• New rule

    New rule for managers: If the way you lead your employees makes them unhappy, you’re doing it wrong.


  • Leading with Happiness – Free Webinar December 3rd

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    Update: Over 150 people have signed up already.

    We believe that there is a new style of leadership emerging – one that focuses more on doing what’s good for employees and customers than on short-term profits. A form of leadership, in short, that has happiness at its core.

    Join our free webinar on Wednesday December 3rd if you’d like to learn about:

    • What does happy leadership look like? How do you do it in practice?
    • How can managers themselves stay happy in their careers?
    • What are great examples of happy leaders?
    • Could it be that happy leaders ultimately create better results than traditional leaders?

    Date and time: Wednesday December 3rd at noon US East coast time / 9am pacific time / 5pm GMT / 6pm Central European time.

    Over 250 people signed up for our last webinar and just like that one, this one will be short (only 30 minutes) and punchy. We will get to the point quickly and leave you with new information and tools you can actually use.

    The webinar will be held live on our youtube channel, so there is no login needed and no software to install. If you can watch youtube, you can join. There will be a chance to ask questions via chat.

    Sign up for the webinar right here:







  • How to balance natural and synthetic happiness at work

    How to balance natural and synthetic happiness at work

    This article was written by Tais Lyager Rasmussen and Woohoo inc’s newest employee Thomas Christensen.

    In a previous blog post we explored the concept of synthetic happiness at work and how it can be a powerful tool to relieve the stress of having to achieve. In this post, we will explore more deeply how synthetic happiness or personal happiness might be a sorely needed way of thinking in society today.

    To recap the previous article:

    1. Synthetic happiness is what you make when you do not get what you want. This is in contrast to natural happiness that is when you get what you want.
    2. Synthetic happiness is just as real and genuine as natural happiness. Having many choices is great for natural happiness but bad for synthetic happiness because choices hinders the internal validation process that occurs when you are “stuck” with something.
    3. This means that natural happiness, being reliant and influenced primarily on external forces and validation, can safely be called external happiness.
    4. Synthetic happiness in contrast, can be labelled as internal happiness as it is reliant and influenced primarily by internal validation.
    5. We ended on the idea that the relationship between the two could be a driver behind overall happiness.

    This article will explore how difficult it can be to navigate in a world skewed towards external happiness.

    In today’s society, there have never been more opportunities available than there is now. The possibilities in what career you can pursue, hobbies you can take up, clothe you can wear, TV-shows you can watch and the list goes on. All of these options provide you with the opportunity to design and create whatever life you want. However, this large amount of possibilities ends up becoming a problem as you might experience choice overload. Choice overload is when an individual’s decision-making process is hampered by too many options. When a decision has too many alternatives, it becomes so complex that it is impossible to rationally evaluate every option against each other. When this happens, people become overwhelmed and might chose not to choose at all. This can lead to stress and potential regret from believing that you have chosen the wrong option.

    When we combine the idea of internal happiness with choice overload, you get a society where individuals’ decision-making processes are being sabotaged by the number of options they have. This results in potential stress and regret but it is also a terrible foundation for internal happiness. As proposed earlier, choice is good for external happiness but bad for internal happiness.

    How do you train yourself to appreciate internal happiness in a world geared towards highlighting external happiness? How can you make yourself be happy where you are right now, when everywhere you look you are expected to grow, to surpass, to go somewhere and buy something; in short use the endless possibilities there exist.

    Social media is generally a wonderful thing, but it can be easy to look at other peoples’ adventures and consider them missed opportunities for you. It is natural and intrinsic to human nature to compare ourselves to other people, but what is really happening is that you are comparing yourself to a highly stylized ideal presented through a media of your choice, not an actual person.

    This is also true in work situations where the idea of growth is ingrained in the way we think of ourselves in the workspace. In a performance culture, you are compared to other people and the benchmarks of other people. Your own contributions are rarely seen in comparison to yourself, they are most likely seen in comparison to your coworkers or company benchmarks. This could rob you of the ability to be satisfied with your own work.

    With all of that in mind, here are 4 tips for living in an environment skewed towards external happiness

    1. When contributing to a shared project at work, or anywhere else, you should not continuously compare your efforts with other contributors. Instead, you should focus on the work you have contributed with and compare with your own previous work.

    2. A small dosage of nostalgia is advantageous. Try to key significant memories to items, this adds value to them, and makes you less likely to feel the need to replace them.

    3. Try always placing yourself in a situation where you do not have the possibility to change your choices. This will initiate the internal validation process and act as a catalyst for internal happiness.

    4. Be critical of the notion that happiness is getting what you want. The world might be geared for external happiness but at the end of the day happiness is a perceived experience, and whether it comes from getting what you want or enjoying what you get, it is still reliant on each individual’s own perception. The difference is that learning to like what you get is much more stable than getting what you want, as it does not rely on external forces for validation.

    Related posts


  • My book is a Big Deal :)

    Screen Shot 2014-10-15 at 13.20.23My book Happy Hour is 9 to 5 is an Amazon “Big Deal” this week so you can get the Kindle version for only $2.49.

    Get it right here. I hear it’s good :)


  • Positive thinking doesn’t work (and makes us unhappy)

    I recently wrote an article called 5 Ways Positive Thinking Makes Us Miserable At Work. Among other things I argue that faking happiness and positivity is stressful and contributes to quelling dissent and problem-solving.

    And now I can add a 6th reason: positive thinking doesn’t work. From the article:

    across dozens of peer-reviewed studies examining the effects of positive visions of the future on people pursuing various kinds of wishes — from health-related, such as losing weight, quitting smoking, or recovering quickly from surgery, to the improvement of professional or academic performance (for example, mid-level managers wishing to reduce job-related stress, graduate students looking for a job, or school children seeking to get good grades) — we’ve consistently found that people who positively fantasize make either the same or less progress in achieving attainable wishes than those who don’t.

    So while happiness at work is a fantastic thing that we should all strive for, positive thinking is not the way to do it.


  • Hire great people and pay them fairly

    Container Store CEO Kip Tindell explains why his retail staff are paid significantly higher wages than what’s typical for the industry:


  • CHO Academy is happening. Tell us how.

    CHO Academy is happening. Tell us how.

    As we previously announced, we’re creating a training program for other potential Chief Happiness Officers.

    Just to recap:
    It will be a 4 or 5-day training some time in the first half of 2015. Possibly in Copenhagen (where we are), possibly in London or New York. Space will be limited to approx. 25 people. We’re still working on pricing and exact timing.

    The academy is for:

    • Consultants/speakers who want to build a business creating happier workplaces.
    • Managers and HR people who want to become internal CHOs inside their organization.

    Danish leaders visit Innocent Drinks

    But we have some questions for you. Please write a comment and give us your opinion on the following.

    WHERE would you prefer we have it? You get to choose from Copenhagen, London and New York.

    Approximately WHEN would work best for you? Pick a month in the first half of 2015.

    WHICH TOPICS would you like to see covered? This is what we’re thinking of including:

    • The theory and science of happiness at work. Everything we do is based on research from psychology, neurology, sociology, management science, etc. We will give you an overview of the most relevant findings from these fields and how they apply in the workplace.
    • The practice of happiness at work. We will share all of our favorite tools and interventions, so that you can then use them yourselves.
    • Presenting happiness. We will work on your presentation skills, specifically aimed at giving you tips and tricks on how to present on happiness at work.
    • Measuring happiness at work. How do you measure happiness at work, so that you can document progress from your work.
    • How to sell this to others. How do you sell the idea of happiness at work – either inside your own organization or to potential clients.
    • Pitfalls and traps. What can go wrong? What must you avoid? How and why do happiness interventions fail?

    WHAT would make this the best and most valuable training you’ve ever attended?

    Please write a comment below and share your thoughts on these questions or anything else about the CHO Academy.

    And if you haven’t already, you can sign up to stay informed about the training here:

    Yes, I want to be a Chief Happiness Officer

    * indicates required




  • Announcing a new newsletter: Leading With Happiness

    newsletter

    Next week we’re launching a new free newsletter. Our original newsletter is for everyone and has 3,500 people who get tips ideas and ideas on how to become happier at work.

    Our brand new newsletter is called “Leading With Happiness” and is for any leader or HR professional who wants inspiration and tools to create a happier and more productive workplace.

    Sign up right here:

    Subscribe to “Leading With Happiness”







  • Friday Woohoo: Ron Swanson on coworkers

    Parks and Recreation is a funny show and this clip of Ron Swanson talking about his coworkers is hilarious:


  • Some team members resist happiness. What would you do?

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    I received the following email from a manager who reads my blog and I got his permission to post it here, to get input from all of you. What would you do?

    Here’s the email:

    I have a team of 10 people doing admin based work. The job can be busy but mundane and this can lower the “fun” factor within the team. I have introduced some nice changes to help their day go better as like you, my philosophy is enjoy coming to work and never be stressed about it.

    However, like everyone else I can get stressed but its not the workload, it’s the team that bring me down.

    Some ideas, I have introduced are:

    • Listening to music while they work
    • Be flexible with the shifts that they do
    • Let them have their moment where they need to walk away from an issue to calm down without any repercussions.

    I could go on and we do the team lunches and have events, but there will still be the people that I can’t make happy.

    The big issue I have is motivating all of the team. Some of my team are motivated and up for some fun or keen to get on board with a project but there will be a few that will put up the objection obstacles and flatly refuse to get involved, this can bring others down and ultimately put me down which really affects me.

    At times it makes me want to move jobs and try again with a new team.

    What would you do, as a manager in this situation? Please write a comment, I’d love to hear your thoughts.



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