The Secret to Happiness (And How Leaders Can Use It)

Before we start, let me share something personal about happiness. There’s a song that always brings me joy, and I can’t help but feel a little lighter every time I hear it. It’s by the Colombian singer, Karol G, and it came out just a couple of months ago. The song is called “Si ante te hubiera conocido.”

It’s not just about the melody; it’s the feeling it gives me. Music has that power, doesn’t it? It can transport us to a happier place, and in those moments, we feel a little more alive. Here’s a link to the song — give it a listen. Maybe it’ll bring you some joy, too.

Happiness. We talk about it a lot. But how do we actually create it? Not just for ourselves, but for those we lead? As leaders, our influence shapes the well-being of our teams. A happy leader inspires and motivates. So how do we build happiness in a leadership role? Positive psychology gives us the tools to do just that.

Positive Psychology and Leadership

Positive psychology is a branch of psychology that focuses not on fixing what’s wrong but on enhancing what’s right. Martin Seligman, a professor at the University of Pennsylvania, is considered the father of positive psychology. His key insight was that instead of solely diagnosing problems, we should also focus on what makes life fulfilling.

Rather than concentrating on diagnosing and treating mental illnesses, positive psychology aims to cultivate well-being by emphasizing what makes life meaningful and joyful. This approach shifted the field from merely alleviating suffering to fostering positive emotions, accomplishments, and a sense of purpose. It’s about understanding the building blocks that lead to flourishing lives.

This perspective gave birth to the PERMA model — a simple, practical framework that outlines the five pillars of happiness and well-being: Positive Emotion, Engagement, Relationships, Meaning, and Achievement. As leaders, we can use them not only to foster happiness in ourselves, but especially to create happier, more engaged teams. Let’s break down each component and talk about how to bring it into the workplace.

P: Positive Emotions

Positive emotions are the building blocks of happiness. Think about it — if you know that a walk on the beach always makes you feel good, why wouldn’t you make time for it more often? The same principle applies in leadership. To cultivate positive emotions in a team, you need to create moments that feel good.

Let’s say you run a weekly team meeting. Instead of diving straight into work, start with a “win of the week” round, where each team member shares something good that happened, whether it’s personal or professional. These small moments of positivity help people start the meeting in a good mood, boosting the overall atmosphere.

E: Engagement

Engagement is about being fully immersed in activities that captivate us. It’s that feeling of getting “in the zone” where time seems to fly by. This happens when we do things we truly enjoy or find challenging in a good way.

Imagine one of your team members loves graphic design, but their role doesn’t involve much of it. A good leader would find ways to incorporate more of that skill into their daily tasks, so they feel more engaged. When people are doing work they’re passionate about, they’re not just productive — they’re happier, too.

R: Relationships

Humans are social creatures. Our relationships are critical to our well-being. But this isn’t just about having work friends; it’s about creating an environment where meaningful connections can thrive.

As a leader, you can foster these relationships by organizing casual team lunches or offsite retreats. Even setting aside time for informal coffee chats can help build deeper connections. When people trust each other and feel like they belong, they’re more likely to support one another and enjoy coming to work.

M: Meaning

We all want to feel like what we’re doing matters. This pillar is about finding a purpose bigger than ourselves, something that gives our work (and life) a deeper sense of meaning.

If you’re leading a project, connect it to a larger mission. Don’t just say, “We need to finish this report by Friday.” Instead, show how this report is a critical piece of a larger initiative that’s going to help the company move forward in a meaningful way. When people see how their work fits into the bigger picture, it brings a sense of purpose that can be incredibly motivating.

A: Achievement

Finally, achievement is about setting and accomplishing goals — both small and large. This gives us a sense of pride and fulfillment. When we achieve something, no matter how small, it boosts our happiness.

Let’s say your team is working on a big project. Rather than waiting for one big deadline, break it down into smaller, more achievable milestones. Celebrate each of those wins. Recognizing progress along the way keeps motivation high and allows people to feel a sense of accomplishment more often.

Bringing PERMA Into Your Leadership Style

Seligman’s PERMA model gives us a clear roadmap to happiness:

1. Create opportunities for positive emotions — making sure you and your team feel good about the work and about working together.
2. Engage fully in enjoyable activities — both for yourself and for your team.
3. Build fulfilling relationships — because people are happier when they feel connected.
4. Find meaning in your work — connect tasks to a bigger mission.
5. Celebrate achievements — both the small wins and the big ones.

When you, as a leader, incorporate these principles into your everyday interactions, you don’t just create a happier team — you create a more engaged, motivated, and successful one.

You can watch the video version of this article in my YouTube channel: