How do we define it?
Our definition is “a mindset which enables action to maximize performance and achieve potential”, so it’s a simple yet practical definition which applies to an individual, a team or an organization. But the key focus here is this mindset: approaching something in a positive manner is more likely to get results than doing the opposite.
Our model
At iOpener, Happiness at Work is based on a researched-based and practitioner-driven model. The Performance-Happiness Model is made up of 5 important components, which we know as the 5Cs. They are:
- Contribution which is about what you do
- Conviction is your short-term motivation
- Culture is your feeling of fit
- Commitment is your long-term engagement
- Confidence is your self-belief
These are all interlocked, working as an ecosystem which means that they have a strong impact on each other. Trust and Pride in an organization and Recognition back from it help form the context in which the 5Cs are operationalized. And, to be happy at work, an individual must have a sense of achieving their potential, which is why it lies at the heart of the model.
What leaders need to understand is how to create that context of pride, trust and recognition, then it’s more likely that their team members will be able to deliver on the 5Cs.
