Application of positive psychology in obsessive-compulsive disorder

? In recent two years, organizational development has increasingly become a hot topic in the field of human resources. Perhaps it is because in the era of VUCA, people found that neither the six modules nor HRBP can meet the needs of enterprises to constantly change and improve organizational efficiency to meet the challenges of drastic changes in the outside world. The development of organizations makes it more and more important for organizations to constantly adapt to the trend of the times and the needs of competition, and to maintain continuous vitality.

? As a senior HR practitioner, I also started planning the transition to OD last year. Expectations are good, but reality is always skinny. OD positions in the market have high requirements for candidates, non-TD (from the field of talent development), and HR project experience is not very rich. These are all problems that need to be overcome in the transition. Facing these problems, continuous learning and improvement is the king. So, I began to learn from OD. I also decided to use this platform to output my study notes and experiences.

The application of positive psychology in OD

Different from the traditional path of change, positive psychology emphasizes that employees/organizations should be happy before talking about change and innovation. Because from the perspective of positive psychology, the positive attitude, atmosphere and culture in an organization are valuable psychological capital of the organization and the hidden soil of organizational change.

Positive Psychology Tool: Appreciative Inquiry? Query, artificial intelligence)

What is appreciative inquiry?

It is one of the thirteen tools of five-dimensional coaching, and it is also one of the tools widely used and tried in practical training. This is a tool that can generate strong positive energy, stimulate internal motivation and create miracles.

Applicable scenarios:

1. Transfer organizational culture

Case background: new regional leaders+annual meeting approaching+need to pay attention to next year's work plan.

Transfer organizational culture with appreciative inquiry

Guidance process: explore the influence of organizational culture on employees.

In the past year, what kind of happy time did you feel most in XX?

What are the most cherished values you have encountered in these shining times?

What other stories do XX people have about these values?

In this scene, appreciative exploration creates a happy, exciting and inspiring "field". Here, employees use each other's stories to create a connection between hearts, and use real stories to refine the spirit of organizational culture.

2. Stimulate team vitality in daily management activities.

Communication that can be carried out in daily management:

1. Quiet: How can we have a peaceful mind to face such a big challenge? How can I concentrate on eating? Sleep better?

2. Fun: When we spend a lot of time at home, what methods can make ourselves and the people around us happy? One person contributes an idea!

3. Hope: What positive resources or actions do we have that will make us feel that the future will be good?

4. Pride: What is the most beautiful, valuable and proud thing I have done these days?

5. Humor: Can I tell jokes or jokes that I can tell myself?

6. Motivation: Who do I really want to encourage? How can I motivate him? Like her? Make TA more confident and energetic?

7. Admire: Who do I admire most? What kind of courage or wisdom impressed me the most?

8. Love: Who do I really care about? If we can understand each other and care about each other, should we make up for it?

9.Joy: At this moment, we can still be happy. What is the little luck we feel?

10. Gratitude: We may forget many people who have made a lot of contributions to us and society. What is the voice of gratitude that we want to say in our hearts? what's up Who is the "noble person" in my life? I want to sincerely thank him for his help and guidance.

Inspiration: The above topics are very suitable for designing activities/themes for group building.

3. Actively organize the atlas of behavioral intervention tools.

Through positive psychology, we can influence employee experience, interpersonal relationship at work, quality of work delivery, organizational ability and leadership of leaders, and gather huge psychological capital for the organization.

Thinking:

In reality, due to the pressure of survival and development, there are not many organizations that really pay attention to employee experience and happiness. In particular, I, from a mature top 500 foreign companies to a developing private enterprise, really felt the difference between ice and fire. In the different development cycles of enterprises, human resource management certainly has its concern and focus. In the development stage of enterprise production, managers pay more attention to cost control and performance, that is, to maximize human efficiency. This kind of thinking itself is understandable, but behind the performance, there are countless individuals with secular desires in addition to rigid institutional processes. Human nature is interlinked, people's hearts need to be United and teams need to be built. Without a little accumulation and effort, how can employees devote themselves wholeheartedly? If we only regard the employment relationship between enterprises and employees as a transaction, we will gather them together and discard them if they are worthless. How far can such an enterprise go?

Enlightenment from practice

The influence of HR in enterprises is limited. We can focus on our circle of influence to deliver more positive energy and build towers. For example:

1. Communicate with employees with appreciation.

2. Design related teams * * * to create a meeting or team building process.

3. Pass this tool to more front-line managers.

Above, encourage yourself!