Who We Are

Helping Business Leaders to Create Positive and Happy Work Cultures to Engage, Contribute, Collaborate, Innovate & Grow Social Business.

 

The Next Gen Social Business space is reserved for players who build a happy workforce:  We are witnessing an employee engagement or happiness crisis in our work places today and it is global.

Most people come home from work each day without experiencing what it is to find happiness and meaning in their work. These people are not engaged; they are not happy. According to Gallup’s 2013 world-wide survey of employee engagement; 87% of the workforce is not engaged with their jobs.

On the other hand, happy or engaged workers are in love with their jobs; they come knowing that they have made a meaningful contribution at work, a contribution which is making a real difference to a customer, a client, their colleagues, their manager and the business, organisation, community or ecosystem they care so passionately about. Only 13% of the workforce is engaged globally. We call these engaged people The Contributors or The Happy Ones.  

http://www.gallup.com/poll/165269/worldwide-employees-engaged-work.aspx

The Contributors are HAPPY, passionate, committed, creative, giving to colleagues and customers, open to new ideas, collaborative, co-creative, innovative, self-managed, responsible, kind and supportive.

Contributors are highly adaptive to change and innovation; in fact they engage with it and collaborate to co-create the future.

The Contributors voluntarily give their whole being to their work and the Enterprises; all of their hands or talents, their head and their heart.

Gallup’s research shows that the Contributors are worth six times more to a social business enterprise than those workers who are not engaged or Compliant.

 

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A happy workforce doesn’t just happen; it is the result of an intended Positive Culture Workers

The Contributors or Happy Ones voluntarily give of all of who they are to their work, their colleagues and the Enterprise and they readily engage with and build social networks and social business; collaborating for social good.

The fortunate companies who have high numbers of Contributors in their workforces are set up to take advantage of the new social business marketplace opportunities and social networking technologies because the Contributors are wired for collaboration and social business; especially the emerging young GenG.  The G means Generous or Global: Gen G the 20 year olds or less entering our workforce who have been self and peer schooled on social and digital.   http://trendwatching.com/trends/generationg/

The Danish are rated as having the happiest workforce in this world and this is not a coincidence or random: it is a part of a deliberate intent to build a positive, generous and kind culture which creates happiness, engagement and productivity. The Danes have an unpronounceable but unique word for happiness at work which the rest of the world does not have. It is called arbejdsglæde; arbejds meaning work and glaede meaning happy. https://www.youtube.com/watch?v=6uxu-wiYsYU

Happy workers contribute and collaborate and they are wired and ready for the new age of social business which is about innovation of new value for social good. They also work in a culture which is designed to be positive, open and abundant in behaviour; not negative, closed and scarcity in mindset.

The Culture at the heart of a business determines the degree to which the workforce will be happy and ready for the full potential of social age business. As colleague and fellow collaborator Mike Green, CEO at the Kinship Group, puts so well.

The winning organisations in a hyper-connected world will be those that create many opportunities for their workforce to interact with ‘the outside world’ at scale (meeting frequently, meaningfully, and in ways that are recognised and positively rewarded.)

Before the company brand was everything. Today, the individuals working in the company are the authentic face of the brand, not the reverse. Employee’s brands and their company’s brands are inextricably linked.

Successful leaders of the future know that when employees understand and apply their individual brands to the company mission they create differentiating value in the marketplace, build their constituent’s trust, impact the bottom line and win the game.

http://www.kinshipenterprise.com/_blog/Blog/post/positive-leadership-at-social-scale/#.U2iGHVfMrHY

Successful social businesses will take the time to build a Positive Social Culture which nurtures the majority of its people to contribute, to be happy and to engage positively and collaboratively in the new social business world.

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The Happy Ones in our leading social businesses are organisation or ‘eco-system’ members who work in a Positive Culture which

  • Looks for and extends individual and group strengths,
  • Elevates and extends what is working well, not fixing problems,
  • Nurtures and rewards kind behaviours as the normal experience to foster a happy workforce,
  • Builds authentic, trusting relationships as the good oil to enable collaboration,
  • Practices macro-leadership which involves engaging everyone to co-create the Abundance Bridge to create positive collaboration for social business growth
  • Extends what’s working and good in customer processes – e.g. kindness – to experience flow,’
  • Starts collaboration by bringing stakeholders into the same room in a conversation around ‘why’, not what or how; the latter comes later, including social technologies.

For 300 years, the first generation of industrial, hierarchical management has focused on building and maintaining unhappy Cultures of Compliance and even Subversion.

An example; Compliance focuses on avoiding bullying by building elaborate rules, firewalls, installing security software and reporting into a business’s negative use of social-media. More time is spent by managers in preventing or mitigating bad than extending good. But in a Contribution Culture- what we might call a Positive Social Business Culture – managers spend more time with their people looking for what is good e.g. when are we experiencing the best of contribution, meaning, collaboration, openness, sharing and kindness and how can we extend this to become the way we do things around here as the normal way of being and doing at work.

Yes, attention is paid to governance but it is about putting in the safety nets to support what is good, not stop good by shutting down access and openness to prevent bad. Leaders who build a Contributing Workforce know that the opposite of non-compliance is not compliance but self-management.

For 300 years, managers have got away with running a compliance culture and getting by. But getting by isn’t going to cut it in the new social business game which is global, connected, collaborative, sharing, positive, kind and collaborating.

And that is why we focus at the Emotional Economy at Work with our partners at Kinship,  Abunderati and Murmuration on helping our clients to build and sustain their own unique, Positive Social Business Culture as an essential element of doing future business in a networked world.

At The Emotional Economy at Work, we work with business leaders to define and build the Six Elements of their unique Positive Social Business Culture

 

  1. Social Business Strategy – extending the best of what we do by engaging in the new social world
  2. Social Business Engagement engaging your people to be happy
  3. Social Business Collaboration – building authentic, trusting social relationships between people
  4. Social Business Innovation – engaging our global talent & ecosystem to innovate for social good
  5. Kind Social Leadership – leading and nurturing a Culture of Kindness at the heart of business
  6. Lean Social Business  –  extending the best in our social processes to experience social flow

                                                   

Please call us;  we would love to have a chat with you.