Talking to TED: Some thoughts on my experiences of speaking at TEDx

TEDx Newcastle University.

TEDx Newcastle University.

I’ve always been an avid consumer of TED talks, videos and podcasts. They share new ideas, change my perceptions and send me down rabbit holes of further research exploration and discovery. 

I’ve also found the idea of giving a TEDX talk seductive. Through the work I do, I want people to explore and experiment with ways to make their work better. And giving a TEDX talk would be a wonderful way to share ideas in a new way. 

And of course, I imagined myself doing this with similar clarity, confidence, wit and compulsion that you see in other speakers.

The reality is that - as I mention in my talk - I’m not a natural speaker or story teller. 

So whilst I was delighted to be told that I had been accepted as a speaker as part of TEDx Newcastle University I found the whole process much bigger and challenging than I had (probably very naively on my part) expected. 

This is a summary of 7 feelings that I experienced during my TEDX “journey.”

Imagine a world.

Imagine a world.

1) Busted (talking to Ted)

“Who are you talking to dad?”.  Evie, my two year old, pulled on my trouser leg and looked up at me. 

I realised that I had been rehearsing parts of my TEDx talk whilst navigating preparations for dinner.

“I’m practicing for my TED talk” I said. I went on to explain that I was going to be speaking to lots of people and wanted to practice what I was going to say. Evie seemed satisfied with the answer - for the moment at least - and went on playing.

From that point on, over the coming weeks when Evie caught me practicing elements of my talk - at home, when walking about or pushing her on the swings - she would just ask me “Are you talking to TED?” It made me laugh and smile every time. 

My learning: Work things sometimes spill into personal and family life and life things spill into work. This is (for me at least) a reality and rather than hide it, I want my daughter and son to be interested in, or at least aware of, the things I’m doing that are important to me (either personally or professionally).

Oh and your children are always more perceptive than you think...

2) (super) Excited

The build up to the recording reminded me of the growing excitement of the big running races and competitions I had trained for in the past. There was a gradual daily increase of adrenaline, excitement and nervousness in the days leading up to the talk. 

To help channel my nerves in the week before I used similar strategies to how I would prepare for a race. Some of things I did included: positively visualising aspects of the talk going well; imaging some of the different challenges or obstacles that might happen and then thinking through how I might deal with them (e.g. what happened if I forgot part of my script, or found myself rushing, or if there was a technical fault during the recording); and making a list of things I needed on the day of the talk (such as reacquainting myself with an iron and finding my “smart” clothes).

My learning: My experiences of performing as an athlete were portable to the challenge of presenting.

I wonder why I had not thought of this before?

3) (really) Challenged

I found it really challenging to craft my script in ways that balanced being: authentic; in service of the audience; and in line with TED ideals in terms of being inspirational, engaging and accessible.

I cringe at the thought of ever being “preachy”, strive to be evidence-led and loves to share and showcase the work and ideas of others. Yet, as Ziyu (the speaker co-ordinator) summarised in some spot on feedback: I needed to be more enthusiastic, accessible and less academic. 

Over time, with continued (wonderful) feedback from the TEDX curation team I found a way to present the ideas I wanted without feeling that I had overly diluted or simplified the concept of job crafting that was the focus of my talk.

My learning: Including my stories and studies made the talk more personal to me - at first I struggled with this, but over time came to embrace the fact that the talk was something that was unique and individual. It was a talk that no one else could deliver - for better or worse.

4) (ever so) Tired

I certainly didn’t have a “TEDX talk” shaped hole in my life. Consequently, I had to be scrappy and disciplined to carve out time to work on the script and to practice.

On a number of occasions, I remember cursing myself for committing to do the talk.

At times I felt frustrated about how much mental bandwidth and energy it was taking up. And I was scared about being “good enough” - whatever that meant.

To help with this, rather than resist or resent these feelings I reframed them. I reminded myself they were simply an indicator that I was doing something that was important to me, that I cared about, and that I had experienced similar emotions doing other personal and professional challenges which ultimately I have been incredibly proud of.

I also found it useful to be pragmatic about the talk. Rather than focusing on giving the best talk imaginable, I was committed to giving the best talk I could under the circumstances I was facing using the time and energy I had available.

My learning: I found it really helpful to recognise that the bigs up and downs I experienced weren’t to be embraced or ignored, but were just a reality of doing something that stretched me.

5) (In) Awe

The TEDX curation team were simply phenomenal in terms of the time, effort and commitment that they poured into the event. 

The team pretty much outclassed and outworked any and every professional events organisation I have worked with.

Whilst their work commitment has been inspiring, what I have truly admired, is their collaborative approach to navigating all the complexities, risks and challenges of producing the event during the pandemic.

I have been particularly impressed with Ashleigh King’s leadership. She has led with a blend of compassion and clarity that many senior leaders struggle. Ash navigated complex, ever-changing circumstances in a way that brought the TEDX curation and speaker team together, at a time when they could have been pulled apart.

My learning: I was really pleased that I had spent time talking to Ash about the team’s vision for their TEDx and their approach before submitting an application to speak.

6) (Incredibly) Grateful

Aside from the TEDx team, I have been incredibly fortunate to have a number of people give me feedback on various iterations of their script. In fact, there is no one I asked who wasn’t been kind enough to read a version of my script or watch me present.

Pretty much every piece of feedback I received helped me tweak what I was saying or how I was saying it. So thank you Gary Butterfield, Kieran James, Chloe Mark, Duncan Archer, Pippa Archer and Peter Pease for watching drafts of my talk.

And a special thanks to Jo Darby from Voice in the Room for your last minute coaching support and advice.

My learning: People generally want to help. You just need to ask them.

7) (really) Inspired

During the preparations I had had the opportunity to watch some of the other presenters shape and practised their talks. They offered wonderful peer-coaching and support.

It was fantastic to have backstage peaks at the phenomenal talks of the other presenters and see how they have shaped and improved them over time. Each and every speaker and talk has inspired, engaged and provoked me. 

My learning: It genuinely is a privilege to have the opportunity to hear from people share ideas and stories that they care deeply about.

The brilliant TEDx speakers.

The brilliant TEDx speakers.

Ideas worth spreading.

I’m sharing these reflections, not because I thought my final talk was wonderful - I’m certainly proud of it, but there are 1,000s of ways it could be improved - but because lots of people have asked me about my experiences and preparations. 

Writing this has also helped to identify the skills and knowledge I have developed during the process. 

It’s certainly been an adventure. And I’m pleased to report that Evie no longer catches me talking to TED.


Job Crafting - Making Work Personal 

You can view my talk here.

The Love and Loathe exercise: Mapping and boosting our energy at work.

An exercise to map and boost your energy at work.

An exercise to map and boost your energy at work.

People naturally have a sense of the activities and tasks at work that light them up and those that drain energy away from them.

Despite knowing what shapes our energy we often do very little about this. We just tend to get on with work; because well, we feel we have to.

We have normalised the idea that there are always going to be parts of our work that we don’t enjoy and that we will find draining and mundane.

But what if we changed the way we looked at these tasks and found ways to reduce, shape or reframe them?

And what if we found ways to do more of the things that light us up?

We want to help positively shape your energy at work for a happier and healthier you.

What is the exercise?

Love and loathe is an exercise we use at Tailored Thinking with individuals and teams.

The starting point is to identify 10-15 key activities that are core and important parts of your current roles and to reflect how much energy they give or take. 

Why should you use it?

This mapping exercise enables people to reflect on, and see the interplay between their tasks and their energy load.

You will become more aware of how you’re spending your time at work and what fills you with energy and what does not.

This self awareness may change the way you think about tasks and how you carry them out. It’s a great starting point for job crafting.

Who is it made for?

Everyone! For most people, regardless of which industry you work in there are always going to be tasks we find more enjoyable than others. Likewise, there will be tasks we find that are less enjoyable, that may drain our energy.

If you’re someone who wants to boost your energy at work then this is the exercise for you.

What are the benefits of doing this exercise?

This exercise:

  1. Enables you to consider the current allocation of personal resources of time and energy.

  2. Highlights opportunities to shape and change your activities to maximise your energy.

  3. Allows you to meet your needs for control, positive self-identity and connection with others.

Love and Loathe Exercise Guide

Love and Loathe Exercise Guide

If you’re interested in the love and loathe exercise and would like to find out more around the dynamics, we have produced a short guide on how to use it.

It will also give you the diagrams of the exercise that you could print out and use or simply copy.

You can download it here.

If you have any questions, queries or just fancied a chat about this then please do not hesitate to get in touch, we’d love to hear from you.

Tailored Thinking finally meet in person!

Tailored Thinking office buzzer.

Tailored Thinking office buzzer.

After working remotely since September, it felt so strange to finally ring the buzzer entering the office.

Myself and Rob (Founder and Chief and Positive Deviant) were yet to meet in person after working together virtually for 7 months.

I started my new role as a Content Developer for Tailored Thinking in September and time has just flown over.

Countless zoom calls, phone calls and emails, it started to feel completely normal to work this way as we get on really well and have created some excellent collaborative work.

Walking through a busy Durham town centre, the sun was shining and I was wearing actual real life clothes and not jogging bottoms, it felt pretty surreal. A real life work commute. How strange! It was a beautiful day for it and it will be a day in my life I definitely won’t forget.

After seeing the office multiple times on Zoom, expectations did not disappoint! I felt the Tailored Thinking branding and positive vibe as soon as I entered.

Tailored Thinking office.

Tailored Thinking office.

Rob showed me around the building and the office and where I could access important supplies like coffee.

I was reluctant to add a photograph of myself, but Rob insisted as the writer of this blog I had to show my face. So here I am at my desk in the office.

Me at my desk.

Me at my desk.

We had a great chat discussing our new office dynamics and we worked until around lunch time, where we headed into the town centre for lunch. We discovered a lovely little restaurant just by the bridge overlooking the river.

We ordered some delicious food and chatted until it arrived. Which did take a while as the waiter forgot about us… but we didn’t mind and even got some free fries!

Good food better company!

Good food better company!

After a lovely lunch trip, we headed to Flat White Kitchen for some coffee and strolled back to the office.

The day exceeded expectations and I am super excited to start working in the office alongside Rob. Hopefully this will provide us with opportunities for us to create even better work in order to make work better!

I hope for anyone else who has started a job remotely in the last 12 months that you have a first day as pleasant as mine, when and if returning to the office.

Connect with me on LinkedIn Chloe Mark to follow my Tailored Thinking journey!

Thanks for reading :)

5 reasons job descriptions are a waste of time

Job descriptions are a waste of time

Do you have a job description?

If you do, when was the last time you looked at it?

Do you even know where the latest version is saved?

Our guess, it’s probably stored on a hard drive somewhere, collecting virtual dust. 

We wonder whether job descriptions are fit for purpose in the current world of work. Whilst there is a big list of things wrong with job descriptions, these are our top 5 for today.

Our 5 top things wrong with job descriptions:

1) Old news / Instantly out of date

Our jobs are constantly changing, yet our descriptions stay the same. Once written job descriptions remain frozen in time, untouched until they are needed for a recruitment, promotion or performance process.

We believe: Job descriptions should constantly evolve and change in the way that our work does yet they seldom do.

2) Unrealistic

Job descriptions are a little like many social media profiles. They tend to show the best bits but deliberately hide or obscure the day-to-day realities of our lives. Similarly, job descriptions tend to paint a positive picture of a role without truly representing what it looks and feels like to do a job on a day-to-day basis.

We believe: Job descriptions should give readers a true sense and representation of what it feels like to do a particular job.

3) Too much or too little

There tends to be no in-between with job descriptions. They are either pages long, crammed with endless responsibilities and activities, that you rarely actually do.

On the other hand, job descriptions are far too sparse and focus on a specific number of responsibilities without reflecting the broad range of tasks and activities the job actually entails. Either way they often don’t reflect the reality of the job role.

We believe: Job descriptions should be carefully curated to give a representative picture of what a job entails.

4) Exploring and explaining why the job exists

Job descriptions often focus on tasks, competencies or responsibilities without clearly defining and explaining why the job exists in the first place. Jobs exist to provide value and a service to others yet this is infrequently captured in the job descriptions. Consequently, many job holders fail to understand or focus on the core purpose and value of the job. 

We believe: Job descriptions should clearly state and explain the purpose of the role and the value it creates to others.

5) Costly to create

A survey looking into job descriptions uncovered that more than 50% of respondents found that it takes 2 or more hours to write a job description. 

In terms of pounds and pence this would be a minimum of £32.00 per document assuming that only one person was involved in checking the document and they earned close to the average wage in the UK.

If you had 500 people working for your organisation that would be a cost of 1,000 people hours and £16,000. This figure ignores the fact that in many organisations job descriptions need to be reviewed and checked by senior and HR managers or the cost would be much more than this.

The reality is that job descriptions don’t provide a return on investment for organisations in terms of the value they create compared to time taken to write and produce them.

We believe: Our time at work is precious and job descriptions and role profiles should be able to be produced in a time efficient and cost effective way.

Doing things differently

In short we don’t think many job descriptions are worth the time and effort . We believe that job descriptions should:

  • Constantly evolve and and change in the way that our work does.

  • Give readers a true sense and representation of what it feels like to do a particular job.

  • Be carefully curated to give a representative picture of what a job entails.

  • Clearly state and explain the purpose of the role and the value it creates to others.

  • Should be produced in a time efficient and cost effective way.

Creating a job canvas

At Tailored Thinking we think that job descriptions are boring, outdated and out of touch. 

We’ve created a job canvas which is easy to complete and update and captures the core elements and essence of a job rather than an infinite list of duties and tasks. 

We’re currently testing the canvas with a few selected clients. If you want to be at the front of the queue to find out more, then you can enquire here.

5 reasons you need our job crafting guide

Job Crafting Guide 2021

Job Crafting Guide 2021

Did you know that over 41% of the global workforce are considering leaving their current roles within the next year, according to recent research from Microsoft.

What if there was a way to make your current job better, so you didn’t have to look elsewhere?

Job crafting allows us to bring a personal approach to work. Making work more meaningful, enjoyable and productive.

Our job crafting guide enables people to bring job crafting to life and help make work better so we can make better work.

5 reasons why our guide can help you:

1. Bring the power of personalisation to your workplace

We personalise all aspects of our lives, including our cars, our clothes, our coffee cups and much more. When we personalise something we tend to value it up to 2x more [1].

Our guide shares how you can bring this personalisation advantage to our work.

2. An introduction to job crafting

If you’re new to the term job crafting then don’t panic.

The guide will provide you with an overview to the what, why and how of job crafting. We go into detail on what job crafting is and the different ways we can craft our work. We’ll also share with you the benefits of job crafting and how it can be brought to life.

The image below is a sneak peak from the guide, showcasing some of the benefits of job crafting.

The benefits of job crafting

The benefits of job crafting

3. Stories and examples of job crafting in action

Like people, job crafting comes in all different shapes and sizes.

The guide will provide you with a variety of stories from different sectors and walks of life. Ranging from customer service advisors to executive directors.

4. Ideas to bring job crafting to life

Job crafting happens when people have the space, opportunity and encouragement to personalise their roles.

The guide will provide you with the range of ways that we can bring job crafting to life and make work better.

5. Case studies

We like to provide you with case studies to show how job crafting works in action. Two organisations we partnered with are Connect Health and Virgin Money.

Connect Health are the largest, independent provider on integrated community MSK (musculoskeletal) and physiotherapy services in the UK.

Virgin Money serve 6.4 million customers across the UK through through a digital-first approach that offers leading online and mobile services, supported by telephone, branch and business banking centres.


So, what are you waiting for? You can grab the guide here.

If you want further information on job crafting or the services we offer then go to our website.

References

[1] Franke, N. and Schreier, M., 2010. Why customers value self-designed products: The importance of process effort and enjoyment. Journal of product innovation management, 27(7), pp. 1020-1031.

Why is why missing from our current discussions about work?

Untitled design.png

There is a question that has been missing from many discussions about the future of work. Whilst there has been tremendous coverage and conversations about the when and where of work - the locations and hours employees will be expected to work from and to - there has been little dialogue and exploration of the why of work.

Yes, the when and where of work are all good and well, but getting the right time and location will ultimately mean nothing if we aren’t engaged in the work that we do. Often, the why of work is overlooked or mistreated as it is an ideology that we are expected to go to work, regardless of enjoyment, purpose, meaning or fulfilment. 

We spend so much time at work, it’s important we feel happy and content in what we do and having a sense of meaning and purpose is that heart of this.

A study found that 8/10 people were willing to earn less money to do more meaningful work [1]. Meaning in our work gives us value, fulfilment and purpose. Although, one of the things that is missing is the opportunity for people to connect with the purpose of their work. 

One way to find more meaning in the work that we do is to change the way we connect with it or look at it. Professors Amy Wrzesniewski and Jane Dutton found that hospital cleaners brought more meaning into their work by personalising and crafting their jobs [2]. They found that cleaners could create more meaning and fulfilment by shaping and customising their jobs in ways that better reflected their personal values and beliefs. For example, rearranging the rooms for patients to create a more positive environment or learning about the chemicals in their cleaning products to find which least irritated the patients. These small discretionary acts fuelled the cleaner’s motivations and enabled them to feel a sense of purpose at work. Rather than just cleaning, they were supporting the welfare of the patients. 

How can we foster more meaning in our work?

As we move back from the pandemic tapping into our core motivations and our sense of meaning are critical resources organisations need to unlock and unleash.

Here are three practical ideas that leaders can explore and encourage with colleagues to highlight meaning and purpose:

  • Shine a light on the impact of work - Encourage people to connect with, and directly hear from, the benefactors of their work – through focus groups, testimonials, or simple feedback.

  • Be clear on the ‘why’ - Start any discussions about new projects and roles by defining and discussing the purpose and value of the work that the individual or team will be doing. Highlight who will benefit and how. 

  • Bring our passions to work - Encourage people to bring their passions to work by introducing employee-led skill share workshops or encouraging people to involve themselves in working groups that matter to them (for example, wellbeing or sustainability groups) [3].

 

To find out more about helping people craft their work see here or head over to our website.

To explore resources to encourage better conversations about the when and where of work and how to design for hybrid working then you can do so here.

References

https://hbr.org/2018/11/9-out-of-10-people-are-willing-to-earn-less-money-to-do-more-meaningful-work [1].

https://hbr.org/2017/12/to-find-meaning-in-your-work-change-how-you-think-about-it?fbclid=IwAR01hoL3lU3rOlcd5c4loKxMiWg2ZJBDuaziCMRYCjU-w3mK92YbJT7yJ6c [2].

https://www.peoplemanagement.co.uk/voices/comment/why-helping-staff-craft-their-own-purpose-is-more-crucial-than-ever#gref [3].



Is the future of work hybrid? - exploring the When and Where of work

The When and Where.png

The when and where of work has rapidly changed over the past year.

New ways of working have fast approached us and doing our jobs in different ways, locations and times has become the new norm.

With mixed reviews on hybrid working, it is unlikely that people will want to completely return to ‘old’ ways of working. And why should they?

Hybrid working - some time working from home and some time in the office - can give people opportunities to work from home or virtually and work in the office. Providing and promoting this flexibility can provide more responsive and inclusive ways of working. Disabled workers, for example, have longed for flexible working and agile and flexible practises can benefit them in many ways [1].

Now is an ideal, and arguably vital, time for organisations to rethink and reframe their approaches to the future of work. Determining how, when and where their colleagues will do their job, and balance this in a way that benefits not just the company but also put people at the forefront of their decisions. At this time, positive leadership is essential to create a happy and healthy workplace.

Many organisations recognise the benefits of personalising their people experiences and approach to engagement.

Whilst it may be commonplace to offer, for example, flexible and personalised benefits, now is the time to explore offering more personalised and tailored working experiences.

Why not personalise how, when and where we work and make it better suited for us as individuals? Surely we will then become more engaged?

But, how do we go about the when and where of work and what type of questions should we be asking?

The When

Many, but certainly not all, jobs give people some flexibility in relation to when certain tasks or activities are done. Our mental sharpness and motivational levels don’t remain static - they fluctuate during the day. The rhythm and times at which our abilities peak and trough vary from person to person. 

Some questions to explore when it comes to the timing of work are:

  1. When during the day / week do you have the most energy at work?

  2. When during the day / week do you have the least energy at work?

  3. When do you feel most refreshed during the week?

  4. When do you get your best ideas?

  5. If you could create your dream working hours what would they be and why?

  6. Are there certain times during the week that would be easier and better to work virtually or in an office?

The Where

Covid-19 has meant that many people have found themselves working from home. If this is you we have some tips to help you manage working from home in a positive way.

It’s important to recognise that working from home under lockdown does not give a true reflection of what working from home or virtually might look and feel like in a future where it’s an active choice rather than an obligation.

Some questions to explore when it comes to the location of work:

  1. Where do you do your best thinking?

  2. Where do you feel most energised?

  3. Where do you do your most focused work?

  4. Where do you have your best conversations and ideas with colleagues?

  5. What different locations could you work from?

  6. What tools do you use to connect with colleagues in ways that are not person to person?

  7. If you needed to work with full concentration and no distraction what would your dream location and work environment be? Who else would you have around?

  8. Are there certain tasks or meetings that would benefit from being physically with your collaborators or that require you to have quiet focus time?


The power and purpose of these questions is to enable and encourage people to think deeply, deliberately and potentially differently about their work. 

Allowing people to craft and customise their work in this way, is referred to as job crafting. To explore more about job crafting, its benefits and how to bring this to life in practice then you can explore our resources here.


References

https://www.ft.com/content/15953159-c5db-48b3-ba1d-a98191e80674 


The PERMA Model

Copy of PERMA model for Buoyant Wellbeing video.png

This blog explores the PERMA+ model of wellbeing and shares evidence-based ideas to boost wellbeing amongst individuals and teams.

We use the term wellbeing all the time. Yet many of us seldom take the time to stop and think about what wellbeing actually means.

Researchers and philosophers have been exploring the concept of wellbeing for hundreds of years. Despite this deliberation there is no universal measure or definition of wellbeing.

One model of wellbeing – probably the most researched and recognised – which we find useful in exploring wellbeing with individuals, teams and organisations is PERMA [1].

Rather than thinking of wellbeing as one thing, Martin Seligman, the researcher who developed the PERMA model, encourages us to think of wellbeing as a dashboard of a number of different aspects and attributes.

What is PERMA?

PERMA represents 5 different elements or pillars of wellbeing:

  • Positive Emotions

  • Engagement

  • Relationships

  • Meaning

  • Accomplishment

Building on the PERMA model, Tailored Thinking often include an extra “+” which represents overall health.

Positive Emotions

Positive emotions fill us with energy and are associated with creativity, feeling good and being full of life. 

3 ideas on how to boost positive emotions ourselves.

  1. Express gratitude. Whether that's saying it aloud to yourself, to someone else or writing it down. Even small things like noting “I am grateful for this morning's cup of coffee” can help you to feel happier and boost positive emotions.

  2. Savour the moment. Try to not think too much about the future or dwell on the past. Appreciate the moment you’re in and engage in the here and now. 

  3. Three Good Things. Our brains are wired to focus on the negative. A way to counteract what psychologists call our negativity bias, and get us better at spotting the positive things in our day-to-day lives, is to record or note 3 positive things or experiences that have happened to us.

Engagement

Engagement refers to the extent to which we are fully immersed and absorbed in our tasks and activities. These are things that grab and require your full focus, attention and interest. We are at the distracted age, juggling many tasks and activities without fully focusing on one thing. Yet, when we are fully immersed and engaged in a task this actually fuel us in terms of energy and engagement. 

Ideas to build engagement:

  1. Engage in activities that you thoroughly enjoy. Do more of the activities where you lose track of time.

  2. Uni-task. Forget multi-tasking. Focus on one task and do it for a relatively short period of time to avoid being distracted.

  3. Appreciate the now. Appreciate being in the moment and engaging in each activity fully and being aware of how you use your time.

Relationships

As social beings, relationships form a huge part of who we are and what makes us feel good. Simplistically, there are two types of relationships in our lives; the positive and the negative. The positive relationships are the ones which make us feel good about ourselves, they build us up. Negative relationships are the opposite. They bring us down and make us perhaps feel a bit worse about ourselves. Positive relationships bolster and boost our wellbeing whilst negative relationships do the opposite. They can literally and metaphorically suck.

3 ideas to help with relationships.

  1. Uncover relationships which matter most. Prioritise the relationships that make you feel positive and fully energised. Spend time with the people you care about. Really invest in them, ask questions and lean into the conversation.

  2. Quality vs quantity. Limit or dial down negative relationships as much as possible. We have all experienced negative relationships. They wear us down and make us feel bad about ourselves. If they can’t be worked on just limit your time with them to avoid feelings of negativity where possible.

  3. Reach out. Reach out to someone you haven’t spoken to in a while. A family member, friend or an old colleague.

Meaning 

When we feel a sense of meaning and purpose it can bolster our wellbeing. As humans we like to feel that the things we do matter and have consequence and resonance. Similarly, when we are lacking meaning and purpose in our lives this can have a negative impact on our overall happiness levels and mental health. 

3 ideas to connect with your meaning and purpose.

  1. Uncover what feels meaningful and purposeful to you. What matters to you as an individual? What gives you a sense of purpose? This could be helping people or looking after animals.

  2. Identify your strengths. What are you good at or passionate about? See if you can apply these more into your everyday life.

  3. Get involved with something that matters to you. Volunteering or charity work makes us feel good about ourselves. Do something good for someone else and see how it makes you feel.

Accomplishment 

It feels good to achieve things; it makes us feel competent and capable. Accomplishment refers to the extent to which we achieve the things we really want in life and work. 

We can gain a sense of accomplishment from big or small things. What matters is the feeling of accomplishment we get. For example, it could be getting through a shift at work, tackling the weeds in your garden or simply sending an email. 

3 ideas to boost feelings of accomplishment.

  1. Find out what makes you feel accomplished. Experiment with yourself with tasks at work or at home and be mindful of what makes you feel a sense of accomplishment. Everyone will be different so don’t worry if it’s a small task!

  2. Write a to-do list. Checking off a to-do list gives us that feeling of accomplishment like we’re getting closer to achieving our goals.

  3. Set yourself micro goals. Goals don’t always have to be big! Set yourself small, achievable goals that will create a sense of accomplishment like finishing a jigsaw.

+ Health

Health is the foundation of wellbeing. It is directly influenced by our sleep, nutrition, exercise and staying on top of any underlying medical or health conditions. These all impact our levels of wellbeing and quality of life and therefore it's important to make sure you get a good balance.

3 ideas to boost your health.

  1. Get into a routine. Designate specific times for going to sleep and waking up (if this is possible). Set an alarm if needed to remind yourself to go to bed to begin to wind down and another alarm when you need to go to sleep. Also reduce your screen time before bed as this can trick your brain into thinking it's daytime. 

  2. Set yourself micro goals to get more active. Exercise releases the feel good hormone serotonin. Small goals to increase your physical activity will make you feel better. For example, this week I will try one new workout on Tuesday morning at 8am before work.

  3. Increase the good stuff. Be mindful and curious about what food and activities makes you feel energised and what makes you feel lethargic. Get as much of the good stuff as you can like nourishing food, quality sleep or your favourite exercise or activity. Schedule the time in and make it easier for yourself (for example preparing food or your clothes the night before). 

Time to experiment

Whilst it’s important to reflect and learn about what influences our wellbeing, the real change to our health and happiness comes from our actions and behaviours.

So what are you going to change and experiment with today?

We hope these tips are useful to you. If you would like to learn more on the PERMA model go to our website https://tailoredthinking.co.uk/wellbeing or try out our new digital tools on buoyant wellbeing https://tailoredthinking.co.uk/dbw.

References

SELIGMAN, M. E. P. (2013). Flourish: a visionary new understanding of happiness and well-being [1].