3. Watch your high-intensity positive emotions.
Positive emotions are a central component of Dr. Martin Seligman’s PERMA model of well-being (6), and decades of research show that positive emotions help you build your creativity, remember more information, lower your blood pressure, build your resilience, help you recover more quickly from the stress response, and make you more pro-social (factors which tie to many of the themes in the frameworks above) (7).
Yet, not all positive emotions are created (or valued) equally. In a series of studies (8), researchers found that Westerners, and Americans in particular, value high-intensity positive emotions like excitement and elation and also value high-intensity positive emotions more than low-intensity positive emotions (like calm and serenity) when seeking to influence others (9).
As it turns out, high-intensity positive emotions activate your stress response in the same way that high-intensity negative emotions do. Those work messages about staying “fired up” or “pumped up” may actually turn out to deplete your energy by ramping up your stress response (10).
It’s no secret that generational differences exist in the workplace, but when it comes to the well-being of workers, companies can safely bet that one size does fit all.
References (1) The ICEDR Report can be downloaded here: http://www.icedr.org/research/documents/15_millennial_women.pdf (2) One study (under giver reciprocity style): http://scottbarrykaufman.com/wp-content/uploads/2015/01/Baumeister-et-al... (3) Here is a link to the McKinsey & Company centered leadership model: http://www.mckinsey.com/insights/leading_in_the_21st_century/centered_le... (4) Rath, T. (2015). Are You Fully Charged? Silicon Guild. (5) Davis, J. (2015). Two Awesome Hours. New York: HarperOne. (6) You can learn more about the PERMA model of well-being here: https://ppc.sas.upenn.edu/learn-more/perma-theory-well-being-and-perma-workshops (7) Tugade, M.M., Fredrickson, B.L., & Barrett, L. F. (2004). Psychological resilience and positive emotional granularity, 72(6) Journal of Personality 1161-1190. (8) Tsai, J.L., et al. (2007). Influence and adjustment goals: sources of cultural differences in ideal affect. 92(6) Journal of Personality and Social Psychology 1102-1117. (9) Tsai, J.L., Knutson, B., & Fung, H.H. (2006). Cultural variation in affect variation. 90(2) Journal of Personality and Social Psychology 288-307. (10) Seppala, E. (2016). The Happiness Track. New York: HarperOne.
Written by: Paula Davis, J.D., M.A.P.P Download her ebook Beating Burnout at Work: Why Teams Hold the Secret to Well-Being & Resilience. Originally appeared on Psychology Today Republished with permission.