Should the words happiness and leadership really be in the same sentence? Happiness, as something you can actively control and have ownership over, is something I’ve been thinking about for some time as I’ve navigated divorce, raising twins and the chaos of life. It’s the idea that you can choose to be happy, and you can choose your emotional reaction to events, whether or not they are in your control.
There’s so much in that concept to unpack but I started considering whether it would work on leadership style and teamwork. The research does indeed show that happiness is a powerful driver of performance, leadership effectiveness, and organisational success. Leaders who prioritise happiness not only enhance their own leadership capabilities but also create workplace environments where individuals and teams thrive.
The Science of Happiness and its impact on performance
Happiness is not just a fleeting emotion but is a measurable state of well-being that significantly affects individual and collective performance. A 2019 study by Oxford University’s Saïd Business School found that happy workers are 13% more productive than their less happy colleagues. In teams that I’ve led, I’ve seen that increased productivity stems from higher energy levels, greater focus, and enhanced collaboration. And research in The Journal of Positive Psychology discussed how happiness broadens thinking patterns, enabling individuals to solve problems more effectively and adapt to challenges.
Does happiness make better leaders?
Leadership is about influence, vision, and the ability to inspire others. Happy leaders are better at doing this because:
1. They tend to exhibit higher levels of emotional intelligence and so can better understand and manage their own emotions as well empathise and influence others.
2. Happy and optimistic leaders are more resilient and able to handle challenges with a forward-looking perspective and therefore better at inspiring their teams and fostering a culture of perseverance. I’ve seen this in myself particularly when navigating crises and high-stress situations.
3. Happiness fosters authenticity, creating trust and openness.
Happy leaders make happy employees
The research is pretty clear. Gallup’s research shows that engaged employees, those who feel connected and valued, are 23% more likely to stay with their organisations. And according to the American Psychological Association, happy employees experience lower levels of stress, reduced absenteeism, and fewer health-related costs for organisations. That’s partly why I’ve tried to champion happiness not only to improve morale but also for the well-being of my teams.
Creating happiness-centred workplaces – it’s not about free fruit or yoga classes
Nothing against free food or exercise, both are important for wellbeing. But creating a happiness-centred workplace needs more than that. So, what can leaders do in the workplace, particularly if you’re not the happy-clappy type? You can start by having meaningful and personal connections with team members. Celebrate successes, both big and small, and show genuine appreciation for employees’ contributions. Promote work-life so employees feel they can balance professional and personal commitments. And most of all, lead by example.
Happiness is good for people and good for business. It’s time for leaders to embrace it as a cornerstone of their leadership philosophy.
Connect with Surinder Kaur Sian on LinkedIn.
Surinder was awarded a place on The Xec. leadership scheme for UK-based Black, Asian, Mixed Race and Ethnic Minority PR and comms pros. She is being mentored by powerhouse Doyel Maitra, Corporate Affairs Director, Retail Banking, Natwest.
