[MUSIC] >> Once we've done all of the analysis of the data and it's pretty clear from the insights and the conversations that we're having with the various stake holders. What the individual values of an organization might be? What the specific behaviors that would be that will bring those values to life in all sorts of different contacts within the organization? Then we need to turn it into a model. Usually, that model looks a little bit like the via inventory, the character, strengths and virtues classification. Where there's a number of values, maybe four or five values. And under each value, there might be four or five specific behaviors that bring that value to life in different contexts. And so, we take that model and then the work really begins. The question becomes how do we apply that model into everything that the organization does? That's I guess is the secret also this work. Because if individuals can think about what those values with this specific behaviors strengths mean to them. How they combine their own strengths with the organizational strengths? Then they truly are able to pursue the vision or the mission of the organization at a high level. They feel a true connection to it. But it's not just with individuals, we need to help leaders understand what their role is. And leading and making decisions in a different way based on those values, those strengths. We also need to try to think about all of the systems within organizations. Systems like HR or Risk Management or Finance or Operations. All of those systems have opportunities for us to nudge people in the right direction. Towards these values, these strengths, these behaviors. To be able to help people make easier for people to know how to use them in all sorts of different contexts. And so that's really the fun part that I love doing in this work. Is being able to try to figure out how do we take all this work that we've done. Starting with these hypothesis about what will allow this organization to truly thrive. And then figure out all of these ways in which we can bring that hypothesis to life through Science, through research. And then take the outcomes of that and apply it into every system and an individual within the organization. I think that it's amazingly rewarding. And it's been fascinating to watch organizations over years really feel a connection to these models. Because they truly do feel like it's the best of who they have been as an organization. But it also usually represents the best of who they can be in the future. Because every single one of these values can be under played or over played. And so, there's lots of really interesting opportunities for individuals and teams and the whole systems within the organization. To try to really work through what's the right mix of these values and behaviors to create success. Now, I think the thing that surprised me most about this work, and I've now been able to do it and a whole bunch of different organizations. Is how consistent the output is. And when I go back to the characters, strengths, and virtues, to the VM model. To the work that Angela has done. To the character strengths that are emphasized in character lab and all sorts of different contexts. There's so much consistency about what's important to organizations, what's important to individuals. And how all of that with really deliberate and concerted effort and attention can create a condition where people are truly thriving? Where an organization, as well as teams, as well as an individual within them truly feels like they're flourishing. I think that's really exciting. And of course, there's tons of open questions here for me. Much of the process that I've talked about, it's about prescribing a specific set of values, a specific set of behaviors to an organization. It's like taking clay and molding that clay into something very specific in front of you. But there's a whole other perspective. Each individual within an organization has their own unique constellation of strengths. Some people might indeed find integrity or critical thinking really important. Other people might find empathy or strengths of the heart really important. So is it important just to choose a few? Or is it important to be able to allow the seeds that are available within everybody to grow and to sprout? And I have lots of questions about how that would be possible in an organization as well? To truly create the conditions where the organization can perform at its absolute best. >> For me, the experience of taking that intuition and following it right through. Asking a question to discover something that's changed the way I approach it. It really changed my life. Not only did I get to meet a hero of mine from a research point of view in Angela Duckworth. Her work and our interaction really changed my life. Obviously, it prompted me to move overseas. And start working with the top level of performers here in America. But from a number of points of view, it made me better at my job. And it also helped shape the way I responded to my own setbacks in life. If I had any piece of advice for other practitioners who were looking to apply research in their own area, their work or their life. There's probably three things I'd suggest, and I'd call them the three v's. The first one is to visualize. And that means for the question you're trying to ask or the intuition you have, sometimes it's a bit of a gray area. It really helps to ask what does that look like? And picture it and break it right down, so you can be really specific. For my example it was mental toughness in a late performance. What does that look like? Or they can persevere through hardship. They can bounce back and buffer things when it's going really tough. And when others want to talk about weaknesses or criticisms, they can focus on their strengths. And so they know I would do the second v, which is to visit. Visit with the people who are experts in those areas. It doesn't mean physically visit could be sending an email or asking a question. I was lucky enough to be able to visit with Angela and Karen Rodrige and many others who are experts in these three areas. But you'll be surprised when you reach out to those experts or researchers. Most of the time I've had really positive responses. Because I think it seems to be they see practitioners as a way to bring their research to life. And have an impact on the lives of so many more people. So don't hesitate on that front. The third v is probably the most important and that's to verify. So to develop a theory and be specific and then work without a research is fantastic. But the theories and stuff mean nothing unless you as a practitioner then go and apply it. For me that was okay, I'm going to take this stuff and let's just see what happens with the athletes if we do this. Or if we measure that. And for yourself in your own area, that might be the same thing. You might apply something that's been done in another industry and that was something that surprised me. It's how well it transitioned from things that work in the military or school to working with elite athletes. And the other great surprise that we got out of this project was really unexpected one by verifying it. By actually doing something without really knowing what was going to happen. We discovered that there was a strong correlation between grid and performance. And a strong correlation between optimism and performance. But when we actually broke it down and combined one sub scale of the optimism test with some of the specific grid questions. It turned into a much stronger predictor than either of them were by themselves. And so this combination we never would've discovered unless we just said, all right let's see, let's verify, let's test this out. And so by acting, we discovered something even more powerful potentially. And that's led me to the next open question that I've got. And we're working on a project to try and develop a really easy, quick, and generic test for mental toughness. That is hopefully quicker and more direct than anything else that we've got. And we're building that project on toughness.com. Where people can sign up, if you want to be involved in the project. And really looking forward to where that takes me. And I hope for yourself, for any of the practitioners out there, who are thinking of applying this. I can't encourage you more. As I said, it changed my life. Have discovered something that could be really powerful and useful to a lot of performance. And that's not just in sport. That was, as I said the great thing, it works with performance in many areas corporately, on the stage. So I just encourage others to get involved, apply something, and see where it takes you. For me, it's taken me around the world, and to amazing experiences. Hopefully, it can be the same for you.
