLinkedInWebsiteConnect with Happier at Work host Aoife O’Brien:WebsiteLinkedIn YouTubePrevious Episodes:Episode 187: Get Ready for Happier at Work 2024 with Aoife O’BrienEpisode 203: National Workplace Wellbeing Day with Aoife O’BrienEpisode 242: Transforming Mental Health Conversations at Work with Melissa DomanMentioned in this episode:Private Feed linkPrivate Feed ad

How can you identify and meet your employees’ needs and improve wellbeing?In this enlightening episode of the Happier at Work podcast, I engage in a deep conversation with Matt Shenker, a therapist, behaviour scientist, and innovative leader in workplace transformation. Matt shares his personal journey from struggling with addiction to using behaviour science to revolutionise workplace systems. He delves into how modern workplaces are out of sync with human needs and discusses practical strategies to bridge this gap by focusing on connection, purpose, and a more empowered society.Matt emphasises the importance of restructuring workplaces to satisfy our core needs for connection and purpose while addressing the gaps in knowledge versus implementation. He explores the six intrinsic human drives and how meeting these needs at work can lead to increased motivation, reduced burnout, and a more fulfilled life. We also covered the critical role of leaders in facilitating environments where individuals can align their personal values with their work, ultimately enhancing well-being and performance.The main points include:The importance of restructuring workplaces to meet the human needs of connection and purpose.Understanding the six intrinsic human drives and how they relate to workplace wellbeing.The concept of an implementation gap in workplaces, not a knowledge gap.The role of leaders in connecting company missions to individual values for greater impact.Insights on how AI can organise data to improve workplace systems and processes.The significance of recognition in manager-employee relationships to enhance engagement and retention.Do you have any feedback or thoughts on this discussion? If so, please connect with Aoife via the links below and let her know. Aoife would love to hear from you!Connect with MattInstagramLinkedInWebsiteConnect with Happier at Work host Aoife O’Brien:WebsiteLinkedIn YouTubePrevious Episodes:Episode 187: Get Ready for Happier at Work 2024 with Aoife O’BrienEpisode 203: National Workplace Wellbeing Day with Aoife O’BrienEpisode 242: Transforming Mental Health Conversations at Work with Melissa DomanMentioned in this episode:Private Feed linkPrivate Feed ad

What is the drama triangle and how can you get out of it at work?In this solo episode of the Happier at Work podcast, I dive deep into the psychological concept of the drama triangle, developed in the 1960s. Often unrecognisable at first glance, these unconscious patterns involve the roles of the victim, the persecutor, and the rescuer. I discuss how these dynamics can impact workplace culture, relationships, and overall career progression, and provide insights into recognising these roles and transforming them into more positive interactions.I share some of my own personal experiences and provide  practical strategies for shifting out of these roles. By moving from victim to creator, transforming persecutors into challengers, and reframing the rescuer's impulse into supportive guidance, you can become equipped with the tools to break free from these limiting patterns. This episode is a must-listen if you’re aiming to create a healthier, more constructive workplace environment.The Main Points:Understanding the roles within the drama triangle: victim, persecutor, and rescuer.Recognising patterns of behaviour affecting workplace culture and personal growth.Transitioning from victim mode to creator mode for personal empowerment.Shifting from being a persecutor to becoming a challenger to support others better.Reframing the rescuer role to offer supportive guidance rather than taking over.Learning the impact of micromanagement and gossip in perpetuating the drama triangle.Practical tips for improving communication and responsibility within team dynamics. Do you have any feedback or thoughts on this discussion? If so, please connect with Aoife via the links below and let her know. Aoife would love to hear from you!Connect with Happier at Work host Aoife O’Brien:WebsiteLinkedIn YouTubePrevious Episodes:Episode 239: From Manager to Coach with Jude SclaterMentioned in this episode:Private Feed linkPrivate Feed ad

This is a synopsis of the key points from my conversation with Alida Miranda-Wolf.The main points include:The significance of gradual and systemic DEIB change to prevent organisational pushback.Alida's journey from isolation in venture capital to founding a DEIB transformation firm.The cultural conflict aversion in the U.S. and its impact on professional development.The need for effective communication and hard conversations to support employee growth.Strategies to rebrand and reframe DEIB to navigate political and legal challenges.Insights into creating inclusive environments that foster creativity and respect.Do you have any feedback or thoughts on this discussion? If so, please connect with Aoife via the links below and let her know. Aoife would love to hear from you!Connect with AlidaAlida's WebsiteCompany WebsiteLinkedInConnect with Happier at Work host Aoife O’Brien:WebsiteLinkedIn YouTubePrevious Episodes:Episode 88: Why DIsability inclusion in the workplace is important with Seonaid O’MurchadhaEpisode 137: The journey to diversity inclusion and belonging with Siobhán SweeneyEpisode 167: Embracing diversity and inclusion at work with Donna O’ConnorEpisode 207: Gender Equality and inclusive leadership with Robert BakerMentioned in this episode:Private Feed linkPrivate Feed ad

How can you balance leadership and having difficult conversations about inclusivity?In the latest episode of the Happier at Work podcast, I had the pleasure of speaking with Alida Miranda-Wolff, a trailblazing figure in venture capital and a passionate advocate for diversity, equity, inclusion, and belonging (DEIB). Alida shared her unique journey—from feeling isolated as one of the few women and Latino leaders in Chicago's venture capital scene to founding Ethos, a firm dedicated to transforming DEIB into organisations. She emphasised the importance of gradual, systemic change and the necessity of reframing DEIB efforts to combat backlash in today's political and economic climate.Alida also addressed the challenges faced by organisations, the cultural aversion to conflict in the U.S., and the critical role of honest communication in professional growth. Her insights are invaluable for anyone looking to foster an environment where every employee feels respected and valued, encouraging meaningful workplace transformation.The main points include:The significance of gradual and systemic DEIB change to prevent organisational pushback.Alida's journey from isolation in venture capital to founding a DEIB transformation firm.The cultural conflict aversion in the U.S. and its impact on professional development.The need for effective communication and hard conversations to support employee growth.Strategies to rebrand and reframe DEIB to navigate political and legal challenges.Insights into creating inclusive environments that foster creativity and respect.Do you have any feedback or thoughts on this discussion? If so, please connect with Aoife via the links below and let her know. Aoife would love to hear from you!Connect with AlidaAlida's WebsiteCompany WebsiteLinkedInConnect with Happier at Work host Aoife O’Brien:WebsiteLinkedIn YouTubePrevious Episodes:Episode 88: Why DIsability inclusion in the workplace is important with Seonaid O’MurchadhaEpisode 137: The journey to diversity inclusion and belonging with Siobhán SweeneyEpisode 167: Embracing diversity and inclusion at work with Donna O’ConnorEpisode 207: Gender Equality and inclusive leadership with Robert BakerMentioned in this episode:Private Feed linkPrivate Feed ad

This is a synopsis of the key points from my conversation with Matt Poepsel.The main points include:Embracing complementary styles within organisations to handle complex projects effectively.Recognising and managing workplace friction, both internally and externally, to maintain organisational harmony.Understanding demographic shifts, such as talent shortages, and their impact on organisational dynamics.Overcoming fears and entrenched practices to prioritise stakeholder welfare and drive transformative change.The importance of aligning personal values with work to enhance job satisfaction and team dynamics.Focusing on beliefs over behaviors to enact personal and organisational growth.This episode is a must-listen if you want to align your personal and professional aspirations with your organisation's mission for a harmonious and productive work environment.Do you have any feedback or thoughts on this discussion? If so, please connect with Aoife via the links below and let her know. Aoife would love to hear from you!Connect with MattWebsiteLinkedInMatt’s Podcast: Lead the PeopleConnect with Happier at Work host Aoife O’Brien:WebsiteLinkedIn YouTubePrevious Episodes:Episode 120: The Journey to Self Mastery and Success with Sharath JeevanEpisode 187: Get Ready for Happier at Work 2024 with Aoife O’BrienMentioned in this episode:Private Feed linkPrivate Feed ad

How can you effectively manage different working styles to enhance teamwork and productivity?In the latest episode of the Happier at Work podcast, I had a thought-provoking discussion with Matt Poepsell, known as the "godfather of talent optimisation" at the Predictive Index. We delve into the intricate dynamics of workplace styles and the necessity of embracing differences to tackle complex challenges. Matt shares insights from his vast experience, exploring how addressing intrapersonal conflicts and understanding demographic shifts like the rise of AI and generational changes can elevate workplace satisfaction and efficiency.Matt also stresses the crucial role leaders play in fostering an interconnected, purpose-driven culture. By aligning personal values with the broader mission, boosting wellness, and adopting a transformative business approach, you can drive engagement and happiness at work. The main points include:Embracing complementary styles within organisations to handle complex projects effectively.Recognising and managing workplace friction, both internally and externally, to maintain organisational harmony.Understanding demographic shifts, such as talent shortages, and their impact on organisational dynamics.Overcoming fears and entrenched practices to prioritise stakeholder welfare and drive transformative change.The importance of aligning personal values with work to enhance job satisfaction and team dynamics.Focusing on beliefs over behaviors to enact personal and organisational growth.This episode is a must-listen if you want to align your personal and professional aspirations with your organisation's mission for a harmonious and productive work environment.Do you have any feedback or thoughts on this discussion? If so, please connect with Aoife via the links below and let her know. Aoife would love to hear from you!Connect with MattWebsiteLinkedInMatt’s Podcast: Lead the PeopleConnect with Happier at Work host Aoife O’Brien:WebsiteLinkedIn YouTubePrevious Episodes:Episode 120: The Journey to Self Mastery and Success with Sharath JeevanEpisode 187: Get Ready for Happier at Work 2024 with Aoife O’BrienMentioned in this episode:Private Feed linkPrivate Feed ad

Do you feel confident negotiating your salary?In this episode of the Happier at Work podcast, I dive into the taboo subject of salary negotiations, sharing both my personal experiences and practical tips to help you navigate these complex conversations. I emphasise that happiness at work isn't solely about money, it’s about the importance of feeling fairly compensated. I am transparent in this episode about my own successes and failures in salary negotiation, and I want to inspire you to approach your next negotiation with confidence .Gain insights into why timing is critical, how to leverage market research and your personal achievements, and the importance of going into negotiations feeling worthy of what you’re asking for. Whether you're looking to increase your salary, negotiate for additional benefits, or simply understand the value you bring to your organisation, this episode is packed with actionable advice to bolster your negotiation skills.The Main Points:The taboo nature of salary discussions, especially among women, and how openness can lead to better outcomes.Understanding happiness at work extends beyond higher pay; it's about intrinsic fulfillment.Aoife's personal stories highlighting successful negotiation tactics and lessons learned from mistakes.The critical importance of timing in salary discussions, such as after major wins or during performance reviews.The role of market research and quantitative evidence in preparing for negotiations.Alternatives to salary increases, like bonuses, stock options, and flexible working arrangements.This episode will help equip you with the tools and mindset you need to excel in your next salary negotiation. Don't forget to share this enriching episode with friends who might benefit and leave a review if you found it valuable!Do you have any feedback or thoughts on this discussion? If so, please connect with Aoife via the links below and let her know. Aoife would love to hear from you!Connect with Happier at Work host Aoife O’Brien:WebsiteLinkedIn YouTubePrevious Episodes: 95: Fair Pay, Addressing Pay Scales and Fairness at Work with Aoife O’Brien184: A Framework for Building Happier Work Cultures with Aoife O’Brien216: Are Transparent Compensation Practices Important with Virgile RaingeardMentioned in this episode:Private Feed linkPrivate Feed ad

This is a synopsis of the key points from my conversation with Leadership expert and author Sile Walsh. The main points include:Understanding inclusion from an organisational perspective and clarifying common misconceptions.Challenges and cultural considerations in applying DEI principles across different geographical contexts.The importance of actionable practice over knowledge in diversity and inclusion training.Workplace boundaries and the significance of balancing personal and organisational values.Recognising personal responsibility in fostering workplace engagement and inclusion.The crucial role of diverse perspectives and effective decision-making without enforcing homogeneity.Strategies for inclusive leadership focusing on unmet needs and avoiding reliance on capability alone.The pitfalls of unconscious bias training and the need for effective implementation.Embracing divergent views for effective work practices without necessitating belief adoption.Do you have any feedback or thoughts on this discussion? If so, please connect with Aoife via the links below and let her know. Aoife would love to hear from you!Connect with SileLinkedInTwitterTikTokYouTubeInstagramConnect with Happier at Work host Aoife O’Brien:WebsiteLinkedIn YouTubePrevious Episodes:Episode 88: Why DIsability inclusion in the workplace is important with Seonaid O’MurchadhaEpisode 137: The journey to diversity inclusion and belonging with Siobhán SweeneyEpisode 167: Embracing diversity and inclusion at work with Donna O’ConnorEpisode 207: Gender Equality and inclusive leadership with Robert BakerMentioned in this episode:Private Feed linkPrivate Feed ad

How can mental health conversations reshape your workplace?In the latest episode of the Happier at Work podcast, I had an insightful conversation with Sile Walsh, a leadership expert and author, to discuss her exploration of inclusive leadership and its impact on organisational success. Based in Dublin and active across Europe, Sile brings a wealth of experience in leadership and organisational development, with her new book shedding light on this crucial subject. Her transformative approach to inclusive leadership emphasises practical application, cultural considerations, and the importance of balancing workplace needs with individual empowerment.During our conversation, we navigate the complexities of diversity, equity, and inclusion, addressing common misconceptions and ineffective practices while highlighting the importance of adaptability and understanding in varied regional contexts. Through candid discussions on leadership, personal responsibility, and maintaining authenticity and boundaries in professional settings, they provide actionable insights for leaders committed to fostering more inclusive and effective workplaces.The main points include:Understanding inclusion from an organisational perspective and clarifying common misconceptions.Challenges and cultural considerations in applying DEI principles across different geographical contexts.The importance of actionable practice over knowledge in diversity and inclusion training.Workplace boundaries and the significance of balancing personal and organisational values.Recognising personal responsibility in fostering workplace engagement and inclusion.The crucial role of diverse perspectives and effective decision-making without enforcing homogeneity.Strategies for inclusive leadership focusing on unmet needs and avoiding reliance on capability alone.The pitfalls of unconscious bias training and the need for effective implementation.Embracing divergent views for effective work practices without necessitating belief adoption.Do you have any feedback or thoughts on this discussion? If so, please connect with Aoife via the links below and let her know. Aoife would love to hear from you!Connect with SileLinkedInTwitterTikTokYouTubeInstagramConnect with Happier at Work host Aoife O’Brien:WebsiteLinkedIn YouTubePrevious Episodes:Episode 88: Why DIsability inclusion in the workplace is important with Seonaid O’MurchadhEpisode 137: The journey to diversity inclusion and belonging with Siobhán SweeneyEpisode 167: Embracing diversity and inclusion at work with Donna O’ConnorEpisode 207: Gender Equality and inclusive leadership with Robert BakerMentioned in this episode:Private Feed linkPrivate Feed ad