Achieving Fulfillment and Happiness
Below are thought provoking questions to help thinking about fulfillment, happiness and satisfaction in three very important areas:
A. What are questions to ask or help me think about functional satisfaction factors (I)?
B. What are questions to ask or help me think about social satisfaction factors (WE)?
C. What are questions to ask or help me think about life effects satisfaction factors (Effects)?
A. The following questions are potential discovery opportunities both for a supervisor and a worker to better understand the functional satisfaction realities of a work role.
1. What achievements will the person in this role realize, short-term and long-term? What is the recognition and reward for these achievements?
2. What will the person in this role create, change, author, and influence?
3. What are the top reasons the person in this role will feel proud of their accomplishments?
4. What special perks and benefits are available in this role?
5. What will the person do, throughout a day, week, or month that will provide functional satisfaction?
6. What are the tasks and functions performed to be able to create outcomes?
7. What services will the person take satisfaction in doing?
8. What is the purpose of the role from the person's point of view?
9. How will the essence of the role be presented to the person?
10. How much impact and influence can the person have on the role's definition and evolution?
11. In the course of doing the role, what should be enjoyable? What might not be enjoyable?
12. What is the history of the role and how should it be presented to the person?
13. What is the investment the person must make to be successful?
14. What personal growth can be derived in this role?
15. What are the personal perks that are available in the role?
16. What are the tools and resources available for success in the role?
17. How are the role, its definition, and characteristics expected to evolve into the future?
18. What is the operating environment of the role?
19. What is the emotional /psychological environment of the role?
B. The following questions are potential discovery opportunities both for a supervisor and a worker to better understand the social satisfaction realities of a work role.
1. What kind of person historically thrives in the culture in which this role belongs? What kind of person does not fit?
2. Are there organizational priorities, dynamics or personalities the person in this role should be sensitive to? What are they?
3. How will this role’s success impact or change the landscape of the larger organization?
4. As a function of their role, who will this person interact with internally that would provide or impact satisfaction:
a. direct supervisor/manager
b. leadership
c. peers/coworkers
d. direct reports
e. training & development
f. mentors
g. union
h. other stakeholders
5. As a function of their role, who will this person interact with externally that would provide or impact satisfaction:
a. customers/clients/patients
b. vendors/suppliers/contractors/freelancers
c. competitors
d. candidates
e. community/public
f. industry peers
g. influence makers such as press, leaders, speakers
h. alumni of the organization
i. other stakeholders
6. How will this role's/person's success change the landscape of the direct team/relationships?
7. How does the greater organizational vision, culture and mission provide satisfaction?
8. How does the industry the organization exists within provide satisfaction?
9. What factors are important about the reporting structure such as shifts or matrix/dotted-line reporting for this role?
10. What organizational design changes are taking place that may affect the social factors?
11. What involvement do other relationships have on ensuring the greatest success for the person in this Role?
12. Are there any conflicts in the relationships or organizational design in this role that may affect satisfaction?
13. What are the important attributes that the person in this role must possess to thrive in the social structure?
14. What influences and attention must the person in the role be sensitive to observe, recognize, experience, and place priorities toward from the social factors to be successful in the role?
15. What social influences should/must the person be able to ignore, use applicable judgment for, engage in applicable diplomacy to address, or shunt to be successful in the role?
16. What kind of person thrives in the culture historically? What can be learned from this?
17. Who is "wilted," "suffocated" or repelled by the culture historically? What can be learned from this?
18. Are there special events, activities or gatherings that impact social satisfaction?
C. The following questions are potential discovery opportunities both for a supervisor and a worker to better understand the effect the work role has on a person’s live and vice versa.
1. What career growth paths are available for the person in this role?
2. What assets, skills or experiences can someone acquire through performing this role that would increase their value in the talent marketplace?
3. What are the positives and negatives of this role in terms of work-life issues? Think about time commitments, travel, location, benefits, work-life policies, and compensation.
4. What does performing in this role mean for the person in terms of assets and advantages for life long career growth? At this organization?
5. Does the person have the freedom to explore and map their career in the organization as I can elsewhere, or will this be dictated by others or processes in the company?
6. Specifically, what are the personal assets of knowledge, relationships, skills, experiences, accomplishments, recognition, and so forth that the person will amass from this role, that can increase his/her value and security in the talent marketplace?
7. Philosophically, how important is the person’s career and personal growth to the company?
8. How do others respect success in this role? Is it a career "stepping stone?" How is it seen if a person stays in this role for long periods?
9. Are there examples of people who moved through this role and then leaped to attractive career destinations?
10. What is the compensation package? What is the benefits package? How much influence does the person have on the structure of these packages? How will this evolve in the future?
11. How will this role impact the quality of the person’s life? (time commitments, geographical commitments, relocation, travel, etc.)
12. How will this role impact the person’s significant others?
13. How does the organization’s reputation in the community, nationally or globally provide satisfaction?
14. How secure and stable is this role in this organization? In the industry?
15. How secure is this company financially? In its marketplace?
16. What are the quality of life benefits? Parenting tolerances? Child care? Wellness programs? Special interests club? Higher education subsidies?
