I’m so glad you’re here! I have made it my mission to understand how happiness works, why it matters and most importantly, how we can create more of it in our lives and in our work.

Through my extensive research and roster of incredible clients, I have learned happiness isn’t something that just “happens” to us. Happiness is an actually muscle we can grow and my goal is to give you my best tools and resources, so you can live a truly happier life. My combined background in positive psychology and over 15 years of experience in corporate leadership, allows me to bring unique blend of scientific research and practical business acumen to each of my clients and speaking engagements. Plus, I like to think I make it fun!

For example, ever thought “well money doesn’t really buy happiness”? Well, guess what? It actually can and in my latest article for CNBC I dive into how money buys happiness when it’s done strategically {but not in the way you might think}. Click to learn about the 8 things you absolutely shouldn’t feel guilty spending on!

Happiness isn’t just a fleeting emotion—it’s a skill that can be developed and strengthened over time.

I have made it my mission to understand how happiness works, why it matters and most importantly, how we can create more of it in our lives and in our work!

Click to learn more about my mission and why it matters to your life!

Jessica’s Practical Happiness Techniques

1. Gratitude Practice: Rewire your brain to focus on the positive.
2. Mindfulness: Increase presence and reduce stress.
3. Strength Spotting: Identify and leverage your unique abilities.
4. Positive Reframing: Transform challenges into opportunities.
5. Connection Cultivation: Build meaningful relationships at work and beyond.

I’m so thankful you’re here and embarking on a journey towards greater happiness in your workplace and life with me! I would love to hear from you so hit reply and let me know what practical happiness technique resonates most with you.

Thankful for you,

Jessica

P.S. Did you know I’m a professional Speaker who travels the country, as well as virtual events, teaching audiences all about the Heart of High Performing Teams, The Happiness Equation, The Burnout Antidote and more? Click here to learn more!

I’m so excited to share with you that my new book, happiness works: the science of thriving at work, will be available late 2025!

The post How to Be Happier with Jessica Weiss appeared first on Jessica Weiss.

So, let’s examine what makes employees happy at work. And immediately, your mind goes to money. I know my mind does too. We have all been conditioned to believe that more pay equals more happiness. But this equation is not entirely true. Yes, the first reward everyone seeks at work is to be paid well. But once salary has been established as fair – it is actually recognition for a job well done that is far more powerful for happiness than pay. In fact, pay ranks (surprisingly!) 9 th in determining whether or not people are happy at work.

Here are some “RECOGNITION” action items you can implement if you want to lead a more engaged, productive and creative team.

Celebrate the small wins

Action item: Start meetings with recognizing those wins.

We’re good at remembering our big achievements but it’s often harder to remember the small successes we have along the way. In fact, it is the small wins that ignite joy, engagement, and creativity at work. People will feel the happiest, proudest, and most motivated on days when they feel that they are making progress on meaningful work. Most managers don’t have a clue about how important progress is.

Identify Team Strengths

Action item: Highlight individual strengths. Be specific. Explain the impact.

People are not great at identifying their own strengths. It makes them uncomfortable and they lack the confidence to “brag” about their strengths. As a leader, your role is to be that strengths spotter. Share with your team the times when people are at their best. This will help people to realize what kind of impact they are having and that their work is appreciated.

Say things like “I see you at your best when…” and “What went well about that presentation was…” and “Where I observed you had most impact in that project was…”

Avoid saying “great job.” You want to provide something insightful about why what they did was great. (Added bonus: over 80% of people leave their job because they have a bad relationship with their boss. This kind of recognition will work wonders on improving your relationships with team members)

Extra tip: When having one on one’s or giving feedback ask questions like “what kind of work would you like to do more of?” or “what do you think you are best at?” These kinds of questions will lead to a deeper conversation around strengths.

Focus on the Team’s Strengths, instead of just Individual’s

Action Item: Allow team members to share stories of each other’s successes.

By creating the space for team members to share in each other’s wins, you will create a culture where everyone will feel that their contribution is valued. This will also encourage optimism and remind everyone of progress. Added bonus, especially as so many of us are still working remotely, everyone on the team will learn about each other’s strengths which will lead to more effective collaboration.

To sum up – you want to have a happy, more productive team? Recognize your team’s successes. Celebrate the small wins, identify and develop each team member’s talents and strengths, extend that sense of recognition to the whole team, empower everyone on the team to identify strengths and wins, beyond just the team leader. The impact of this positive spiral will be dramatic. You will create a positive feedback loop where work feels more enjoyable, which will lead to more creative success, which will make work even more enjoyable.

The post Happiness at work – It’s not always the Money, Part 2 appeared first on Jessica Weiss.

You are dedicated to leading your team to success.

But how?

I am going to tell you the things that employees really care about. I am going to give you practical tips on how you can impact the success of your team.

Here’s the secret – happiness is the most important ingredient for success. If people are happy at work, they will be motivated and inspired to achieve success for the companies that they work for. It’s smart business – a happy employee is much more likely to go the extra mile to make their work not just good but excellent and is less likely to search for a new job and leave.

These are the five core elements that you can implement to ensure that your employees enjoy coming to work and fulfill their potential as team members:

1. Money alone is not enough
2. Knowledge is everything
3. I am master of my destiny
4. Pride in the Purpose
5. Learning and Developing

Money Alone Is Not Enough

Of course, the first reward everyone seeks at work is to be paid well. But more pay doesn’t necessarily mean more happiness. What is critical is that people perceive that their pay is fair and that they are valued and paid in line with their worth. But recognizing employees for their work and expressing that to them is as important as the paycheck itself.

Manager’s tip: This is really easy. Tell people when they have done a great job. Give them credit. We have forgotten the power of praising

Knowledge is Everything

First, make sure that employees have the information and training they need to do their jobs, or they will quickly lose confidence. Train your employees and properly onboard them. But this is just the first part.

Second, you must institute a level of transparency around information. A lack of information can create a tense atmosphere because team members worry that decisions will be foisted on them without any warning or their participation. If information is openly shared, people will feel that they are being trusted with the information; they will want to engage more and will feel that management trusts them and sees them as valued members of the team.

Manager’s tip: Have lots of open door meetings. Hold lots of town halls. Have weekly or bi-weekly q+a’s. Communication is key here to be sure information is flowing both up and down the organization.

I am master of my own destiny

Managers have to create a culture where individuals feel trusted to take responsibility for their work and where their input is valued. Team members must feel that they are a key part of the decision making process, that their ideas matter, and that their suggestions will be integrated into strategy and execution. How do we create a culture of empowerment?

Performance reviews is a great place to look at to learn how to do this right and how to do this wrong. On one side, a manager gives a team member, a list of things that they want to be done in the year ahead and then revisits that list after a year, simply crossing off which expectations have been met and which have not. On the other side, a manager asks the team member, “How has the past year been? What have you done well? What can you do better? What more support could I have given you? What more results would you have ideally liked?

Manager’s tip: Create a new script. Listen to everyone’s views. Allow team members to drive the conversation, you will get immediate buy in and increased collaboration.

Pride in the Purpose

When somebody is going to work – they need to feel that they are doing something worthwhile. Every individual in an organization needs to understand their role in the greater part. There is a famous story of JFK when he visited NASA and was shaking hands with all of the employees and asking them what their role was. When he came to one of the cleaners JFK asked, “What do you do?” And the man answered. “I am putting a man on the moon.” When people understand that they are valued, that they are part of a team of people working to accomplish a goal, they begin to have pride in their work. Really good companies define their purpose and everyone works towards that purpose in their individual role.

Manager’s tip: Communicate the organization’s purpose, live that purpose on each team, and individuals will feel that sense of pride and will be willing to go that extra mile.

Learning and Developing

There are two main areas that contribute to people feeling satisfied at work on an everyday basis: first, they need to feel that their organization is helping their career and second, their relationship with their manager. 85% of people who leave their jobs attribute it to dissatisfaction with their relationship with their manager.

Manager’s Tip: Be sure that you are providing opportunities for career development that are meaningful for each team member. Proactively develop relationships with your team. People want to know that you care about them. When people feel supported and understood, they are more likely to stay engaged and motivated at work. We have nothing of greater value than our people. High levels of employee engagement is the key to unlock organizational success. Happy employees equal a solid, successful and long-lasting business.

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Successful innovation is always (and will always be) characterized by motivated people, great teamwork, and organizations that get out of people’s way. This is what I like to call innovation energy and it’s a powerful strategy that works in any size organization. Innovation energy is something that you will feel when you walk in the door. It is the anti-dote to “office speak.” It strips away bureaucracy, inefficiency and it quickly engages project teams in a practical and inspiring way.

There are 3 key components to this notion of INNOVATION ENERGY:

1. Great innovation behaviors– Over my years of working as an innovation consultant, I think that there are a few simple ways to behave that really unlock creativity and innovation. Curiosity– the process of looking externally for inspiration. The next is Growth. This is looking at the world from the lens of what is possible, embodying an optimistic and learning mindset. And realnesss – To borrow a phrase from Nike – just do it. It doesn’t need to be perfect – it just needs to be done. You must take your idea off the page and convey the idea in the same way that the user will experience it. You will receive feedback, make changes, and learn quickly from failure. To summarize – three behaviors – curiosity, growth, and realness.
2. Right innovation attitude– This is about having enough people within the organization who believe innovation is important, are confident that they can do it, and who care enough to stretch themselves in order to make it happen. In short, innovation attitude demands that people give a crap.
3. Supportive environment– Finally, innovation requires risk. It requires going out on a limb and saying, thinking or doing something totally different. Your organization needs to have an environment of trust so that people feel comfortable taking risk and they must feel secure that there will be no repercussions for failure.

Ok, so let’s dig in a bit on how to create this INNOVATION ENERGY. Let’s start by exploring behaviors. The first one – is one I love and that is Curiosity.

Curiosity is not a luxury or a bonus or an add-on – it is a vital tool that makes work and life richer. Curiosity like creativity is not something that some people possess and others do not, but something everyone can do and get better at. It is possible to get curious-er. But this is not something that happens by accident. It is really important to be more conscious about it. We are all creatures of habit and curiosity requires you to break some of those habits.

OK, so how do we do it? How do we become more curious? First, I will tell you how I nurture my own curiosity. I have to say that I am naturally a very curious person. When I am at the grocery store, I love to see what is in everyone’s cart. When I take the subway, I have been known to eavesdrop on a conversation or two. But beyond my natural tendencies, I am also quite deliberate in nurturing my curiosity. To be honest, I get bored quite easily – so in order to overcome that I know that I need to be constantly looking for sources of inspiration. One of my favorite activities is I love to listen to speakers on all kinds of topics. I find it really interesting, inspiring and it keeps me motivated. Living in nyc, I have loads of opportunities to see all kinds of people speak about everything from climbing Mount Everest to cooking Korean Short Ribs – but all of that stimulus keeps me engaged and stimulated.

Top Tips for Nurturing Curiosity at Work

1. Develop a Culture of Curiosity – This can apply in your organization, on your team, or in your life. Highly functioning teams do this naturally – it becomes a habit for them. They organize monthly or weekly “freshness activities” and it serves as both a bonding and intellectual experience.
2. Value Curiosity – Again, in your team or your organization –Prioritize being curious. Encourage it as a strength. We know that it is something that you have to foster, and dedicate time to; recognize it, reward it and encourage it.
3. Read, watch, and/or listen to at least one new thing every month – At the end of the month, ask yourself have I read something different, watched something new, or listened to a new podcast. Put a structure in place to keep you accountable (a reminder in your phone?) to keep the freshness going.

What is clear is that innovation does not happen on its own and building innovative cultures requires deliberate action and planning. In my decade and a half career in innovation, I know that so much of innovation is about people, their energy, the way they think and act in an environment with trust. Once you can get the innovation energy percolating, the creativity and the ideas will be flowing. It is something that you have to practice and think about but it is really worth it.

Stay tuned for more practical tips, techniques and advice on Growth, Realness, and a few more innovation behaviors.

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Which begs the question: what makes people happy at work?

It’s a pretty broad query, and obviously, there is no one-size-fits-all.

I would argue that “dream job” and “happy at work” are two loaded terms. Like “match made in heaven” and “having it all” they join the ranks of expectations that set us up for disappointment.

So, let’s take a quick look at some research around happiness at work, why is this even important, and why it matters. I will give you my definition of happiness at work. And then we are going to get into some Top Tips: actions that you can take right now that will make a difference in your happiness at work.

But first, let’s take a quick look at some research around happiness at work – what is the psychology behind it, and why it matters. And to do that properly, some myth-busting is in order.

We have all been taught that success equals happiness. But the research done by psychologists and scientists tells us it is actually the opposite. We need to flip the order of that statement because, in fact, happiness equals success.

While difficult to measure, happiness is usually an attribute of an individual and it’s based more on an internal experience than external factors like promotions and financial reward. Sonja Lyubomirsky Ph.D. is a pioneer in the field of positive psychology. According to Lyubomirsky, King, and Diener (2005), numerous studies have shown that happy people tend to be successful across multiple domains in life, including work performance, health, income, friendship, and even marriage.

At some point, we have all said, “I will be really happy when “X” happens, or “I’ll be really happy when I get promoted to manager,” or “when I lose the last 10 pounds.” Psychologists call this kind of thinking conditional happiness. We all know eagerly anticipating some future event or passionately imagining some future scenario will not result in any kind of lasting happiness. In fact, what research shows is that in those moments when you do achieve “X” you are in fact, a little bit happier, but it’s a tiny burst of happiness. You get a mini spike of happiness and that lasts for a short period of time and then you tend to go back to your baseline. In other words, lasting happiness comes from our mindset. We need to focus on the way that we approach things, the way that we view the world.

Mindset is clearly is what reflects most on how people experience work. Are they naturally trying to be positive, make things work, trying to see the best in people or is it the opposite? Perception is reality. If you perceive something as stressful, it will feel more stressful. If you perceive something as joyful – that is exactly how it will feel.

Ok, so let’s make this personal. What does happiness at work mean for you?

When I think about this, I think there are three questions you need to ask yourself to determine if you are happy at work.

Am I having an impact?

Is your work having an impact? Are you achieving in some way? If you’re like me, I want my work to matter, and I want to feel that my contribution is making a difference.

Am I working with the right people?

Are you working with quality people? Are they high-energy, positive people whom you can trust? Do they inspire you to up your skills and bring your a-game?

Am I growing?

If a job is fulfilling, you will be learning and stretching yourself in some way. I love to be challenged and inspired. I want to learn new things and to be in an environment that encourages innovation.

Now, all of these things may sound like a high bar, but I am answering the question, “when am I happiest at work?” When I am more realistic, I would probably be happy with just one or two of those things at a certain time. I don’t expect all of those things all of the time. So, ask yourself, when have I been happiest at work? What was happening? Who was I working with? What kind of work was I doing? This is a great exercise that will bring more self-awareness and allow you to name those things that are most important to you.

At the beginning of this, I promised you some Top Tips to help you take some small steps that can have some real results in achieving more happiness at work. So here we go. Here are 4 things for you to focus on that will begin to bring you more happiness at work.

1. RELATIONSHIPS – The quality of our relationships is the #1 factor in determining our happiness. Period. And it’s important to note here that it is not the quantity of relationships that matters. Evaluate what meaningful relationships you have with people at work and how much time you make for those relationships.So, how can we improve the quality of our relationships at work? My suggestion here is that this is more than a quick chat before or after a meeting. This looks more like getting a coffee with someone or grabbing lunch. Start out with the people that you naturally gravitate towards and work at expanding that circle.
2. VALUES – Now, what does that even mean? Everyone has their own definition of values, but for me, these are your career must-haves and dealbreakers.Your values will become your GPS and they will guide you throughout your career. They can and will shift and change as you shift and change. Think of your values as the building blocks to fundamentally understanding why and how you can be happy at work.How do you figure that out? I want you to think back to projects, teams, organizations where you have been most happy. What was happening at those times? That will give you some clues as to what your values are and what is most important to you. Conversely, when you have been most miserable – try to hone in on the source of your unhappiness.
3. DEEP WORK – I like to think of this as when you are in your flow. We all know that feeling: the times you are focused and concentrating. It is when you are doing deep, meaningful work without distractions. It is the counterpoint to that question we ask ourselves on Friday – what did I even do this week?This one takes deliberate action and attention. You need to carve out time to do concentrated work that is meaningful to you, otherwise, the small trivial stuff will swallow your day. Think about what is one project that I can make significant progress on? Once you have answered that question, then plan how you are going to create that time. Maybe it’s blocking out time in your calendar with a “fake meeting,” maybe it’s doing some extra bit of work before you officially start your day. Find what works for you in your life and will be manageable within the parameters of your organization. Deep work makes a difference to your happiness – find something that YOU want to do and make a promise to yourself to get it done.
4. SHARE POSITIVE EXPERIENCES – This one ties back to where we started – our mindset. We are all really great at complaining at the end of the day to our partner or friend. My suggestion here is to bring a bit more deliberate thought to the good things that happened at work. And it needs to be said out loud or written down. You can’t just keep it floating in your brain (although sometimes that works for me!).How to do this one: it’s important that it gets written down so note it in a gratitude journal or text a friend or a family member – do what works for you, but allow yourself to enjoy the good stuff when you can.

There’s a lot of to think about in order to personalize your happiness at work. But if you begin by taking a moment or two and thinking about a job that you really liked – what was it that you really loved – the people? The work? Your role? You begin to create your own career must-haves and dealbreakers. That awareness alone will set you down a path of creating a career (or a job for that matter) that will bring you closer to your unique definition of happiness at work.

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Gallup recently polled employees on what criteria was most important to them when deciding whether to accept a new job. The poll revealed that pay and wellbeing-related issues have both risen significantly in recent years, clinching the first and second spots as the most important factors for accepting a job elsewhere.

And given that record numbers of employees have quit their jobs in a search of higher salaries and more favorable situations, businesses suddenly are scrambling to fill millions of open positions.

This undeniable sea change makes the waters just right for your career pivot.

As someone who has made many pivots, let’s just say I’m a fan. I know first- hand that this is far from a cookie-cutter situation. Your career is an incredibly personal journey, and I’m here to tell you that a career pivot does not have to make sense to anyone but you. You are the only one living your experience; therefore you are the only one who truly has a pulse on your own happiness and success. Since this is a subject near to my heart, I want to offer my unique perspective on this topic. In this article, I will examine the different types of career pivots and I will offer you some actionable Top Tips so that you will have all the tools you need to succeed.

First, we need to shift our mindset about careers altogether. Often, when we think about careers, we can’t help but frame them in a way that is all about climbing the ladder. This concept of a career as a ladder is an idea that has been around for about 100 years. It’s our default thinking. But the truth is that we really need to let go of the ladder and the ladder-like thinking about our careers because it’s kind of like the dinosaur in the room—which is to say, it’s becoming extinct!

I’m with Sheryl Sandberg, who cited the famous quote by Pattie Sellers: Careers are a jungle gym, not a ladder. Careers are no longer one size fits all. Each of our careers develops in different directions, and it does not necessarily proceed up a ladder. A more useful lens to use when thinking about your career development is to think of your career as a winding path and how you can strategically navigate your unique path with confidence and determination.

My own career path has taken unconventional twists, bends, and turns. I started out as an entrepreneur, sold my business and went back to school to get an MBA. Then, I became a management consultant for a number of years, after which I created another business which I also sold. I have been an entrepreneur, consultant, facilitator, writer and speaker. One might say, I am a professional career pivoter. For traditional people, my career path would make their head explode, but for me, this twisty and unpredictable path suits my strengths and my skills. I am someone who loves to start something from scratch. For me happiness at work means – I love to be continually challenged and I love to do my own thing.

Now, your career pivot might look nothing like mine, and that’s fine. You may be at the beginning stages of pondering a pivot, or you might have been thinking about this for some time and now you feel stuck and you need some inspiration to get started. Wherever you are in the process I am going to give you ideas for action.

First, let’s understand the different kinds of career pivots and which one most suits you. Sometimes when we think about pivots and what they mean, we immediately jump to the idea of a radical career redo. You think, I am pivoting therefore I am changing everything overnight.

Actually, research shows that the most successful pivots are incremental or lateral. And the most successful pivots are those that are not about dramatic change but are instead a small tweak. These small tweaks are more about stretching your existing strengths instead of transforming into something completely new.

So what I want to talk about are 3 different pivot possibilities that you might want to consider. And as I explain each one, you can think about what feels the best for you right now.

1. 90 degree Pivot – This one is more of a tweak than a transformation. Think of this as a small change in your existing role. This one can go in a lot of directions – which makes it quite accessible for a lot of people. This is about stretching your strengths in a different way.
   1. On your existing team: This pivot involves thinking about where else you can be useful and helpful for your team. This might mean stretching within your current role which could lead to new responsibilities.
   2. On an adjacent team: This might mean honing in on your strengths and skills and helping another team with one of your particular talents. Think about a skill, strength, or talent from a previous role that you aren’t currently using.
   3. Side Hustle? – Bring it in!: Another stretch might be to bring in an outside interest to your existing organization. Are you interested in something outside of work—maybe it’s your side hustle, maybe it’s an area of expertise—think about running a workshop/talk/mini learning session in your current organization. This can also be a great low-risk first step on an entrepreneurial journey.
2. 180 degree Pivot– Not all pivots require you to leave your current company. Many people are often surprised how malleable their current organization might be when it comes to redesigning or reimagining your current role. I consider this type of pivot more of a wiggle than a huge shift.
   1. Within your current organization: Sometimes a sideways or lateral move in the organization is a great way to pivot. For example, this could look like a move from finance to sustainability. In order to do this well, think about how you can add value in your new role. If you are thinking of an internal pivot, think about that one manager that you need to convince. Connect the dots for them. Make the case for your particular set of strengths and why that is exactly what the organization needs. Explain what makes you particularly unique and how you can use all of your knowledge from one part of the business to benefit another part of the organization in an impactful way.
   2. Reconfiguring your current role: Maybe you are happy in your current position but you would like to shift your priorities a bit. Maybe you want the flexibility to work 4 days a week instead of 5. Maybe you want one day a week to volunteer, to pursue a new passion or to spend more time with your family. This pivot is more of a reprioritization or re-definition of your current role. And remember, nothing is permanent. Nothing is set in stone.
3. 360 degree Pivot– This is the big one—it’s a pivot to something completely new, starting from scratch. This one feels very exciting and inspiring, and probably scary! It’s a whole new career. This pivot requires a good support system and a good amount of preparation. This one is the most risky but potentially the most rewarding. I can speak from experience, I have done this one – a few times – and I can confirm, yes, it is anxiety-inducing, but if it works out, it will rejuvenate your entire mindset about your career.

TOP TIPS

Ok, this is what we all came for. What can I do? What kinds of actions can I take that will actually move me forward in this process?

1. STEP ONE: You want a change, but you don’t where to start. You do this at the very beginning where you are open to learning and trying to figure out in which direction you want to pivot. This will cure you from feeling stuck. But…how do you even begin to get curious about opportunities?
   1. Go to LinkedIn (or monster.com, or indeed.com, or any job board whatsoever). Just look at job opportunities. Pick 5-10 different roles that you are attracted to. Pick jobs where there is something that you find intriguing, something that draws you to those jobs. Remember you are not applying to those roles. This is liberating because you can ignore all of the stuff you don’t like—you are just using this for insight and for data. In fact, it is best to think as far and wide as you can. Do not restrict your search to your industry. Underline or circle the things that drew you to those roles. Collect first, and then see what they all have in common. Maybe the themes are collaboration or design. Wherever the common threads exist, those will be your career criteria.
   2. Career Non-Negotiables: By scanning and exploring you will begin to understand your career non-negotiables. I urge you to find 2-3 non-negotiables – not more than that. Non-negotiables will give you energy and excitement. Use your non-negotiables as a magnet and allow yourself to be drawn in those directions. They will open up possibilities and opportunities. You will find that you can really open your thinking to things that you hadn’t considered before. And it will start to give you confidence that you can transfer your skills in ways that you hadn’t imagined before.
2. STEP TWO: Now, you have an idea of the direction. How can you leverage your existing career assets to create change?
   1. Re-connect to your existing network. Tap into your network –friends, colleagues, former schoolmates. There is no need to feel embarrassed or apologetic when you reach out. People enjoy helping each other. In fact, there is scientific research to back this up – it is called a helper’s high. It’s the wonderful feeling we get when we help someone else. So, just go for it!
   2. Weak Ties. This one is about digger a little deeper into your network. What are weak ties? These are your acquaintances, and past colleagues. These are not your closest friends or colleagues. Your weak ties are particularly important in a career pivot because your weak ties are people who know things that you don’t know and know people that you don’t know. If this whole idea gives you anxiety – use your strong ties to get new connections to your weak ties. Ask your closer friends and colleagues who they might know that could be helpful. These close ties are your cheerleaders and your champions. You never know who knows who.
3. STEP THREE:
   1. Say YES. Think about doing some different things. Say yes when you normally would say no. Make some space to actively explore possibilities.
   2. Remember, one small action this week, one small action next week—all of it will snowball to create a big difference.

Just to summarize – it’s a great time to pivot, there are so many people considering it because the climate is right. Your pivot can be as minimal or as dramatic as you would like it to be. I suggest you start smaller, stay open to possibilities, work your networks, stretch your strengths, and connect the dots in new ways. Good luck on this exciting new bend and twist in your career!

The post Career Pivot – Who, What, When, Where and How? appeared first on Jessica Weiss.

The past few years have been a doozy – I think that’s universal. But, in those moments where everything has fallen asunder, where it feels like you have hit rock bottom – you hate your job, or you just lost your job, or you feel stagnant and you are just so ready for a change – believe it or not – these are the precise moments of opportunity. For me, when things have been the worst and things have looked their most bleak – that’s when I have felt the freedom and I have given myself the permission to go after the stuff I never would have done.

Ok, so you are about to embark on your career transformation. Where do you start? First thing, you must uncover your Zone of Genius. You are going to hear me use this term a lot and you might wonder – what is she even talking about? I define it – as the stuff that only you can do , that nobody else can do. It is almost as unique to you as your fingerprint and ideally I try to spend as much time as I can in my Zone of Genius.

What makes up your Zone of Genius?

1. Your Values – the stuff that makes you the happiest
2. Your Talents, Your Skills, Your Strengths – the stuff that you are great at
3. Your Support Networks – the people who will lift you up and carry you through
4. Your Confidence – the belief that you have in yourself
5. Your Future Possibilities- the direction that you want to be moving in

This framework will allow you to stay focused on what matters the most. The goal is for you to become a little bit more driven by what actually makes you feel happy, what makes you thrive, and what makes you shine. You might be stuck. You might be in a rut and feeling like you aren’t making any progress. You might even feel that you made the wrong turn somewhere. You might feel like you are not where you are supposed to be right now. But here’s the great news – no matter where you have been and no matter where you are right now – all along the way you have cultivated specific skills that you will need in crafting the future that you want.

Stay tuned for practical tools, tips, techniques and advice on how to uncover your values, how to name your strengths, how to create robust networks, how to grow your confidence and self belief, and how to uncover your future possibilities.

The post Career Pivots – Finding Your Zone of Genius appeared first on Jessica Weiss.

My belief is that when creativity is flowing throughout an organization – work is a lot more fun and work is a whole lot easier. But there are many things that get in the way of that. The good news is – when it comes to creativity – there is no such thing as the right way or the wrong way. It’s very much about you and how you choose to show up. In order to do that we have some very simple behaviors that you can incorporate into your day to day life. My belief is that it is the simple stuff, the stuff that you do every day and that you do consistently – that is the stuff that creates impact. Nothing I am going to say is amazingly technical or incredibly complex. All of this is easy to do. The problem is that often we don’t get to do it because work gets in the way. And to be honest we get in our own way of doing great work.

Ok, first tip – you must have a POSITIVE MINDSET.

You must approach problems from a world of possibility. We often kill ideas before they have even had a chance to live. Now I am not saying that we should go through life with a ridiculous overly optimistic mindset, but what I do recommend is that when we have identified a problem, we get positive on delivering a result.

True confession, I have been leading creative sessions for the past decade and a half of my career. And every single time I hear a new idea in one of these sessions, my instinct always says “Ooh – that’s an awful idea.” Because as human beings we have a built-in negativity bias. We are hard wired to react negatively to change.

Ok, now, that we have acknowledged that bias– we can do something about it. What I have learned to do to counteract that negativity, is to keep that thought inside and not to articulate it. Instead, I have learned to listen to that inner voice and say ok there is a problem here with this idea but how can I make it better, how can I make it useful, how can I make it work. And that is what being positive is all about.

Ok, next tip. – GET OFF AUTO PILOT

We spend most of our business lives on auto pilot. The research suggests that we spend 80% of our time on auto pilot. Now the problem with that is if I were to ask you the question – how can we fix “X” while you are on auto pilot the answer is always going to be well let’s just do what we did last time – which is no way to be creative. So what we actually need to do here is a bit of unlearning. And by unlearning I mean – recognizing that we have got to let go of the old in order be able to move forward. We need to not hold onto things too tight just because that’s “how it has always been done before.”

And to do this, we need to break off of auto pilot. My suggestion is that you pull yourself off of auto pilot just three times a day. Ok, but how? Simple – take a walk, get outside, breathe in a bit of nature. eat a proper lunch – not at your computer, chat with a co-worker. Nothing major – but something to pull you out of work mode and into a more fun and playful mood. You’ll never get completely off auto pilot but if just three times a day you can step off that treadmill and just check that you are using your skills in the right way I think it’s invaluable. Nothing welcomes in auto pilot better than a habit of doing something the exact same way, every single day.

Ok, third tip – MAKE IT REAL

Once you have your idea to a point that you can take if off the page and make it a reality – do it. Do it quickly, easily, and as cheaply as you can. Once it’s real – you can try it out and start to learn from it. You will have something to get feedback from and start to gather data. You will know if it worked or if it didn’t and you will start to have ideas on how to make it better. And from what I have seen the organizations with the best cultures around creativity are the ones that make things real all of the time.

What makes great innovation – realness. Realness is what makes the difference not only in creativity but also for the energy in the room. It helps you learn. Your idea is no longer an intellectual exercise, it is a visceral experience. Now you can experiment, you can learn and the learning is something that you can reapply forever.

Fourth and final tip – BE BRAVE

Every time creativity comes to play in your organization there are people who will literally dread it. It’s new, it’s different – they don’t like it. And it’s a perfectly human response. In order to really embed creativity what we need to do is encourage more bravery. We need to own up to the fact that we are scared of doing new and different things every now and again. We need to create an environment where people feel safe to express themselves and take some risks because not everything you do will work. We all have terrible ideas. But the truth is unless we share those ideas with the world – how will we know whether they are great or awful. As individuals we need to be personally brave but equally as important as an organization we have to be brave.

So, how we do create these kinds of environments of trust and safety? First, we need to master the art of feedback. One suggestion here – when you are ready to take your idea out into the world, you (as the receiver of feedback) tell the feedback giver specifically what you would like feedback on. This allows you to receive feedback in a very pointed and focused way that will be easier to take in and easier to take action upon. Another suggestion, there is a format for feedback that I really like and I have found to work quite well. You as the giver of the feedback ask – what do you think works well? What do you think can work even better? This prompt really takes the sting out and makes the critique actionable, allowing you to really take the feedback in and make the necessary improvements.

So – my Top Tips. First, inject positivity when you are having those new and different thoughts – without positivity nothing will survive . Second, pull yourself off of Auto Pilot. Break habits and take deliberate action to make sure that you are getting your brain to a place to spot new opportunities and connections. Finally, just do it. Make things real. Do it quick, do it on the cheap, and you will change the energy in your business forever. And remember, all of it takes a heavy dose of bravery.

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