How Measuring Psychological Assets Can Lead to a Healthier and More Successful Workforce
Summary
In this article, we discuss the importance of measuring psychological assets rather than symptoms in the workplace. We suggest implementing an annual online psychological assessment for all employees to help them improve and for the organization to show the benefits of psychologically healthy employees. We also explore the importance of training managers in resilience and proactive learning to prevent crises.
Table of Contents:
- Measuring Psychological Assets in the Workplace
- Training Managers in Resilience
- Learning Resilience through Small Steps and Actions
- Conclusion
Measuring Psychological Assets in the Workplace
As the head of HR, I suggest that organizations assess where they stand in terms of measuring psychological assets rather than symptoms. This can be done by implementing an annual online psychological assessment for all employees, which can be a good start. It is important to ensure that employees feel safe and that the results are anonymized. The results can be evaluated by the individuals themselves and an algorithmically derived plan can be provided to help them improve. The organization can use the results to show that psychologically healthy employees have fewer negative outcomes and are more likely to be promoted and succeed. Overall, measuring psychological assets can lead to a healthier and more successful workforce.
Training Managers in Resilience
The speaker in the video emphasizes the importance of training managers in resilience in the same way that soldiers are trained by drill sergeants. They mention their work with TechWork, a software company that aims to help people deal with trauma and adverse events in their lives. The speaker believes that focusing on specific, local problems rather than global ones and using cognitive behavioral therapy techniques preventively can be helpful. They advocate for proactive learning and training rather than waiting for a crisis to occur.
Learning Resilience through Small Steps and Actions
The speaker also discusses the importance of resilience and how it can be learned through small steps and actions. They suggest focusing on adverse events and turning negative emotions into purposeful actions to change the outcome. The speaker also mentions the need for a governmental policy to implement resilience training across society. They did not find any gender differences in resilience and suggest that learning through books or online may not be as effective as being taught in person.
Conclusion
In conclusion, measuring psychological assets rather than symptoms can lead to a healthier and more successful workforce. Training managers in resilience and proactive learning can prevent crises and improve outcomes. Learning resilience through small steps and actions can also be effective, but it may be necessary to implement a governmental policy to ensure that everyone has access to this training. By prioritizing psychological health and resilience, organizations can create a more positive and productive workplace culture.
