The Personality Styles of Work Place Play - The Essay


The Essay

Here is the latest ESSAY version on the subject of Play; “The Personality Styles of Play (in the workplace).

The fourth of my life pillars, alongside WORK, REST and Sustenance, I would love to hear your thoughts.

Want the Exec Summary instead? CLICK HERE

Stefan

In our increasingly fast-paced world

In our increasingly fast-paced world, the concept of play often takes a back seat to productivity and performance. However, play is essential not only for individual well-being but also for organisational success. My previous posts on PLAY, have looked at what play is and looked at why it’s important.

Play facilitates stress relief, enhances creativity, and fosters positive social interactions.

As leaders, it’s crucial to reflect on the significance of play and the various forms it can take, both personally and within our teams.

Play is a fundamental aspect of human experience, serving as a vital outlet for relaxation, creativity, and social interaction. However, it’s important to recognise that play means different things to different people.

For some, like me, PLAY may involve the exhilarating rush of riding a bike with friends and enjoying the camaraderie and shared laughter that comes with it. Where riding my bike against the clock is ‘work’, a target to be destroyed.

For others, it might be the solitude found in reading a captivating book, immersing themselves in new worlds, or strategically engaging in games that challenge the mind.

This diversity in how we experience and define play highlights the importance of understanding individual preferences. Everyone has their unique way of engaging with play, shaped by their personalities, interests, and life experiences.

In the workplace, acknowledging these varied definitions of play can lead to enriched team dynamics and enhanced employee satisfaction, is key.

As leaders, we must explore how we can create an environment that embraces this diversity, fosters connection, and encourages play in its many forms.

The Eight Play Personalities

Dr. Stuart Brown, a renowned play researcher, identifies eight “play personalities” based on natural behaviours in humans and animals.

Remember the saying “all work and no play, makes Jack a dull boy”? Understanding these personalities can help individuals and leaders identify suitable activities that not only provide joy but also foster a playful atmosphere at work; for all - not just those who feel free to ‘play in the centre’.

Each personality brings unique qualities and preferences to play:

  1. The Joker: Enjoys humour and silliness.

    • Ideas for Play: Make people laugh with jokes, share funny stories, or watch comedy shows together. Incorporating humour into team meetings can lighten the atmosphere and encourage bonding.

  2. The Kinesthete: Thrives on physical activity and movement.

    • Ideas for Play: Encourage participation in sports, outdoor walks, or dance-offs. Creating opportunities for team sports or fitness challenges can invigorate your team and promote health.

  3. The Explorer: Seeks new experiences and knowledge.

    • Ideas for Play: Organise excursions, workshops, or brainstorming sessions in new environments. Encouraging curiosity—such as visiting museums or attending interesting talks and networking events —can satisfy their desire for discovery.

  4. The Competitor: Loves challenges and games that involve strategy.

    • Ideas for Play: Host friendly competitions, gamify tasks, or form teams for board games. Creating a fun yet competitive environment can motivate this personality type to excel.

  5. The Director: Enjoys planning and executing events.

    • Ideas for Play: Invite them to lead event planning, social gatherings, or team-building activities. Recognising their talent by allowing them to organise plays or outings can empower their leadership abilities.

  6. The Collector: Finds joy in gathering items or experiences.

    • Ideas for Play: Encourage collection-themed initiatives, such as team collectables or sharing personal collections during meetings. Recognising your indidvaul team members unique interests can promote more sharing and social interaction.

  7. The Artist/Creator: Values creativity and handy-work.

    • Ideas for Play: Foster artistic initiatives, such as creative workshops or collaborative art projects. Offering time for creative expression can help energise and engage this personality at work.

  8. The Storyteller: Loves narratives and imagination.

    • Ideas for Play: Encourage storytelling sessions, creative writing workshops, or simply sharing favourite books and films. Recognising and engaging with their imaginative side can facilitate deep conversations and connections.

By understanding these play personalities, leaders can tailor activities that resonate with their teams, enhancing both individual satisfaction and collective productivity.

Not feeling the word play?

For me, Dr. Stuart Brown's concept of play is essential for fostering a more innovative and resilient organisational culture. Whilst the word "play" itself might not still sit comfortably with senior leaders, because of the fear that its takes away from the work, should in my opinion embrace it.

Working hard and playing hard has always been at the forefront; but today’s workforce needs that in work - not with a 'post work drink’ to numb the pain of the day that went before.

Play, as defined by Brown, is not merely a frivolous activity; it is a fundamental aspect of human development that enhances creativity, collaboration, and problem-solving skills.

When senior leaders embrace the idea of play, they create an environment where employees feel safe to express themselves, their ideas, take risks, and engage in humor without the fear of negative repercussions. This shift not only boosts morale but also encourages team cohesion and greater productivity, as employees are more likely to share their insights and work more effectively together.

Whilst many might say they feel uncomfortable with ‘playing’, my own experience of bringing fun into Nationwide Building Society, NFU Mutual and my own coffee house; A University of Warwick Study (to name one of many) studies show that “Happy employees are, on average, 12% more productive than their less happy counterparts.

This productivity boost comes from the improved mental state of individuals who experience joy and fulfillment at work. When people know work is going to be fun, they show up more open and engaged.

If it helps, let’s consider relabelling it.

Take the fabulous Ipsos Chief People Officer Kerri O'Neil, for example. For me, Kerri embodies the perspective that having fun and finding joy in work, is an imperative. She's comfortable enough to say that the word PLAY itself just doesn’t ‘do it’ for her and highlights that "…I don’t really use this (the word PLAY). But I like to have a laugh at work and think humour and levity is hugely important and can bring a sense of humanity to situations."

For me, this sentiment aligns perfectly with Dr. Brown's theories, highlighting how laughter and light-hearted interactions can serve as powerful tools for connection among colleagues.

By cultivating a playful atmosphere that embraces humour, leaders can mitigate stress and promote a sense of humanity, ultimately leading to a more engaged and dynamic workforce.

Embracing play as a strategic priority can transform not just individual performance but the entire organisational culture.

Encouraging Play at Work

Understanding one's play personality is a valuable tool for leaders aiming to create a vibrant and engaging work culture. It can inspire innovative thinking and collaboration and encouraging team members to express their play preferences can foster teamwork and enhance productivity.

Promoting play within the workplace is vital for cultivating a dynamic organisational culture. By prioritising play, leaders can foster an environment where creativity thrives and employees feel empowered to express themselves. This requires a strategic approach to integrating playful elements into everyday activities.

As Dr. Stuart Brown, eloquently stated, “The opposite of play isn’t work; it’s depression.” This highlights the importance of play not merely as a luxury but as a fundamental component of a healthy and productive workplace.

For me, The C-suite plays a particularly important role in leading initiatives that seamlessly blend work and play, reinforcing their commitment to employee well-being.

in my experience the best boards, know to any one another company, play ‘bullshit bingo’ and take time out to ‘play’ with stakeholders and their networks, but dont always afford the same to their workforces.

By introducing policies that celebrate play, including creating designated spaces for play within the offices, as well as creating schemes which discount and provide equipment and experiences which foster play for families and friends away from work - leaders can transform a culture.

For me, all companies should enable their employees to prioritise BOTH their families and their work. A key way to do that is to help them to find enjoyment and purpose, in line with their personality and talents, in and outside of work. When you couple this with a focus on Sustainability which benefits all and social and community based challenges you help your people thrive in many, many ways - which in turn increases performance in work and happiness generally.

Strategies to Promote Playfulness in the Workplace

To fully harness the benefits of play within your organisation, consider implementing strategies that actively promote a culture of playfulness or to borrow Kerri’s words again “humour and levity”.

At first, some of your team will ‘jump in’, whilst others will ‘baulk at it’. As long as YOU take part, explore fully your rationale for doing it and applaud those who have a go - giving choice of when others join in - it will come.

I’ve seen it at Nationwide, implemented it at Office Angels with my work at Adecco and watched it be embraced fully by the team at The Freshwater Coffee House. the latter of which became known as the 4th best coffee house in the UK within 3 years, largely because of the PLAY we had and the PLAY we encouraged in our customers.

Here are several approaches that leaders can adopt to integrate play into daily work life:

  1. Encourage Breaks and Downtime: Allow team members the freedom to take regular breaks to engage in playful activities. Designated ‘playtime’ can give everyone the opportunity to recharge through games, outdoor walks, or even simple stretching exercises. This can boost their focus and productivity when they return to their tasks.

  2. Create a Play-Friendly Environment: Design workspaces that inspire playfulness. This could include dedicated areas for games, art supplies, or comfortable nooks for storytelling and creative thinking. A playful environment can stimulate creativity and innovation.

  3. Host Team-Building Activities: Regular team-building exercises, especially those that incorporate playful elements, can strengthen team dynamics. Activities such as escape rooms, sports days, or themed events encourage collaboration and laughter among team members.

  4. Promote Flexible Work Arrangements: Flexibility can allow team members to engage in play outside of working hours. Consider policies that encourage remote work or adjusted hours so team members can pursue playful activities that enrich their lives and reduce stress.

  5. Integrate Play into Learning: Make learning and development fun by incorporating gamification into training sessions. Using quizzes, challenges, and interactive workshops can transform standard learning into a more enjoyable experience that retains attention and fosters engagement.

  6. Recognise and Reward Playfulness: Celebrate instances of creativity and play within your workforce. Highlight teams or individuals who incorporate playful elements into their work, and consider rewarding them with incentives that further encourage play, such as gift vouchers for recreational activities.

  7. Incorporate Play into Company Culture: Position play as a core value within your organisation’s culture. This might involve regularly communicating its benefits and setting expectations that encourage playfulness in day-to-day operations.

  8. Offer Comprehensive Benefits and Recognition Packages: Develop benefit packages that include recognition and discounts on various recreational activities for employees and their families. This could encompass partnerships with local entertainment venues, gyms, and recreational facilities to provide exclusive discounts. Additionally, offer programs that recognise employees for participating in team activities or wellness initiatives. By enhancing their experience both at work and at play, employees feel more valued and connected, which can lead to increased satisfaction and productivity.

Conclusion

Play is not merely a recreational activity; it is a powerful tool for personal well-being and organisational success. As leaders, it is essential to reflect on our play styles and understand how we can create an atmosphere that allows our teams to thrive through play.

By asking ourselves critical questions and actively implementing playful strategies, we can foster a work environment that promotes creativity, enhances relationships, and improves overall productivity.

The journey towards a more playful workplace starts with small, intentional steps. By nurturing play, we not only enrich our lives but also uplift our entire organisation.

As we explore the importance of play within our teams, it becomes evident that creating an environment conducive to play requires thoughtful reflection and open communication.

One critical step towards fostering such an environment is to foster a culture which encourages PLAY from the ‘top down’, with the C-Suite acknowledging and role modelling this.

Establishing a safe space for dialogue is essential before embarking on more structured playful activities. If needed, engaging an external executive coach to facilitate conversations that encourage the c-suite and leadership teams to express themselves freely, share their ideas, and discuss their unique play personalities in words, first - could be a catalyst for significant personal and organisational growth.

Whether we use the word PLAY, FUN or ‘JOY’, let’s commit to not just encouraging it but also being it.

Cultivating a culture where every individual feels empowered to express themselves, through shared experiences, and in turn meaningful conversations can create a vibrant, engaged, and playful workplace that benefits everyone involved and ultimately every customer and stakeholder.

Stefan

Reflective Questions for Leaders

As leaders, it is beneficial to frequently assess the types of play we engage in ourselves and what we provide for our teams. Here are 5 reflective questions to consider:

  1. What type of play resonates with you?
    How does your play personality influence your approach to leadership?

  2. What types of play does your team crave?
    Have you had conversations with your team to understand the playful activities that bring them joy?

  3. How can you create an environment that encourages play at work?
    What innovative strategies can you implement to integrate play into your organisation’s culture?

  4. What will be needed from you as a leader to foster an environment of play?
    What qualities, actions, or resources must you demonstrate or provide to nurture a playful atmosphere in your workplace?

  5. What will be needed from your team to foster an environment of play?
    How can team members actively contribute to cultivating a culture of playfulness among themselves and within the organisation?

What do you think? I'd welcome your thoughts and feelings.

Stefan

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I look forward to sharing my next OPINION blog soon.

For now; thank you

I am…

An executive coach who specialises in helping good people lead great things.

Good people care about others, our planet and beauty. Great things are changes for the betterment of society and all that lives within an around it.
It sounds big and fun - it is.

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