According to Gallup, having a best friend at work is the leading indicator of being engaged at work. There's controversy about the idea of having a best friend at work in large part because there is a misunderstanding about what a best friend at work is. In the supplemental slides for Let's Get Engaged, posted in Canvas in the module of that name, you'll find a slide with the template of what Gallup means by best friend at work.
1. Study the various best friend at work roles listed there and identify who currently fills that role for you.
2. Then analyze gaps in your best friends at work portfolio and make a specific action plan to fill in those gaps.
3. Conclude with what the expected benefits are likely to be to you personally and professionally and to your team or your organization if you increase your best friends at work.

HAPPINESS@WORK VERSUS ENGAGED AT WORK
Consider happiness@work and Gallup's engagement model. 1. Which would you rather attain happiness@work or Gallup's engagement?
2. Explain why considering costs and benefits, responsibilities and capabilities, requirements for managerial or organizational support, etc. Be specific.

USING FLOW FOR PERFORMANCE MANAGEMENT
1. Identify and describe a performance management situation you have experienced as a team member or team manager. Be specific.
2. Apply the flow model of high performance to analyze this situation and to provide possible interventions to improve performance without taking disciplinary action. Be specific.