6 Modi Essenziali per Costruire una Positive Organization

Felicità e lavoro

In tutto il Mondo il dibattito e le esperienze in materia di Organizzazioni Positive riempiono pagine di riviste specializzate e sono sempre di più le aziende che trovano la proposta convincente. Questo perché le ricerche sul campo ormai hanno prodotto numeri inequivocabili sull’impatto delle pratiche e delle politiche positive e orientate al benessere delle persone su tutti i risultati di business, dalla produttività all’innovazione,  alle vendite, alla retention.

Come acceleratori del cambiamento culturale verso la cultura della Positive Organization in Italia, condividiamo questo articolo di Kathy Caprino per Forbes.

La traduzione per 2BHappy Agency è a cura di Davide Grossi.

*****

Ho lavorato per 18 anni in grandi aziende americane, e per un certo periodo di tempo, sono felice di dire che ho sperimentato ambienti e culture di lavoro positivi che abbracciavano e supportavano la crescita, lo sviluppo ed il successo dei propri membri. Durante un altro periodo della mia vita aziendale, invece, ho sperimentato l’esatto contrario. Queste organizzazioni denigravano le persone, punivano i lori errori, succhiavano la loro creatività, il loro coraggio e la loro ingegnosità e finivano per trattenere solo quelle che aderivano ad un certo ambiente impantanato e che non avrebbero mai osato sfidare lo status quo. E queste organizzazioni sono diventate fiacche e hanno iniziato a barcollare.

Quando osservi il tuo luogo di lavoro, vedi un’organizzazione positiva che favorisce la crescita, l’espansione e l’engagement, o il contrario?

Di recente ho contattato Chris White, Direttore Generale del Centro per le Organizzazioni Positive dell’Università del Michigan e professore a contratto presso la Ross School of Business, per capire come creare organizzazioni positive che fanno tutto il possibile per le proprie risorse umane.

Chris ha condiviso i suoi pensieri, sulla base di quanto emerso dalle ricerche svolte dal Centro:

“C’è abbondanza di risorse, talenti, abilità dentro e attorno alle vostre organizzazioni, basta saperle intercettare e portarle alla luce. Troppo spesso queste potenti risorse sono intrappolate in procedure, strutture e sistemi rigidi. Queste risorse, se liberate, rendono le persone vibranti e piene di energia, capaci di offrire il loro massimo contributo e far prosperare l’ambiente di lavoro. Sono risorse che possono generare performance straordinarie, sia a livello individuale che collettivo – risorse come l’impegno, la creatività, l’inspirazione, la generosità e l’integrità – leadership autentica a tutti i livelli dell’organizzazione. Chiamiamo quei luoghi di lavoro che hanno imparato a sbloccare queste eccezionali risorse umane “Organizzazioni Positive”.

Le ricerche del Centro per le Organizzazioni Positive, così come quelle condotte da altri prestigiosi istituti accademici in giro per il mondo, ci dicono che ci sono modi precisi per sfruttare il potere delle persone attualmente imbrigliato negli schemi delle organizzazioni.

Questi sono i 6 consigli di Chris, per iniziare a costruire un’organizzazione positiva.

1. Focalizza i comportamenti e le regole su “cosa fare”, non su “cosa non fare”

La professoressa Kim Cameron della Ross School of Business, esperta di efficacia organizzativa, ha dimostrato in maniera convincente il collegamento tra comportamenti virtuosi nelle organizzazioni – ossia la presenza di caratteristiche quali la generosità, il perdono, la compassione – e le performance aziendali. Analogamente il professor David Mayer, che si occupa di tematiche sociali ed etiche nelle organizzazioni, sta contribuendo a far crescere la consapevolezza dell’Etica Positiva: come traghettare le culture aziendali dalla prevenzione dei comportamenti non etici, verso l’abbondanza delle azioni ad elevata integrità. Se sei un leader orientato a costruire un’organizzazione positiva, chiediti:“Quante delle attuali politiche aziendali incoraggiano comportamenti virtuosi piuttosto che semplicemente cercano di mitigare i rischi legati a comportamenti non etici?”

2. Aiuta le persone ad attribuire significati positivi ai propri compiti e progetti

Il tuo gruppo di lavoro passa la giornata inviando mail o è coinvolto in qualcosa di più importante e significativo, capace di avere un impatto profondo sulle vite delle persone?

Gli studi condotti dal professore di scienze sociali Adam Grant hanno mostrato che gruppi di televenditori ai quali sono state mostrate le testimonianze di chi ha beneficiato del loro lavoro prima di iniziare i loro turni, registravano performance marcatamente migliori rispetto al gruppo di controllo che non aveva ascoltato le testimonianze, ed entrambi i gruppi utilizzavano esattamente lo stesso copione per le telefonate. La differenza stava tutta nel significato e nelle emozioni positive che i televenditori riportavano nel loro lavoro. Mostrare ai propri collaboratori come i compiti che eseguono e le loro responsabilità influenzano gli altri può migliorare in modo significativo la loro efficacia.

3. Offri alle persone la libertà strutturata di disegnarsi i propri ruoli.

La ricerca condotta da Adam Grant, Amy Wrzesniewski e Justin Berg, dimostra che dare alle persone la possibilità di modellare i propri ruoli in allineamento ai propri valori, alle proprie passioni e ai propri punti di forza, produce risultati migliori e misurabili in termini di performance ed engagement. Il direttore delle People Analitycs di Google, Brain Welle, ha accreditato il format The Job Crafting Exercise come metodo per aiutare le persone ad identificare chi siano autenticamente e mettere ciò che è davvero importante per loro nel proprio lavoro. L’esercizio è stato progettato per aiutare le persone a rendere il proprio lavoro più coinvolgente e soddisfacente, osservandolo in un modo nuovo – come un set flessibile di mattoncini per costruzioni piuttosto che una lista rigida di doveri.

 4. Trova l’energia nella tua organizzazione

Ogni organizzazione ha i propri “energizzanti”, coloro che animano gli altri con la loro energia positiva. Queste persone influenzano positivamente gli altri, sono leader efficaci e creatori di valore. Sono i campioni ideali del cambiamento e dell’innovazione organizzativa. Il professor Wayne Baker ha mappato le reti energetiche nei gruppi, nei team e nelle organizzazioni. Le sue mappe energetiche aiutano ad individuare gli “energizzanti”, sia quelli che sono in posizioni di autorità formale, sia quelli che non cercano le luci della ribalta. Questo tipo di persone sono ottimi leader per le iniziative di cambiamento organizzativo, ma sono ancora molto spesso sottovalutati al momento della formazione dei team di gestione del cambiamento secondo approcci più tradizionali. 

5. Costruisci una tua identità positiva al lavoro

Puoi conoscere molto bene i tuoi pregi. Ma chi sei veramente quando dai il meglio di te?Come ti descriverebbero i tuoi più cari amici, i tuoi cari o i tuoi colleghi quando dai il meglio di te stesso?

Spesso farci raccontare dagli altri i momenti in cui ci hanno visto al nostro meglio, ci consente di ottenere un quadro più completo del nostro potenziale come leader. Il modo in cui ti vedi influenza profondamente il modo in cui agisci. Il Reflected Best Self Exerciseè un esempio di possibili strumenti di sviluppo personale che aiuta le persone ad identificare i propri talenti unici. Ogni utente richiede dei feedback positivi alle persone più significative della propria vita, sintetizzati successivamente in un ritratto della migliore immagine di sé. Le persone che sono più consapevoli di come sono quando sono al loro meglio tendono ad essere più spesso la  versione migliore di se stessi.

6. Trarre forza dalle connessioni di alta qualità

Basta solo un momento per stabilire una connessione sinceramente umana, una connessione capace di generare buona volontà, energia e legami positivi.

Abbiamo decine di occasioni per farlo ogni giorno. Questi micro-momenti sono ciò che l’esperta di organizzazioni positive del Ross, professoressa Jane Dutton, chiama Connessioni ad Alta Qualità, e la psicologa sociale Barbara Frederickson chiama Risonanza della Positività. Per esempio, al Centro per le Organizzazioni Positive, le riunioni iniziano sempre condividendo delle buone notizie. L’evidenza empirica suggerisce che questi momenti di connessione portano grandi benefici in termini di felicità, creatività e salute.

*****

L’enfasi sul costruire organizzazioni positive e rafforzare le pratiche positive nelle organizzazioni non è solo un “nice to have”, uno slogan per la leadership vuoto di significato, ma un imperativo critico di business per manager e leader che vogliono garantire successi a lungo termine, crescita, stabilità e vantaggi competitivi per le proprie organizzazioni.

Osserva a lungo e in modo approfondito la tua organizzazione e prova a dare un giudizio concreto sul suo livello di positività.

Cosa puoi fare da oggi come leader per sbloccare l’enorme potenziale delle tue persone?

Davide Grossi

E’ un Consulente Aziendale, Docente, Fondatore e CEO di Comunicare Eventi. Laureato in Scienze Politiche ed in Economia Aziendale presso l’università di Bologna, ha conseguito il master in Coaching e Counseling presso l’università di Urbino con una tesi sulla Psicologia Positiva. Sposato con Mia, ha due figli: Ernesto e Paloma

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