Introduction to the methodology developed by the iOpener Institute for People and Performance

1. iOpener Institute – An introduction to the Science of Happiness at WorkTM 1

2. iOpener Institute – An introduction to the Science of Happiness at WorkTM 2
CONTENT
Introduction 2
Why happiness at work? And why now? 3
On the iOpener Institute for People & Performance 4
On the Science of Happiness at Work 5
The 5 Cs model 6
A metrics-led, outcomes-oriented practice 7
Something for everyone 8
Getting accredited in the Science of Happiness at Work 9
INTRODUCTION
We believe that organization, team and individual development is a
collective responsibility owned jointly by employees, leaders and their
organizations. And we enable that through robust assessment, analy-
sis and above all, action.
Everyone has a stake in owning and building their happiness and per-
formance at work and we want to make that happen, individual by
individual and team by team. But most of all we want organizations to
be self-sufficient, to have leaders who are excellent role-models and
teams in which everyone realizes their potential. !
We focus on what works while addressing what doesn’t. And we de-
liver results by working simultaneously with a top-down and bottom-
up approach. That’s how the organizations that engage us get meas-
urable and sustainable change. !

3. iOpener Institute – An introduction to the Science of Happiness at WorkTM 3
WHY HAPPINESS AT WORK? AND WHY NOW?
By Jessica Pryce-Jones
Organizations today are often very unhappy places to be: there’s too
much to do, too few resources, too little talent and still so much
waste. Leaders everywhere worry about retaining their best people,
ensuring motivation, making initiatives work, and getting projects de-
livered, all while enabling everyone to stay creative and innovative.
But how? Our knowledge-driven and service-led organizations need
to get to grips with the Science of Happiness at WorkTM
for three im-
portant reasons:
§ Happiness drives tangible benefits to the bottom line.
§ Happiness is linked closely to performance; the happier people
are, the more productive they, their teams, and their organiza-
tions are.
§ Happiness is measurable, manageable and actionable. Our
robust research and development tells organizations not only
what to focus on but how to go about it.
So what’s the definition of happiness at work? At the iOpener Institute
for People and PerformanceTM
, we define it as a mindset that allows
employees to maximize performance and achieve their potential.
We’re not talking about emotional highs or personality here. What
we’re referring to is state happiness, something which has been
shown to be relatively stable, yet open to change, and change for the
better. It’s a resource that enables individuals to deal with the tough
stuff, and to take personal responsibility in their own particular working
context
Deploying the science of happiness at work matters now more than
ever before, because we have a crisis of the fundamental things that
enable happiness and performance: trust, pride, confidence, recogni-
tion, personal energy, goal achievement, leadership… The list goes
on.
Moreover the importance of general happiness is now part of the zeit-
geist. The idea of measuring national progress by the happiness of its
citizens has attracted leading economists and political leaders across
the world. And we know it’s something that’s really important to Mil-
lennials –the global and connected talent of tomorrow’s leadership
teams. They like it, they want it and they want it now.
On top of that the world’s working population is facing two extremes:
growth in Asia and continued stagnation in the West. But these polar
opposites have the same outcome for employees, who are stretched
to capacity, and asked to do ever more. That means organizations
that focus on the benefits that the science of happiness at work
brings, will gain commercial upside that not only accelerates their per-
formance, but ensures that they’ll thrive over the next decade and
beyond. Because they’ll keep their top talent, keep performance high,
and keep their costs down.
Money can’t buy happiness, everyone knows that. But when looking
at the bottom line, happiness sure saves money.

4. iOpener Institute – An introduction to the Science of Happiness at WorkTM 4
ON THE iOPENER INSTITUTE
FOR PEOPLE AND PERFORMANCE
The iOpener Institute for People and PerformanceTM
is an international
organization, born and headquartered in Oxford, UK, that helps com-
panies and institutions achieve their strategic and commercial goals
by maximizing the performance, productivity and happiness of busi-
ness-critical team members.
We consult in our own name and also license internal and external
consultants interested in developing high-performing workplaces.
OUR PURPOSE
The purpose of iOpener is to assess, analyze and act upon common
and complex factors that create high-performing workplaces.
§ Assessing how happy and high-performing employees, teams,
and organizations are
§ Analyzing what impacts happiness and performance
§ Acting to provide roadmaps for specific interventions aimed at
improving both happiness and performance
Assessing means:
§ Investigating employee, team and organization’s happiness at
work
§ Understanding a leader’s ability to foster happiness in his or
her team
Analyzing means:
§ Reporting on individuals, teams and organizations’ perfor-
mance and happiness
§ Identifying the least and most happy teams within organiza-
tions and establishing the links that connect (or separate) them
§ Understanding an organization’s internal capacity to develop
sustainable interventions that increase performance
Acting means:
§ Using research-based tools, techniques and workshops to ef-
fect change
§ Training internal HR professionals to deliver targeted interven-
tions
§ Developing leaders who enhance happiness and performance
at work
§ Reassessing the extent to which happiness and performance
have improved

5. iOpener Institute – An introduction to the Science of Happiness at WorkTM 5
ON THE SCIENCE OF HAPPINESS AT WORKTM
At the iOpener Institute for People and Performance we have run an
extensive, rigorous and robust research program since 2005 into what
we have baptized as the Science of Happiness at Work, and we have
found that a happy worker is a high-performing one. For instance, the
happiest employees:
§ Take one tenth the sick-leave of their least happy colleagues
§ Are six times more energized
§ Intend to stay twice as long in their organizations
§ Are twice as productive
From our research we have developed our Performance-Happiness
Model, which is made up of 5 important components, known as the
5Cs:
§ Contribution which is about the effort you make
§ Conviction is your short-term motivation
§ Culture is your feeling of fit
§ Commitment is your long-term engagement
§ Confidence is your self-belief
These factors are all interlocked, working as an ecosystem, which
means that they have a strong impact on each other.
Trust and Pride in an organization and Recognition back from it help
form the context in which the 5Cs are operationalized. And, to be
happy at work, an individual must have a sense of achieving their po-
tential, which is why this lies at the heart of the model.
What leaders need to understand is how to create that context of
pride, trust and recognition. Then it’s more likely that their team mem-
bers will be able to deliver on the 5Cs.

6. iOpener Institute – An introduction to the Science of Happiness at WorkTM 6
THE 5 COMPONENTS OF PERFORMANCE AND
HAPPINESS AT WORK
Our empirical research, involving more tan 40,000 people from all
around the world tells us this; that employees who report being hap-
piest at work deliver more, stay longer, are less ill and are great brand
ambassadors. Moreover they love what they do and want to do more
if it. So what drives all this?
There are five main components (5Cs) that really matter:
1. Contribution: the effort you make
This is about what you do, so it’s made up of some of the core activi-
ties that happen at work. Like having clear goals, moving positively
towards them, talking about issues that might prevent you meeting
your objectives and feeling heard when you do so. You’ll do all this
best when you feel appreciated and valued by your boss and your
colleagues. So it’s not just about delivering: it’s about doing that with-
in collaborative working relationships too.
2. Conviction: short-term motivation
The key point here is that this is the stuff that keeps you going even
when things get tough. Key to doing this is feeling motivated, knowing
that you’re resilient, and working efficiently and effectively. That will
give you the sense that you’re having a positive impact on the world in
which you work.
3. Culture: feeling you fit
Performance and happiness at work are really high when employees
feel they fit within their organizational culture. Not fitting in a job is like
wearing the wrong clothes to a party – all the time. So it’s hugely
draining and de-energizing. If you’re in the wrong job, you’ll find that
the values mean little to you, the ethos feels unfair or political and you
don’t have much in common with your colleagues.
4. Commitment: long-term engagement
Commitment matters because it taps into the macro reasons of why
you do the work you do. Some of the underlying elements of com-
mitment include knowing that you’re doing something worthwhile,
having strong intrinsic interest in your job, and feeling that the vision of
your organization resonates with your purpose.
5. Confidence: self-belief
Confidence is the gateway to the other four drivers. Too little confi-
dence and nothing happens: too much leads to arrogance and
particularly poor decisions. Without greater levels of self-belief, the
backbone of confidence, there will be few people who get stuff done.
And you can’t have confident organizations without confident individ-
uals inside them.
And finally: Trust, Recognition and Pride
These create the context in which the 5Cs are operationalized. Which
means that they are vital for leaders to leverage. And it all starts with
trust. Trust gets results, which generates recognition and that in turn
builds pride.
It’s not rocket science, but it is a science. And it delivers results.

7. iOpener Institute – An introduction to the Science of Happiness at WorkTM 7
A METRICS-LED, OUTCOMES-ORIENTED PRACTICE
The iOpener Institute for People and Performance helps organizations
with their people strategy and implementation, so that business critical
team members can be at and contribute their best.
That’s what drives high performing workplaces. Doing this in a met-
rics-led, outcomes-oriented practice ensures return on investment of
any interventions.
The iOpener’s approach is based on leveraging what works while op-
timizing what could be better. It’s rooted in the Science of Happiness
at Work because performance and happiness at work are so closely
associated.
In particular, the iOpener Institute provides its clients with robust ana-
lytics on happiness at work that:
§ Are built on evidence-based, rigorous, and current workplace-
based research.
§ Offer practical insights and new understanding of common
and complex workforce issues.
iOpener’s benchmarked global data and straightforward reports allow
clients to easily interpret and act on the insights they get. To deliver
this, iOpener has developed two primary analytics tools:
§ The iOpener People & Performance Questionnaire (iPPQ):
iOpener’s flagship tool, that helps organizations, teams, and
individuals maximize their performance, productivity and po-
tential.
§ The iOpener 360 (i360): a high-impact leadership develop-
ment tool that reflects an individual's ability through a double
lens; how they behave and how this behavior affects others.
Besides, when working with the iOpener system, clients and licensed
practitioners get:
§ Measurement: A system which allows them to identify clear
return on investment
§ Ease: Support that flexes to their requirements
§ Time-saving: A library of developed tools and workshops that
address internal needs
§ Results: World-class research and practitioner expertise that
can delivers metrics-led outcomes
§ Sustainability: This approach is both top down and bottom
up, making everyone responsible and accountable

8. iOpener Institute – An introduction to the Science of Happiness at WorkTM 8
SOMETHING FOR EVERYONE
We deliver results by working simultaneously with a top-down and
bottom-up approach. That’s why we have developed a methodology
that gets buy-in at every level.
At the organization level
The 5Cs, Trust, Recognition and Pride allow you to tackle strategic
initiatives while ensuring high performance across your organization.
Benchmark data tells you where to target your investment to get the
most out of your leaders and their teams.
At the team level
Teams within your organization receive precise guidance connecting
the organizational strategy and KPIs with their specific needs.
The iTools, our set of research-based workshops and team activities,
build high-performing results-oriented teams.
Each iTool is mapped to a specific component of the Performance-
Happiness Model, meaning each team can work on what will help
them now.
At the individual level
The Science of Happiness at Work guides insightful and productive
personal development and coaching sessions.
And with iTools designed for individual and one-on-one work, key
people in your organization can take practical steps to maximizing
their performance and achieving their potential.

9. iOpener Institute – An introduction to the Science of Happiness at WorkTM 9
GETTING ACCREDITED IN THE SCIENCE OF
HAPPINESS AT WORKTM
iOpener Institute’s evidence-based system attracts an ever-growing
international community of practitioners interested in developing high-
performing workplaces.
Who should get accredited?
The iOpener Institute invites experienced internal and external OD and
HR consultants, talent managers, L&D professionals and coaches to
attend one of our exclusive accreditation events, provided they want
to become a subject-matter expert and they:
§ Believe that people, performance and organizational develop-
ment are vital for delivering strategic success.
§ Need a global or national solution supported by local experts.
§ Tackle complex and challenging business issues.
§ Want to demonstrate thought-leadership by leveraging the lat-
est organizational research.
§ Are driven to differentiate themselves by standing head-and-
shoulders above their peers.
§ Are passionate about building long-term, sustainable results.
What makes this approach different?
This is a whole system approach. Using it licensed practitioners can:
§ Gain access to a complete system that assesses, analyzes
and then provides clear development actions for organization,
team and individuals.
§ Become expert practitioners in the only reporting system that
accurately measures the ROI associated with performance
and happiness at work.
§ Leverage a continuously growing body of OD research.
§ Join and get the opportunity to influence a vibrant and growing
global community of practice.
§ Access an impressive and integrated ecosystem of products
and services which includes:
• Analysis and benchmarks at global individual, team,
leadership and organizational levels.
• A leadership development program of stand-alone mod-
ules that can also be delivered as an integrated
curriculum.
• A framework for specific interventions such as front-line
leadership, career adjustment, remote management and
outplacement.
• A customizable basis for employee pulse surveys, high-
potential development and organizational effectiveness,
resulting in clear, actionable programs.
• An offering that gets buy-in at all levels because every-
one participating gets detailed individual reports.