Optimise your teams through psychological safety.

Psychological safety, the belief that you can express thoughts, ideas, and concerns without fear of negative consequences such as ridicule, embarrassment, or punishment has been found to be essential to the success of an organisation. This has been shown recently in research from Google’s Project Aristotle where psychological safety was found to be the single most important factor for effective teams.

Now, with the lack of equity, diversity, and accessibility, falling levels of retention and productivity and a rise in burnout all pointing to people feeling unsafe and unhappy in their workplaces, surely, it’s time for the psychologically safe workplace to play a key role in optimising teams.

In a psychologically safe environment, people feel comfortable taking interpersonal risks, sharing their opinions, and being vulnerable without the fear of being judged or criticised. This sense of safety promotes open communication, collaboration and innovation within a group or organisation. People are more likely to engage in constructive dialogue, provide feedback, and contribute to problem-solving efforts which also enhances creativity, productivity, and overall team performance.

To be effective psychological safety needs to be taken up by employees at all levels in an organisation. Team culture reflects the actions of its leaders so to establish and maintain a psychologically safe workplace, leaders must consistently adopt inclusive behaviours to build new team norms over time and identify when an employee’s threat responses are triggered, and how to effectively deal with them.

Overall, psychological safety creates a supportive, inclusive, and collaborative work environment that enables teams and individuals to perform at their best, contribute their unique perspectives, and drive organisational success. Conversely, when psychological safety is lacking, people may hesitate to speak up, withhold their opinions, and avoid taking risks. This can lead to a culture of silence, poor decision-making, and stifled innovation within a team or organisation.

By prioritising psychological safety, organisations can create an environment where individuals feel valued, empowered, and motivated to contribute their best, leading to higher levels of collaboration, innovation, and overall well-being.

Grief, loss and resilience

Keywords

Resilience – Grief – Loss - Purpose

In this episode of Resilience Unravelled Dr. Russell Thackeray talks to Marv Weidner about his experience with grief after losing his wife to cancer in 2017. After he lost his wife, Marty, Marv was unsure how to find the resilience and sense of purpose to begin living his life again. With the help of Carol, a counsellor for over 22 years who specialises in grief, Marv learned valuable lessons about facing grief head-on, embracing loss as an integral part of life, staying present in the midst of trauma, de-stressing in healthy ways, and reaffirming or discovering a new sense of purpose. 

Marv discusses the intense physical, emotional and spiritual impact of grief, as well as the importance of embracing it rather than pushing it away and also talks about rediscovering a sense of purpose after loss and how living with an open heart has become his new purpose. Marv also discusses his new book, "When the Rocks Sing," which serves as a guidebook and handbook for those who have experienced loss. The title of the book comes from an experience Marv had on a rocky beach in New Zealand where he was able to hear rocks chattering against each other due to having a calm mind and clear heart The book grew out of journaling during the grieving process and has been both cathartic and thought-provoking for him.

Main topics

• Rediscovering a sense of purpose after loss

• Understanding and characterising grief

• Why embracing loss and similar challenges is an integral part of life

Timestamps

1: Introduction to Resilience Unravelled with Dr. Russell Thackeray - (00:00-00:06)
2: Setting the scene with Marv Weidner - (00:27-01:31)
3: Understanding Grief and its Nature - (02:49-04:50)
4: Characterising Grief and Dealing with Loss - (05:04-07:37)
5: Rediscovering Your Sense of Purpose - (10:08-12:30)
6: Writing as a Tool for Coping with Grief - (13:43-15:51)
7: A Guidebook for Grief and Loss - (15:22-16:13)
8: The Title "When the Rocks Sing" and Its Significance - (16:25-17:08)
9: Engaging the Grief Process and Finding Peace - (17:51-19:12)
10: Conclusion with Marv Weidner - (19:33-19:34) 

Action items

Contact Marv Weidner through Facebook

Read his book When the Rocks Sing

 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.  

Are you ‘rusting out’ at home?

Following on from quiet quitting, the next trend to hit the workplace seems to be ‘Rusting out’, the term used to describe a state of disengagement and apathy that can occur when someone feels unchallenged or unfulfilled in their work. It’s something that’s often associated with feelings of boredom and stagnation and can lead to a decline in motivation and productivity.

The benefits of ensuring employees are engaged is well established and is of course paramount for business growth. Finding the right work environment is therefore essential and, whilst working from home and hybrid working options really suit some people, others find being away from the office leaves them feeling less connected or engaged by work and at risk of ‘rusting out’.

There are several varying factors such as personality, work environment, job characteristics, and personal circumstances that can contribute to it, for example the nature of the work itself can play a significant role in preventing rust out. If the work is inherently unchallenging or lacks variety, it can lead to monotony and reduced motivation, regardless of whether one is working from home or in a traditional office setting. Employers should therefore strive to provide stimulating and meaningful work assignments to maintain employee engagement and prevent rust out.

Additionally, the increased autonomy and flexibility working from home provides allows individuals to have more control over their work schedules and environment. This can be beneficial as it provides an opportunity to manage work in a way that suits individual preferences and needs. Having control over one's work can help prevent rust out by promoting a sense of ownership and engagement but the lack of social interaction that can occur when working remotely is a real red flag. Social connections and interactions with colleagues are important for motivation and engagement in work so if an individual feels isolated and lacks opportunities for collaboration and socialisation, it may increase the risk of rust out.

The blurring of boundaries between work and personal life can be another problem. A lack of clear routines can make it challenging to maintain a healthy work-life balance because without proper boundaries, people may find themselves constantly working or struggling to separate work-related tasks from personal activities. This lack of structure can contribute to feelings of monotony and eventually lead to rust out.

Like its distant cousin ‘burn out’, ‘rust out’ can have a real negative impact on an individual's well-being and performance. Recognising the signs and taking appropriate steps to address the underlying causes is essential to restore motivation, engagement, and overall satisfaction in work and life. To mitigate the risk of ‘rust out’, it's important for individuals and organisations to establish effective communication and social connections, prioritise work-life balance, and ensure that work tasks remain engaging and meaningful!

Connecting inquiry

Keywords

Resilience – Science – Spirituality – Positive Change

In this episode of Resilience Unravelled Susan Bauer-Wu discusses her background in nursing and meditation research and how she became President of the Mind and Life Institute. This is an organisation co-founded by the Dalai Lama in 1987 that aims to bring science and contemplative wisdom together to better understand the mind and create positive change in the world. In her work with Mind & Life, Susan has championed “human-earth connection” as a priority.

Susan began her career as a registered nurse specialising in oncology and end-of-life care, and later completed PhD studies in psychoneuroimmunology. She has held leadership, teaching, and clinical positions in non-profits, higher education, and health care, and is the author of Leaves Falling Gently: Living Fully with Serious & Life- Limiting Illness through Mindfulness, Compassion & Connectedness.

Main topics

• Connecting inquiry with important issues in the world today, including climate change.

• Reversing climate crises through heart-based practices.

• Bridging science and contemplative wisdom to create positive change in the world.

• The need for resilience and political will in addressing climate change

• The challenges of changing capitalism and overcoming prejudice against women like Greta Thunberg.

Timestamps

1:  Introduction of speakers. Susan introduces herself and her role in Mind and Life Institute- 00:00-01:54
2. Mind and Life Institute.  Susan talks about Mind and Life as an incubator for meditation researchers, shares the history of the first Mind and Life dialogue and talks about the 35 years of archival footage that Mind and Life has recorded - 02:08-04:03
3. A Future We Can Love. Susan talks about the importance of connecting inquiry with real-world issues - 06:31-07:34
4. The urgency of the climate crisis - 08:34-09:30
5. Susan talks about her latest book; A Future We Can Love - 20:45-22:37
6. The Climate Emergency feedback loops videos - 22:10-22:37
7. Capacity for Change. The capacity for humans to change their behaviour - 26:40-27:34.
8. The concept of wonderment or awe - 27:34-28:22
9. Taking Action. The importance of taking action - 28:22-29:18

Action items

To learn more, please visit Mindandlife.org.
Purchase Susan’s latest book A Future we can Love.

 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.  

Building Emotional Resilience: Tools for Managing Stress and Setbacks by Edrian Blasquino

Stress is inevitable. That's why it is crucial to understand it, its causes, and how to manage it better. While stress has its benefits, too much of it can be dangerous. 

Stress happens when it detects a threat (or stressor), and the body quickly goes on high alert but quickly recovers once it passes. These stressors include health, job, finances, family, race and gender discrimination, and daily hassles. If these stressors persist, your body might be in a permanent state of high alert, resulting in problems in focusing, bad moods, professional burnout, and mental and physical health. Stress could also result in weight gain, especially during ovulation for women. However, chronic stress can cause the body to operate abnormally, leading to health issues like heart disease, high blood pressure, diabetes, depression, and anxiety. 

But you need to know that understanding and being prepared for stress can make it easier to get through it. And controlling our well-being can help in our ability to bounce back from a stressful situation. Some of us refer to managing and overcoming stress as resilience. 

In this article, we'll talk about developing resilience so you can manage stress and setbacks in your everyday lives.

The Importance of Resilience

Resilience (or resiliency) is the ability to adjust and bounce back when things don't go as planned. Resilient people don't wallow in failure or spend too much time reflecting on it; instead, they accept the situation, admit their faults, and move on.

There are three essential factors for resilience:

Challenge: Resilient people see difficulties as challenges rather than terrifying occurrences. They perceive errors and mistakes as chances for progress and lessons to be learned. They don't see them as an insult to their intelligence or sense of worth.

Commitment: Resilient people have a strong purpose to get out of bed in the morning because they are committed to their life and ambitions. They dedicate themselves to their friendships, relationships, issues they care about, and religious or spiritual convictions in addition to their work.

Personal Control: People with high levels of resilience concentrate their time and effort on the circumstances and events they can affect. They feel empowered and confident because they focus their efforts where they will make the most significant impact. People who spend a lot of time worrying about things they cannot control frequently feel lost, useless, and unable to take any action.

How to Manage Stress and Develop Emotional Resilience

Managing stress and developing stress is crucial for one's health. Stress can lead to numerous physical, emotional, and mental health problems, such as weight gain, contagious burnout, and depression, among others. These are some advice that you can use:

Recognise Stressors and Combat Them

When you're stressed, your body will let you know with symptoms like difficulties concentrating, headaches, cold hands, tight muscles, an anxious stomach, clenched teeth, feeling on edge, fidgety, irritable, or withdrawing. You can cope with stressful situations by being aware of your body's signals. Learn to identify these feelings, either to oneself or a friend, and label them. Take action to counter their effects after that. For instance, you can relax and release tension by deep breathing, stretching, taking a stroll, writing down your thoughts, and setting aside some quiet time to concentrate.

Take Time for Yourself

Make looking for yourself a daily habit. It may mean saying "no" to requests or setting your needs above your obligations, but it is not being selfish or indulgent. Make minor adjustments to your routine to help you become more resilient to stressful situations. Work to finish in time to go to bed, exercise, eat well, and relax. Consider a personal laundry service, so you could have more time to do the things you enjoy. Adding exercise to your routine, which for some may include yoga or meditation, can be crucial when you're feeling stressed. Spending some time every day looking for the "good minutes" or doing something you enjoy, like reading a book or listening to music, can help you shift your focus from the terrible to the good.

Adopt New Habits

The additional structure can give your day a framework that enables you to pay attention to your body's signals, from arranging showers and bedtimes to blocking off time to plan and prioritize chores. Then, you might start taking action to manage stress sooner than before.

Connect and Meet New People

Thanks to technology, maintaining contact with loved ones, friends, and groups is now simpler than ever. Being or having a conversation partner can be comforting and reassuring. Also, using videos for discussions over the phone or online might improve their connection.

Reframing Problems

Consider sitting in traffic or doing chores around the house as an opportunity to enjoy music, podcasts, or beautiful vistas, as experts refer to altering how we think about and react to stress as "reframing." Consider what might happen in a rude behaviour to help you control your anger in return. Keeping things in perspective is crucial for enhancing stress resilience. In addition, you should think positively and make plans before tackling problems. Reframing is something you can practice and get better at over time.

Seek Help

Many people experience the same daily stresses brought on by caring for others, relationships, health, employment, and money. If possible, look for advice and information from friends, relatives, or other reliable sources.

Final Thoughts

One must develop resilience and stress management abilities to succeed in today's demanding world. Individuals can develop the inner strength required to overcome obstacles and maintain well-being by understanding the nature of resilience, fostering emotional well-being, developing problem-solving and adaptability skills, cultivating a supportive network, and engaging in mindfulness and stress management practices. Unlock your potential for success by adopting resilience and stress management as lifelong practices.

A leader must have the tools and resources to build resilience to lead your team better. To help you, QED Organisational Development is an innovative company that assists organisations in improving performance and results. In this demanding industry, they are experts in helping you stay resilient and connected. Click here to learn more about their services.

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.

Tap into your natural strengths

Keywords

Resilience – Perpetual Style Theory – Perception - Senses

In this episode of Resilience Unravelled, Dr Russell Thackeray talks to Lynda-Ross Vega, and Gary Jordan about their Perceptual Style Theory which focuses on a strengths-oriented approach that helps people understand what they do well.

Lynda-Ross has over 35 years of experience in senior management and as a business owner/entrepreneur and is an expert at harnessing the power of perception to help individuals and organisations implement change, empower collaboration, and develop talent.  Gary has over 40 years of experience in clinical psychology, behavioral assessment, individual development, and coaching. He earned his doctorate in clinical psychology from the California School of Professional Psychology-Berkeley in 1980. In 1983 he joined forces with Lynda-Ross Vega and created Perceptual Style Theory™, a revolutionary psychological assessment system that provides the answers for people to tap into their natural strengths and find more meaning and satisfaction in life. 

Perceptual Style Theory identifies six different styles based on how people perceive the world through their senses. The six styles are vision, goals, methods, adjustments, flow, and activity and each style has relationships with its neighbouring styles as well as opposites and one-offs. Activity is described as being focused on people and networks while building meaning through personal experience. Adjustments make meaning through observation and see complexity in things.

Each style has its own unique characteristics and strengths and Lynda and Gary emphasise the importance of self-awareness in understanding one's own style and how to use it effectively. They also suggest that understanding other people's styles can improve communication and relationships.

Main topics

• How Perpetual Style Theory helps people understand their natural and acquired skills.

• The different styles involved in the Perpetual Style Theory

• How the tool can be useful for self-awareness and communication

• The importance of self-awareness

 Action items

• Find out more about Lynda and Gary at https://www.yourtalentadvantage.com/

• Look at the free assessment as a taster

• Read their book "Unlock the Power of Your Perception”

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.  

Social media and the rise of toxic positivity.

During the pandemic many people found that maintaining a positive outlook helped them to cope. However, positivity can be a two-edged sword and, whilst it’s generally good for our mental health, unrelenting optimism or ‘toxic positivity’ can make us feel a whole lot worse.

The phrase ‘toxic positivity’ refers to the excessive and unhealthy promotion of positive thinking and the denial, invalidation, or suppression of negative emotions or experiences. It occurs when people are encouraged to always maintain a positive attitude, even in the face of genuine challenges, difficulties, or hardships. No matter how bad a situation looks, positivity needs to be maintained and anything that triggers a negative emotion must be rejected.

This pressure to always maintain a positive attitude can be exacerbated by social media platforms where people showcase their accomplishments, happy moments, and positive experiences. A constant stream of curated content can create unrealistic expectations and make others feel inadequate or flawed if their lives don't match up. Seeing other people’s seemingly perfect lives can create a sense of pressure to portray oneself in the same way and lead to feelings of inadequacy and anxiety. As content users share will favour positive experiences and achievements, the illusion that everyone's lives are consistently positive and perfect further reinforces toxic positivity.

Because social media platforms thrive on likes, comments, and shares, users may seek validation and approval through positive feedback and engagement resulting in a tendency to focus on presenting a positive image to garner more attention and affirmation. This further perpetuaties toxic positivity and encourages the dismissal or invalidation of negative emotions. People may feel pressured to quickly move past challenges or hardships, suppressing their true feelings in favour of maintaining a positive image which can lead to a lack of emotional authenticity and hinder genuine connection and support.

It is important to remember that social media itself is not inherently toxic or negative. It can be a powerful tool for connecting, sharing experiences, and spreading positivity. However, the way in which it is used and the behaviours it can encourage may contribute to the perpetuation of toxic positivity, so it is essential people are mindful of these influences and cultivate a healthy balance between sharing positivity and acknowledging the full range of human emotions and experiences.

Whilst negative emotions are seen as a failure or weakness and are unpleasant and hard to deal with, they are important and need to be dealt with openly and honestly and although it’s undeniably a good thing to look on the bright side and be grateful for what we have, it’s also important to acknowledge and listen to our emotions – even when they’re not as pleasant.

Negotiate differently

Key Words

Resilience  - Negotiation – Conflict Resolution – Mindset – Authenticity – Bias – Cultural Difference

In this episode of Resilience Unravelled, Dr Russell Thackeray talks to Beth Fisher-Yoshida, a global expert and educator in intercultural negotiation and communication. She’s the program director of Columbia University’s Master of Science in Negotiation and Conflict Resolution and a negotiation consultant for the United Nations. IN this podcast Beth talks about how everyone can make a difference by being open to learning how to negotiate differently.

Beth talks about negotiation and conflict resolution and the importance of having a flexible mindset when operating in different cultures or dealing with conflicts, the challenges posed by media polarisation and the loss of objective news reporting. She also touches on the importance of debate and learning from arguments, even if one doesn't "win."

Beth highlights the importance of being open-minded, adaptable, and respectful in relationships and learning, the challenges of bias and cultural differences that affect negotiations and the different contexts in which negotiations occur. She also outlines the tools and skills necessary for successful negotiations as well as the need to be both a teacher and a learner. She then touches on the concept of authenticity, emphasising that it does not mean being uncontrolled or inflexible but rather embracing all facets of oneself while adapting to different contexts.

Main topics

• The importance of having a flexible mindset when operating in a different culture

• The importance of listening and considering another person's point of view

• Tools and techniques for negotiation

• The language of conflict resolution

• The importance of debate

• How you can learn from losing an argument

 Timestamps

1: Introduction - Russell Thackeray introduces Beth Fisher-Yoshida - 00:00-00:23
2: Background - Beth talks about her background and how she got interested in conflict resolution and negotiation - 02:02-03:29
3: Language and Conflict Resolution - Russell asks Beth about the development of language in conflict resolution and negotiation - 04:32-05:53
4: The Art of Debate - Russell and Beth discuss the importance of debate and the possibility of losing an argument while still learning from it - 08:21-09:01
5: Learning and Adapting - Russell and Beth talk about the different ways of learning and adapting to different cultures and environments - 11:23-13:42
6: New Story, New Power: A Woman's Guide to Negotiation - Beth talks about her book, New Story, New Power, and its contents and structure - 17:34-20:12
7: Negotiation Tools and Techniques - Russell asks Beth about some of the tools and techniques for negotiation that are discussed in her book - 20:20-21:17
8: Real-Life Examples - Russell Thackeray and Beth Fisher-Yoshida discuss some of the real-life examples of negotiation that are presented in her book - 21:17-22:45
9: Conclusion - Russell Thackeray and Beth Fisher-Yoshida wrap up the conversation and discuss how to find out more about Beth Fisher-Yoshida and her book 24:02-25:06

Action items

•  Read Beth’s book ‘New Story, New Power: A Woman's Guide to Negotiation’ which focuses on negotiation strategies for women

• Find out more about Beth at bethfisheryoshida.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.  

Leveraging personal connections. It’s an age thing?

Nepotism can take many forms but, however it appears, it’s seen as unethical, leading to a lack of fairness and objectivity in decision-making processes and of creating a negative perception of an organisation that results in reduced trust and respect among employees and stakeholders. Now, a recent survey of 2,000 working age UK adults carried out by ethical hiring experts Applied has looked at the role ‘nepotism’ plays in hiring and how the workforce feels about leveraging personal connections to get ahead. 

The research found that 42% of those surveyed had gained a job or job offer after a referral from a personal connection, that men were 33% more likely to have benefitted and that  younger workers, 68% of Gen Z and 60% of Millennials benefitted compared to 25% of over-55s. 24% of the Gen Z workers were unemployed beforehand with 49% entering into entry or junior roles, 27% into middle-management positions and 14% into a senior management role. This would suggest that personal connections play a critical role in helping younger workers with little to no work experience get a foothold on the employment ladder.

There is also a age difference in how people felt about taking advantage of a personal connection to advance their career, 77% of workers across all age groups said that they would but Gen Z respondents were most likely to feel morally conflicted about it with 60% of 18-24 year olds saying they disagreed with leveraging personal connections to land jobs “on principle” or as a matter of ‘fairness’ compared to 41% of over-55s. However, older workers who disagreed with “nepotism” were more likely to stick to their principles. Of the 60% of Gen Z respondents who disagreed with nepotism on principle, 75% said they would take advantage of it anyway. By comparison, 41% of over-55s who thought nepotism was unfair, just 33% said they’d go ahead.

The findings also suggested that some people are worried that nepotism might change how they are perceived by friends and colleagues. This seems to be a bigger issue for older workers with 51% of over-55’s surveyed saying they’d feel comfortable telling friends or colleagues they’d landed a job through a personal connection, compared to 68% of 18-24 year olds, suggesting that younger workers are more prepared to embrace who they know rather than what they know.

In today’s workplace nepotism is a concern for people of all ages and, as the workforce becomes increasingly diverse and globalised, it's important for organisations to prioritise fairness and inclusivity in order to attract and retain top talent from all backgrounds. One-way organisations can address the issue of nepotism is by implementing clear policies and guidelines around hiring, promotion, and other personnel issues so decisions are made based on merit and qualifications, rather than personal connections or biases.

Another approach is to focus on creating a more diverse and inclusive workplace culture, which can help reduce the influence of personal connections and create opportunities for people from all backgrounds to succeed based on their skills and abilities. This may involve initiatives such as unconscious bias training, mentorship and sponsorship programs, and diversity and inclusion task forces or committees.

Ultimately, it's important for organisations and individuals to recognise the negative consequences of nepotism and strive to create a culture of fairness and equal opportunity, based on merit and qualifications, rather than personal connections.

What constitutes value?

Keywords

Resilience – Valuepreneurship – Productivity – Value – Perspective

In this episode of Resilience Unravelled, Dr Russell Thackeray talks to Sanjeev Loomba, a distinguished business leader and an expert in the field of Valuepreneurship™. Sanjeev has worked with leaders from major companies like Johnson & Johnson, Vodafone, Reckitt Benckiser, Cognizant and in this podcast he shares his background, starting as a junior auditor, his disillusionment with the way business was done and eventually of establishing his own company Real Potential. He also talks about his journey in industry as a finance director, marketing director, strategy director and CEO of different corporations across different countries and industries.

He also talks about his methodology valuepreneurship, which is about looking at the world differently and focusing on end impacts for customers or whoever they serve to drive productivity up. His book, The Ninth Gear, provides a method for implementing valuepreneurship and is divided into five sections with a focus on understanding what constitutes value. The first section focuses on establishing a culture and understanding value. The second section is about developing strategy for any profession or pursuit. In the third section, Loomba encourages readers to examine their mindset and become resilient leaders. The fourth section explores what it means to be a leader in today's world, while the fifth and final section addresses unifying people and building relationships. Sanjeev believes that his book can benefit anyone pursuing a professional career, from CEOs to small business owners, sportspeople or musicians etc.

Main topics

• the importance of perspective and context in understanding value, and how organisations can become too siloed

• the concept of valuepreneurship, where individuals prioritise making an impact on others over selling products or services

• the need for collaboration and calculating return on investment to show the value of decisions.

 Timestamps

1: Introduction and greetings - 00:00-00:25
2: Sanjeev's Background and Approach - 00:41-02:08
3: Sanjeev's approach to looking at the world differently and finding hidden talents - 05:12-05:59
4: Sanjeev's example of helping a company re-strategise and think about the impact of their work - 06:12-09:45:
5: Sanjeev's ability to make discontinuous leaps and links between different subject areas - 10:10-13:18
6: The importance of perspective and context in developing resilience - 13:54-15:03
7: Overview of Sanjeev's book, "The 9th Gear” - 24:36-30.50
8: Conclusion

Action items

• Read Sanjeev’s book The Ninth Gear

• Find out more about Sanjeev at valuepreneurship.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.  

The benefits of team collaboration.

A highly-motivated and engaged workforce that's in-tune with one another not only improves productivity and efficiency, but also the long-term well-being of individuals as well as enabling better idea-sharing and problem-solving.

A recent Stanford University study highlighted the benefits of effective team collaboration by showing that employees who were primed to act collaboratively stuck to their task 64% longer than those that worked alone, The research also reported higher engagement levels, lower fatigue levels and a higher success rate whilst another report by the Institute for Corporate Productivity showed that a collaborative approach helps companies by revealing that firms promoting collaborative working are five times more likely to be high performing.

Team collaboration refers to the process of working together towards a common goal or objective. In a collaborative team environment, individuals come together to share ideas, insights, and knowledge to achieve a shared goal and this is essential for achieving success in any organisation, as it allows individuals to leverage their unique strengths and expertise to create innovative solutions and drive results. When teams collaborate effectively, they achieve better outcomes than individuals working in isolation, by drawing on the diverse perspectives and experiences of all team members.

To foster effective team collaboration, it's important to establish clear communication channels, roles and responsibilities, and to set expectations around how individuals, teams and departments work together. This may involve defining shared goals and objectives, establishing processes for sharing information and ideas, and providing feedback and support to team members.

It is also essential to build a positive team culture that encourages openness, trust, and mutual respect among team members that will promote a growth mindset, continuous learning and development, and the recognition and celebration of individual and team achievements. The correct tools are also required so collaboration software and tools, such as project management software, communication platforms, and file-sharing tools, as well as training and support to help individuals use these tools effectively need to be in place.

Collaboration is all about making staff feel part of a team that is working towards the same goals so when everyone is fully invested and pulling in the same direction, the end result will be far more positive, for both the team and the company.

Ultimately, team collaboration can lead to more effective and efficient work processes, improved outcomes, and a stronger sense of community and purpose within organisations.

Future proof your organisation

Keywords

Resilience – Future Proofing – Adaptive Transformation – Processes and Systems

In this episode of Resilience Unravelled Lisa L. Levy an author, speaker, coach, consultant, and entrepreneur talks about future proofing your organisation. Lisa is the author of  Future Proofing Cubed and founder of Lcubed Consulting, a management consulting firm that focuses on aligning  people, processes and technology.

Her secret sauce to success is leveraging key elements of Project Management, Process Performance Management, Internal Controls, and Organisational Change Management to build teams with the skills and capabilities to drive strategic results. Lisa focuses on helping her clients narrowed down the top 3 challenges they usually face:
Clarity - complete analysis to identify your business & revenue inhibitors.
Enablement - mind control empowerment for your entire team and organisation
Performance - clear objectives and frequent accountability and performance review

Main topics

• The importance of processes in organisations and the need to break them to be more innovative and efficient.

• The importance of process building, system design, and leadership management in future-proofing an organisation.

• The challenge of aligning people, processes, and technology to achieve organisational goals.

• The need for effective communication and training to ensure the successful implementation of systems and processes.

• The importance of adaptability, innovation, and ideation in business.

• The need to constantly generate new ideas to stay ahead of competitors and avoid stagnation.

• The importance of learning from failures.

• The lack of understanding of process and statistics among managers.

• The need for businesses to be agile and adaptable in order to succeed in an ever-changing world.

Timestamps

1: Introduction from Dr Russell Thackeray - 00:01-00:38

2. Lisa’s background - 01:31-02:30:

3. Russell asks Lisa about her concept of future proofing - 04:48-05:57:

4. Lisa explains her adaptive transformation framework and how it can be used by companies of any size - 05:26-06: 34:

5. Russell asks about Lisa’s personal background and experience with future proofing.06:47-07:39:

6. Russell asks Lisa about the critical processes that business owners and board members need to be aware of to future proof their organisation - 13:41-15:25

7. Lisa discusses the importance of organisational change management and leadership in future proofing - 15:26-17:03:

8. Lisa discusses her book, Future Proofing Cubed, and its focus on the Adaptive Transformation Frameworks - 20:06-21:13

9. Lisa describes her favourite chapter in the book, which addresses the problems that keep leaders up at night - 21:27-22:35:

10. Russell and Lisa discuss the importance of ideation and learning in future proofing. - 26:06-26:41

11. Russell thanks for her time and asks how listeners can find out more about her - 27:28-29:45:

Action items

• Find out more about Lisa’s book Future Proofing Cubed Action items to find out how to gain tactical ideas on how to use the Adaptive Transformation Frameworks https://www.amazon.com/Future-Proofing-Cubed-Productivity-Profitability/dp/B089781S7D

• Contact Lisa to learn more about her work and expertise at https://www.linkedin.com/in/lisallevy/ or https://lcubedconsulting.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.  

Never go back?

When people resign from a position it generally means they’re finished with that company permanently but that's not always the case. Following the Great Resignation, a large number of people are going back to their former workplaces as returning employees. In fact, a recent study by UKG shows that 43% of people who quit their jobs during the pandemic think they were better off in their old job with almost 1 in 5 of those who left jobs during the pandemic returning to their previous employer.

People can change jobs for many reasons such as improved salary, increased job security, flexible work options or simply a change of scenery but, during the pandemic, many of these things took on greater importance. Organisations entered a survival rather than an expansion mode so there were few new opportunities, which left employees, stuck in their role with limited options for change. Many decided to move elsewhere but now, as the pressures of the pandemic recede, their original companies are coming back with new opportunities and working conditions. So, as the original reasons for leaving lessen, we’re seeing the rise of the boomerang employee!

A boomerang employee is someone who leaves their organisation but then chooses to return after a period of time and it's a move that can be beneficial for both the employee and the organisation. For the employee they may bring new skills, perspectives, and experiences gained from their time away and these new credentials can be useful tools for negotiating a return to a higher position, improved pay or a more flexible work arrangement. Organisations may benefit from boomerang employees because they already have an understanding of the company culture, policies, and procedures, which can mean lower training and on-boarding costs. Because they want to return, whether its because they miss the culture, people or work itself, they will be motivated and want to succeed which can only be good for productivity and overall performance. 

There are a few downsides though. Returners may be coming back to the same problems they faced previously, they may just want to return to their comfort zone and there could be personnel issues with employees who stayed with the organisation and have not been promoted. Some organisations may have a different mindset around rehires. Given that these employees have already left once, does it appear to be rewarding disloyalty and encouraging other employees to leave and, if companies are looking at re-hiring former workers, where does that leave the labour market going forward?

The pandemic has delivered many new social and work trends and one is the opportunity for employers to engage with and truly listen to what their workers want and need. Maybe, as well as being an indicator of what motivates people to leave a job, boomerang employees could show what could make them stay?

Building talent-centric organisations

 Keywords – Resilience – Communication Style – Leadership Alignment – Performance –Talent-centric

 In this episode of Resilience Unravelled, Dr Russell Thackeray talks to Carol Schultz a talent equity and leadership advisory expert. Recognised for her proficiency in corporate leadership, Carol spent three decades helping executives gain clarity in their careers, make bold leadership moves, and create cultures of performance.

In this podcast Carol talks about her work helping companies build talent-centric organisations. She explains that leadership alignment is crucial to achieving this goal and that she often starts with discovery meetings to identify gaps in vision and communication. She also discusses generational differences in communication preferences, the importance of diversity for avoiding groupthink and the challenge of dealing with conflict as a leader.

Carol also discusses the importance of communication and coaching for effective workplace relationships. She believes that blind spot awareness is crucial for building a talent-centric organisation but acknowledges that not all successful organisations prioritise this. She also talks about the challenge of working with people who have different beliefs or backgrounds, and how to navigate personal issues in the workplace.

Finally, she mentions her book "Powered by People," which focuses on recruitment, retention, and revenue in talent-centric organisations.

Main topics

• discovering gaps in vision, business strategy, and communication

• the differences in communication between generations

• the importance of effective communication and understanding

• coaching to uncover blind spots and give AHA moments

• getting leadership teams aligned so they can take action on other matters

• the need for effective team communication

• understanding the preferred communication style of team members

• addressing personal issues that may affect an employee's performance in the workplace.

• why leadership teams should be open to conversations about improving organisational performance

Timestamps

1: Introduction and Guest Introduction (0:00-0:24)
2: Aligning Leadership Teams (0:50-2:58)
3: Communication Differences (3:06-4:37)
4: Effective Communication Strategies (5:20-6:35)
5: Coaching for Improved Communication (15:06-17:16)
6: Overcoming Personal Biases (18:10-20:47)
7: Addressing Organisational Issues (21:03-23:26)
8: Guest's Book and Interview (25:09-27:39) 

Action items

• Read Carol’s book Powered By People: How Talent-Centric Organizations Master Recruitment, Retention, and Revenue (and How to Build One) 

• Find out more about Carol at  verticalelevation.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.  

Beyond DeepFakes: Navigating Ethical Challenges and Building Trust in Generative AI by Bash Sarmiento

 The application of generative AI has seen immense growth in recent years, and ethical challenges must be considered.

A generative AI is a type of artificial intelligence that creates new outputs from existing data, and can generate human-like photographs that look almost real. This technology has the potential for great good but also presents ethical challenges and risks. In this article, we will explore the meaning of deep fakes, the ethical challenges associated with their use, and the importance of building trust in generative AI.

Understanding DeepFakes

DeepFakes are manipulated or synthesised media, such as videos or images, created using deep learning algorithms. They use generative adversarial networks (GANs) to generate or alter content that appears highly realistic and often deceiving.

DeepFakes gained attention for creating realistic but fabricated videos where people appear to say or do things they never did. They raise ethical concerns due to their potential for spreading misinformation, manipulating public opinion, and violating privacy. While not inherently malicious, the misuse of DeepFakes has sparked discussions about their ethical implications and the need for detection methods and public awareness.

Ethical Challenges in Generative AI

Ethical challenges in generative AI arise from the potential consequences and implications of AI systems that can generate content, such as images, videos, and text, with increasing levels of realism. Here are some key ethical challenges in generative AI:

Misinformation and Manipulation

Generative AI can create highly effective fake content, raising concerns about the spread of misinformation and manipulation.This can have significant consequences in journalism, politics, and public discourse, where AI-generated content can deceive or manipulate audiences.

Privacy and Consent

Generative AI systems often rely on large datasets, including personal information, to learn and generate content. The use of personal data without consent or knowledge of individuals can infringe upon privacy rights.

Bias and Discrimination

Generative AI systems learn from existing data, which can contain biases and prejudices in the training datasets.

If not properly addressed, generative AI can perpetuate and amplify existing biases, leading to discriminatory outcomes in generated content. This can exacerbate societal inequalities and reinforce stereotypes.

Intellectual Property and Copyright

Generative AI raises challenges regarding intellectual property rights.

AI systems can generate content that resembles existing works, raising questions about copyright infringement and ownership. Determining the boundaries between creative inspiration, fair use, and plagiarism becomes more complex when AI generates content.

Authenticity and Trust

As generative AI becomes more advanced, distinguishing between AI-generated and authentic content becomes increasingly difficult. This erosion of authenticity can undermine trust in media, institutions, and individuals. Verifying the integrity of information becomes challenging and can lead to scepticism and doubt.

Unintended Consequences

The deployment of generative AI systems can have unintended consequences. AI-generated content can be exploited for malicious purposes, such as deepfakes for defamation, harassment, or social engineering. The potential for misuse and harm requires careful consideration and safeguards.

Building Trust in Generative AI

Building trust in generative AI is crucial to mitigate ethical concerns and ensure the responsible and beneficial use of the technology. Here are some key approaches to building trust in generative AI:

Transparent Algorithms and Explainability

Enhancing the transparency of generative AI algorithms helps users understand how the AI system generates the content and makes decisions. Providing explanations and interpretability can increase trust by enabling users to evaluate the reliability and fairness of the generated content.

Robustness and Detection Mechanisms

Developing robust generative AI systems that are resilient to adversarial attacks and manipulation is essential. Implementing effective detection mechanisms to identify AI-generated content and distinguish it from authentic content helps build trust by enabling users to verify the authenticity and reliability of the media they encounter.

Regulation and Policy Frameworks

Establishing clear regulatory frameworks and industry standards for developing and deploying generative AI technologies can help build trust. Regulations can address privacy, consent, intellectual property rights, and the responsible use of generative AI, providing a foundation for ethical practices and accountability.

Education and Awareness

Promoting digital literacy and raising public awareness about generative AI research can empower individuals to make informed judgments about the content they encounter. Education initiatives can focus on teaching critical thinking skills, media literacy, and the ability to identify and verify trustworthy content, thereby reducing the risk of manipulation and misinformation.

Responsible Use and Ethical Guidelines

Encouraging developers and practitioners to adhere to ethical guidelines and responsible AI practices is essential. Industry initiatives and organizations can promote the responsible use of generative AI by emphasizing ethical considerations, ensuring transparency, and prioritizing user privacy and consent.

User Involvement and Feedback

Engaging users and incorporating their feedback in developing and deploying generative AI systems can foster trust. Including user perspectives and preferences helps ensure that the technology aligns with societal values and user needs, fostering a sense of ownership and trust in the AI systems.

Collaboration and Partnerships

Foster collaboration among different stakeholders, including researchers, industry experts, policymakers, and civil society organizations. Collaborative efforts can lead to developing shared guidelines, best practices, and ethical frameworks for generative AI, enhancing trust and ensuring a broader understanding of the technology's implications.

Case Studies and Examples

Case Studies and Examples of Successful Initiatives and projects addressing ethical challenges in Generative AI:

1. OpenAI's GPT-3 Release and Responsible AI Use: OpenAI's GPT-3, a powerful generative AI model, was released focusing on responsible AI use. OpenAI implemented safety mitigations to reduce potential harmful and biased outputs. They also limited its availability during the initial stages to understand and address potential risks.

2. Partnership on AI: The Partnership on AI is an organization that brings together industry leaders, academics, and NGOs to collaborate on AI ethics and policy. Their projects include developing guidelines for fairness, accountability, and transparency in AI systems and promoting diverse and inclusive AI development.

3. Google's AI Principles and Ethics Board: Google established a set of AI principles to guide its development and use of AI technologies. They also formed an external AI Ethics Advisory Board to provide independent perspectives on ethical challenges. This initiative aimed to ensure that AI technologies align with societal values and prioritize human well-being.

Lessons learned from past experiences and failures:

1. Microsoft's Tay Chatbot: Microsoft's chatbot, Tay, was launched in 2016 with machine learning capabilities to interact with users on social media. However, malicious users quickly compromised it, leading to the bot producing offensive and inappropriate responses. This incident highlighted the importance of robust safeguards and moderation mechanisms to prevent abuse and ensure responsible AI deployment.

2. Bias in Facial Recognition Systems: Several instances have revealed biases in facial recognition systems, where the technology performed poorly on certain demographic groups, particularly people with darker skin tones. These failures underscore the significance of diverse and representative data and rigorous testing and evaluation to mitigate biases and improve the fairness of AI systems.

Impact of ethical practices on user trust and societal outcomes:

Ethical practices in generative AI profoundly impact user trust and societal outcomes. When users have confidence in AI developers' ethical standards, they are more likely to trust and engage with AI systems. This trust fosters user adoption and acceptance, leading to positive societal outcomes.

 By addressing ethical challenges such as bias, fairness, and transparency, AI initiatives can contribute to equitable and inclusive outcomes. Ethical practices also help mitigate the potential negative consequences of AI, ensuring that AI technologies align with human values and promote the well-being of individuals and society.

Conclusion

The application of generative AI presents opportunities and ethical challenges that must be addressed to build trust in this technology. Understanding the ethical implications and developing mechanisms for detection, regulation, education, collaboration, and user involvement are key steps to ensure the responsible use of generative AI. If done correctly, these efforts enable users to make informed decisions and foster beneficial outcomes for individuals and society. By adhering to ethical guidelines, transparent algorithms, and robust safeguards, generative AI can be utilised responsibly, resulting in positive societal impacts.

About the author

Bash Sarmiento is a writer and an educator from Manila. He writes laconic pieces in the education, lifestyle and health realms. His academic background and extensive experience in teaching, textbook evaluation, business management and traveling are translated in his works.

Making remote management work

 Keywords - Resilience – Working Remotely – Travelling - Change - Remote Works

In this episode of Resilience Unravelled Ali Green, a digital nomad who has been traveling full time since 2017, shares her experiences of working remotely and living a life of constant change. She talks about how she learned to keep in touch with her company while traveling and how she found success as an employee, freelancer, consultant, and writer. Ali also discusses the challenges of building deep relationships while constantly on the move and emphasises that it's possible to find your tribe even when you're not physically around them. She shares her most challenging experience in Asia where being far from her support system made her feel isolated at times.

Finally, she reveals some of her top experiences so far as a digital nomad- including skydiving in Brazil and organising a trip to Japan for remote co-workers which helped deepen their bond despite never meeting again in person.

She is also the co-author of the book "Remote Works: Managing for Freedom, Flexibility and Focus," which discusses her experiences with remote work and travel. She emphasises the benefits of embracing a resilient mindset to navigate the challenges that come with this lifestyle, such as language barriers and cultural differences. The book offers practical advice for managers on how to effectively lead remote teams and maximise productivity.

Main topics

• Ali's top three experiences while traveling.

• How Ali developed resilience while traveling and working remotely.

• The future of remote work.

• How to form and maintain connections while traveling.

• The importance of having a support system while traveling.

• The challenges of working remotely and managing a team in different time zones.

• The benefits of asynchronous communication in remote work.

Timestamps

1: Introduction and Background 00:02-03:17
2: Early Childhood Experiences 03:35-04:42
3: Professional Struggles 05:52-06:44
4: Nomadic Lifestyle 06:55-08:15
5: Top Experiences 12:46-15:47
6: Remote Work 19:01-22:16
7: Conclusion 23:30-24:27

Action items

• Read Ali's book on remote working, "Remote Works Managing for Freedom, Flexibility and Focus".

• Look for Ali on LinkedIn to connect with her.

   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.  

Ambiverts as leaders

Generally, people are thought to be either introverts or extroverts although most us sit somewhere along this spectrum. Whilst introverts enjoy peace and reflection and may be happier working on their own, extroverts thrive on being around people, engaging with others and enjoying social connection.

If though you possess both traits and can naturally shift your behaviour depending on the environment you’re in then you might be seen as an ambivert. Ambiverts have a balance of both introverted and extroverted personality traits so they may enjoy socialising and being around people, but also need time alone to recharge their batteries. They can be outgoing and assertive when needed, but also reflective and introspective when required. They are comfortable in a variety of social situations, but may also feel drained after extended periods of interaction.

They can also make good leaders and managers as they are adaptable to a variety of situations and can communicate effectively with different types of people. For example, they can be assertive and decisive when needed, but also listen to and empathise with their team members. They can balance the needs of the organisation with the needs of their team members, creating a positive work environment that encourages collaboration and productivity.

Ambivert leaders can also leverage their ability to connect with people to build strong relationships with stakeholders, clients, and employees, which can lead to better outcomes for the organisation. Additionally, they can be comfortable in both leading from the front and delegating tasks to others, which makes them well-rounded managers.

The downside is that ambivert leaders can sometimes struggle with decision-making because they may weigh both sides of an issue equally and find it difficult to choose a course of action. This can lead to delays in decision-making and inaction, which can be problematic in a fast-paced work environment. Another potential downside is that they can  sometimes struggle with prioritising their time and energy and, as they enjoy both socialising and spending time alone, they may find it challenging to balance their work and personal lives. Finally, possessing both introverted and extroverted traits, means they may need to adjust their leadership style depending on the situation so they may struggle to find a leadership style that works for them.

Overall, whilst there are potential downsides to ambivert leaders, these can be mitigated through self-awareness, effective time management, and a willingness to adapt their leadership style if and when needed.

Intentional Leadership

 Keywords - Resilience – Leadership – Intentionality – Implicit Bias

In this episode of Resilience Unravelled Dr Kristen Albert. a leadership coach and podcaster with 30 years of experience in education, discusses her definition of leadership, the importance of intentionality and the aspects positively correlated to leadership effectiveness.

Kristen believes that everyone at every level is capable and responsible for leading within their sphere of influence and talks about the need to change the traditional paradigms surrounding what it means to be a leader. She also discusses how intuition can be misleading but that listening to one's body can provide valuable insight into decision making and her advocacy for diversity and equality in leadership positions.

Main topics

• the leadership circle profile

• hierarchy and leadership

• the need for intentionality in leadership

• the importance of personal work in recognising implicit bias and benefiting from systems that have been created over time.

• the need for leaders to remove fear from the workplace and create psychological safety.

Timestamps

1: Introductions 00:02--00:40
2. Defining Leadership 02:05-03:45
3: Details of Leadership 04:18-06:57
4: Harnessing Potential of Difference 14:30-16:25
5: Personal Leadership 22:10-23:08
6: Ways to Work with Kristen Albert 23:26-25:46
7: Conclusion 25:48-26:20

Action items

•  Find out more about Kristen's Turning Points program which offers leadership coaching, a community, and positive intelligence coaching.

• Listen to her Turning Points in Leadership podcast.

• Visit Liveworksatisfied.com to learn more about Kristen's coaching services.

   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.  

Contagious burnout?

No one is immune to burnout. It’s something that can affect people across every sector and discipline, and it’s also something that's on the rise.

The classic signs of burnout, mental exhaustion, disengagement, negativity, cynicism and reduced productivity are well established and, although we generally think about it as something that affects individuals, it can be contagious!  Contagious burnout refers to the phenomenon where an individual’s burnout symptoms are spread to their colleagues or team members. This type of burnout contagion usually happens after there has been some sort of organisational change such as large-scale redundancies, cuts to budgets, policy reviews or alterations to the management team. In the face of such change, employees may experience feelings of fear, confusion, frustration or anger.

If leaders do not address this, burnout may develop in team members who work closely together which can impact the entire team's wellbeing and productivity. It can also create a culture where working long hours and sacrificing personal time is normalised, creating pressure for others to do to do the same and further contributing to the spread of burnout within the team.

To prevent contagious burnout, it’s essential to prioritise self-care, encourage open communication within the team, and ensure that workload and responsibilities are distributed evenly. Employers can also provide resources for employees to manage stress and offer support for those experiencing burnout. By addressing burnout early and proactively, teams can create a culture of wellbeing and prevent burnout from spreading.

Contagious burnout is incredibly disruptive and costly for both the individual and organisation. For the employee, it can lead to presenteeism, absenteeism and a variety of physical symptoms. For the organisation it can mean high staff turnover, lower productivity and ultimately reduced profitability.  Whether looking at contagious burnout from a corporate or individual perspective, the need should be to focus on strategies that will have a deeper impact and create lasting cultural change.

Lyrical Leadership and the five-step path of transformation.

Keywords - Resilience – Leadership – Poetry – Control - AI

In this episode of Resilience Unravelled, Aneace Haddad, an executive coach and author based in Singapore who talks about his background as a former tech entrepreneur turned leadership coach and writer. He talks about his recently published book, "The Eagle That Drank Hummingbird Nectar," which explores the concept of lyrical leadership through the five-step path of transformation - entering the path, resilience, limiting beliefs, innovation, and mindfulness – to enable leaders to let go of limiting beliefs and labels to become more resilient. The book is structured as a fictionalised account of his experiences and draws on Eastern philosophy principles without explicitly mentioning mindfulness.

Main topics

• The importance of relinquishing control to create a new culture that can solve complex problems.

• The concept of lyrical leadership

• The value of letting go of rigid labels and authority while maintaining some control

• The illusion of self and mindfulness

• Overcoming contradictions and balancing innovation and results

Timestamps

1: Introductions 00:00-00:36
2: Aneace’s background and career 00:41-02:19
3: Aneace's novel and writing process 02:19-04:11
4: Lyrical Leadership and Aneace's approach to coaching 04:46-06:39
5: Aneace's Book "The Dream", Five Steps to Resilience, and Letting Go 06:56-09:49
6: Detaching the illusion of self and mindfulness 11:29-14:33
7: Overcoming contradictions and balancing innovation with results 15:04-16:43
8: Chat GPT and the future of writing 17:43-21:15
9: Contact information 21:52-22:39
10: Conclusion and Farewell 23:00-23:17

Action items

• Find out more about Aneace at aneace.com

• Read Aneace’s book The Eagle That Drank Hummingbird Nectar

  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.