Category: PERMA

After I was on the Conference of Heads of Authorities of the Hesse Police PERMA-Lead - and it was then introduced there as a leadership tool - here are a few backgrounds and the five elements in the short introduction - but buckle up, I'm talking pretty fast (it's like speedwatching, GenZ style 😜)

On a self-critical note, I have to say that I now explain relationships with a focus on psychological safety. Creating this by building trust, a learning culture and inclusion contributes significantly to sustainable relationships. Maybe one day I'll make a few videos on the subject myself.

Thank you very much, dear Torsten Krückemeier and love Police Hessefor allowing me to use this video and I wish you every success on your great journey!

Here is a brief summary of what PERMA-Lead actually stands for. You can find detailed information in the books by Dr. Markus Ebner or in my presentations and keynote speeches.

PERMA-Lead transfers the principles of the PERMA model (positive psychology) on leadership and focuses on the well-being of employees as the basis for sustainable success. This approach is not only ethically sensible, but also strategically clever, because the Study situation proves numerous positive effects.

The manager "only" has to ensure that the employees experience enough PERMA in their work - just like a good gardener ensures that the plants have enough fertilizer (which consists of various components). Incidentally, this also means not overfertilizing everything once and then not caring anymore, but fertilizing regularly 😊! You can also find many practical examples of how to implement this in my Toolbox.

• 😊P - Enables positive emotions: Managers actively try to promote positive emotions at work, for example by appreciating their employees, laughing with them or giving them space to laugh and ideally also having and spreading a good mood themselves.
• 💪 E - Promotes individual commitment: The manager should know what strengths the employees have and try to use these in a targeted manner so that they can live out many of these strengths in their work.
• 🤝R - Creates sustainable relationships: This is largely about psychological safety, i.e. creating a culture based on trust, where the focus is on learning from mistakes and where everyone feels welcome and valued for their qualities.
• 💭 M - Conveys meaning in the work (Meaning): Managers should explain the meaning of the work, of individual work steps, but also of decisions and changes, and thus take the employees with them. This also included, for example, explaining the needs of other organizational units and demonstrating the overall purpose of certain activities or processes.
• 👍 A - Makes achievements visible (Accomplishment): Work never stops. There's something to do every day. A classic hamster wheel. This makes it all the more important to be aware of what you have actually achieved. Feeling this self-efficacy is, for example, an important resilience factor for burnout. Managers can play a decisive role in ensuring that employees are aware of their small successes. And praise and, if possible, celebrate major successes in front of others!

Conclusion

Read the books, ask me for a lecture, get infected. Positive leadership is really fun and good for you! If you want to stay on the ball, have a look at my LinkedIn or Insta over - and don't forget the Toolbox to look at. Try it out!

Why I as a manager I am convinced of PERMA-Lead

Since 2013, I have been a management trainer at the German Police University , I am currently head of the Leadership and Operations department at the Bavarian Police Training Institute and have held various leadership positions in the Bavarian police force. So I have been dealing with the topic of leadership for a very long time, have read numerous theories and studies and reflected on them in a practical leadership context. But as exciting as many of the approaches were, what I lacked as a manager and scientist was scientific proof of the effects and / or easy practical applicability, i.e. an operationalization of this "leadership style".