Preparing Leaders

Hello. Hello. Give it a minute here. Happy Monday, everybody. Halfway through Monday already this week. It's crazy sunny already up here in Duluth. I have the window open. 60 some degrees. Kind of unheard of for this time of year. Gotta love it. So today I want to talk about achievement and accomplishment in your work. And this is the last leg of the perma model for workplace well being. Hello. Hi. Hi. Today we're going to talk about achievement and the feeling of accomplishment in the workplace.

1 second. Cat wants to say hi real quick. It's Loki here. Hi, Luke. So let's talk about accomplishment. Well, first, let's say the real definition of that is experience. A sense of mastery or over a particular domain of interest or achieving important or challenging life or work goals. And what's really driving this is self efficacy, or known as confidence. So we say accomplishment or feeling achievement in your work. But we're looking, actually, that's saying the feeling that we can accomplish things, we can achieve things.

And there's really two things that we look at with this, and that's goals. And to prove that we can just prove orientation that we can do this. So the goals is that we set goals in our work that are for our career aspirations, setting goals that are smart goals, specific, measurable, attainable, relevant. And then within time, we can accomplish that. And then also we want to prove that we can accomplish things and achieve. And this is by just getting tangible things done, stuff that you can see accomplishing that.

There's a comment, there's a famous study with this that looked at the IkEA effect, is what they called it. And they found that people felt higher well being after they put together an Ikea like table. Just because they were able to put together the table, something that's tangible, they can see that they accomplished. I saw this when I went on vacation one time. We went to a cabin. We did an Airbnb. And I actually enjoyed going out and getting the wood to start the fire, doing these tasks that were tangible instead of a lot of the work that I do and a lot of people do every single day where we don't actually see the results.

So we want. So the accomplishment and achievement, it comes from being able to do something that we didn't think or we really didn't think about having to do or being able to do before. So it's building the confidence in newer areas. And how does this translate to work well for leaders or even just everybody? We can provide opportunities for success, going above and beyond and achieving something that we didn't think we could before. And then setting up the people below you with this, pointing out people's strengths and identifying their strengths.

And you can do that yourself by identifying your strengths. And then that goes with complimenting people with stuff that they've done, telling them, and complimenting specific behaviors and not the outcomes, because you don't want to tie their self worth to these outcomes where, like in a sales job, you may or may not get the sale, it might not be your fault. But if we're always looking for the outcome, and I get it, even though the behavior was right. So compliment people's behaviors and offering feedback and asking for feedback, we're looking to.

And when there are jobs, we're looking to accomplish something and feel achievement. Well, if we're always getting positive feedback, we might be. Might be building our confidence, but we're not overcoming anything. We're not getting better in any areas. So by getting some constructive feedback areas to improve, it provides us goals somewhere to shoot for and then being able to overcome something and building confidence and improving in an area and seeing that improvement. Select goals for asking for constructive feedback and then giving constructive feedback and then just setting realistic stretch goals.

I'll end today asking everybody to let's make a goal, something that we can, at the end of the day, feel accomplished, feel that we achieve something. Let's set a smart goal here so it's specific, measurable, attainable, relevant, and timely. It can be in your work today. It can be once you get home and want to accomplish something, at the end of the day, we often feel tired. And when we come home, we may not want to do anything except just lay around and watch Netflix. I'm guilty of that all the time.

But by coming home and getting this one thing done, it can boost your mood and at least you accomplish something before you sit down for the day. So setting a specific goal, like maybe once I get home, I'll put the dishes in the dishwasher and then start it. It's specific. Doing the dishes. Measurable. The dishes will be in the dishwasher. That'll be obvious. It's attainable. It'll take probably a minute or two. It's relevant because maybe of duty dishes. And it's timely saying, right when I get home.

So you can either do it in your work too. Maybe it's something about getting your emails, emailing people back, or maybe you have a project and you just want to get a portion of it done. So just breaking down that and saying, I want to get this portion of it done. By the end of the day so you can at least check something off your list and then you can feel accomplished. So that is accomplishment and feeling achievement in your work. And that's the last topic we'll talk about with the prima workplace well being.

And next week we'll kind of move on to something different, but have to do with leaders and the workplace. Stay on. We got Nick Hanson at two, Daryl our glaze at five this evening. And you can check the whole schedule out on the app here. Just flash the little calendar icon. Or you can go on the instagram as well. I hope you have a great rest of your Monday.