Getting Started!
Congratulations on taking the Headspace assessment! This report is a doorway into understanding the headspace you’ve been experiencing recently. It’s important to remember that these headspaces are not permanent states but rather dispositions we find ourselves in from time to time due to our experiences and contexts. In other words, a headspace is not like a personality type that is difficult to change, but instead it is fluid and (as you'll see) well worth regularly paying attention to.
All of us have likely experienced all four of the headspaces described below. For instance, there is nothing more human than getting caught up in the everyday cares of work and wondering whether we've made a dent in our to-do list as is the case with Habituating. Similarly, all of us have longed for greater meaning in what we do from time to time, as is the case with Yearning. Sometimes we experience periods of feeling great connection to the present moment, and the ability to challenge assumptions about what we all take for granted, as is the case with Transforming. And still it is possible to experience deep sense of centeredness, wisdom, and connection with others as is the case with Transcending.
Whatever the case may be, many of us experience sustained periods in a given headspace until something significant triggers a change. So, while it might feel like you’re stuck in a particular headspace, change is always right around the corner, and this report provides some great ways to intentionally expand your headspace.
Understanding your recent headspace can have profound effects on how you are seen, understood, and even misunderstood by colleagues. It impacts your relationships, strategy, problem-solving abilities, team cohesion, and overall performance. By delving into this report, you’ll gain insights into the headspace you’re currently in, helping you to recognize patterns, strengths, and areas for growth. This self-awareness can lead to enhanced interactions, better decision-making, and a more fulfilling professional life.
As you read through the content, we encourage you to approach it with an open mind and a sense of curiosity. Reflect on what resonates with your experiences and observations. Trust your intuition to discern truths that perhaps you’ve never fully reflected upon before. Pay special attention to elements that spark a sense of wonder and excitement. This mindful reading can help you know yourself more deeply and elevate your experience and impact at work. Embrace this opportunity for growth and self-discovery. This report pairs especially well with the "Use of Self" GPT, an app trained to help leaders deepen self-awareness and apply their core values in service of positive change (free with Chat GPT subscription).
What is Headspace?
Headspace is a dynamic concept that integrates two key aspects of conscious life that greatly influence our well-being and the prosperity of teams and organizations we are part of. This concept is based on an integration of neuroscientific research and theoretical underpinnings from the fields of existential psychology, contemplative practice, and transformative learning (See the work of Brendel, 2016, 2022; Brendel et al., 2021; Brendel et al., 2023)
Presence
Presence refers to our level of mindfulness, the degree to which we are intentionally aware of practicing awareness of our thoughts, emotions, and surroundings in the present moment and without judgment. The degree to which we are mindful can vary in intensity and can be seen as a state or a trait. People who are more mindful show greater self-control and can respond thoughtfully rather than react impulsively to negative situations. Mindfulness also reduces ego-driven behaviors, which often harm others, and fosters a sense of oneness with others.
On the other hand, absentmindedness or mindlessness occurs when there is a lack of this balanced awareness, leading to less self-control and more self-centered actions. Cultivating mindfulness helps individuals achieve a deeper, more connected way of experiencing the world.
Purpose
Purpose, on the other hand, is the type of meaning we assign to our work, the overarching sense of direction and significance we perceive in our professional endeavors. The great existential psychologist, Irvin Yalom (2008) explains that people usually live in two different ways. The first way, which entails "Everyday purpose," involves focusing on things like appearance, independence, possessions, and status. This is the main focus of many self-help books. However, the downside of this way of living includes getting distracted by the need to stand out , win workplace conflicts, and engage with gossip, for instance.
The second way of living, which Yalom calls "Ontological purpose," is about having a deeper and more profound sense of being. Instead of worrying about how things are, it means being amazed that things exist at all. Living in this mode involves being aware of your existence, its fragility, and your responsibility for it. This way of living emphasizes genuine self-expression, deeper meaning, personal fulfillment, and humanity.
Aligning Presence with Purpose
At any moment, varying degrees of Presence and Purpose can give rise to four distinct headspaces, periodic dispositions that influence our curiosity, which in turn shape our questions and ability to engage with and navigate our changing environment. As you can imagine this is particularly important for professionals who help others facilitate and manage change, such as OD practitioners, HR Business Partners, and many other forms of leadership.
The 4 Headspaces
Yearning
Characterized by high purpose but low mindfulness, individuals in this headspace restlessly and intermittently seek deeper meaning behind problems, conflict, and personal identity. Marked by Transient Curiosity, those in the Yearning headspace ask fleeting, peppered questions from the heart that lack sustained focus. Individuals with transient curiosity often find themselves pulled in multiple directions, searching for insights to quell their existential unrest. This type of curiosity can lead to scattered efforts and a tendency to miss obvious insights because the focus is constantly shifting.
Habituating
Operating from an everyday sense of purpose, this headspace is less mindful of the present moment and finds greater meaning in productivity and task achievement. Habituating individuals may sometimes adhere rigidly to routines and exhibit an aversion to change, often overlooking deeper meanings and broader implications of their work. This headspace is marked by Routine Curiosity, which favors the familiar and predictable (If... then...). Individuals in this state tend to focus on maintaining consistency and reliability.
Transforming
With high mindfulness and everyday purpose, those in this headspace are open to change and continuously learning. They challenge and transform strategic and relational patterns, seeking to integrate new information and experiences to improve organizational effectiveness and personal achievement. This headspace embodies Adaptive Curiosity, where individuals are flexible in their thinking and eager to learn from diverse sources (As if...). They ask probing questions that drive continuous improvement and innovation.
Transcending
Marked by high mindfulness and a deep sense of purpose, individuals in this headspace feel a profound connection to others and a commitment to higher values. They see organizational strategy as a means to enhance social responsibility and well-being, fostering a sense of compassion and joy in their work. This headspace is driven by Integrative Curiosity, where individuals synthesize diverse perspectives to create holistic and innovative solutions (What if...). They seek to understand the interconnectedness of various factors and aim to foster inclusivity and holistic thinking.
How "Transcending" am I?
The blue dots on this graph indicate Headspace scores for all participants and updates automatically, whenever a new person submits their assessment. To determine how Transcending you've been lately, just approximate where your Presence and Purpose scores intersect. You can find your scores in the email you received after taking this assessment.
Approximate your Purpose score along the X axis (the horizontal line), and then see where that intersects with your Presence score along the Y axis (vertical line). For instance if both your Presence and Purpose score were 55, your dot would be located in the center of the graph. If your Headspace (dot) falls on a line, that simply means you are somewhere between headspaces.
Are Presence & Purpose Related?
Presence and Purpose are both ubiquitous aspects of conscious life, yet our research demonstrates that they are distinct concepts. So it's worth asking, if one is more present, do they become more purposeful (and vice versa). The dotted grey line (-----) in this graph represents a potential trend, in this relationship. As we continue to receive submissions we should begin to see whether a clear trend emerges. What do you think?
Why Headspace Matters
Modern organizational effectiveness hinges on the development of employees who can adeptly navigate Adaptive Challenges (see the work of Heifetz, 2009), which are often complex and systemic in nature. Adaptive challenges include things like AI Integration, Employee Experience (EX) Design, Boundaryless HR, and Global Talent Management. What often gets leaders and teams "stuck" is when they apply a technical paradigm to these adaptive challenges. Technical challenges, such as compensation structures, payroll analysis, and labor law compliance, are clear and targeted subjects with established solutions that rely on expertise and familiar roles. However, adaptive challenges demand a headspace that gives rise to genuinely innovative and considerate lines of inquiry. The key to successfully addressing these adaptive challenges lies in cultivating a headspace that encourages wise and provocative questioning. This headspace, both individually and within teams, is shaped by Presence and Purpose.
Static Curiosity
Neuroscience research underscores that headspaces dominated by attachment to ego and expertise—characterized by Yearning and Habituating—constrain innovation to Static Curiosity, which is routine and transient, leading to a sense of stagnation among leaders and teams. When individuals and teams operate from a headspace where ego and expertise are at the forefront, they tend to rely on taken-for-granted lines of inquiry. This often stems from a need to affirm their existing knowledge and expertise, leading to questions and approaches that are predictable and safe. Such an approach, while comfortable, inherently limits perspective and creativity because it confines thinking to familiar territories and resists venturing into uncharted domains.
This reliance on familiar methods not only resists change but also stifles innovation and the generation of new ideas. Teams and leaders who prefer sticking to what they know miss out on opportunities to explore novel solutions and approaches that could potentially transform their organizations. The resistance to change creates an environment where new and potentially groundbreaking ideas are dismissed or not even considered. This results in a growing sense of frustration and a feeling of being stuck, as efforts do not lead to meaningful progress or improvements.
Like trying to jam two jigsaw puzzle pieces together that don't quite fit, overreliance on static curiosity forces alignment between efforts and existing organizational goals without questioning their relevance, impact on employee well-being, or effectiveness. This rigid alignment can lead to a misalignment with the dynamic nature of external environments and internal needs, further exacerbating the sense of being stuck. Teams feel as if their efforts are in vain because they are bound by outdated frameworks and objectives that no longer serve the organization’s best interests. Consequently, innovation is not just stifled but practically halted, preventing the organization from evolving and adapting to new challenges and opportunities.
Dynamic Curiosity
Conversely, headspaces that are selfless and open-minded—embodied by Transforming and Transcending—promote Dynamic Curiosity. When we let go of ego and expertise, we invite flexible thinking that embraces diverse perspectives. This openness fosters psychological safety, as the threat to ego is minimized, allowing team members to share ideas without fear of judgment. Such an environment encourages forms of inquiry that are exploratory and innovative, breaking free from the constraints of conventional thinking.
This selfless approach to headspace challenges existing assumptions and encourages continuous leadership development. Leaders who practice dynamic curiosity are more likely to question the status quo and explore new strategies that align culture with organizational goals. This alignment is crucial for creating a cohesive and forward-thinking organizational strategy. By fostering a headspace where dynamic curiosity thrives, organizations can drive their strategy and culture forward in meaningful and measurable ways.
It is imperative for leaders and consultants in successful organizations to take headspace seriously, fostering environments where employees feel engaged, healthily challenged, and fulfilled. By cultivating a headspace that values flexible thinking, reduces ego threats, and challenges assumptions, organizations can develop a culture of dynamic curiosity that leads to innovative solutions and sustainable growth.
Yin & Yang of Headspace
Each headspace presents its own set of upsides and challenges. For instance, individuals in the Yearning headspace bring enthusiasm and fresh perspectives but may struggle with focus and direction. Those in the Habituating headspace ensure stability and consistency but might overlook or resist necessary changes and innovation. The Transforming headspace encourages continuous improvement and adaptability, though it can sometimes disrupt existing processes and norms and overlook deeper existential considerations. Lastly, individuals in the Transcending headspace inspire deep connections and ethical behavior, but they might face challenges in aligning their high ideals with everyday organizational realities.
As your read through this report, be careful not to dwell on the challenges but instead, note how you can leverage existing tools from the fields of leadership development, team development, and organization development to create a more innovative and inclusive headspace for yourself (and those around you!). By doing so, we can all impact prosperity across and beyond our organizations.
Yearning
Yearning is characterized by a strong subconscious desire for deep personal meaning at work. Individuals in this state are driven by an intuitive need for experiences and knowledge that provide a sense of self-purpose, with the hope of discovering a fulfilling professional identity. This headspace is marked by a sense of potential and possibility that are always out of reach. As a result it is fleeting, and lacks direction and focus.
Transient Curiosity
Individuals with a yearning headspace are naturally inclined towards establishing a calling at work, discovering and exploring new experiences and knowledge that might lead to a deeper sense of personal meaning and fulfillment. This type of curiosity is fueled by a restless interest in the unknown and a desire for novelty. People in this headspace frequently attend diverse workshops and seminars, experimenting with new tools and methods. For example, an employee might attempt to "find themself" in different daily interactions, where traces of wisdom might bring them closer to self-actualization (If only!). This headspace produces a high level of enthusiasm for new projects, and can provide teams with wisdom platitudes that foster creativity. However, this enthusiasm can sometimes lead to scattered efforts without clear focus, making it challenging to see lines of inquiry or initiatives through to completion. Here are questions you may have been asking yourself and others lately...
If only...
Self Curiosity
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Why do I keep feeling like my team doesn't understand the importance of our goals?
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How can I stop myself from getting sidetracked by new ideas before finishing the current ones?
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Why do I feel like my relationships with the team aren’t as strong as they should be?
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How can I ensure I'm fully present and focused during meetings and not distracted by other tasks?
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Why do I often feel unsure about my leadership decisions and whether I'm making the right impact?
Team Curiosity
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Do you find our goals clear, or do you feel like they need more explanation to make sense?
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How do you manage to keep focused on one project when there are so many things going on?
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What do you think helps build stronger connections within our team?
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Do you ever feel like our daily tasks are repetitive and lack excitement?
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How do you think we can better follow through on our projects to make sure they are completed successfully?
Organizational Curiosity
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How can I better understand how my daily work ties into our long-term goals?
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What are some ways we can make our work environment more engaging and meaningful?
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How can I help improve collaboration and team spirit within my department?
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Sometimes it feels like we lack a clear direction – what steps are we taking to address this?
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How are we working to resolve any feelings of frustration or disconnect among the team members?
Collective Yearning
Understanding headspace is not just about individual experiences but also about how these experiences manifest at the team and organizational levels. Collective experiences such as change fatigue, leadership mistrust, rapid expansion, or restructuring can significantly impact collective headspace. For instance, a team might collectively feel a sense of apprehension due to frequent changes in leadership, leading to a shared headspace of uncertainty and self-doubt. Similarly, an organization undergoing rapid expansion may experience a collective yearning for stability and direction.
Developing Headspace
This section provides specific tools and frameworks for cultivating a more mindful and meaningful headspace for those whose disposition is yearning at the individual, team, and organizational level. This includes a summary of the most common challenges faced by individuals, teams, and organizations in this headspace, as well as specific tools and frameworks capable of shifting into a more healthy and productive way of working together.
Moving from Yearning to Transforming or Transcending are both important options and this depends greatly on the individual, the context, and strategy of the organization and team they are part of.
Individual Development
Individuals in the Yearning headspace often face the need for direction and focus, as they may start multiple personal projects or initiatives without completing them, leading to scattered efforts and frustration. Mindfulness practice, which involves regular meditation and mindfulness exercises, can enhance awareness and presence, helping individuals stay focused and grounded. This practice mitigates the tendency to start multiple initiatives without direction by promoting daily mindfulness meditation to enhance present-moment awareness and reduce scattered thinking.
Self-judgment and apprehension are common in the Yearning headspace, with individuals experiencing personal self-critical thoughts that can lead to a sense of inadequacy and anxiety about one's capabilities. Self-compassion and gratitude exercises focus on recognizing personal strengths and expressing gratitude for positive aspects of one's life and work. These practices, such as self-affirmation and expressing gratitude, combat self-judgment, reduce self-critical thoughts, and enhance self-worth and confidence.
Feeling disconnected is another challenge for those in the Yearning headspace, as individuals may feel isolated in their roles, lacking meaningful connections with colleagues. Appreciative Coaching emphasizes strengths-based development and positive psychology principles, focusing on identifying and leveraging individual strengths and positive experiences. This coaching approach builds a sense of connection by focusing on what works well and fostering positive self-reflection.
Frustration with daily tasks is also prevalent among those in the Yearning headspace, as everyday tasks can feel mundane and unfulfilling, leading to a desire for more meaningful work. Reflective Journaling involves writing down thoughts, feelings, and reflections on daily experiences. Regular journaling helps individuals process their feelings and find meaning in daily tasks by reflecting on their experiences, achievements, and challenges.
Individuals with exploratory curiosity in the Yearning headspace frequently attend diverse workshops and seminars, experimenting with new tools and methods. The Strengths Finder assessment identifies and leverages individual strengths and talents, channeling exploratory curiosity by helping individuals focus on their inherent strengths. This assessment tool leads to more meaningful engagement in tasks by identifying and utilizing individual strengths and talents.
Team Development
Teams in the Yearning headspace often face the need for direction and focus, as they may initiate multiple projects without a clear strategic direction, leading to scattered efforts and inefficiencies. Mind mapping, which involves creating visual diagrams to organize and link ideas and information, can help. Conducting team mind mapping sessions enhances team focus by organizing and prioritizing ideas and projects, ensuring efforts are strategically aligned.
Self-judgment and apprehension can be common among team members in the Yearning headspace, leading to a lack of confidence in group decisions. Appreciative Inquiry, a framework that emphasizes identifying and building on what works well within a team, addresses this challenge. By focusing on team strengths and past successes, Appreciative Inquiry builds confidence and fosters a positive environment, reducing collective self-doubt and promoting a culture of appreciation and collaboration.
Feeling disconnected can hinder teamwork and collaboration for teams in the Yearning headspace. The Team Strengths Finder assesses and highlights the collective strengths of a team, enhancing teamwork by identifying and leveraging each member's unique contributions. This tool builds a sense of connection and mutual respect among team members.
Frustration with daily tasks is also prevalent among teams in the Yearning headspace, as routine tasks can feel mundane and unfulfilling, leading to decreased morale and productivity. Design Thinking, a user-centered approach to innovation and problem-solving, encourages empathy, creativity, and practical application of ideas. Applying Design Thinking processes in team problem-solving sessions makes daily tasks more engaging and meaningful.
Teams with exploratory curiosity in the Yearning headspace frequently experiment with new ideas but may struggle to complete projects effectively. The SMART Goals framework helps teams set and achieve clear, structured goals by providing Specific, Measurable, Achievable, Relevant, and Time-bound objectives. This framework offers clear direction and helps teams complete initiatives efficiently.
Additionally, teams with exploratory curiosity may benefit from Theory U, a framework for innovation and change that emphasizes deep listening and collective creativity. Theory U helps teams navigate complex challenges and develop shared visions for the future, fostering collective creativity and innovation.
Organization Development
Organizations in the Yearning headspace often struggle with strategic alignment, leading to multiple initiatives without cohesive objectives. The Balanced Scorecard is a valuable tool that aligns business activities with organizational strategy and monitors performance against strategic goals. This ensures that all initiatives are strategically aligned and that progress is effectively tracked, providing clear direction and focus.
Self-judgment and apprehension can pervade organizational culture, fostering a sense of inadequacy and affecting overall morale and productivity. Transformational Leadership Training addresses this by developing leadership qualities that inspire and guide the organization through change. This training builds confidence and vision, reducing organizational self-doubt and enhancing leadership effectiveness.
Feeling disconnected can be a significant issue, with a lack of alignment and cohesion across departments impacting collaboration and efficiency. Organizational Mindfulness Programs introduce mindfulness practices to promote present-moment awareness and reduce stress. These programs enhance overall well-being and focus, improving engagement and collaboration among employees.
Frustration with daily tasks is another common challenge, as organizational processes may feel bureaucratic and stifling. Objectives and Key Results (OKRs) align individual and team objectives with measurable outcomes, connecting daily tasks to strategic goals. This provides purpose and direction, making daily tasks feel more meaningful and aligned with the organization's broader objectives.
Exploratory curiosity can lead to frustration in organizations where processes feel bureaucratic and stifling. Appreciative Inquiry focuses on organizational strengths and envisions a positive future, encouraging a culture of appreciation and curiosity. This fosters innovation and engagement by promoting a positive and strengths-based approach to organizational development.
Finally, exploratory curiosity can be effectively harnessed through Theory U, a framework for leading profound innovation and change that emphasizes deep listening and collective creativity. Theory U supports the organization in co-creating future possibilities and navigating complex challenges, fostering a culture of collective creativity and forward-thinking innovation.
The "Business Case"
Addressing a transcending headspace involves investing in tools and frameworks that enhance practical wisdom, knowledge sharing, and organizational storytelling while fostering a culture of continuous learning and mindfulness. Demonstrating the tangible benefits of these outcomes for individuals, teams, and organizations is essential to championing and improving developmental activities and targeting your leadership and organization development budget more effectively. This section provides a brief overview of Return on Investment (ROI), as well as the specific types of ROI that are logically candidates for addressing the transcending headspace, a review of how to calculate these types of ROI, and some illustrative examples.
Return on Headspace (ROH)
Return on Investment (ROI) is a performance measure used to evaluate the efficiency or profitability of an investment. It calculates the return of an investment relative to its cost. ROI is crucial in justifying the expenditure on development initiatives, as it demonstrates their value in terms of improved performance, reduced costs, and increased revenue. For initiatives aimed at developing headspace, several specific "Return on Headspace" (ROH) targets are particularly relevant.
Employee Engagement and Satisfaction: Improving employee engagement and satisfaction is critical for organizations. Employee engagement refers to the emotional commitment an employee has to their organization and its goals, often leading to higher productivity and lower turnover rates. Job satisfaction measures how content an employee is with their job. A meta-analysis of 44 empirical studies demonstrated a significant positive relationship between meaningful work and engagement, commitment, and job satisfaction, as well as life satisfaction, life meaning, and general health (Allan et al., 2019). Authentic leaders who align presence and purpose see a decrease in turnover intention in their employees (Azanza et al., 2015). Greater meaning also has a significant positive impact on employee satisfaction (Dehler & Welsh, 1994). An organization that successfully improves its Employee Net Promoter Score (eNPS) – a metric that measures the likelihood of employees to recommend their workplace to others – can see a direct correlation to increased productivity and reduced turnover costs.
Employee Value Proposition (EVP): Organizations whose employees lack a deeper sense of meaning at work experience dramatically increased rates of turnover (Dhingra et al., 2020; Fosslien, 2021; Kumar, 2021; Stier & Driggs, 2021; Valini et al., 2019). Organizations that proactively seek and develop employees whose sense of purpose aligns with the mission offer a compelling Employee Value Proposition (EVP). EVP refers to the unique set of benefits that an employee receives in return for their skills, capabilities, and experience. Organizations with wise leaders and meaningful work attract and retain top talent. For example, improved EVP can lead to higher retention rates and reduced recruitment costs.
Efficiency and Task Completion: A large body of research demonstrates that leaders who authentically express aa greater sense of purpose observe a significant increase in employee performance (Azanza et al., 2015; Nasab et al., 2019; Ribeiro et al., 2018a, 2018b). Employees who connect with a greater sense of purpose at work also experience a measurable increase in productivity and performance (Karakas, 2010; Paloutzian et al., 2003; Reave, 2005). Efficiency and task completion rates are essential indicators of an organization's operational health.
Innovation and Creativity: Research demonstrates that greater presence at work leads to increased creativity (Brendel et al., 2016; Colzato et al., 2012; Horan, 2009; Langer, 2007). Measuring the number of new initiatives successfully completed and the time taken from idea to implementation can provide clear indicators of the ROH of these interventions. For example, reducing the average time from idea to market by 20 days can significantly boost revenue.
Well-Being and Stress Reduction: Well-being and stress reduction are crucial for maintaining a healthy, productive workforce. Increased mindfulness at work leads to significantly improved employee well-being (Hanley et al., 2017). It should come as no surprise that well-being and performance both experience a dramatic increase when presence is increased at work (Anderson et al., 2007; Glomb et al., 2011; Good et al., 2016; Hülsheger et al., 2013; Kudesia, 2019; Li et al., 2016; Mesmer-Magnus et al., 2017). Organizations whose employees are experiencing change fatigue can also benefit from significant decreases in anxiety through increased mindfulness (Davidson et al., 2003; Gross et al., 2004; Ramel et al., 2004; Sagula and Rice, 2004; Shapiro et al., 2007; Tacon et al., 2003, 2004; Vieten and Astin, 2008). Tools such as the Search Inside Yourself program and mindfulness practice can lead to substantial improvements in mental health and stress levels. Lower stress levels can reduce sick days and improve overall productivity.
Collaboration and Team Cohesion: Research demonstrates that increased presence leads to prosocial behaviors (Chen & Jordan, 2018; Johnson, 2007; Prakash et al., 2020; Shapiro et al., 2006; Shapiro et al., 2012). Collaboration and team cohesion are essential for effective teamwork and project success. Improved team satisfaction and reduced turnover rates are direct indicators of the ROH on related initiatives. For instance, enhancing team cohesion can lead to better project outcomes and a more supportive work environment.
Critical Thinking & Problem Solving: Research also demonstrates a crucial correlation between presence and problem solving (Baer, 2003; Langer & Moldoveanu, 2000) as well as meta-cognition (Kudesia, 2019) and dialectical thinking (Gill et al., 2015) which are all essential to navigating complex, adaptive challenges.
Ethical Decision Making: Making the right choices at work doesn't only boil down to performance. Increased presence is shown to supercharge ethical awareness and decision making by awakening employees to the ethical dimensions behind the choices they make (Butterfield et al., 2000; Kish-Gephart et al., 2019; Rest, 1986; Reynolds & Miller, 2015; Sonenshein, 2007) as well as "moral disengagement", or the way they subconsciously talk themselves out of doing the right thing (Brendel & Hankerson, 2021)
ROI Examples
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Employee Engagement and Satisfaction:
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Scenario: Implementing a Strengths Finder program.
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Calculation: If the baseline eNPS is 30 and improves to 50 after implementation, calculate the financial impact of higher engagement on productivity and turnover.
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Equation: ROI = [(Increased productivity value + Turnover cost savings) - Program cost] / Program cost * 100.
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Example: Increased productivity adds $50,000, reduced turnover saves $20,000, and program cost is $10,000. ROI = [($50,000 + $20,000) - $10,000] / $10,000 * 100 = 600%.
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Efficiency and Task Completion:
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Scenario: Introducing mindfulness practice to improve focus.
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Calculation: Baseline task completion rate is 70%. After mindfulness training, it improves to 85%.
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Equation: ROI = [(Number of additional tasks completed * Average task value) - Training cost] / Training cost * 100.
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Example: 15% increase in task completion at $200/task, training cost $5,000. ROI = [(150 * $200) - $5,000] / $5,000 * 100 = 500%.
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Innovation and Creativity:
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Scenario: Using Design Thinking for project development.
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Calculation: Average time from idea to implementation is reduced by 20 days, leading to faster market entry and increased revenue.
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Equation: ROI = [(Increased revenue from faster time-to-market) - Cost of Design Thinking workshops] / Cost of Design Thinking workshops * 100.
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Example: Increased revenue of $100,000, workshop cost $10,000. ROI = [$100,000 - $10,000] / $10,000 * 100 = 900%.
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Well-Being and Stress Reduction:
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Scenario: Implementing a reflective journaling initiative.
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Calculation: Stress levels decrease by 25%, leading to fewer sick days and higher productivity.
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Equation: ROI = [(Cost savings from reduced sick days + Increased productivity) - Cost of journaling program] / Cost of journaling program * 100.
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Example: $10,000 savings from reduced sick days, $15,000 increased productivity, journaling program cost $5,000. ROI = [($10,000 + $15,000) - $5,000] / $5,000 * 100 = 400%.
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Collaboration and Team Cohesion:
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Scenario: Conducting team mind mapping sessions.
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Calculation: Team satisfaction survey scores improve, leading to lower turnover and better project outcomes.
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Equation: ROI = [(Savings from reduced turnover + Value of improved project outcomes) - Cost of mind mapping sessions] / Cost of mind mapping sessions * 100.
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Example: $15,000 savings from reduced turnover, $20,000 improved project outcomes, session cost $5,000. ROI = [($15,000 + $20,000) - $5,000] / $5,000 * 100 = 600%.
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Great Reads
"The Path to Purpose: How Young People Find Their Calling in Life" by William Damon
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Amazon Link: The Path to Purpose
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Overview: Damon explores how individuals develop a sense of purpose and direction in life. The book provides practical strategies for discovering and nurturing one's calling, grounded in existential and developmental psychology.
"The Power of Now: A Guide to Spiritual Enlightenment" by Eckhart Tolle
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Amazon Link: The Power of Now
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Overview: This book explores the importance of living in the present moment and provides practical advice on how to achieve mindfulness and spiritual awakening. Tolle's teachings help readers transcend their ego and connect with a deeper sense of purpose and presence.
"Search Inside Yourself: The Unexpected Path to Achieving Success, Happiness (and World Peace)" by Chade-Meng Tan
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Amazon Link: Search Inside Yourself
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Overview: Developed from the mindfulness program at Google, this book combines emotional intelligence, mindfulness, and neuroscience to help readers enhance their self-awareness and purpose. It offers practical exercises for integrating mindfulness into daily life and work.
"The Art of Happiness" by Dalai Lama and Howard Cutler
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Amazon Link: The Art of Happiness
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Overview: This book provides insights from the Dalai Lama on how to achieve lasting happiness through compassion, mindfulness, and ethical living. It includes practical advice and meditations to help readers cultivate a more purposeful and joyful life.
"Finding Your Element: How to Discover Your Talents and Passions and Transform Your Life" by Ken Robinson
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Amazon Link: Finding Your Element
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Overview: Robinson guides readers through the process of discovering their true talents and passions. The book offers exercises and reflections to help individuals align their personal and professional lives with their deepest interests and values.
"Start with Why: How Great Leaders Inspire Everyone to Take Action" by Simon Sinek
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Amazon Link: Start with Why
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Overview: Sinek explores the importance of understanding and communicating the "why" behind our actions. This book encourages readers to find and articulate their purpose, inspiring them to lead with authenticity and passion.
Validation Study
The Headspace assessment, grounded in the concept of Ways of Being, was thoroughly validated through rigorous research conducted by Dr. William Brendel, Dr. Sangwon Byun, and Dr. Mi Hee Park. Their award-winning article, "Ways of Being: Assessing Presence and Purpose at Work," provides a detailed explanation of the research methodology and results, demonstrating the assessment's reliability and validity.
The researchers employed Confirmatory Factor Analysis (CFA) as a key part of their validation process. CFA is a statistical technique used to verify the factor structure of a set of observed variables, essentially checking whether the data fits a hypothesized measurement model. In simpler terms, CFA is like double-checking that the questions in the assessment actually measure what they’re supposed to measure. The importance of CFA lies in its ability to ensure that the assessment accurately identifies the different headspaces as intended, akin to making sure that the pieces of a puzzle fit together perfectly to reveal the intended picture.
In their study, Brendel and his colleagues achieved high fit indices in their CFA, which indicated that the hypothesized model fit well with the observed data. Specifically, the Comparative Fit Index (CFI) was 0.95, and the Root Mean Square Error of Approximation (RMSEA) was 0.06. These statistics demonstrate that the assessment structure is sound and that it accurately identifies the four headspaces.
Another critical aspect of the validation process was testing the internal consistency reliability of the assessment. This refers to the consistency of results across items within a test, typically measured using Cronbach's Alpha. Think of this as checking that all the questions on the assessment are reliably measuring the same thing. High internal consistency means that the assessment produces stable and consistent results. In this study, the Cronbach's Alpha scores for the four headspaces ranged from 0.82 to 0.89. Such high scores indicate excellent internal consistency, providing confidence that the results are dependable.
The researchers also focused on construct validity, which assesses whether the tool truly measures the concept it claims to measure. It’s like verifying that a thermometer accurately measures temperature, not humidity. Ensuring construct validity is crucial as it guarantees that the assessment accurately captures the essence of the headspaces—presence and purpose in this case—providing meaningful and accurate insights into one’s headspace. The positive feedback from participants further supported the construct validity, with many finding the assessment relevant and insightful in their real-world experiences.
These rigorous statistical analyses and validations confirm that the Headspace assessment is both valid and reliable. The high fit indices from the CFA, the excellent internal consistency indicated by Cronbach's Alpha scores, and the positive participant feedback collectively ensure that the assessment provides an accurate reflection of one’s current headspace. The thorough research behind this assessment should instill confidence that the insights gained are grounded in robust scientific methods and real-world applicability.
Origins
Originally introduced in 2012 by Dr. William Brendel, the concept of headspaces, initially termed "Ways of Being," forms the foundation of the assessment you just completed. Dr. Brendel later partnered with Dr. Sangwon Byun and Dr. Mi Hee Park in a multi-year study to psychometrically validate his assessment, resulting in an award-winning article presented at the 2024 Academy of Management Conference titled, Ways of Being: Assessing Presence and Purpose at Work. In this groundbreaking work, Dr. Brendel and his colleagues established that these four headspaces are both distinct and crucial for understanding how individuals interact with their work and colleagues.
Deep Dives
Ways of Being: Assessing Presence & Purpose at Work
Conscious Organization Development
Conscious Inclusion
Hear No Evil: Investigating the Relationship between Mindfulness & Moral Disengagement at Work
Measuring the Impact of Mindfulness Practice on Leadership Traits
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Workshops & Talks
If you are interested in doing a Headspace Assessment with your team, contact Dr. William Brendel to talk about workshops and speaker opportunities.
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