Applying lessons from sport to leadership

Keywords

Resilience – Sport – Leadership – Intentionality – Perspective – Success - Purpose

In this episode of Resilience Unravelled Stu Crum talks about how after an injury interrupted three-year career in the NFL and USFL, transitioned to a highly successful career in business. Stu realised early in his athletic career that his athletic abilities would not last forever and he needed to plan for life after sports. He focused on his studies and after graduation, he joined Texaco and quickly climbed the ranks due to his operational focus, leadership skills, and intentionality.

Stu attributes his success in leadership to the lessons he learned from sport and how he applied them to his business career. He also explores the importance of perspective in life and the role of intentionality in achieving success in various areas.

 Main topics

•  How Stu’s experience as a kicker taught him about perseverance, resilience, and leadership

• Why people who reach a professional level in sports or the performing arts may feel lost or without the same rush as before when they decide to stop

• Learning from failures and the significance of perspective in sports and life

• The importance of perspective in life and how it is developed over time

• Why losing perspective, particularly in today's social media-driven world, is dangerous and can lead to making bad decisions and a false sense of reality

• The evolution of the CEO role and the importance of being a generalist with a deep understanding of various functional areas

• Having a sense of purpose, making conscious choices, and being accountable for the consequences

• The concept of intentionality including purpose, priorities, distractions, harmony, self-reflection, responsibility, grit, and a smile

 Action items

 You can find out more about Stu at www.stucrum.com His book is "Aim for the Uprights: The Intentional Playbook for Success in Faith, Family, and Business," which offers a playbook for success based on his personal experiences.

  You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

Does narcissism decrease with age?

A recent study from the American Psychological Association has found that people tend to become less narcissistic as they age. The study which analysed data from 51 longitudinal studies, measured how the levels of narcissism in 37,247 participants (52% female and 48% male), from aged from 8 to 77, changed over time.

Three different types of narcissism were measured. Agentic Narcissism which includes feelings of grandiosity or superiority and a strong need for admiration. Antagonistic Narcissism which includes arrogance, entitlement, callousness and low empathy, and Neurotic Narcissism involves emotional dysregulation and hypersensitivity. Overall, it was found that all three types declined from childhood through to old age and also that differences among individuals remained stable over time, so that individuals who were more narcissistic than their peers during childhood tended to remain that way as adults.

There are a number of possibilities that could explain a decrease. As people grow older, they often become less self-centred, more focused on others and emotionally stable which would correspond to a reduction in narcissistic traits such as entitlement and self-absorption. Life experiences, such as forming relationships, raising children, and facing career challenges can increase empathy, patience, and a broader perspective which can also counteract narcissistic tendencies, whilst roles often taken on by older people such as caregiving and responsibility for others, promotes selflessness and concern for the well-being of others.

Cultural norms and expectations can also influence personality traits over a lifetime. In many cultures, older adults are expected to be wise, generous, and community-oriented, which can encourage a reduction in narcissistic behaviour. Social feedback and the need to maintain relationships may also push individuals to adopt more co-operative and less self-centred behaviours as they age. Psychological growth including increased emotional regulation and improved coping mechanisms can contribute to reduced narcissism whilst the biological changes in the brain related to aging can play a role in altering personality traits, including a potential decline in narcissistic tendencies.

Living or working with someone who has narcissistic trait can be challenging and this new research may have implications not only for the lives of the narcissistic individuals but also that of their partners, friends, and colleagues.  However, although the research found that on average, narcissism gradually declines as people age, it does also show that narcissism is a very stable personality trait and that it can take decades to see any change.

Bolder leadership

Keywords

Resilience - Leadership - Inner Guidance System - Human Connection - Ontology

In this episode of Resilience Unravelled, Colleen Slaughter, a Transformational Facilitator and Executive Coach, with over twenty years’ experience working with leaders to unlock their true potential. Colleen brings a global and deeper perspective to leadership development, helping leaders understand their worth at a profound level and creating a ripple effect of purpose and service throughout their organisations and lives.

In this podcast Colleen discusses the importance of human connection and the concept of an inner guidance system as well as exploring the complex theme of leadership, emphasising the significance of personal growth, self-awareness, and the need for innovation.

Main topics

• The concept of an inner guidance system and how it can be disconnected

• Why leadership is about mindset and involves self-discovery and personal growth

• Personal growth and self-awareness in leadership

• Innovation in leadership

• Ontology and its importance in leadership

• The significance of practice in developing neural pathways and building leadership skills

• Resilience, experimentation, and adaptation in leadership

• Why we need to learn through experience and shift approaches when necessary

• The importance of accountability in personal choices

Action items

You can find out more about Colleen at www.boldermoves.com

 You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

Linking loneliness and burnout

Pre-pandemic employees could spend up to forty hours a week together. This of course changed dramatically and many people have benefited from the increased flexibility and autonomy brought by home and hybrid working. However, it has also created a wellbeing issue where reduced social interaction has led to a lack of connection and feelings of isolation and loneliness.

Now, studies have shown that feelings of loneliness can contribute to and exacerbate burnout with research from the American Psychological Association showing a strong link between the social support we get at work and lower rates of burnout.

There are a number of ways loneliness can increase the risk of burnout. These include:

- Emotional Exhaustion: Loneliness can lead to feelings of emotional isolation and disconnection which can result in feelings of emptiness and a heightened sense of stress. Social interactions provide emotional replenishment and without this employees can become emotionally exhausted.

- Increased Perception of Stress: Without a support system employees may feel they have to handle their challenges alone, increasing the perceived burden of stress and making negative experiences feel more intense as there are no social buffers to mitigate these feelings.

- Reduced Resilience: Social connections provide strategies and advice for coping with stress and without access to these resources employees are less resilient in the face of challenges. Loneliness can also increase vulnerability to stress, as social interactions can serve as a protective barrier against it.

- Mental Health Decline: Loneliness is linked to higher rates of anxiety and depression which can drain energy and focus and lead to negative self-perception and low self-esteem, undermining confidence and motivation.

- Reduced Job Satisfaction and Engagement: Loneliness can lead to disengagement which reduces motivation and satisfaction. Without social interactions that provide recognition and validation employees may feel unappreciated and undervalued, leading to decreased job satisfaction.

- Physical Health Deterioration: Loneliness can contribute to chronic stress which has negative effects on physical health, leading to increased absenteeism and reduced productivity.

- Lack of Social Support at Work: If a team lacks support and camaraderie employees may feel isolated. A lack of mentorship and guidance can leave employees feeling unsupported, making it harder to navigate work-related challenges.

A strong social network can help employees connect more easily with colleagues and benefit from their support and advice as well as from feelings of camaraderie and companionship. The creation of a supportive and inclusive work environment where social interactions are encouraged and mental health resources provided can help mitigate feelings of loneliness and drive the overall well-being and success of employees.

The challenge of engaging Gen Z

A recent survey by the Manpower Group has revealed that 45% of UK managers intend to hire Gen Z employees over the summer but that 96% of them reported challenges when engaging workers with less than ten years in work.

To stay competitive, companies need the diverse, innovative talent that Gen Z brings but understanding and meeting their unique characteristics and expectations can be problematical. Younger workers place a high value on work/life balance and flexible working opportunities which may be difficult for organisations with more rigid work structure to meet. They are drawn to dynamic and inclusive workplace cultures that align with their own values and aspirations and expect employers to offer the latest technology and tools. However, there are also some factors that have specifically shaped Gen Z’s attitudes to work.

Gen Z witnessed the burnout suffered by many millennials and this has prompted many of them to prioritise work-life balance and higher salaries over long-term career promises. The disruption brought by the Covid-19 pandemic influenced this further when the opportunities of remote work and flexible schedules reinforced the importance of employee wellbeing. Additionally, Gen Z is entrepreneurial, confident, and tech-savvy, making them able to take advantage of online business ventures and far less tolerant of jobs and organisations that don’t meet their expectations.

So, although engaging Gen Z may be difficult, there are some steps you can take to make a job and organisation more appealing:

• Flexible Work Arrangements: Offer flexible work hours and remote work options that offer them a better work-life balance.

• Professional Development: Provide clear career paths and continuous learning opportunities to meet their expectations for growth and development.

• Adopt Latest Technology: Ensure the workplace is equipped with modern technology to attract tech-savvy candidates.

• Promote Job Stability: Communicate openly about job security and company stability to alleviate concerns about economic uncertainty.

• Demonstrate Corporate Values: Showcase genuine commitment to corporate social responsibility and ethical practices.

• Competitive Compensation: Offer competitive salaries and benefits, including non-traditional perks that cater to their overall well-being.

• Engage with Authenticity: Foster an authentic employer brand that resonates with their values and expectations.

• Streamlined Recruitment: Optimize the recruitment process for efficiency and transparency, leveraging digital tools to enhance the candidate experience.

The current job market is highly competitive, so employers need to understand and cater to Gen Z’s unique needs and preferences. By aligning company values, educating on benefits, and investing in employee development, organisations can attract, hire, and retain top Gen Z talent.

The Path of Awakening

Keywords

Resilience - Poetry - Meditation - Mindfulness - Awakening - Flow States - Zen

In this episode of Resilience Unravelled Henry Shukman, a widely published poet, author, meditation teacher and Zen master of the Sanbo Zen lineage, shares his personal story. Henry grew up in Oxford, UK, where his parents were professors and his early love of poetry led to an interest in Chinese Zen poetry, and ultimately to him becoming a writer and poet.

Henry suffered from severe eczema from infancy into his 20’s, along with associated psychological problems, and meditation was a key element in a long journey of healing. He travelled extensively, eventually settling in New Mexico where he became fascinated by the indigenous culture's deep connection to the earth and where he was introduced to meditation and Zen, which in turn influenced his writing.

Main topics

•  The meditative quality of poetry and how it can bring one back to the present moment

• Using poetry in meditation to create a serene atmosphere.

• The differences between various forms of meditation

• The concept of awakening

• The connection between meditation and mindfulness

• The transformative power of poetry and its potential to enrich one's life

• The concept of original sin and its influence on Western culture

• The idea of karma and its physical consequences

• The concepts of mindfulness, support and absorption

• The concept of flow states and how they can be achieved through complete absorption in a task, leading to enhanced performance and increased happiness

• How flow is not limited to specific professions or activities and can be accessed through simple practices like meditation

• The relationship between meditation and religion and the practical and philosophical significance of meditation.

Action items

Henry's book is "Original Love: The 4 Ends on the Path of Awakening" and it has an accompanying meditation app, "The Way."

You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

Creating change

Keywords

Resilience – Philanthropy – Creating change – Compassion - Leadership

In this episode of Resilience Unravelled, businessman turned charity founder Ali Horriyat, talks about the limitations of traditional philanthropy and the importance of compassion and community-driven solutions. Ali is the founder of social activism non-profit Compassiviste, and he shares his personal journey from the profit driven world of finance to the realisation of the emptiness of his pursuit of wealth and power. He describes how he had a breakdown and decided to take a break from work to travel to Ecuador, where he experienced a different way of life that inspired him to shift his focus towards making a meaningful impact on the world.

Main topics

• The limitations and challenges of philanthropy and the inability of individuals to create significant global change

• The moral conflict and inequality within society and the importance of compassion towards those in need

• The concept of Compassiviste

• The importance of a unified system where the whole ecosystem works together

• The need for artists to connect with their audience and use their platform for a greater cause

• The concept of capacities which aims to bring communities together globally for the betterment of all

• The importance of political involvement and lobbying to enact change, with a focus on creating a critical mass to effect change

• The need for leadership in movements to effectively address issues

• The concept of leadership and its role in society

• Should a leader command and control or guide and facilitate?

• The role of money in society and its potential to divide people due to differing beliefs and values

• The possibility of a future system where people trade based on their compassionate needs

• Community-driven solutions to address societal issues

 Action items

 You can find out more about Ali and Compassiviste at https://compassiviste.com/

   You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

Focusing on line management training to reduce workplace conflict.

The CIPD Good Work Index for 2024 shows the detrimental effect workplace conflict has on overall job quality, with employees involved in almost half of cases, choosing not to escalate the issue or discuss it.

The report, which surveyed over 5,000 UK workers, shows that 25% of UK employees, experienced workplace conflict in the past year with the most common types of conflict being humiliated or undermined 48%, being shouted at or having a heated argument 35%, verbal abuse or insult 34% and discriminatory behaviour 20%.  Only 54% of those who reported conflict said they were satisfied with their job with employees who experienced conflict being twice as likely to say they would leave their job in the following year.

The most common response from employees to conflict, was simply to “let it go” 47% followed by having a discussion with a manager and/or HR 29%, having informal discussions, either with someone outside work such as family or friends 21% or with the other person involved 17%. Very few, 1%, took the case to an employment tribunal.

These figures would all seem to suggest a lack of confidence in the ability of senior leaders to address these issues constructively and the CIPD is now calling for an increased focus on line management training as a way to maintain a productive and positive work environment.

To facilitate this, it’s essential managers can access training that provides them with the conflict management skills that empowers them to handle disputes independently and effectively. They also need to be able to pinpoint and deal with the underlying causes of conflict such as excessive workloads and exhaustion and develop an open and supportive work environment where they feel empowered to have difficult conversations.

Managers need the ability to inspire and motivate their teams and foster a positive culture that minimises conflict and focuses on team cohesion and shared goals that pre-empt and resolve conflict. Additionally, continuous professional development is required to help employees to feel valued and reduce career progression and job satisfaction conflict.

Line management and workplace conflict are critical aspects of organisational dynamics with effective line management being essential in preventing and resolving workplace conflicts and ensuring a productive and harmonious work environment. By addressing conflict through the strategies and policies they implement, communication practices, workplace culture and training initiatives, leaders can prevent conflicts or resolve them efficiently when they arise, even turning them into opportunities for growth and improvement.

Managing Your Emotional Overdraft

Keywords

Resilience - Emotional Overdraft – Burnout - Emotional Reserves - Invisible Costs - Wellbeing

In this episode of Resilience Unravelled, Andy Brown, an award- winning adviser and coach for people-based businesses, talks about the concept of 'emotional overdraft'. He highlights its implications for burnout, the need to maintain healthy emotional reserves and the importance of acknowledging invisible personal and emotional costs in business finances, He also explores the idea of building a personal board of experts for support, the significance of prioritising well-being in highly stressed jobs, and the potential of writing a book to share experiences and insights.

Main topics

• The concept of 'emotional overdraft' and how it can be managed

• The dangers of misusing the term 'burnout' and the need to refresh the meaning of terms like 'stress' and 'resilience'

• Acknowledging and maintaining healthy emotional reserves for personal and professional success

• The concept of an "invisible line" in business finances, referring to the hidden personal and emotional costs of pursuing profitability

• Maintaining a healthy "emotional bank" balance to avoid excessive strain

• Building a personal board of experts to help overcome challenges.

• Discipline as a better approach to building habits and achieving goals

• The role of motivation in funding work

• Why leadership development needs more focus

Action items

You can connect with Andy at  https://www.linkedin.com/in/andybrownprofile/ and his book is available at https://www.amazon.com/Emotional-Overdraft-balancing-business-wellbeing/dp/1788605136/

You can complete the free Emotional Overdraft Self-Assessment at https://emotionaloverdraft.com/self-assesment/, follow Emotional Overdraft on Instagram at https://www.instagram.com/andybrownauthor/ and get all the latest Emotional Overdraft articles at https://emotionaloverdraft.com/

   You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

How to support neurodivergent employees in the workplace

With research showing that around one in seven of the UK population is neurodivergent there is a very good chance that someone in your organisation will have ADHD, Autism, Asperger’s, Dyslexia, Dyspraxia or Dyscalculia. The characteristics of these conditions bring a variety of strengths to the workplace and allow neurodivergent employees to use their unique qualities to excel in specific areas and provide new perspectives to old challenges.

Whilst there are tasks and roles that neurodivergent people are well suited to, there are others that may not be right for them or environments that don't play to their strengths. Workplaces and work patterns are generally designed by neurotypical people so often will not provide ways of working that allows neurodiverse people to perform well.

Supporting neurodivergent employees in the workplace involves creating an environment where they can thrive. Here are some of the ways to achieve this:

1. Education and Awareness: Educate employees about neurodivergence to foster understanding and reduce stigma. Training sessions or workshops can help raise awareness about different neurodivergent conditions and how they may manifest in the workplace.

2. Flexible Work Arrangements: Offer flexibility in work hours, breaks, and workspaces to accommodate individual needs. Some neurodivergent employees may benefit from remote work options or adjustable schedules to manage sensory sensitivities or other challenges.

3. Clear Communication: Provide clear and concise instructions and be prepared to offer additional support or clarification when needed. Neurodivergent individuals may interpret information differently, so it's essential to communicate in a way that everyone can understand.

4. Accommodations and Support Services: Work with neurodivergent employees to identify accommodations that can help them perform to their best. This might include assistive technologies, quiet work areas, or access to support groups or counselling services.

5. Structured Feedback and Evaluation: Offer regular feedback and structured performance evaluations. Providing specific feedback and setting clear expectations can help neurodivergent employees understand their strengths and areas for improvement.

6. Sensory Considerations: Be mindful of sensory sensitivities and make adjustments to the work environment as needed. This could involve reducing noise levels, providing noise-cancelling headphones, or allowing for breaks in quiet spaces.

7. Promote Diversity and Inclusion: Foster a culture of acceptance and celebration of diversity in the workplace. Encourage neurodivergent employees to contribute their unique perspectives and talents to projects and decision-making processes.

8. Mentorship and Peer Support: Pair neurodivergent employees with mentors or peer support groups to provide guidance and encouragement. Having a support network can help individuals navigate challenges and build confidence in their abilities.

9. Continuous Learning and Development: Offer opportunities for professional development and skills training to help neurodivergent employees advance in their careers. Tailor training programs to accommodate different learning styles and preferences.

10. Regular Check-ins and Supportive Management: Schedule regular check-ins with neurodivergent employees to discuss their progress, address any concerns, and provide ongoing support. Managers should be approachable and empathetic, creating a safe space for open communication.

By implementing these strategies, employers can create a more inclusive and supportive workplace where neurodivergent employees feel valued, respected, and empowered to succeed.

Changing perspective to overcome challenges

Keywords

Resilience – Mindfulness – Breathing – Breath Work – Wellbeing

In this episode of Resilience Unravelled Michael O’Brien, a qualified meditation teacher, executive coach, and endurance athlete, talks about stopping a bad moment becoming a bad day and accomplishing hard things through mindfulness. Michael shares his career journey in healthcare pharmaceuticals and his personal experience with a near-death cycling accident.

Michael discusses how his perspective on life changed after the accident, which occurred when a driver crossed over into his lane, causing a head-on collision. He shares his bleak prognosis from doctors following the accident and how he struggled with anger and uncertainty about his future roles as a father, husband, and employee. He also highlights how a mentor helped him adopt a more positive perspective by emphasising the importance of self-labelling, practicing gratitude, and mindfulness. This shift in perspective helped him overcome his challenges and gradually move forward in his recovery journey, which included both progress and setbacks.

Main topics

• The concept of mindfulness and its benefits

• Using breath work to manage stress and improve focus and decision-making

• The importance of creating space between stimulus and response

• Cultivating a more thoughtful and neutral approach to decision-making

• The importance of connecting with one's breath for overall health and well-being

• Different patterns of breathing

• Using shorter mindfulness practices to promote mindful living and improving overall health and wellbeing

 Action items

You can find out more about Michael at https://www.michaelobrienshift.com/pause-breathe-reflect/

  You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

Chronoworking. The end of the nine-to-five?

Since Covid, there have been huge changes in workplace culture and practices with trends such as the ‘great resignation’, ‘quiet quitting’ and ‘productivity paranoia’ becoming well established.  The latest is Chronoworking - a way of working that allows employees to tailor their work schedules to their individual circadian rhythms and find a workflow that not only suits them but also allows them to produce their best work.

It’s a concept coined by journalist Ellen C. Scott, and it promotes the idea that aligning work hours with personal energy peaks can enhance productivity, job satisfaction, and overall well-being​. This is backed by studies from the US National Institute of Health, that show traditional work patterns don’t always coincide with employee's productive periods and that working outside natural circadian rhythms can lead to inefficiency, wasted potential, illness, and lower morale.

Employees most productive times varies from individual to individual so allowing people who struggle with concentration and tiredness during the first few hours of the day to start later when they are more alert not only offers enhanced productivity, increased job satisfaction, and a better work-life balance but can also help reduce stress It has also been shown to improve employee mental health, create more effective work periods, and reduce burnout which all translates into lower absenteeism and reduced turnover.

While there are clear benefits, implementing chronoworking can be challenging and isn’t suitable for every industry or role. Organisations thinking of introducing it will need to establish clear communication channels, set core hours where team members overlap for essential meetings and collaborative tasks​, have well-defined goals in place and ensure ways of measuring KPI’s and tracking projects are in place.

Overall, chronoworking could lead to a shift towards more personalised and flexible work arrangements that reflect the growing recognition of a good work-life balance and individual productivity. The creation of work environments where employees can get the most out of their peak performance hours means companies can boost satisfaction, maximise efficiency, and create a healthier, more balanced workplace. In the workplace of the future, chronoworking could become key feature that helps makes business more dynamic and adaptable.

But you look so normal

 Keywords

Resilience - Hearing Loss - Isolation - Communication - Disability Awareness

photo by Anita Scharf.

In this episode of Resilience Unravelled Claudia Marseille talks about her personal experiences and struggles with hearing loss, including her journey of overcoming this challenge and pursuing a successful career in the arts. Claudia also discusses the significant impact of hearing loss on various aspects of life and the importance of social and cultural changes in increasing awareness and accommodation for people with disabilities. and the need for better communication skills in pacing for better understanding, especially for those with hearing disabilities.

Main topics

• Learning to lip-read and developing visual acuity.

• Why Claudia attributes her resilience to her parents, who instilled a belief in her that she could achieve anything professionally.

• How a social nature and love of music helped Claudia cope with feelings of isolation.

• The challenges of hearing loss, and how it's not just a volume issue but difficulty in distinguishing speech over background noise.

• The importance of pacing in communication, especially for those with hearing disabilities.

• Developing resilience through personal connections and technological advancements, such as digital hearing aids and closed captioning.

• The significance of social and cultural changes brought about by legislation to increase awareness and accommodation for people with disabilities.

• The positive changes in attitudes towards accommodating people with hearing loss in modern society.

Action Items

You can find out more about Claudia at her author site claudiamarseilleauthor.com or her painting website claudiamarseille.com

Claudia’s memoir is But You Look So Normal: Lost and Found in a Hearing World

   You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

 

Leveraging Social Media for Employee Engagement: A Modern Approach to Workplace Culture by Edrian Blasquino

Sometimes, you wish there was a way to make your coworkers feel like they are on the same team. Social media minimises gaps between people who meet but have no time in the day or chance to interact with each other beyond the mundane “Hi, hello” in the corridor.

In this article, you will learn how it is possible to help employees communicate more with one another by creating company pages on social networks such as Facebook, Twitter, and Instagram.

Why is Employee Engagement Important?

Aligning employee engagement with business goals is a big driver of organisational success. When colleagues develop feelings of togetherness, it results in positive business outcomes. Happiness produces work efficiency, and employees perform best when they are happy.

After an employee feels engaged, she or he tends to support a firm's success. They work harder to perform and innovate to do their best job, which can assist the business in expanding!

How Can Social Media Help?

Why social media, you might ask? It's simple. That is where the people are: in social networks. It is the place where they interact and transact. Social media can function as a means of communication to enhance team cohesiveness and members’ identification with the team.

It abolishes different classes and gives the chance to talk to everyone, at least in a hypothetical way. Let's explore its effectiveness:

Building a Community

One notable benefit of social media is its ability to build community. Platforms like Facebook Workplace, Yammer, or even WhatsApp can help create an environment based on employees’ friendly interactions rather than their business functions.

They can pass information, congratulate, complain about something, or talk about a hobby. This creates a sense of community, which may result in better relations, high morale, and a bumper workplace environment.

Encouraging Open Communication

Social media platforms afford structures of openness/transparency. They offer an environment that enables employees to express themselves with ideas, opinions, and suggestions and freely give criticism. This openness can enhance inventions and creativity because employees are encouraged to present their ideas and opinions.

Recognising and Celebrating Achievements

Social media can promote people’s accomplishments, whether small or large. Recognition for a job well done for accomplishing a team goal will increase motivation with public appreciation. It will make employees understand that their work is significant and acknowledged.

Facilitating Learning and Development

Social networks can also be an effective means of education. LinkedIn or even internal blogs within a company can be used to disseminate information and training material. People can participate in discussions, make inquiries, and offer useful information, creating a culture of regular learning.

Encouraging Employee Advocacy

Social media can turn employees into brand ambassadors. Therefore, happy employees naturally post positive workplace experiences on their personal Facebook walls. This not only creates a very positive image of the company, but it's also a way of attracting talent interested in working with it.

Setting up Social Media for Your Company

Now that we've explored the benefits, let's talk about implementation. Here are a few tips for how organisations effectively leverage social media for employee engagement:

Choose the Right Social Networks

The first step is choosing which social networks will work best. Look at what most of your employees already use in their personal lives. Facebook, Twitter, and Instagram are popular options. Then, one staff member can set up official company pages or profiles.

Next, decide who will manage the pages. Give one or two employees the job of posting new updates each week. Ensure they get help from others by asking coworkers to share news or photos from their departments. Give people a way to send this content to your social media managers easily.

Promoting Your Company’s Social Media

Once set up, you need people to start using the pages! Ask all employees to "like" or "follow" your new profiles. Have managers explain during meetings how social media can help everyone feel more connected as a team. Offer small rewards like prizes in a drawing for employees who share or comment the most during the first month. Promoting it will get people interested in checking in often.

Using Social Media to Engage Employees

Now is the time to use your new company's social media for fun employee engagement! Introduce new hires by posting photos and short bios. Ask questions to start conversations, like "What project are you most proud of this quarter?"

Recognise coworkers publicly for milestones and achievements. Share company news and let people discuss non-work topics like favorite sports teams or TV shows. The more personal it gets, the closer employees will feel!

Measuring Success and Keeping Momentum

After a few months, look at how many employees follow your social media pages. Are people posting and commenting regularly? Survey coworkers to see if they feel more connected to their colleagues because of it. Track how engagement affects other important numbers like employee satisfaction and retention.

Keep content fresh with new ideas. Try contests, polls, live video Q&As with managers, and more to boost ongoing participation.

Conclusion

Social Media Platforms are not only a means of advertising or media for conveying information. They are used as an effective tool for engaging the employees. Social media can revolutionize the organizational culture through community building, open communication, reward recognition and learning, work-life balance, and advocating. Therefore, why not give it a try?

About the author

Edrian Blasquino is a dedicated college instructor and licensed professional teacher, committed to inspiring and empowering students through innovative techniques and real-world applications to make education relevant and impactful. With a focus on fostering critical thinking and creativity, he strives to create an engaging and inclusive learning environment, continuously adapting his teaching strategies to meet the needs of diverse learners.

Mindset Mastery

Keywords

Resilience - Mindset – Focus – Change – Goals - Control

In this episode of Resilience Unravelled, Paul Gencarella Jr., the founder of Mindset Mastery, talks about how shifting your mindset to focus on positive outcomes enables professionals to achieve remarkable personal growth.

Paul has experienced first-hand how hardships and challenging circumstances in life can take their toll. He spent time in a psychiatric hospital, lost the only job he knew and was on the verge of suicide. After a fall his 5-year-old son was diagnosed with cancer and one month later, Paul himself was diagnosed. From that point, Paul realised it was not what happens to you but how you respond that matters. 

Paul embraces the thinking that when you change your mindset, you change your life. Success in life is a matter of following a system and when you do, you will be in harmony with anything you desire in life.

Main topics

• Determining your goals and how to achieve them

• The similarities between resilience and the insurance business

• Changing your life by changing your thinking

• Why it’s not what happens to you it’s how you respond

• Controlling thoughts, feeling and actions

• The positivity of repetition

• Why willpower can work negatively

• The importance of knowing why we want to do something 

 Action items

You can find out more about Paul at Mindset Mastery or through his LinkedIn

   You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

Workspaces for wellbeing and productivity

There is no doubt that where and how we work can have a huge impact on our wellbeing. Now, with burnout anxiety and stress on the rise, there is increased interest in developing workspaces as a way to promote physical and mental health.

Research supports this and also highlights that well-designed workplaces can lead to significant improvements in productivity. For example, a study by the World Green Building Council found that productivity improvements of up to 11% are achievable through better air quality whilst another study by the American Society of Interior Designers reported that 68% of employees were dissatisfied with the lighting in their offices, affecting their performance and well-being.

Here are some of the areas that can impact employee wellbeing and productivity:

1. Ergonomics: Proper ergonomic design of furniture and workstations can reduce physical strain and discomfort, leading to fewer health issues and absenteeism Ergonomically designed chairs, desks, and computer setups help employees maintain better posture and reduce the risk of repetitive strain injuries.

2. Lighting: Adequate lighting, particularly natural light, has been shown to improve mood, energy levels, and concentration. Poor lighting can cause eye strain, headaches, and fatigue, which can also negatively affect productivity.

3. Noise Levels: Excessive noise can be a major distraction, leading to decreased concentration. Workplaces that manage noise levels through soundproofing, quiet zones, or designated areas for collaboration and concentration can enhance productivity.

4. Layout and Space Utilisation: Open floor plans can foster communication and collaboration but may also lead to distractions. Flexible layouts that include a mix of open spaces, private offices, and meeting rooms allow employees to choose environments that best suit their tasks. Adequate space and efficient layout can reduce clutter and enhance workflow.

5. Aesthetics and Environment: A visually pleasing environment can positively impact employee mood and satisfaction. Colours, artwork, plants, and overall décor can contribute to a more stimulating and enjoyable workplace, which can, in turn, boost morale and productivity.

6. Air Quality and Temperature: Good ventilation and appropriate temperature control are critical for maintaining a comfortable working environment. Poor air quality and extreme temperatures can cause discomfort and health issues.

7. Break Areas and Rest Zones: Providing areas where employees can take breaks and relax can help reduce stress and prevent burnout, allowing employees to return to work refreshed.

8. Technology Integration: Workplaces that are well-equipped with modern technology and tools that employees need to perform their tasks efficiently can enhance productivity. This includes everything from high-speed internet and reliable hardware to collaborative software and tools.

In summary, designing a workplace that addresses ergonomic, environmental, and technological areas can boost efficiency and support the overall wellbeing of employees, leading to a more positive, productive, and healthy workforce.

Maintaining a positive mindset

Keywords

Resilience – Mindset – Relationships – Toxic Behaviour – Emotional Intelligence – Coping Tools - Grief

Summary

In this episode of Resilience Unravelled, Naomi Riley a brain injury survivor turned influential motivational speaker, discusses the concept of resilience and shares her personal experiences with adversity, including being diagnosed with juvenile rheumatoid arthritis as a child and a brain injury in a car accident in 2017.

Naomi emphasises the importance of maintaining a positive mindset, even during challenging times and also talks about the challenges of dealing with difficult relationships at work, particularly those involving toxic behaviour. She also discusses the need for self-defence and professionalism, her work on emotional intelligence and coping tools, and the importance of celebrating the positive aspects of life, even during times of grief.

Main topics

• The importance of maintaining a positive mindset

• How gratitude meditation helps focus on the good things in life and set a positive tone

• The importance of emotional intelligence and how it can help us navigate through life

• The significance of being aware of our emotions and how they are affected by others

• The necessity of letting go of individuals who are toxic or bring us down

• Dealing with difficult relationships at work, particularly when faced with toxic behaviour

• Maintaining professionalism and not letting personal feelings get in the way of work

• The importance of emotional intelligence in creating a peaceful society, particularly for youth

• Coping mechanisms such as mindfulness and deep breathing

 Action items

You can find out more about Naomi and her work or access resources at https://naomilriley.com/ or find our more about Text Pledge at https://textpledge.us/

You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

Leadership challenges and opportunities in non-profit organisations

Keywords

Resilience - Leadership – Non-profits – Self-care – Wellness – Emotional Intelligence – Self-reflection – Communication - Expression

In this episode of Resilience Unravelled Rikimah Glymph, a traveller, writer, author, health/wellness coach, advocate for social justice and Founding Partner of Glymph Consulting, LLC, talks about the challenges and opportunities in non-profit leadership. This includes the need for a new approach and the tensions that can arise when personal passions and organisational priorities conflict.

Rikimah also highlights the importance of enhancing emotional intelligence among leaders, emphasising the need for self-reflection, understanding the communication styles of others' communication styles and creating a safe environment for expression. Additionally, Rikimah stresses the importance of self-care and wellness, including the social, emotional, and environmental factors needed for leaders to thrive

Main topics

• The need for a new approach to traditional leadership

• The tensions that can arise when employees' personal passions and the organisation's priorities diverge

• The unique challenges of blending family businesses with non-profits

• The intergenerational nature of business and the need for a flexible leadership structure

• The differences and similarities between leadership in the non-profit and profit sectors

• Why having a supportive network of like-minded individuals, who have undergone similar leadership experiences, can be beneficial for growth and feedback

• Why self-care and wellness, including social, emotional, and environmental factors, are crucial for leaders to thrive 

Action items

You can find out more about Rikimah at BWell365 or through LinkedIn Rikimah’s book is Total Wellness: A Millennial & Gen Z Guide to Living a More Balanced Life  

  You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.   

The impact of learned helplessness in the workplace.

Learned Helplessness, the concept introduced by the American psychologist Martin Seligman in 1967, refers to a state of mind where someone believes that they have no control over their situation. It can develop after repeated experiences of adversity or failure and may lead to individuals feeling helpless and unable to change their circumstances.

The impact on behaviour can be significant. People become passive and resigned to their situation with a lack of motivation that affects organisational dynamics as well as the individual. In the workplace it’s therefore important that leaders are aware of the signs of learned helplessness and take action to deal with it. Things to look out for include:

Decreased Motivation: Employees become disengaged and lack motivation to perform tasks or take the initiative. They believe their efforts won't make a difference which can lead to reduced productivity.

Poor Performance: If individuals feel unable to change their circumstances, they may not make the effort necessary to achieve goals or meet expectations.

Reduced Problem-Solving Skills: Individuals may struggle with problem-solving and decision-making or avoid challenges or difficult tasks, leading to stagnation and an inability to adapt to changing environments.

Negative Work Environment: Learned helplessness can contribute to a negative work environment with low morale, cynicism, and a lack of collaboration, which impacts team dynamics and hinders organisational effectiveness.

Increased Turnover: Employees who feel helpless and unsupported are more likely to seek other opportunities. High turnover rates disrupt workflow, increase recruitment costs and diminish organisational stability.

Impact on Leadership: Leaders may exhibit learned helplessness if they feel overwhelmed by challenges or perceive a lack of support from higher management. This can affect the morale and performance of their team.

Innovation and Creativity: Learned helplessness can stifle innovation and creativity so employees are less inclined to propose new ideas or take risks if they believe their efforts will be futile.

Health and Well-being: The stress and frustration associated with learned helplessness can have negative implications for mental and physical health with increased absenteeism, presenteeism, and healthcare costs.

To deal with the negativity of learned helplessness, organisations need strategies that build a supportive and empowering work culture where employees can access the resources and tools they need to succeed. Establishing clear objectives and providing skill development and growth opportunities help reduce feelings of helplessness and overwhelm whilst mentorship programmes and the promotion of open communication channels that help people feel comfortable expressing themselves and asking for assistance can also help.

Reconnecting with your heritage

Keywords

Resilience – Heritage – Personal Experiences – China – America – Culture – Family History

In this episode of Resilience Unravelled Richard Hsung discusses his mixed Chinese and American family history, including his grandparents who were medical missionaries in China. Richard was born in China in 1966 and was one of the first teens to leave China legally after Mao’s Cultural Revolution.

Richard also talks about his personal experiences reconnecting with his heritage through visits to China and his mother's experiences during World War II. He also talks about the historical impact of the wars between China and America, the resilience of Chinese culture, and the significance of history.

 Main topics

• How Richard has reconnected with his heritage and learnt more about his family's history

• Richard’s mother's experience during the Chinese 1931 flood that killed millions

• Richard’s family's historical experiences during the Japanese and Korean wars

• The political dynamics between China and America

• The resilience of Chinese culture

• The importance of human connections within social contexts

Action items

You can find out more about Richard and his family at Yangtze River by the Hudson Bay

 You can listen to the podcast in full and find out further information here. Our upcoming guest list is also available along with our previous blogs.
Find out more about our innovative Resilience and Burnout solutions.