Use PERMAH for your positive duty

Use PERMAH for your positive duty

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Use PERMAH for your positive duty

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The wonderful team at the Michelle McQuaid Group has done an update for the PERMAH workplace wellbeing survey adding a suite of questions specifically addressing the 14 psychosocial hazards in Safe Work Australia’s “Model code for the management of psychosocial hazards at work”. That means that you can address your positive duties to assess risks and consult your people while giving your business and your people a great platform for improving wellbeing at individual, team and organisational levels.

About PERMAH 

In his celebrated book “Flourish”, Professor Martin Seligman, a world leader in the field of positive psychology and wellbeing theory, set out the PERMA model for wellbeing as “a practical guide to using positive psychology to make you happier and healthier”. Other positive psychologists subsequently added an “H” for “Health” to his model with his endorsement.

The 6 pillars of wellbeing in PERMAH (as described by Dr Michelle McQuaid in the context of  workplace wellbeing) are:

POSITIVE EMOTIONS: such as joy and hope have been found to have a significant effect on our wellbeing. Researchers suggest that experiencing positive emotions broadens your outlook, helps you to build creativity and resourcefulness and to be more resilient and successful.

ENGAGEMENT: being able to use and develop your strengths at work – those things you are good at and enjoy doing – has been found to boost your confidence, engagement and energy at work.

RELATIONSHIPS: creating genuine connection with others at work can give you satisfaction and enrichment. Researchers suggest that it can also lower your levels of stress, improve your concentration and help advance your career.

MEANING: understanding how what you do at work makes a positive difference to others has been found to increase your wellbeing motivation, commitment and sense of satisfaction at work.

ACCOMPLISHMENT: cultivating grit has been found to give you the determination to pursue your goals and having a “growth mindset” can help you learn and grow from setbacks and challenges to achieve your true potential.

HEALTH: staying healthy by eating well, moving regularly and sleeping deeply has been found to build a solid foundation for your wellbeing.

Source: https://www.michellemcquaid.com/ 

PERMAH and psychosocial hazards

One of the central tenets of Professor Seligman’s work is the recognition that we all have our struggles in life but that doesn’t mean that we cannot flourish. If we work on our wellbeing with a positive mindset, we can equip ourselves to deal with our struggles more proactively and productively.

The positive duty that is being imposed through State and Territory legislation on Australian workplaces is also requiring “Persons Conducting a Business or Undertaking” to be proactive in conducting risk assessments and putting in place appropriate measures to eliminate or mitigate/control any risks arising from psychosocial hazards. 

As noted in the preamble, part of the positive duty is also to consult your people about psychosocial hazards.

There are  clear links between the psychology underpinning PERMAH and the positive duty as well as between  the content of the PERMAH pillars and the prescribed psychosocial hazards.

The addition of the suite of survey questions on the psychosocial hazards just adds to the relevance and effectiveness of the PERMAH survey as a tool for measuring wellbeing and workplace risk and building cost effective risk controls based on real data provided by your own workforce.

The other bonus with the PERMAH workplace wellbeing survey is that every employee who does the survey gets their own personal report on where they sit against the 6 PERMAH pillars, a template for putting together their own personal wellbeing plan and access to a stack of resources that they can use to explore and improve their personal wellbeing. 

So there are lots of reasons why we use and recommend the PERMAH workplace wellbeing survey with the psychosocial panel add-on as a great place to start the process of meeting your positive duty to eliminate or control psychosocial hazards in your workplace.

PosWork Practice leader Peter Maguire is accredited to debrief on the PERMAH Workplace Wellbeing Survey with the Psychosocial Panel add-on. If you would like to learn more about how we might be able to assist you in the areas of workplace wellbeing and management of psychosocial hazards, please call us on 1300 108 488 or email info@poswork.com.au.

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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Turning positive duties into positives

Turning positive duties into positives

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Turning positive duties into positives

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The introduction of positive duties for the elimination of sexual harassment and psychosocial hazards does represent a step up in employer’s obligations and, if you just look at such things from a risk management perspective, you will see them that way.

And one of the problems that that traditional approach to risk management creates is that it is just about fixing problems rather than optimising solutions.

But what happens if you flip the narrative from just a deficit approach (what risks do we have?) to a strengths-based approach ( what are we doing well and what can we do better?)?

For example, try swapping:

  • “Unreasonable job demands” for “What do reasonable job demands look like for us, what are we doing well here and how can we get better?” and
  • “Inadequate reward and recognition” for “What are the ways that we recognise and reward our people, what’s working well and what can we do better?” and
  • “Violence and aggressive behaviour” for “We know our people encounter violent and aggressive behaviours in the course of their work – what are we doing to prepare them for that and to support them in dealing with that hazard, what is working well and what can we do better?”

Taking that balanced approach really changes the mindset and the conversation as well as being a much more effective way to build a psychologically safe work culture built on open communication, a shared commitment to continuous improvement and trust.

That’s what our Better Workplace Projects are all about and it is one way how we can help your workplace to deal with your positive duty in a positive way.

If that has you interested, call us on 1300 108 488 or email info@poswork.com.au to book your free first consultation.

 

 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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Why tiny is mighty

Why tiny is mighty

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Why tiny is mighty

flashing neon sign

Are you one of those people who makes big New Year’s resolutions and then struggles to make them work?

If you are, don’t worry – you are far from own your own and there are good reasons why these big resolutions fail to materialise in changed behaviours for many of us.

Because change is hard and we need a process that works.

In his celebrated book, “Tiny Habits”, Professor BJ Fogg proposed that change is made a lot easier if you implement it incrementally and a number of essential elements are present – the equation is:

B = M A P 

Behaviour happens when Motivation, Ability and Prompt converge at the same moment.

If you think about it, the same elements are necessary to implement positive changes in business or any aspect of life.

The above diagram (from the Michelle McQuaid Group) provides a template for introducing a “Tiny Habit” to improve wellbeing in your life.

This could be something like:

  •  After I get up in the morning, I will go for a walk to my local cafe and I will celebrate with a coffee or
  • Before I go to bed, I will reflect on my day and identify three things that I am grateful for and celebrate with a self-hug or
  • At dinner time, I am going to ask my family to share something that they learned today or something good that happened today and we will celebrate it with Hi 5s or
  • Any activity that is positive for your wellbeing (or your team/family/other group), that you are motivated to do, that is  within your abilities to achieve and where you can tie it to a prompt.

If this is a wellbeing practice that you would like to look at for your business and your employees, we can help with that. It is also an engaging way to help employees to work on improvements in their performance through incremental steps and regular positive feedback on progressive achievements.

Our PosWork suite of services has been built to help businesses and their people to “flourish by design”. If you are looking for someone to help you to develop a better workplace, why don’t you give us a call on 1300 108 488 or email info@poswork.com.au to arrange a first free consultation.

 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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Exercising duty with positivity

Exercising duty with positivity

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Exercising duty with positivity

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I am in the process of completing a Certificate in Leading Safety and Care with the wonderful team at the Michelle McQuaid Group. One of the great benefits of undertaking this program is to experience a different perspective on the positive duty to eliminate or minimise psychosocial hazards that all businesses need to exercise – by applying a layer of positive psychology and it is amazing what a difference that makes.  

We need to move from a culture of COMPLIANCE to a culture of CARE. That is the core message from the program and the image above sets out what CARE looks like.

This is also why the positive duties are being introduced – because our traditional compliance system of having a policy and procedures, telling people about them, requiring their compliance and responding to complaints or incidents with investigations and disciplinary actions doesn’t work….at least in so far as creating psychologically safe workplaces is concerned. 

For organisations which genuinely want to care for their people and their wellbeing, the introduction of the psychosocial hazards is not a bad thing. In fact, it provides us with some really useful concepts and prompts to explore ways that we might be able to improve workplace wellbeing and psychological safety.

Those questions can also help us to explore why it is that someone might be struggling at work and to do that in a systematic, empathetic and non-threatening way. .. and that is where the CARE model comes in. 

Interested in learning more about how we can help you to learn about wellbeing, improve psychological safety and meet your positive duty in one integrated process? Call us on 1300 108 488 or email info@poswork.com.au.

 

 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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It starts with why

It starts with why

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It starts with why

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We love Simon Sinek’s Golden Circle and use it as the starting point for developing a strategy on pretty much anything from an overall business plan to program design and workshops and communications and social media etc. We start with “WHY” and then move to “HOW” and “WHAT” and then we add on “WHERE” and “WHEN”.

Here is a bit of background on the theory behind his Golden Circle model.

Simon Sinek’s Golden Circle is a concept he introduced in his book and TED Talk titled “Start With Why.” The Golden Circle provides a framework for understanding the fundamental drivers behind successful individuals, organizations, and movements. It consists of three concentric circles: Why, How, and What.

  1. Why: At the core of the Golden Circle is the question of “Why?” Sinek argues that truly exceptional leaders and organizations start with a clear sense of purpose or belief—why they exist and why they do what they do. The “Why” represents the underlying motivation and values that inspire action and resonate with people on a deeper level.
  2. How: The next circle is “How.” This represents the unique approach or guiding principles through which an organization or individual pursues their purpose. It involves the actions, strategies, and processes that differentiate them from others in achieving their goals.
  3. What: The outermost circle is “What.” This refers to the tangible results or products an organization produces or the services they provide. It represents the visible outputs, such as the products they sell or the tasks they perform.

Sinek’s key proposition is that most organizations communicate from the outside in, starting with the “What” and moving towards the “Why.” However, he suggests that truly influential leaders and organizations communicate from the inside out, starting with the “Why” and moving towards the “What.” By focusing on the “Why” and effectively communicating their purpose, they can inspire others and build deep loyalty and engagement.

The research behind Sinek’s Golden Circle draws on various fields such as psychology, biology, and neuroscience. Sinek highlights the importance of the limbic system—the part of the brain responsible for emotions, decision-making, and behavior—in influencing human behavior and decision-making. He argues that by appealing to the emotional “Why,” leaders can tap into the part of the brain that drives loyalty, engagement, and trust.

While Sinek’s concept is not based on a specific scientific study, it synthesizes research findings and provides a practical framework that resonates with many people, offering insights into effective leadership, communication, and building successful organizations.

 

Want to know more about how we can help you to find your WHY? Call us on 1300 108 488 or email info@poswork.com.au.

 

 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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A Better Change Process

A Better Change Process

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A Better Change Process

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We chose the Appreciative Inquiry process as our change management methodology because we believe (and the evidence shows) that it delivers much more positive results and a much more positive, inclusive and collaborative experience for participants than traditional change management processes. Her is she background on what it is, how it works and why it is beneficial.

Appreciative Inquiry (AI) is a problem-solving and change management approach that focuses on identifying and amplifying the positive aspects of an organization or system. It emphasizes the exploration of what works well, the discovery of strengths and opportunities, and the envisioning of a desirable future. AI is rooted in the belief that organizations and individuals grow and thrive by building on their strengths rather than focusing solely on fixing problems.

The process of AI typically follows a four-phase cycle known as the 4-D model:

  1. Discovery: This phase involves identifying and appreciating the positive qualities, experiences, and successes within the organization. It includes interviews, surveys, and other data collection methods to gather stories and examples of what has worked well in the past.

  2. Dream: In this phase, participants collectively envision a desired future based on the discoveries from the previous phase. They engage in creative and collaborative exercises to imagine an ideal state for the organization and explore possibilities.

  3. Design: Here, the focus shifts to designing practical and actionable strategies to realize the envisioned future. Participants identify specific steps, goals, and initiatives that can help move the organization toward the desired state. They leverage the strengths and positive elements identified earlier to shape the design of these initiatives.

  4. Destiny (or Delivery): The final phase involves the implementation and execution of the designed strategies. The organization takes concrete actions, monitors progress, and adjusts its approach as needed. This phase emphasizes learning, adaptation, and ongoing improvement based on feedback and results.

Appreciative Inquiry is beneficial for several reasons:

  1. Positive focus: Unlike traditional problem-solving approaches, AI places emphasis on what is already working well, fostering a positive mindset and energizing participants. This approach creates a more engaging and motivating environment for change.

  2. Strengths-based approach: By identifying and amplifying strengths, AI helps organizations build upon their existing capabilities and resources. It encourages individuals to leverage their skills and talents, leading to increased self-confidence and a sense of empowerment.

  3. Collaboration and engagement: AI is a participatory process that involves multiple stakeholders within an organization. It promotes collaboration, communication, and shared ownership of the change process. This involvement enhances employee engagement, buy-in, and commitment to the desired future.

  4. Sustainable change: By focusing on strengths and positive elements, AI generates momentum for sustainable change. The approach builds on what is already successful, creating a foundation for continuous improvement and long-term growth.

  5. Innovation and creativity: Appreciative Inquiry encourages participants to think creatively and explore new possibilities. By envisioning an ideal future, organizations can generate innovative ideas and approaches that may have otherwise been overlooked.

  6. Organizational learning: AI promotes a learning culture within organizations. By reflecting on past successes and applying them to future endeavors, organizations can develop a deeper understanding of their strengths and capabilities, fostering a continuous learning and improvement mindset.

Overall, Appreciative Inquiry offers a constructive and positive approach to organizational change, empowering individuals, fostering collaboration, and enabling sustainable growth and improvement.

 

Want to know more about how you can use Appreciative Inquiry to run better change management programs? Call us on 1300 108 488 or email info@poswork.com.au.

 

 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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