Connecting the dots between #Happiness to better work,building smarter workforce and engaging employees #HabitHacks #TED Talks #RudyKarsan #TOI #IBMKenexa

Here is an interesting TED talk – The Happy Secret to Better Work –

In this talk, the presenter shares his views on how we can be more productive if we change our disposition on the way we look at things into a more positive light. Here are some parts of his talk which are interesting:

Research shows only 25 percent of job successes are predicted by I.Q. 75 percent of job successes are predicted by your optimism levels, your social support and your ability to see stress as a challenge instead of as a threat.
Your brain at positive performs significantly better than it does at negative, neutral or stressed. Your intelligence rises, your creativity rises, your energy levels rise.
Dopamine, which floods into your system when you’re positive, has two functions. Not only does it make you happier, it turns on all of the learning centers in your brain allowing you to adapt to the world in a different way.

Shawn Achor is the CEO of Good Think Inc., where he researches and teaches about positive psychology. Full bio »

Meanwhile , IBM Kenexa’s research has shown that employees are engaged by leaders who inspire confidence in the future; managers who recognise employees and emphasize quality and improvement as priorities; exciting work and the opportunity to improve their skills; and organisations that demonstrate a genuine responsibility to their employees and communities.
Given this, having an employee value proposition that maximises the employee experience and engagement is crucial, both from the point of view of retention and of organisational productivity, which impacts profitability.

Neha Sharma , TOI recently interviewed Rudy Karsan, CEO – #Smarter #Workforce, #IBM #Kenexa, on how progressive organisations should be using the downturn.

What is the most important talent questions that today’s forward thinking companies should be asking ?
Rudy : The most important question is how we segment our talent. Organisations want productivity with profitability so it’s critical to engage employees based on the segmentation of: work output, geography and job.
Secondly, right now there is a tremendous level of instinct in hiring and retention. We need to increase precision and replace the guess work. We have tremendous assessment and cultural tools available, we need to use these and replace well intentioned whim with proven and precise tools.
Next is, do we understand which job families are driving top line growth? Most organisations may say their sales force, and that may not be true. It may be innovation, the IT sourcing business, the organisation’s design practise; it’s important to identify the key driver of top line growth.

Too many people feel insecure, threatened, and unappreciated in their jobs. How can organisations make them see the light at the end of the tunnel?
Rudy : If your business is under stress then creating a false sense of optimism can backfire. I would expect organisations to be transparent – you can’t perfume a pig. Most leaders these days are from an era where no information was shared with the employees; there were no online social channels.Things have changed completely, employees have access to information, whether you give it to them or not.The best option is to articulate how you intend to overcome the challenges of the present economic situation; this will create a sense of realism.

What is the importance of creating an employee value proposition, more so in this market?
Rudy : The most important part of the organization is the individuals that make up its workforce. Companies are responsible for hiring and retaining the best for the organization and maximizing performance through the employee life cycle. Today’s workforce is more informed and empowered than ever before.Technology has changed the way, and the speed, at which people communicate and connect—and social media plays a huge role in this. This shift has dynamically changed the market, and given individuals both massive choices and the discernment to choose where and how they want to work, have better insights on mapping a career path that fulfills them, and to adopt best practices, solve problems innovatively, and be far more productive at work, confident that their talents are being maximised.

To learn more on Kenexa:

Image source :

Rudy’s blog :

Article source : TOI

Note : We recently conducted an IBM Smarter Workforce twitter chat #IBMSWchat on 23rd August 2013.Here is a Storify recap on how “Reinventing How Work Works”

TED video article :I credit this blog to my colleague at work – Karen Saffy  for sharing this wonderful video.


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