This excerpt from the University of Washington Business School –
People who experience emotional ambivalence – simultaneously feeling positive and negative emotions – are more creative than those who feel just happy or sad, or lack emotion at all, according to a new study.
“Due to the complexity of many organizations, workplace experiences often elicit mixed emotions from employees, and it’s often assumed that mixed emotions are bad for workers and companies,” said Fong, whose study appears in the October issue of the Academy of Management Journal. “Rather than assuming ambivalence will lead to negative results for the organization, managers should recognize that emotional ambivalence can have positive consequences that can be leveraged for organizational success.”
“Managers who want to increase the creative output of their employees might benefit from following in the footsteps of companies like design firm IDEO or Walt Disney, which pride themselves on maintaining odd working environments. On some level, the bicycles that hang from the ceiling at IDEO and the colorful, casual environment at Disney probably help their employees sharpen their abilities to come up with novel and innovative ideas.” Emotionally ambivalent workers are more creative, innovative
The work environment is mentioned as one applicable venue – what might be others? Team dynamics perhaps – creative tensions fostered within the framework of relationship? What might be the parameters that would keep it from crossing into emotional and mental states that would be self-defeating?
You’re busy. You have a full agenda and yet you’re part of an organization too. Which means that others are going to ask you to do things and unless you’re comfortable with the social consequences of being the person that everyone knows doesn’t ever help anyone else, you’re going to have to know how to say “no” with a bit of tact and grace.
Here are nine good ways to say no in no particular order. Why not ten? No reason. Continue reading 9 Ways to Say “No” with Grace
Under certain circumstances . . . yes. At least according to a recent study by three University of Oregon researchers. In situations where taxes went to help a charitable cause the same pleasure centers in the brain were activated as when eating chocolate or some other favored pleasure.
“The surprising element for us was that in a situation in which your money is simply given to others – where you do not have a free choice – you still get reward-center activity,” said Ulrich Mayr, a professor of psychology. “I don’t think that most economists would have suspected that. It reinforces the idea that there is true altruism – where it’s all about how well the common good is doing. I’ve heard people claim that they don’t mind paying taxes, if it’s for a good cause – and here we showed that you can actually see this going on inside the brain, and even measure it.”
What might this mean for our old friend Ted? His threat level is down because he’s not afraid of being penalized for failure to pay his taxes. And emotionally he’s feeling pretty good as his reward-centers give him good feelings. As to his thoughts, well the idea of giving to a charity, even involuntarily, resonates with his personal ideas about what it means to do “good.” All three of his systems are pretty congruent and Ted’s at peace with the world for the moment . . . whatever his personal feelings on the how, what or when of it all.
There are of course other factors besides reward that play into altruism. A recent Duke University study suggests that worldview might be more significant than individual action in fostering altruistic behavior. (Activation of Brain Region Predicts Altruism). And there are many other points in the continuing research and discussion.
Interesting implications for coaching situations would seem to revolve around motivation and self-interest. To highly altruistic individuals, appeal to the common good could prove a sufficiently motivating force. To the less altruistic, the University of Oregon study suggests that encouragement in terms of personal reward might be a pragmatic motivational tool.
In any case, it seems that an appeal to altruistic behavior through the “it will make you feel good” rationale may have some actual physiological validity.
Link: http://Paying Taxes, According to the Brain, can bring Satisfaction
Technorati Tags: mental+model worldview coaching
Psychologists Andrew Gallup and Gordon Gallup of the State University of New York at Albany suggest that yawning boosts blood flow to the brain and enhances alertness by cooling it down. And “catching a yawn” in a group setting may actually serve to collectively enhance group attentiveness as it passes from one person to another. It may well be physiologically true. But the next time you’re coaching along and your coachee begins yawning . . . he may maintain that he’s only trying to be more attentive (rather than finding you boring). Yeah, right – and how’s that for a difference in mental models?
Link: Yawning may boost brain’s alertness
Technorati Tags: coaching