Case 1

Enhancing Optimism for Sales Effectiveness in a Pharma Company

Objective:

Investigate the relationship between optimism and job effectiveness in the salesforce.

Methodology:

  • Measurement Tool: Life Orientation Test-Revised (LOT-R) to assess optimism levels of sales employees.
  • Effectiveness Metric: Sales achievement data for each sales employee over the past three years.
  • Hypothesis Tested: Optimistic salespeople are more effective in achieving sales targets than their pessimistic counterparts.

Key Findings:

  • A significant positive correlation was found between optimism levels and sales effectiveness.
  • Employees with higher optimism demonstrated consistently better sales performance.

Intervention:

  • Identified sales employees with low optimism levels.

  • Conducted a comprehensive training program to build an optimistic outlook, including strategies such as cognitive reframing, strength finder, and solution-focused thinking.

Outcome:

  • Post-training assessments showed a marked improvement in optimism scores among participants.
  • Optimism levels of previously pessimistic employees improved significantly within three months of the intervention.

Impact:

  • The intervention highlighted the transformative potential of optimism training in enhancing employee effectiveness and well-being, aligning with CPL’s mission of fostering positive leadership and workplace happiness.

Case 2

Enhancing Happiness and Well-Being in IT Engineers

Objective:

Assess and improve the mental well-being of employees through a targeted intervention.

Methodology:

  • Measurement Tool: Warwick-Edinburgh Mental Well-Being Scale (WEMWBS) to evaluate happiness and well-being.
  • Intervention Design: A longitudinal randomized controlled trial (RCT).
  • Training Program: A one-day workshop titled “The Good Life: Living a Happy and Meaningful Life”.

Key Intervention Features:

  • Focused on cultivating happiness and meaning in both personal and professional life.
  • Included modules on Signature strengths, job crafting, gratitude, mindfulness, fostering relationships, and goal setting for a fulfilling life.

Outcome Measurement:

  • Mental well-being scores were measured three months post-training to assess the sustained impact of the intervention.

Key Findings:

  • Participants demonstrated a significant improvement in mental well-being scores three months after attending the training.
  • Employees reported greater satisfaction with life, reduced stress levels, and enhanced motivation at work.

Impact:

  • The intervention showcased the effectiveness of targeted well-being programs in improving employee happiness and productivity, reinforcing CPL’s commitment to creating positive workplace cultures and fostering thriving employees.