Practicing intentional happiness for better leadership

p 1 i practice intentional happiness here are 3 ways it helped make me a better leader

Over the course of my profession as an artwork and inventive director and later as a product expertise designer, I saved a secret for a very long time: I’m colorblind.

I can see colours. I simply occur to have problem telling the distinction between shades of colour in the identical tonal vary. In different phrases, some greens and browns are indistinguishable to me. Similar with blues and purples. 

Ever since I admitted this publicly a few years in the past, many individuals puzzled how I may discover success in a discipline that’s so depending on one’s use of colour. In truth, I puzzled about that myself for a very long time. Just lately, with the assistance of the constructive psychologist, Robert Mack, I discovered that the important thing to my success all alongside has been training intentional happiness. 


Simply as somebody can have a yoga or meditation observe, you set an intention and also you do it with some frequency. Even these at a grasp degree should work to keep up their abilities. I’ve not mastered happiness, however I deliberately work to domesticate it. To place it in Mack’s phrases, I’m frequently coaching my emotional steerage system to shift focus to the constructive. 

There are science-backed things you can do to be happier, as creator Eric Barker paperwork. And the pursuit of happiness has grow to be its personal enterprise. There isn’t any scarcity of research on happiness, world rankings for the happiest nation, even lists of corporations which have the happiest workers

Firms are beginning to put worth in it as many organizations are dedicating sources in the direction of well-being. (The ideas of “happiness” and “subjective well-being” are sometimes used interchangeably). Leaders need completely happy folks on their groups as a result of research signifies that completely happy individuals are extra productive and extra happy of their jobs. 

None of this implies that we should always attempt to be completely happy on a regular basis. It’s unrealistic to assume that we must all be strolling round blissed-out all the time. Leaders shouldn’t anticipate that their groups will both. 

Quite, it helps to recollect what Zen grasp Thich Nhat Hanh has stated, “There isn’t any method to happiness—happiness is the best way.” A long time of scientific research bear this out, revealing that happiness precedes success. My skilled journey mirrors these findings as I navigated an obstacle that would have ended my profession however as a substitute served to strengthen my resilience and make me a better chief. For me, training intentional happiness is liberating in that I can pay attention to—however much less involved with—what would possibly maintain me again. And as a substitute, I can deal with what strengthens me and brings pleasure.

You don’t should be colorblind to see that these classes may apply in any state of affairs proper now.

Table of Contents


Optimize for resilience

For a few years, I powered by what I discovered to confer with as imposter syndrome. It began when, as a boy, I used to be cruising timber with my dad and couldn’t distinguish the pink and orange ribbons within the bushes. It continued on by artwork college the place I picked paint colours by the labels on the tubes, after which, professionally when working with shoppers I used swatch books and pc software program to match colours.

Alongside the best way, I accepted the concept I won’t succeed at one thing, and would possibly even downright fail. However not in a hopeless, hapless type of manner. Through the years, a thousand small defeats or near-losses have helped me see this and that I’d survive. That I’d be capable to create, compete, and proceed attempting. That I’d be taught and hopefully get better as I am going.

This train in resilience—a key component of happiness—allowed me to really feel a decreased strain to attain, and maybe much less of a necessity to match myself with others. Imposter syndrome, worry of failure, and the social and financial pressures to carry out are part of human nature. However optimizing for the well-being and happiness of people in your staff will enable them to navigate it. 

For instance, in a tradition of back-to-back conferences, the significance of detachment breaks can’t be overstated. Even amidst calls for for excessive productiveness, good leaders know to make area for their staff to drop out/flip off when crucial.

Optimize for the energy of others

Colour is never listed as one of many high rules of design. There are different extra urgent issues reminiscent of Hierarchy, Scale, Steadiness, and Framing. Thankfully, I’ve at all times had a knack for this stuff. 

However as a colorblind artist, I discovered early to place belief in folks. Belief of their expertise, abilities, and perspective. The designers that I employed and collaborated with have been one other key consider my success. Although I’ve by no means employed a designer simply for their capability to see and specify colours, I seemed for strengths that supported the place I or others had weaknesses. I’m happy to confess that nothing I’ve achieved has been achieved by myself. It’s at all times in collaboration with others. 

The science of well-being tells us that happier individuals are extra apt to collaborate and play effectively with others. And it additionally works the opposite manner—teamwork and collaboration can lead to improved happiness

It’s solely attainable to give you concepts by yourself. However the velocity at which concepts are generated and the synapses hearth are multiplied when even a few folks work collectively. There’s additionally a lift in morale that comes from communal success. And if we fail, we’ll have one another to lean on. Or in my case, if my capability to see colour fails, then another person can choose up that ball and run with it.

Some of the invaluable abilities leaders can have is the self-awareness to acknowledge their weaknesses. Contemplating strengths and weaknesses throughout the staff and the group can set everybody up with the chance to do their easiest.

There are fairly a couple of instruments reminiscent of Gallup’s CliftonStrengths Finder for figuring this out. But it surely’s additionally completely tremendous to easily begin a dialog to find the place one particular person’s strengths would possibly praise others’ weaknesses, but additionally give every celebration the possession—or company—over that energy. 

Optimize for enjoyable

One in all my favourite artwork lecturers would sometimes rip or minimize a chunk of your work out and paste it some place else. It was a damaging type of criticism (admittedly sort of aggressive and off-putting to a few of the different college students) that shortly helped me see that there’s a couple of manner to take a look at a chunk of labor. It inspired me to do extra experimenting. To play with the work itself—taking issues aside after which placing them again collectively in several configurations.


That sort of experimenting can usually result in innovation. Brendan Boyle, founding father of IDEO’s Play Lab has grow to be identified for his philosophy of “Flirting with the ridiculous.” Typically, simply throwing a little bit of play-doh down on a desk and inspiring the staff to make no matter involves thoughts when you make small speak may be extremely fulfilling—and completely happy.

In my observe as a frontrunner, I’ve at all times made it some extent to get the staff out and away from their desks. We’ve taken maker lessons, like going to an artist’s studio to make collages collectively. 

Within the period of Zoom calls and hybrid work, it’s nonetheless simply as essential—and fairly attainable—to create space for play. 

It does take some planning and construction. You possibly can’t simply get on a video name for half-hour and simply see what comes out of it. In my earlier function at a serious monetary establishment, I used to be a part of a geographically distributed staff tasked with making a imaginative and prescient for a part of a brand new and improved buyer expertise. We shortly found out a method to work on video that was equitable, inclusive, and concerned a good quantity of play. 

  • We took turns main the assembly every day which ended up being as playful and refreshing because it was democratic.
  • For construction, we bookended with a narrative (on this case a person begins with a hurdle or impediment to beat and ends with a aim achieved).
  • Every participant was given quarter-hour to sketch what occurred in between these bookends. With phrases, pictures, stick figures, and so on.
  • We every labored in silence for a given period of time, however with our cameras on in order that we may ask questions and share inspirations as we moved ahead.
  • Every of us then took turns sharing our resolution—every taking 5 minutes to stroll the remainder of the group by their story or state of affairs.
  • This storytelling allowed area for others to chime in, ask questions, and in any other case construct on the story.
  • Simply as I had discovered from my artwork trainer years in the past, we pieced collectively one full story from all the inputs. Extra numerous in its element and extra colourful than something any considered one of us may have achieved on our personal.

This type of purpose-driven play isn’t restricted by one’s technical capability to see colour not. Play is exploration and discovery. It’s having the ability to experiment with alternative ways of working in a manner that permits for area to fail. As Martin Buber has stated, “Play is the exaltation of the attainable.” It results in a collective imaginative and prescient. One thing all the gamers can personal.

I overcame colorblindness by studying tips on how to experiment, innovate, and never be afraid to fail. These classes turned core tenets of deliberately cultivating happiness. This, in flip, helped me overcome a deficit like colorblindness and the impostor syndrome that grew out of it. I now use it to work within the service of leadership and collaboration. So don’t wait to domesticate the happiness inside you. And encourage the identical in your teammates. Your profession, your colleagues, and the world will probably be better for it.  

Klaus Heesch is head of Optimism & Sustainable Progress, an Expertise Design chief, speaker, and happiness practitioner.