Quiet cutting. A new trend?

Increasing uncertainty in the workplace has led to some organisations to look at different ways of reducing costs. One of the ideas that has increased in recognition is ‘Quiet Cutting’, a way to restructure an organisation by reassigning staff so they remain employed but are moved to new roles that can be less prestigious, have lower pay, and more demanding.
 
Currently, some employers are looking at this as a strategy that can play a significant role in the workplace dynamic because it offers a way of stopping talent loss by leveraging existing staff to meet immediate requirements and maintain stability. Other organisations though can see it as a passive but hostile way to lose workers.

It’s a situation that can be difficult for employees to deal with. Whilst they might feel some initial relief that they are still in a job and may even be retrained, it could also be seen as a demotion and a way of making them quit so their employer can avoid paying redundancy. However, its seen though, it can have a significant effect on an employee’s wellbeing. Employees start to question their abilities, their value, the way the organisation works and its culture. Feelings of confusion, fear, anger, self-doubt, diminished confidence, and anxiety come to the fore, which can also impact on other employees. Even those who aren’t at risk of reassignment see a situation that’s out of their control and may start to look at alternative employment options.

Despite the potential cost benefits, quiet cutting can have a detrimental effect on organisational culture, employee wellbeing, and productivity as employees become disengaged, uncertain about their future and unhappy in a role they didn’t ask for or want. However, the situation can be managed in a more positive way. If the purpose of the changes and future plans are effectively communicated, a reorganisation can increase understanding, reduce uncertainty, and solidify employee commitment. Involving employees in the process and providing support services can also contribute to building a better outcome for both the organisation and employees.

Adoption and destiny

 Keywords

Resilience - Adoption – Separation – Developmental Trauma – Relationships - Destiny

In this episode of Resilience Unravelled Dr Stephen Rowley shares his career journey from public education to psychotherapy and his personal experiences as an adopted individual.

Stephen suggests that separation from birth mothers can lead to developmental trauma and that adoptees often grapple with questions of identity and belonging. He also talks about the emotional outcome when birth parents and adopted children reunite and recounted his recent encounter with his half-sister, who had completed a stint in a halfway house for drug and alcohol addiction. He then shared how, despite her struggle, his sister's brilliance and the connection they shared was truly remarkable.

Main topics

• The core experiences adoptees share.

• How separation can lead to developmental trauma

• The power and interpretation of dreams.

• How our perceptions are heavily influenced by our projections.

• The importance of embracing the unknown and the idea that life is not just a single story but a collection of different themes.

Action items

You can find out more at https://stephenrowley108.com or connect through his social links:

https://www.facebook.com/srowley108
http://linkedin.com/in/stephen-rowley-ma-lmhc-b83ab811
https://www.instagram.com/stephenrowley108/
https://twitter.com/srowley108

His book is: The Lost Coin: A Memoir of Adoption and Destiny  Learn more at stephenrowley108.com/memoir/. 

 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.   

Managing change effectively

In the modern business world, the one constant is change. It’s essential for growth, adaptability, and long-term success. Organisations that embrace change with a well-thought-out strategy that involves key stakeholders are able to unlock new opportunities and overcome challenges more effectively. This was undoubtedly true during the pandemic when organisations were tested as never before. Some showed how well and how quickly they could navigate change, but many others found the fast-moving circumstances far more difficult to deal with.

Organisations that thrive are ones that can respond to an ever-changing environment but the ability to change has to be built into an organisation so it can deliver and adopt to change both in the present and future.  This requires change capability, the comprehensive and dynamic way organisations adapt, learn, and innovate, to manage change effectively. Combining leadership, culture, engagement, and strategic alignment it ensures an organisation remains resilient and responsive in an ever-changing business world.

Change capability is not just about dealing with occasional changes, it reflects a more fundamental and ingrained capacity to continuously evolve and thrive. It means an organisation can navigate its way through different types of change and respond to internal and external shifts. It shows how capable an organisation is of delivering long term change with minimal disruption to its operation and its stakeholders.

This of course makes the ability to manage and adapt to change an essential skill for any business leader. Driving change requires leaders who are adaptable and able to prepare their organisation to withstand external pressures and then come out fighting. Leaders who can’t deal with a rapid rate of change quickly lose their credibility and fail to achieve the required results. Its therefore imperative that organisations ensure that the critical capability skills of its leaders are competitive and relevant.

In today’s complex business environment organisations and leaders need the ability to navigate change. Building sustainable change capability can ensure that changes made to the structure, operation, or culture of an organisation are accepted and long-lasting, that leaders are proactive, innovative, and resilient in the face of uncertainty, and contribute to the long-term success of their organisation.

Resilience and accountability to ‘Win the Day’

Keywords

Resilience – Coaching – Accountability – Productivity

In this episode of Resilience Unravelled Dr Russell Thackeray talks to Ben Kirk, a productivity and high-performance expert. Ben shares his story of how he and his family adapted to the change of moving to Sweden for 10 years. He discusses the setback he faced in his entrepreneurial journey and how he bounced back by leveraging those lessons in his current role as a business and executive coach in Australia. Ben goes on to talk about the role of a coach being direct and challenging and how coaching can help individuals identify and overcome procrastination and perfectionism and provide support and accountability, particularly for those who struggle with these issues.

Main topics

• The significance of resilience and learning from mistakes in the context of accountability.

• The importance of continuous improvement and goal achievement and this approach promotes learning and progress, even in the face of setbacks.

• How coaching can help individuals identify and overcome procrastination and perfectionism.

• The importance of creating habits and routines, understanding triggers, and increasing clarity.

• Implementing strategies for personal and professional growth and the concept of weekly review.

 Action items

• Explore Ben’s website, wintheday.com.au

• Connect with him at https://www.linkedin.com/in/benkirk/

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.   

Burnout or Boreout?

We’ve all heard about burnout. There are numerous articles telling us what signs and symptoms we need to look for but, there is another lesser-known work-related condition that has very similar symptoms. Boreout, is the exact opposite of burnout, but it’s effects can be just as detrimental, with negative consequences on mental health, well-being, and performance.

Most people find themselves bored at work sometimes but if people are bored over a long period of time, stuck in their comfort zone too long or don’t experience any personal development opportunities they often start to feel their job is meaningless and their work as has no value or purpose - they are suffering from boreout.

Employees suffering from boreout may find themselves with too little to do, not enough meaningful work and responsibilities or, constantly having to deal with tasks that are monotonous and don’t utilise their skills and abilities. This can lead to feelings of frustration, dissatisfaction and a lack of motivation that leaves them unfulfilled, disengaged from their work and suffering from a decline in their overall well-being and mental health. From an organisation’s perspective, boreout can lead to reduced productivity and creativity as well as counterproductive work practice such as distraction and absenteeism.

The signs of boreout are very similar to the signs of burnout. People may feel overwhelmed, exhausted, or emotionally drained with little or no purpose or direction. Their behaviours start to change, and they begin to stretch tasks out for longer periods to seem busy and engaged. They do just what is required, come in late, leave early and take more time off sick.

Recognising these signs and taking appropriate steps to address the underlying causes by establishing effective communication and social connections, prioritising work-life balance, and ensuring that work tasks remain engaging and meaningful!  Employers need to create work environments that promote a healthy balance of challenge and support, as well as enabling open discussion about workload and job satisfaction. This might require re-evaluating job roles, providing more challenging tasks, fostering a positive work environment, providing new challenges, exploring avenues for personal and professional growth.

Discussing end-of-life care

Keywords

Resilience – End-of-life – Planning – Communication – Spirituality

In this episode of Resilience Unravelled Dr Russell Thackeray talks to Dr Bob Uslander from Empowered Endings, an organisation that supports people through their end of life. Bob talks about his transition from emergency medicine to palliative care and hospice care, and his motivation to have deeper connections with patients and a desire to bridge the gaps in the healthcare system.

Bob also discusses end-of-life care, the role of hospices, and the need for improved communication and planning around end-of-life decisions. He emphasises the importance of spirituality and religion in end-of-life decisions, the need for planning, and the challenges faced when there are disagreements between patients and their families.

 Main topics

• Why discomfort about end-of-life care, often leads to a reluctance to discuss it.

• The importance of providing patients with options and dignity at the end of life.

• The need for better support and planning for patients and their families during these times.

• The role of spirituality and religion in end-of-life decisions, particularly in relation to medical aid in dying.

• The importance of supporting families, providing therapy, counselling, and bereavement support.

• The challenges faced when there are disagreements between patients and their families.

• The need for open conversations about death to reduce the stigma associated with it.

• The importance of having advocates who understand and can communicate one's wishes in challenging situations.

• The psychological impact on loved ones when making end-of-life decisions and the importance of having a supportive community to navigate those decisions.

Action items

You can find out more at  https://empoweredendings.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.   

Making conflict positive.

Workplaces are a prime breeding ground for conflict. It’s almost inevitable that when people with different goals, opinions, and attitudes work together, insecurities, personality clashes, misunderstandings, breakdowns in communication and competitive instincts all emerge. But, whatever the reason for it, differing viewpoints show that an organisation has diversity, innovation and risk at its core and a culture where people are actively interested.

Most people see conflict as a negative. It’s something that’s hostile, frustrating, and uncomfortable, with a “win or lose” outcome. It’s feared and something to avoid when in fact it’s a normal and natural part of life.  In the workplace, its often subjective - something that might offend or frustrate one person, doesn’t worry another - because workplaces are made up of people who in all probability would never otherwise meet. It’s unlikely they will always agree and share the same goals but, it is possible to use those tensions in a positive way, to work with differences rather than against them.

Effectively managed, conflict can be a learning experience which can stimulate creativity and produce different perspectives and ideas that lead to innovative problem-solving.  Conflict resolution can lead to improved interpersonal and communication skills, a more positive and supportive environment where trust and team dynamics are strengthened and opportunities for personal growth and self-reflection. Unresolved though, conflict can quickly escalate and lead to the disintegration of relationships and teamwork, the removal of goodwill and the loss of areas of common ground. There is also the detrimental financial effect with increased costs in employee turnover, time wastage, increased absenteeism and health or stress-related claims.

Conflict needs to be managed in a way that harnesses the passion people feel about their work. Organisations often aim for the elimination of conflict which means that managers are less skilled at dealing with its emotional aspects so focus on avoiding it. If managers are empowered to see conflict as a core part of a vibrant culture and given the skills, training, and support to recognise, address and manage it, they will be able to gain the benefits from it. Whether it’s through a conflict resolution strategy, such as open communication, active listening, and mediation, an investigation or process, people need to work through the issues, clear the air, and then see how they can go forwards together.

Workplace conflict can be distressing, disruptive, time consuming and expensive but, organisations need the positive outcomes conflict can bring - it’s just a case of learning how to manage and harness its potential.

Integrating connections for well-being

Keywords

Resilience – Writing – Memory Consolidation – Cogent Narrative – Self-reflection Identifying Emotions – Developing Connections – Mental Constructs and Patterns

In this episode of Resilience Unravelled Dr Jacqueline Heller, MD shares her journey of writing a book following the grief from losing her mother. Jacqueline feels writing helped her consolidate memory and connect emotions to visual memory and in this podcast, she discusses the power of self-reflection through writing and emphasises the importance of identifying emotions for better judgment.

Main topics

• The benefits of writing for memory consolidation and creating a cogent narrative.

• How writing helps in self-reflection, identifying emotions, and developing connections to past experiences.

• The importance of managing emotions to prevent outbursts.

• How reflective writing helps in understanding automatic mental constructs and patterns.

Timestamps

1. Introduction. Introduction to the podcast and guest, Dr Jacqueline Heller, MD. 00.02 - 00:27.

2.The Power of Writing. The benefits of writing for memory consolidation and creating a coherent narrative. How writing became a cathartic and connecting process for Jacqueline. Writing as a tool for consolidating memory and connecting emotions to visual memory. 00.27 – 03.15

3. Reflective Communities and Parenting. Jacqueline's background in attachment theory and Reflective Communities. Bringing reflective parenting programs to schools. How Jacqueline's book is resonating with people and helping them 03.16 – 05.07

4. Self-Reflection and Introspection. Exploring the concept of introspecting and identifying emotions. The importance of identifying and understanding emotions for self-reflection. Connecting emotions and past experiences through writing. 05.08 – 08.28

5. The Process of Writing. The circular nature of self-examination and creating new connections through writing. Writing as a tool for developing new insights and connections over time. Managing emotions through writing and promoting higher cortical functions. 08.29 – 12.25

6. Personal Reflection and Journaling. Jacqueline's personal experience with mental journaling and reflection. The pressure to journal and the various forms of self-reflection beyond writing. 12.26 – 15.34

7. Writing Process and Book Creation. The organic process of writing Jacqueline's book. The importance of a well-being narrative and stability in one's self-story. Target audience and potential benefits of reading the book. 15.35 – 19.38

8. Book Overview. Jacqueline gives an overview of the book's content, including triggers, psychological principles, consciousness, and parenting. Chapters on defence mechanisms, cognitive distortions, and neuroscience of attachment. Example chapter "Dana's invisible trigger" and writing style. 19.39 – 25.37

9. Conclusion. Closing remarks and information on where to find Jacqueline's book and website. 25.38

Action items

• Jacqueline’s new book is, Yesterday Never Sleeps 

•  You can find out more about Jacqueline at jackieheller.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.   

Productivity – balancing consistency and intensity

We’ve always been told that the harder we work the more successful we’d be. However, the definition of what success is and how we achieve it changing, and one of the ideas now being considered is whether working consistently gets the same results of working longer and harder - but without the burnout.

It’s younger members of the workforce who are driving this, by recognising that you can achieve goals without having to compromise your own physical and mental wellbeing. That being consistent, even for short periods each day, can be as important as intensity in achieving longer term goals. In terms of productivity, it’s a relationship that varies depending on the individual and the context.

Finding the right balance is the key. Consistency is often associated with establishing habits and routines. It helps create a stable and predictable work environment, making it easier to plan and manage tasks. Regular, small efforts over time can lead to significant progress. An overemphasis on consistency alone though may lead to a lack of innovation or the ability to tackle big challenges that require bursts of intense effort.

Intensity, or focused and concentrated effort meanwhile can be highly effective for tasks that require deep concentration or creative problem-solving. It can lead to quick progress and breakthroughs, especially for complex or challenging projects. But relying solely on intensity can lead to burnout if sustained for long periods and may also make it challenging to maintain a consistent level of productivity over the long term.

Combining consistency and intensity can provide a solid foundation for productivity. This might include setting regular work hours, creating a dedicated workspace, consistently prioritising tasks, identifying key tasks or projects that require intense focus and dedicating specific periods of time maybe through time blocking techniques. It’s also important to recognise the importance of rest and recovery. Balancing intense work periods with breaks and time away from work can help prevent burnout and maintain long-term productivity.

Ultimately, the right balance between consistency and intensity will depend on individual preferences, the nature of their work, and personal circumstances. Experimenting with different approaches and being adaptable to changing needs can help you find the most effective productivity strategy for yourself and also ensure you stay physically and mentally healthy.

Journaling for self-awareness and growth

Keywords

Resilience – Journaling – Leadership – Self-awareness - Growth

In this episode of Resilience Unravelled Antonio Garrido, an expert in leadership transformation and Founder and President of My Daily Leadership, discusses the importance of journaling for self-awareness and personal growth. Antonio explains how he was led to journaling, how it helps develop emotional intelligence and resilience, and identify blind spots. He emphasises the need to be intentional and specific in writing down thoughts and beliefs, and how important it is in building self-awareness and gratitude. Antonio also provides practical steps for starting journaling, including affirmations, setting goals, and reflecting on progress.

Main topics

• The importance of journaling and how to start it.

• How journaling can enhance learning and personal development.

• Prompts and exercises for journaling.

• How journaling helps with self-awareness, resilience, emotional intelligence, etc.

• Journaling to help in setting goals and affirmations, beliefs, and commitments.

 Timestamps

1: Introductions - 00:02-00:18
2: Antonio's Background - Antonio shares a brief overview of his background, including his Spanish and Greek heritage, his experience working for large organisations, and his decision to become a coach - 00:50-02:34
3: The Conversation with the Group Chairman - Antonio recounts a conversation he had with the group chairman, where he was asked to write down the characteristics of a terrible boss. This conversation serves as a practical exercise - 12:09-15:38
4: The Importance of Journaling - Antonio discusses the significance of journaling and how it can enhance learning and personal development. He shares his own experience of journaling and explains different models that can be followed - 19:40-26:59
5: Setting Goals and Closing Gaps - Antonio emphasises the importance of setting goals and closing gaps. He suggests starting with affirmations, core values, and personal and business goals, and encourages the audience to write about them - 28:01-31:47
6: Commitments and Evaluation - Antonio introduces the concept of making daily commitments and evaluating progress. He explains the process of morning momentum and evening evaluation, encouraging the audience to give themselves a report card - 33:13-35:12
7: Resources and Conclusion - Antonio provides information about his book, website, and resources related to leadership and journaling. He expresses gratitude for the conversation and concludes the podcast - 36:31-37:26

Action items

• For more information about Antonio and more resources and information on journaling and leadership development visit mydailyleadership.com

• Antonio’s latest book is My Daily Leadership

  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.   

Supporting Employee Mental Health in a Remote Work Setting: HR Strategies for Well-being and Resilience by Bash Sarmiento

The shift toward remote operations has transformed not just where we work, but how we work. For many business leaders and remote team managers, this new normal brings a unique set of challenges, particularly in nurturing and supporting the mental health of our teams. As stewards of our teams' well-being, we must adopt HR strategies that not only address these challenges but also promote resilience and a sense of community among a remote workforce.

Unique Challenges of Remote Work

The transition to remote work introduces specific challenges that can impact the mental well-being of our teams. Recognising these challenges is the first step in creating a supportive environment tailored to the needs of remote employees.

Promoting Work-Life Balance

While the flexibility of remote work is a boon, it can also blur the lines between professional and personal life. This inevitably leads to stress and burnout. Encouraging a clear separation helps prevent negative experiences that stem from remote work. 

Leaders should advocate for regular work hours, emphasise the importance of taking breaks, and respect employees' personal time to foster a healthier work-life balance.

Combating Feelings of Isolation

Remote work can often lead to feelings of loneliness and disconnection from colleagues. It's important to create opportunities for virtual social interaction and team bonding. This could include virtual coffee breaks, team-building activities, or simply encouraging informal chats among team members.

Ensuring Effective Communication

With the absence of face-to-face interaction, maintaining clear and open communication becomes a challenge. Implementing regular check-ins, using collaborative tools, and encouraging an open-door policy can help mitigate misunderstandings and ensure that team members feel heard and supported.

Addressing Technological Challenges

Remote work is heavily reliant on technology, which can lead to its own set of stressors, especially for those less tech-savvy. Providing ongoing tech support, training, and resources can alleviate these pressures, ensuring that all team members feel comfortable and capable in a digital work environment.

Acknowledging Diverse Home Environments

Each team member's home environment is unique, with varying degrees of conduciveness to productive work. Recognising and accommodating these differences - whether it be through flexible scheduling or providing stipends for home office setups - can greatly enhance employee comfort and productivity.

Implementing Effective Employee Engagement Strategies

Keeping remote teams engaged is vital for maintaining productivity and fostering a positive work environment. Engagement goes beyond work tasks; it's about creating a sense of belonging and connection among team members who may be spread across different locations.

Utilising Technology for Engagement

Leverage technology to keep your team connected and engaged. Tools that facilitate easy communication, project management, and collaboration can make remote work more efficient and enjoyable. Consider platforms that facilitate effective employee engagement to enhance your team's cohesiveness and productivity.

Fostering a Sense of Community

Building a strong team spirit in a remote setting requires intentional efforts to create a sense of community. Virtual team-building activities, celebrating team achievements, and encouraging non-work-related interactions can help bridge the physical distance. Regular virtual events, like team lunches or happy hours, can replicate the camaraderie of an in-office setting.

Recognising and Rewarding Contributions

Acknowledgment goes a long way in boosting morale and motivation. Make it a point to recognise individual and team achievements, no matter how small. Whether through shoutouts in team meetings, awards, or personalised notes, showing appreciation for hard work reinforces positive behaviour and fosters a culture of recognition.

Cultivating a Culture of Open Communication

Clear and consistent communication is the lifeline of remote work, playing a pivotal role in ensuring that team members feel connected, supported, and part of a cohesive unit.

Prioritising Transparent Communication

Transparency in communication helps in building trust and reducing anxieties that can arise from uncertainty. Regular updates about company news, project statuses, and team changes can help everyone feel informed and involved, mitigating feelings of being 'out of the loop.'

Implementing Regular Check-Ins

Regular one-on-one check-ins with team members provide a private space for open dialogue about work progress, challenges, and personal well-being. These sessions are crucial for understanding individual circumstances and offering support where needed.

Promoting Psychological Safety

Creating an environment where employees feel safe to express their thoughts, concerns, and ideas without fear of judgment is essential for mental health. Encourage an atmosphere of mutual respect and understanding, where all voices are valued and considered.

Leadership Through Egoless Leadership

The approach of egoless leadership can significantly enhance communication dynamics within a team. Leaders who demonstrate humility, empathy, and a willingness to listen can foster a more open, supportive, and collaborative work environment.

Fostering a Security-Aware Remote Workforce

Security of workspaces and data is not just a technical issue but also a contributor to mental well-being. Ensuring that employees feel secure in their digital environment can alleviate stress and foster a sense of reliability and trust.

Establishing Robust Cybersecurity Measures

Implement strong cybersecurity protocols to protect sensitive company and employee data. This includes secure VPNs, regular updates of security software, and safe data storage solutions. Educating your team on cybersecurity best practices is also crucial in building a security-aware remote workforce.

Providing Technical Support and Training

Offer comprehensive technical support and training to help employees navigate any technical difficulties they may encounter. This reduces the frustration and anxiety associated with tech issues and ensures that team members can work efficiently and confidently.

Creating a Safe Digital Work Environment

A safe digital work environment extends beyond cybersecurity. It's about creating a space where employees feel comfortable and equipped to perform their best. This includes providing ergonomic advice for setting up home offices, ensuring they have the right tools and technology, and offering stipends for necessary equipment.

Regular Mental Health Check-Ins and Resources

Regular check-ins dedicated to discussing mental health and well-being can significantly impact an employee's sense of support and belonging. These conversations should be normalised and integrated into the regular workflow to remove any stigma associated with discussing mental health.

Providing Access to Mental Health Resources

Make mental health resources readily available to your team. This can include subscriptions to mental wellness apps, access to counselling services, or an employee assistance program (EAP) that offers confidential psychological support.

Encouraging Mindfulness and Stress-Relief Practices

Promote practices that can help reduce stress and increase mindfulness among your team. This could be through organising virtual meditation sessions, encouraging regular physical activity, or providing resources on stress management techniques.

Supporting Flexible Scheduling

Recognising that each employee may have different needs and circumstances, especially in a remote setting, offering flexible scheduling can greatly alleviate stress. This approach allows employees to work during hours when they feel most productive and balanced, contributing to better mental health.

Final Thoughts

Supporting the mental health of remote employees is vital for building a productive and positive work environment. By implementing thoughtful strategies and resources, leaders can ensure their teams feel supported and valued, fostering a culture of well-being and resilience in the remote workspace.

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.

The power of intentionality

Keywords

Resilience – Intentionality – Building Relationships – Mindset Shifts – Behaviour Shifts – Intentional Action

In this episode of Resilience Unravelled John Miles, a leading authority on intentional behaviour change and personal growth, discusses his career path and experiences in various industries. John emphasises the importance of being intentional and deliberate in building relationships and adapting to different organisational sizes and sectors. He also highlights the significance of passion, purpose, emotional intelligence, self-awareness, and adaptability for future leaders.

 Main topics

• Being intentional and setting life goals.

• Why building relationships and emotional intelligence are important skills for success.

• Adaptability in a changing world.

• Intentionality in making deliberate choices and taking deliberate actions.

• How different voices and perspectives can resonate with people in different ways.

Timestamps

1: Introduction to John Miles. 00:02-02:35
2: The Power of Intentionality. John explains the importance of being intentional in one's career and decision-making process. He discusses how commonalities exist in various business sectors and emphasizes the need to be intentional about personal and professional goals. 03:40-08:30
3: Building Brilliant Relationships. John explores the secret to building successful relationships, highlighting the importance of trust, communication, and perseverance. He mentions the need to develop core elements often overlooked in leadership and management textbooks. 10:01-13:34
4: Mindset Shifts for Success. John introduces six mindset shifts that can be applied to overcome challenges and achieve success. He emphasizes the significance of passion, perseverance, and deliberate action in developing a growth mindset. 14:22-16:45
5: Behaviour Shifts for Personal Growth. John discusses six behaviour shifts that can lead to personal growth and development. He shares stories and examples of individuals who have successfully implemented these shifts in their lives. 23:15-24:30
6: Taking Intentional Action. John explains his approach to taking intentional action and outlines a step-by-step process for readers to follow. He provides a quiz to help readers understand their starting points and offers additional resources, such as eBooks and templates, to support implementation. 24:58-27:06
7: Conclusion and Call to Action. 27:27-29:58

Action items

You can find out more about John at https://johnrmiles.com/ His podcast is Passion Struck with John R Miles

   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 ethics of Impression management

Wanting to create a favourable impression is a basic part of human nature. Once someone forms an opinion of you, it can be very difficult to change and, whilst we can’t control people’s opinions, there are ways in which we can present ourselves which are more likely to get a positive opinion.

Impression management involves consciously or unconsciously controlling the way others see or perceive us so we can manage what we say about ourselves and make the best possible impression. It’s something we all do to a greater or lesser degree but whether it’s ethical or not depends on the context, intent and means we use to manage our impression to help us achieve professional and personal goals.

If impression management is to be both effective and ethical, it's important to strike a balance between projecting a positive image and remaining true to our core values and principles. Authenticity is key and while it's essential to create a positive professional image, it should be based on our true skills, abilities, and values. Being seen as overly inauthentic can lead to issues around trust and our credibility.

One of the most obvious ways impression management is used is during a job interview. Candidates and interviewers both feel the need to appear ‘authentically perfect’, pleasant, competent but not so perfect as to be disingenuous. Whilst some self-promotion can help candidates and potential employers leave a positive impression, interviews are not the time to make false claims – a lack of skills, competencies or difficult working conditions will be found out pretty quickly so, as well as being unethical, it can be a lot more damaging to your reputation in the longer-term.

Another way of using impression management in the work environment is in how we build relationships with our colleagues. People often have a work ‘persona’, which might involve behaviour, appearance and interests that they think their managers and colleagues want them to have. This isn’t unusual and isn’t really a problem as long as people don’t try to own ideas or achievements that aren’t theirs or manipulate situations to their own benefit. If they do they generally get caught out - think of the numerous influencers who've tried - and again it’s not only unethical and reputation damaging but a very quick way to divide teams.

Impression management is only effective and ethical if it’s based on transparency and honesty. It becomes unethical the minute it involves deception or manipulation. Whether its appropriate depends on the context in which its used. Used correctly, it can help in the success of your career and in building strong relationships with colleagues and managers. Ultimately, authenticity is the key, and impression management a tool to help us achieve our goals rather than something that compromises our identity.

Focus right now

Keywords

Resilience – Hypergrowth – Focus - Customer Behaviour – Success – Building Brands – Brand Promise

In this episode of Resilience Unravelled Jeffrey Hayzlett, a global business celebrity, speaker, best-selling author, and Chairman and CEO of C-Suite Network, talks about hypergrowth and the importance of capturing customer behaviour and input. He also talks about building brands particularly the importance of a brands promise and of delivering on that promises.

A recurring theme for Jeffrey is that of change, adapt or die and the importance of learning from previous change. He uses the downfall of companies like Kodak who forgot their true purpose and were too focused on past successes to illustrate this. Jeffrey feels it’s important to strive for success and to be persistent until success is achieved and highlights that times of crisis such as COVID-19 can present opportunities for growth for organisations with a defined strategy and investments.

Main topics

• Why its important to capture customer behaviour and input.

• How businesses can adapt and evolve to avoid becoming outdated like Kodak

• The importance of striving for perfection

• Finding opportunities in a crisis

• Learning from past change

Timestamps

1: Introductions - 00:00-00:28
2: Jeffrey's background as a former Fortune 100 officer and TV personality. Jeffrey's current work with the C-Suite Network. Jeffrey's executive consulting work in hypergrowth - 02:26-04.12
3: Capturing Customer Behaviour. Jeffrey's approach to capturing customer behaviour. The importance of asking customers for input - 05:02-06:42
4: Lessons in Change. Jeffrey's recurring theme in his books of "change, adapt or die". The importance of learning from past changes - 14:14-16.22
5: Strategies for Success. The importance of striving for perfection. The importance of persistence and surviving until success is achieved - 17:54-18:57
6: Finding Opportunities in Crisis. The importance of thinking about strategy and investments during a crisis. Examples of companies that found opportunities during past crisis - 21:08-23.15
7: Conclusion. Jeffrey's final thought on focusing on the things that will lead to success. Closing remarks and goodbyes - 23:26-23.53

Action items

To find out more visit https://c-suitenetwork.com/ or  https://hayzlett.com/ Alternatively follow him on Twitter or 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.   

Reducing performance anxiety.

We’ve all been there. The increased heart rate, racing thoughts, feelings of dread or even panic attacks we get before our workplace skills, knowledge and performance are put to the test. The apprehension, nervousness, and fear that can arise in response to the demands and expectations of our working lives is referred to as performance anxiety and it’s a phenomenon that many people experience in their professional lives. It occurs when people feel pressure to meet high expectations, perform perfectly, or fear negative consequences for mistakes or workplace performance. In this situation anxiety can develop which manifests in various ways and can have a significant impact on an individual's overall well-being and job performance.

Workplace performance anxiety can hinder an employee's ability to perform at their best. The fear of making mistakes or being judged can lead to cautious, risk-averse behaviour and make it difficult for them to communicate their concerns or ask for feedback. Their creativity can become stifled, and collaboration reduced as they become reluctant to share new ideas or take risks. It can also negatively impact their mental and physical health, leading to burnout and decreased job satisfaction.

A psychologically safe work environment where employees feel they can share their thoughts or concerns without negative consequences and feel comfortable being themselves, leads to employees being more engaged and motivated. They are more able to openly discuss their challenges, seek help and learn from their mistakes, and are confident seeking feedback and discussing areas for improvement. Because they are happy to share ideas and work collaboratively, a more innovative and productive work environment develops. With employees feeling better supported, there is a reduction in stress and a sense of belonging and wellbeing is promoted.

Whilst a certain level of stress in the workplace is normal and can even be motivating, when anxiety becomes overwhelming and chronic, it can have detrimental effects on both mental and physical health. Building a psychologically safe workplace and addressing performance anxiety can make a significant difference in improving overall job satisfaction and productivity and provide a work environment where employees can thrive and contribute their best.

Breaking free from addiction and crime

Keywords

Resilience – Addiction – Transformation – Trauma – Positive Change - Connection

 In this episode of Resilience Unravelled Don Cummins, a transformational coach, speaker, and author, discusses his journey of overcoming addiction, rebuilding his life, and finding success in a professional career after serving a 20-year prison sentence for bank robbery.

Don shares his experiences of overcoming addiction and rebuilding his life and discusses how trauma and a desire to fit in led him down a destructive path of drug use and criminal behaviour. He emphasises the importance of self-acceptance, support, insight, and of recognising when you reach the bottom in making positive change and highlights the need to address underlying issues rather than solely focusing on addictive behaviours.

Main topics

• Why hitting rock bottom can be the turning point in making positive change.

• Why you need support, insight, and self-awareness to make progress.

• The challenges of re-entering society and finding a job after prison

• Why it’s difficult to relate trauma experiences with others who haven't been through it.

• Finding understanding and connection with people who have shared similar struggles.

• Finding true purpose and meaning

Timestamps

1: Introduction and Background - Overview of the podcast episode and introduction of the guest, Don Cummins. Don briefly shares his background and what he does as a coach - 00:05-01:41

2: From Trauma to Prison - Don discusses the traumatic experiences he went through as a youth and how it led him into a cycle of addiction and involvement with the criminal justice system. He shares that this ultimately resulted in him serving a 20-year prison sentence for bank robbery - 01:41-02:03

3: Rebuilding a Life - Don talks about his journey of recovery and the challenges he faced in rebuilding his life after being at the lowest point. He emphasises the importance of support, gaining insight, and discovering one's true purpose and meaning - 02:03-03:10

4: Unpacking the Downfall - Don Cummins reflects on the factors that contributed to his downfall, acknowledging that it is a complex process to unpack. He mentions the struggle of staying clean and employable, and the emotional challenges he faced - 03:10-05:02

5: Gaining Resilience - Discussion on the importance of support, gaining insight, and developing resilience to overcome difficult circumstances. Don shares his perspective on hitting rock bottom and how it can be a turning point for positive change - 05:22-07:05

6: Rebuilding Relationships - Don talks about his experience in rebuilding relationships and finding understanding and connection with others who have shared similar struggles. He shares how counselling and communication skills helped in improving his relationship with his partner - 07:28-09:25

7: Sharing the Journey Through Writing - Don discusses his motivation to write a memoir, "The Prison Within: A Memoir of Breaking Free," to share his story and help others who may be going through similar challenges. He talks about the impact of his book and his upcoming book, "Awaken, Connect, Transform: The Universal Path to Happiness and Success.” - 09:25-14:23

8: The Universal Path to Happiness and Success - Don explains the concept of the universal path to happiness and success, emphasizing the importance of connection and recognizing our interconnectedness. He invites listeners to explore his work and learn more about his books - 14:23-21:41

9: Conclusion and Call to Action - Final thoughts on the power of resilience and the potential for personal growth and transformation - 21:41-24:10

Action items

• Visit doncummins.com to learn more about his work and pre-order or order his books.

• Find Don on Instagram, TikTok, and Facebook to connect with him and stay updated on his work.

• Don’s upcoming book is "Awaken, Connect, Transform: The Universal Path to Happiness and Success,"

• Don’s memoir is, "The Prison Within: A Memoir of Breaking Free”.

  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 egoless leader?

Can you imagine your organisation with egoless leaders? Would it be a more pleasant, less confrontational work environment with better, more open communication? Would employees feel comfortable talking about what gets in the way of them doing their job? Would employee engagement improve because they feel their leader cares about them? Would it increase productivity, improve morale, and improve word of mouth from employees and customers?

Egoless leadership is an approach to leadership and management that minimises personal ego and encourages a collaborative and team-oriented work environment. It’s a concept of management that was made popular by Douglas McGregor in the 1960’s, and it aligns with the principles of humanistic management, of fostering a positive and inclusive organisational culture, that improves employee engagement and satisfaction. It also promotes innovation and creativity within teams and recognises that leadership is not about asserting authority but about enabling and supporting others to reach their full potential.

It's a concept that also understands that a successful leader can have contradictory traits (some leaders strike a balance between egoless leadership and assertiveness depending on the needs of their team and organisation), the art being to find a balance between any potential tensions that might occur between them.

Egoless leaders have a clear vision, build on and use the capability of their team, welcome input from stakeholders, and look for new opportunities to grow or do better. Their personality characteristics drive organisational culture and has a direct impact not only on their performance but also on broader engagement and team operations. They put the needs of the organisation ahead of their own, and act in a way that serves the business first.

Whilst it may not be suitable for all organisations or situations, egoless leadership can have real benefits. Although leaders need to have self-confidence and a belief in their abilities, they also need the ability to strike a balance and to avoid having an inflated ego. In today’s workplace, are humility, empathy, adaptability, collaboration and the well-being of the team and organisation more important than a leader’s ego?

Safe conversations for work and life

 Keywords

Resilience – Trauma – Mental Health – Fulfilment – Purpose – Self-awareness – Safe Conversations

In this episode of Resilience Unravelled Bill Carson, a visionary leader in mental health, wellbeing, shares his personal experience of childhood trauma and how he overcame it through therapy and understanding brain chemistry. Bill emphasises the importance of taking care of our mental health by focusing on both psychological and physical well-being and also discusses the significance of finding a sense of purpose in life and serving others as part of building resilience. The conversation highlights the need for a holistic approach to mental health that includes addressing biological, psychological, social, and existential factors.

 Bill also discusses his experience as a volunteer crisis supporter and the fulfilment he receives from helping others. He emphasises the importance of not letting external factors overshadow one's own identity, relationships, and sense of connectedness and concept of finding purpose through the three levels of happiness: pleasure, passion, and purpose. He also touches on psychological safety in conversations at work and how it contributes to overall well-being.  

Main topics

• The importance of managing automatic negative thoughts (ANTs).

• The process of negating harm from a childhood incident.

• Cognitive repair and the importance of positive thinking.

• The importance of purpose and learning to learn.

• The importance of self-awareness and identifying suitable resources.

• How safe conversations can still be robust and professional.

• The importance of creating a safe and healthy culture for conversations

Timestamps

1: Introductions. 00:02 - 01:08

2: Impact of Childhood Trauma. Bill discusses the challenges of childhood trauma and how it can affect people's lives, often without their conscious memory of the original incident. He emphasises the importance of learning to manage and change perceptions of trauma. 01.08 - 04:23

3: Overcoming Childhood Trauma. Bill shares his personal experience of dealing with childhood trauma and how he discovered helpful approaches. 04:29 - 06:46

4: Finding Purpose. Bill explores the concept of finding purpose in life and how it relates to resilience. He highlights the importance of having a sense of belonging to a higher purpose and aligning personal actions with that purpose. 06:47 - 14:23

5: Discovering Personal Purpose. Bill discusses the process of uncovering one's purpose and offers an example of building a cathedral as a metaphor for finding purpose through meaningful work. 14:24 - 19:03

6: Psychological Safety and Safe Conversations. Russell raises the topic of psychological safety and safe conversations in the workplace and asks the guest, Bill, to share his insights. Bill explains the importance of creating a safe environment for open and honest conversations to support individual growth and performance. 19.04-25:03

7: Safe Conversations Skills for Managers. Bill introduces his book, "Safe Conversations for Work and Life," which focuses on developing safe conversation skills for managers to foster a culture of psychological safety in the workplace. He explains the process of helping team members become self-aware and identify suitable resources for support. 25.04 – 27.46

8: Emotional Fitness and Resilience. Russell briefly mentions a model of resilience and emotional fitness on Bill's website. They express interest in exploring this topic in more detail and provide information on how listeners can access the resources and contact Bill. 27:47 - 29:24

9: Conclusion: The host thanks Bill for the conversation and provides information on where listeners can find more about Bill's work and his book. 29:35 - 29:50

Action items

You can find out more about Bill at https://inspirelearning.au/skills-for-leaders-managers/

His book is Safe Conversations for Work and 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.   

Why an organisation needs an EVP.

The EVP, or employee value proposition, has become increasing important since the great resignation changed the employment market. An EVP can play a key role in attracting, engaging, and retaining top talent as well as elevating an employer brand so, in a competitive recruitment market, should all organisations have one?

An EVP simply aims to set out and communicate the unique benefits and rewards that an organisation offers to their employees in exchange for their skills, experience, and commitment. This includes salary, benefits, rewards, career development, and work-life balance, as well as the organisation’s values, mission, social purpose, and culture. In short, it’s the value employees can expect to receive from their employment with an organisation. and why it’s the right place for an employee to thrive.

Key components of an EVP include:

·      Compensation and Benefits - salary, bonuses, health insurance, pension plans and any other financial incentives.

·      Career Development - the opportunities for growth, learning, and advancement that are available

·      Work-Life Balance - policies and practices that support a healthy balance between work and personal life

·      Company Culture - the values, mission, and culture of an organisation

·      Job Security - the assurance of a stable and secure employment environment.

·      Recognition and Rewards - programmes that acknowledge and appreciate employees' contributions.

·      Work Environment - the physical and social aspects of the workplace

·      Leadership and Management - the quality of leadership and management within the organisation

·      Corporate Social Responsibility (CSR) - the commitment to give back to the community and address environmental and social issues.

·      Employee Wellbeing – the support for physical and mental health, wellness programmes, and employee assistance services.

Whilst an EVP highlights what an employee can or will receive in return for their commitment to an organisation, an employer brand is external and refers to an organisation’s reputation in the outside world. It highlights its mission, values, what it stands for, and what it’s like to work with, something that is increasingly important to potential employees. The EVP is therefore the core of an employer brand, something that shows the substance of an organisation and why it’s unique.

A well-defined EVP helps an organisation attract the right talent, engage employees, and retain them in the long term. It’s something that should be communicated clearly to both potential and existing employees, align clearly with the organisation’s values and goals and most importantly evolve over time as the organisation's needs and the job market change.

Being open to the moment

Keywords

Resilience – Enlightenment – Receptivity – Spiritual Awakening

In this episode of Resilience Unravelled Rachael Jayne Groover, a spiritual teacher and founder of the Awakened School, discusses her journey from being a full-time singer to becoming a personal coach. She talks about her interest in why certain people have magnetic presence and effortless leadership and explains that spirituality is about receptivity to the moment and becoming more open to something greater than your individual self.

Rachael Jayne discusses the benefits of spiritual awakening and receptivity, which can lead to more effortless manifestation and a sense of peace without resistance. Through working on energy fields, mindsets, and physical relaxation techniques, Rachael Jayne helps others sustain enlightenment moments or experiences that can positively impact all areas of life. She emphasises however that it's not just doing what you love; having a strategy and taking action are also critical factors for success.

Main topics

• The process of enlightenment.

• Being open to the moment

• Achieving spiritual awakening

• The benefits of receptivity

Timestamps

1: Introduction. The host welcomes listeners to the podcast and introduces the guest, Rachael Jayne Groover - 00:02-00:45

2: Background. Rachael Jayne talks about her background, how she became interested in personal development work, and how she started her coaching business - 01:03-05:11

3: The Awakened School. Rachael Jayne describes the Awakened School, what it offers to its members, and how it can help people achieve spiritual awakening - 05:36-11.03

4: Enlightenment and Personal Growth. Rachael Jayne talks about her personal spiritual journey, the process of enlightenment, and how it can benefit an individual's personal growth - 11:04-21:03

5: Resources and Next Steps. Rachel shares how listeners can learn more about her and the Awakened School, and offers a final message to the audience. - 21:10-23:36

Action items

• Find out more about Rachael Jayne and free membership at The Awakened School website.

• Connect with Rachael Jayne through YouTube and Facebook.

 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.