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Success Secrets and Stories
Why Your Most Powerful Leadership Tool Might Be Joy
Ever wondered why some workplaces seem to hum with energy while others feel like productivity graveyards? The answer might surprise you. Leadership experts John Wandolowski and Greg Powell unpack the fascinating connection between workplace joy and bottom-line results in this eye-opening conversation.
Backed by compelling research, they reveal that companies fostering workplace happiness see 21% higher profitability than their competitors. This isn't just feel-good fluff—it's neuroscience. When we experience joy, our brains release dopamine, enhancing memory, learning, and creative problem-solving. Perhaps most shocking: when researchers asked 15,000 professionals where they got their best ideas, not a single person mentioned the traditional work environment.
The hosts break down Dr. Martin Seligman's PERMA model (Positive emotions, Engagement, Relationships, Meaning, Accomplishments) and share practical, low-cost strategies any leader can implement tomorrow. From simple gratitude practices that transform team dynamics to creative approaches like hackathons, reverse mentorship programs, and recognition rituals that celebrate both successes and productive failures, these tools create environments where innovation naturally thrives.
For leaders feeling the pressure to deliver results in challenging times, this episode offers a refreshing perspective: creating joy at work isn't just nice—it's a strategic imperative. As John puts it, "Leaders are culture architects," responsible for modeling the behaviors that shape organizational norms. Through vulnerability, recognition, and intentional culture-building, they can transform disengagement (currently affecting over 50% of workers) into energized, committed teams.
Ready to transform your leadership approach? Listen now, then grab John's book "Building Your Leadership Toolbox" on Amazon and Barnes & Noble, or reach out directly with your questions and topic suggestions at wando75.jw@gmail.com.
Presented by John Wandolowski and Greg Powell
Well, hello and welcome to our podcast Success Secrets and Stories. I'm your host, john Wondoloski, and I'm here with my co-host and friend, greg Powell. Greg, hey, everybody. And when we put together this podcast, we wanted to put out a helping hand and help that next generation and help answer the question of what does it mean to be a leader? Today, we want to talk about a subject that I think supports that concept, about a subject that I think supports that concept. So, to that end, let's start with a simple concept there are more ways that you can find or encourage fun at work, and we want to talk about that today.
Speaker 2:We'll explore how leaders can infuse joy into the workplace. They can do things like having some games in terms of quality control. They can look into cross-functional camaraderie days, personal innovation time. There's a whole bunch of things that we can talk about and, as a leader, it is your responsibility to create the culture within the organization that you control, not somebody else. Enhance the work environment. You'll improve not only a sense of joy, but you'll find that your staff and you will have some fun in the process. So let's talk about fun. Right now, more than 50% are disengaged at work. It's a staggering number of people who are just going through the motions. Today we're exploring how leaders can transform their workplace through unexpected solutions like joy. We'll uncover the science behind workplace happiness, practical strategies for leaders and why fun is one of the most underrated productivity tools in business, according to recent studies. When employees report they're having fun at work, they see companies that are usually 21% higher in profitability. It's not just about feeling good, it's about the bottom line, and that makes a huge difference.
Speaker 1:Fascinating. Most people think productivity and fun are total opposites. Right, but research shows they are deeply connected. But what exactly do we mean by fun at work? Are we talking about constant parties? Not at all, right. No, it's more about creating an environment where people feel energized and totally engaged.
Speaker 2:Right, I mean, there's the point. It's fascinating that neuroscience is behind this. That's the key. And when we experience enjoyment, our brains release dopamines, that feel-good chemical. And dopamines doesn't just make us feel good, it enhances memory retention and learning. So when the work is enjoyable, we actually get more out of our employees and we have a better kind of quality of work.
Speaker 1:That's incredible, but with all the pressures leaders face to deliver results, can't forget about that. How do they justify focusing on fun?
Speaker 2:Yeah, yeah, I don't think they're putting it up as a corporate discussion, but that's where really the study really becomes compelling. They're showing organizations with high level of employee engagement to be the most profitable. They have the highest productivity and experience the lowest turnover rates.
Speaker 1:So it's not about making people happy, it's about creating sustainable business success.
Speaker 2:Yeah, and here's some things that might surprise you. When researchers ask where did they get their best ideas, over 80% of them were actually saying that during relaxing activities like taking a shower which obviously isn't happening at work or playing with the kids. Not a single person out of 15,000 that they asked got their best ideas at work. Now that has to be a huge wake-up call for the traditional work environments that might be stifling that kind of creativity.
Speaker 1:So what can leaders do to change this?
Speaker 2:So you know we like to look at people who are references. And PERMA, developed by Dr Martin Singelman from the University of Pennsylvania, and he created an essential component of well-being. I love when these docs do this because it's another acumen, and you know how much the medical world loves acumens, but this one's actually a pretty good one. Positive emotions, engagement, relationships, meaning accomplishments, and that's almost like common sense. This should be another phrase that should be put in there. When leaders focus on these elements, they create an environment where people naturally thrive.
Speaker 1:Really we need another acumen at this point. Yeah, well, okay, I get the perma, but can you give us some practical, concrete examples?
Speaker 2:Sure, I mean, everybody likes to talk about Google, right, and they're known for their innovative approach in terms of workforce culture. They're operating with flexible work arrangements, mental health resources, regular recognition programs and it works. They are constantly ranked as one of the best places to work. They have high employee satisfaction and low turnover rates, and that's really a key point. But it's not just about the perks. It's creating an environment where people feel valued and supported and engaged.
Speaker 1:You know, John, not every company can be a Google, right.
Speaker 2:Yeah, no, that's true. No, they're also the one everybody likes to reference, but any company can implement those core principles. Take Starbucks, for example. Yeah, I know they're another example everybody brings up. But they focus on recognition and rewards, calling their employees partners that's a key point and they offer benefits like stock options and tuition assistance. And it does make a difference stock options and tuition assistance and it does make a difference. They have seen an increase of employee loyalty and engagement and it is a sense of community and appreciation.
Speaker 1:So, John, what about those smaller companies that have limited resources? What can they do?
Speaker 2:Right, right. Well, sometimes the most effective strategies don't cost anything Simple acts of recognition like publicly acknowledging the good work or sending a thank you note and I have seen thank you notes have a huge impact. I've even seen people put the thank you note on the wall. That's how rare people have actually talked about how good someone has done their job.
Speaker 1:So, if I understand you correctly, it's really more about the approach than about the budget.
Speaker 2:It has to be exactly. Research shows that feeling valued and appreciated is one of the strongest drivers in engagement. It's about creating a positive emotion, and that's what we talk about when they have the acumen of P-E-R-M-A. Let's talk about the resistance to these ideas. What would you say to leaders who worry about too much fun will decrease productivity? Well, actually, the data shows the exact opposite. According to Bright HR, 79% of the employees believe that fun at work leads to higher productivity.
Speaker 1:So from my past, I'm familiar with BrightHR. They're an online human resources HR software provider for small and medium-sized businesses. The company's statement that 79% of employees who have fun at work leads to higher productivity was based on a survey conducted in a 2016 report that says it pays to play.
Speaker 2:That's a pretty strong argument you know, going through this research is one of those challenges. Let's go a little bit deeper. When people experience positive emotions at work, they are more likely to collaborate effectively and come up with innovative solutions. Fun actually fuels innovation. There is solid science behind it. When we're having fun and we're in a playful state, our brain shifts from that stress and overworked mode to relaxing and being creative. When we're stressed, we tend to focus on survival rather than innovation. A lot of the research shows positive emotions enhance brain functions, boosting creativity and problem solving.
Speaker 1:So what's the first step, John, for leaders who want to create more joy in the workplace?
Speaker 2:Good point. You are in charge of modeling the culture that you create within your work environment. You, the leader, is also a culture architect. You have to take a look at the behaviors and shape those in terms of norms and values, of the organization.
Speaker 1:Okay, but not that corporate speak In plain English. How do you create the kind of environment you're looking for?
Speaker 2:corporate speak in plain English how do you create the kind of environment you're looking for? If you want people to feel safe by being creative and taking risks, you need to demonstrate it yourself. Share in your own failures and your learnings, create an innovative thinking. Even if it doesn't succeed, you're showing that vulnerability as a leader can be the most powerful tool in terms of communication. It is, as studies have talked about, prioritizing psychological safety and cooperation. It fosters innovation trust throughout the organization. If they feel like you're being honest and you're being truthful, they can see that.
Speaker 1:So, John, we talked in the past about measuring. How do you measure success? How can leaders track if these changes are really working?
Speaker 2:Okay, so you know you've always talked about how surveys are critical and how surveys are literally gold in the world of HR, but there's things that HR talks about in terms of metrics of turnover rates and sick days and productivity levels. All those things are the real-world measurements and you often see places that have that joy element within their jobs as these numbers being better than others.
Speaker 1:So are there any surprising indicators?
Speaker 2:Yeah, research shows that engaged employees report lower anxiety and depression very key, especially in today's world of mental health and how it's become important and there are fewer physical health issues like chronic pain and fatigue. So the benefits extend beyond the workplace. Absolutely, when people are happier at work, it's a positive impact and overall there's a satisfaction. That's just, you know, in simple terms, psychologically, well-being is being displayed. That's powerful.
Speaker 1:Any final advice for those leaders?
Speaker 2:The workplace isn't just a luxury that you have as a leader. It is a strategic imperative in today's competitive environment that you engage employees. Employees are your greatest asset and that's really the essence of what you should be evaluated as being a leader engaging your team. So you're saying it starts with leadership right, it does. It really has to be. Leaders should set the tone when they prioritize joy and engagement. It creates a ripple effect throughout the organization.
Speaker 1:So what's? One simple thing, just one simple thing leaders can do tomorrow to start this whole transformation.
Speaker 2:Wow. Okay, let's try the most simplest approach Gratitude. Take five minutes out and generally thank someone on your team for their contribution. It sounds so simple, but the impact can be so profound. Now I've done things like once a month writing a thank you note, and sometimes it was a program that was required because the organization was doing it overall. But it's so effective that I would say don't wait for somebody else to take the lead on that, and they recommended doing it daily. They had another process where it was done weekly. I believe it has to be done and it can't be done whenever you get the urge. It should be something you do once a month throughout the organization and it has meaning. When people receive something like that, they really do have the feeling that it means something to the person who wrote it and then, therefore, it means it's a powerful tool for them to hear that gratitude in a written word rather than just a pat on the back.
Speaker 1:So I got to tell you, John, that seems doable for any leader.
Speaker 2:Yeah, and that's the beauty of it Create some joy at work. It doesn't have to be complicated or expensive. It's about being consistent, being authentic. Show people that they matter as a group. Let's just wrap up and talk about the most important thing that the listeners might want to hear from this conversation that joy is not really a nice to have. It is a powerful catalyst for success. When leaders prioritize creating an environment where people can thrive, everyone wins.
Speaker 1:And you're telling me the research backs this up.
Speaker 2:Yeah, like we've been talking about. It is clear that there is a positive. Where people make the effort to create higher engagement, better retention and a stronger bottom line result. Because they want to be there, they find some joy in the work environment.
Speaker 1:Well, there you have it, folks. The secret to workplace success might be something we learned back in kindergarten. We called it the importance of joy.
Speaker 2:Yeah, yeah, but you know, let's talk about a few examples to help people understand fun at work in a little bit more of an applied approach.
Speaker 1:So we had a shared experience with management making the job fun. The line changes every two weeks. We go back out for dinner Production manager's credit card, if you remember those days.
Speaker 2:Oh, I do.
Speaker 2:But looking back, it was an incredible cost saving to feed us instead of paying us the overtime we deserve. So true, so true. I remember the quarterly meetings where we would celebrate the report results and they were always pretty positive back in the day and we would do things like scavenger hunts and team activities in terms of bonding and it all looks like it was hokey. You know, looking in the rearview mirror on what it was, but I never did that in some of the work environments I was in and we had a ton of fun.
Speaker 1:So let's take a quick list, all right. More ways leaders can encourage fun at work One creative rituals. So some teams start out with a two minute talent share. They start their day, their morning, their meeting, where someone shows a hobby or skill or quirky fact about themselves or their environment. It builds connection and it lightens the mood right, sets the tone a little bit.
Speaker 2:It builds connection and it lightens the mood right. It sets the tone a little bit, yeah. And I saw one manager actually ask did you do something that was fun on the weekends? And if nobody spoke they said, okay, we have a boring life. Do something next weekend, you can bring the story in. So have some fun with creating a ritual.
Speaker 1:You can also have theme days or dress up days, whether it's Retro Tech Tuesday or Lab Coat Day.
Speaker 2:Dean days or dress-up days, whether it's Retro Tech Tuesday or Lab Coat Day, playful themes can spark laughter and creativity, especially in the STEM work environments. Yeah, Lab Coat Day can be kind of humorous. If they're in lab coats already, I mean it's got to be unusual rather than normal.
Speaker 1:Right Can't be the research and development folks, All right. It can't be the research and development folks, All right. Something I've heard about more in the last so many years, the last five, ten years hackathons and maker days.
Speaker 2:Whoa, whoa, whoa Hackathons. What is a hackathon?
Speaker 1:So you've heard about cybersecurity and trying to protect your cyber assets from being stolen. This is a situation where folks come up with games to try to create a potential takeover of the system and how they thwart it, how they stop it. So it's all simulated.
Speaker 2:This is fun, though this is fun.
Speaker 1:And if you're in the IT space, especially if you're a cyber person, you'll love it. You look forward to being creative, but there is value to going through these exercises. Awesome. So 3M's 15% rule. These events give employees time to build, tinker or solve problems outside of their usual scope, so obviously that's great for cross-pollinating ideas.
Speaker 2:Yeah, like post-it notes.
Speaker 1:Yes, yes, so recognition with personality Instead of generic awards. Some companies give out the Golden Banana Trophy or Epic Fail Forward shout outs to celebrate. We took a risk and we learned from it.
Speaker 2:And it sounds like the Golden Banana might be where that risk didn't work out. Yeah, and Epic Fail doesn't sound like the greatest of titles to win, but yeah, I think you can have fun with failing and showing that they went out and participated in a risk and can only laugh at themselves, but they're showing that they're trying.
Speaker 1:So, john, we've talked a lot about mentorship. Imagine turning that around reverse mentorship pairing a junior staff member with a senior leader to teach something like TikTok trends or new tech, and they can flip the power dynamics and foster mutual respect, and it can be a lot of fun as well. Yeah, that makes sense. Joyful spaces and when I think about this, I think about the open office space concept that kind of came up around COVID and that. So, from the whiteboard walls to Lego corners, a physical environment can invite play and experimentation, and we've heard people talk about a couch in the middle of the room, treadmills that have a computer on top. What, if wild ideas that can just spark incredible innovation. Part of it is creating that joyful space to work in.
Speaker 2:Yeah, and be careful with this one, because I've seen the negative happen, where people will make negative comments because they can't be caught. They do it at a certain time where no one's around, and be careful how long you keep this joyful space working, because it can also be counterproductive.
Speaker 1:Storytelling sessions Invite employees to share moments when their work made a big difference. It reconnects people to purpose and it builds actually emotional resonance.
Speaker 2:Yeah, you know, when I was doing the research on this, one of the companies I thought was really interesting was Maker's Mark yeah, the alcohol producer, and what they have. One of their descriptions of joy is that it's a KPI, a key performance indicator, that they want to see how you have brought joy into the job. How would you bring it to the production floor? And they're being graded on it. What a wonderful idea to generate fun being graded on it. What a wonderful idea to generate fun. And how wonderful that they can also say that it's profit-driven too, as they put it.
Speaker 2:They try a purpose-driven work. The work ensures that every employee, from the assembly line to the design team, understand how their specific tasks continue to help the final product and how it actually affects the value to the customer. During these team huddles, they share the positive customer feedback and stories about how their product has improved someone's life. This creates a sense of pride, a shared purpose and transforming the repetitive task into a meaningful one. So, greg, think about it. You're in a quality control team review and you're going to have fun. So they're drinking alcohol and talking about how it improves the work environment. I can't think of a better kind of quality control moment myself. Maybe you can give me an example of fun at work.
Speaker 1:Actually I've got a kind of a combo here, John. It was a fundraising event and back in the day we did dunk tanks. So the senior leader would get into the dunk tank in his swimsuit and people would buy a set of tickets to buy softballs to throw and dunk them in the tank. What was fun about it was they would start to taunt the senior leader in the morning, because it's usually occurred at lunchtime right, I'm going to be looking for you up there, I've been practicing A lot of fun. And then the taunting afterwards because the senior leader would say hey, you can't hit the bright side of the bar. Just incredible kind of fun. And the second one was a chili cook-off thing. So you bought tickets to try the chili. We had little samples, as hot as you wanted, as unique as you wanted, and people loved to try the different chilis but, most importantly, created fun. They had fun making the chili, they had fun sharing it with others, they had fun ratings which ones were the best, and of course the awards were for money, for charity.
Speaker 2:And you know you talked about it all year long. You didn't do a chili bake-off every month or every week. Well, you talked about it all year long. You didn't do a chili bake-off every month or every week. It was a one-time event, but it has that residual that it goes through the entire year where people can have fun with it.
Speaker 2:So we've talked a lot about different ideas that you can have fun with in a work environment. It isn't the purpose of work, but it is a side effect that you can create in terms of creating a culture. This is something that has strong science behind it results, profitability, all those elements. Remember that you're a leader and this is your opportunity to try to make an impact In an environment where people feel comfortable, can handle the job, take on risks and feel that they're being supported. You'll find out that you'll succeed and they'll succeed, and it's that magic that you're always looking for. It's really not that hard to find.
Speaker 2:So, if you like what you've heard, I've written a book called Building your Leadership Toolbox and we talk about tools like this, and it's available on Amazon and Barnes Noble and other sites. The podcast is what you've been listening to. Thank you so much. It's also available on Apple, google and Spotify. A lot of what we talk about is from Dr Durst and his MBR program. If you'd like to know more about Dr Durst, you can find out on successgrowthacademycom, and if you'd like to contact us, please send me a line. That's wando75.jw at gmailcom, and the music has been brought to you by my grandson, so we want to hear from you. Drop me a line, tell me what's going on, what you like and what you would like to hear about, and it's always helped us to create content.
Speaker 1:Thanks Greg, this was fun. Thanks, john, as always, next time yeah.