Blind Ambition. From Victim to Visionary.

Keywords

Resilience – Vision Loss – Adaptation – Trust – Communication – Virtual Work Environment – Technological Change

In this episode of Resilience Unravelled Chad E Foster talks about his personal experience of losing his vision due to an inherited eye condition called retinitis pigmentosa. He describes how he initially struggled with the loss, exhibiting a victim mentality, but later found solace and a new perspective after meeting and living with people who faced multiple disabilities. He emphasises the transformative impact of this experience, which shifted his attitude towards one of gratitude and appreciation.

Main topics

• Chad's Journey of relearning and adaptation after losing his vision

• Why effective communication is essential for safety and performance

• The challenges and importance of building trust and maintaining team relationships in a virtual work environment

• The need for intentionality in creating micro interactions before, during, and after virtual meetings to foster personal connections and demonstrate care beyond transactional work

• How the differences, including disabilities, can provide unique perspectives and skills, and should be viewed as gifts rather than obstacles

• The growing importance of resilience in the face of rapid technological change

• The five pillars of resilience: adopting a flexible mindset, reframing situations as opportunities, finding meaning in adversity, cultivating a growth mindset, and seeking help when needed

• The significance of cognitive reframing, and the necessity to visualise greatness even in unfavourable circumstances to inspire action and hard work for progress

• The importance of stepping outside one's comfort zone for growth and development

• How pushing through discomfort and terror can lead to expansion of one's comfort zone and improved clarity of thought

• The importance of taking advantage of perceived disadvantages and how every perceived disadvantage offers an advantage if used in the right context

• Overcoming fear by starting small and building up confidence through a series of small victories.

 Action items

 You can find out more about Chad at chadefoster.com

Chad’s book is Blind Ambition: How to Go from Victim to Visionary

Flourish in captivity

Keywords

Resilience - Kidnap - Trauma – Change – Challenge – Recovery – Healing – Depression – Stockholm Syndrome

In this episode of Resilience Unravelled Gloria Londono shares her traumatic experience of being kidnapped and held in captivity when she was 25 years old and how the experience led her to leave her country and immigrate to the US. Gloria reveals how she developed an attachment to one of her captors due to the Stockholm syndrome and the challenges she faced after her release including a lack of proper support and therapy from her family.

She also recounts her journey seeking employment in the US and talks about the resilience and persistence she needed to apply for 40 jobs before securing a position in a hardware store. She also discusses her subsequent job in a produce company where she overcame language barriers with the help of her manager to improve her communication skills. She eventually started her own business and then met her ex-husband. Together they built a successful company before she decided to leave the company to pursue her interests in coaching and writing.

Gloria's has experienced trauma, depression, and anxiety and she shares the coping mechanisms and tools she used to manage her symptoms, including journaling and therapy. She also talks about how writing her book, "Flourish in Captivity," about her traumatic experiences and journey towards healing, was a significant part of her recovery process.

Action items

You can find out more about Gloria at https://www.glorialondono.co/ Her memoir is Flourish In Captivity and she also has her own podcast, The Unbreakable Life with Glory, which offers audiences seeking healing and peace a blueprint for growth, forgiveness, gratitude, and hope.

 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 perils of productivity paranoia

In 2022, the concept of productivity paranoia was introduced by Microsoft to describe the concerns managers had about remote workers not operating at peak efficiency. Now, the term has been widened and is commonly used to explain employees’ feelings of fear or anxiety to constantly prove their productivity. This state of heightened anxiety about their productivity levels and fear of falling short of expectations can lead to overwork, a striving for perfectionism, a lack of downtime, and neglect of self-care activities. These can all increase feelings of stress or overwhelm which in the longer-term lead to chronic stress and eventually burnout.

Eliminating this toxic mindset requires a collective effort from an organisation. Leaders and managers should model healthy work habits and demonstrate that productivity is not synonymous with constant busyness by encouraging employees to prioritise tasks effectively and delegate when necessary. A positive, supportive, and collaborative work environment with a culture of open communication where employees feel comfortable seeking help and sharing concerns can also help alleviate productivity-related stress and anxiety.

Goals need to be realistic, with an employee’s efforts and achievements recognised and rewarded. Resources and training need to be in place and a healthy work-life balance promoted with access to mental health resources such as counselling, mentorship, or stress management programmes. Regular check-ins with employees to discuss their workload, progress, and any challenges they may be facing provides an opportunity to address concerns and adjust as needed to support productivity and well-being.

Being productive doesn't mean being busy all the time; it's about finding a healthy balance that allows employees to achieve their goals while taking care of their well-being. No one can be constantly focused and productive throughout a typical working day. Research has suggested that the ideal working time for maximum productivity is 52 minutes followed by a 17-minute break so taking a screen break, time away from the desk and getting fresh air are most definitely important elements of the working day.

Creating new solutions for burnout

Keywords

Resilience - Burnout - Retreats - Mindfulness - Wellness - Self-discovery - ROI

In this episode of Resilience Unravelled Max Schneider from Sand and Salt Escapes shares his experience of burnout and how it led him to create a solution to help others going through similar issues. He discusses how he initially struggled to recognise and address his burnout, explaining that his high-achieving and competitive nature led him to push through physical and emotional signs of exhaustion. A significant turning point came when he developed shingles at 27, a symptom he now recognises as a warning sign of burnout.

During a trip to Costa Rica, Max realised he needed to make a change and when Max and his wife returned from their trip, they left their jobs and started a process of self-discovery. He realised that his own behaviours and mindsets, rather than external factors, led to his burnout and took responsibility for his actions and sought therapy to understand his brain's wiring and learn how to manage it. He also found mindfulness and meditation helpful tools to prevent future burnout. This experience led him to create something to assist others who are experiencing disconnection, loss of identity, or burnout.

 Main topics

•  The rising issue of burnout in many cultures and the potential solutions

• The importance of self-reflection, therapy, and mindfulness

• The cultural pressure in organisations that often fuel burnout

• The value and challenges of implementing workplace wellness programmes

• Shifting organisational responsibility towards caring for top talent

• The difficulty in calculating the return on investment (ROI) for such programmes

• The challenge of getting CEOs to fund such initiatives for all employees

• The benefits of retreats with a focus on mindfulness, self-discovery, and connection

 Action items

 You can find out more about Max at sandandsaltescapes.com or through LinkedIn or Instagram

  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 by generation

Burnout is a complex phenomenon that can affect anyone, regardless of age, profession or industry. Its cause through can vary across different age groups. Each generation has unique experiences, values, and expectations, which influence how burnout manifests and impacts them. Additionally, the concept of burnout is multifaceted and influenced by varying factors, including personal circumstances, work environments, societal expectations, upbringing, work culture, values, and coping mechanisms.

Baby Boomers (1946-1964)

Baby Boomers are likely to define themselves by their careers, placing a strong emphasis on hard work and dedication making them prone to working long hours and sacrificing personal time. They tend to value loyalty, staying committed to jobs even when faced with excessive work demands. The issues of job insecurity, financial stress, caring for aging parents and pressure to work past retirement age can all contribute to burnout. Burnout may manifest as physical exhaustion and a sense of disillusionment with their career path after years of dedication.

Generation X (1965-1980)

Generation Xers may be more prone to burnout if they feel their work is not aligned with their values or they perceive a lack of work-life balance. They may also face juggling multiple responsibilities, such as career advancement, family and personal obligations or the challenges of adapting to changing workplace dynamics, rapid technological advancements and constantly having to adapt and learn new skills. Burnout might manifest as cynicism, detachment, or a feeling of being stuck in their career.

Millennials (1981-1996)

Millennials prioritise work-life balance, personal development, and meaningful work but may feel overwhelmed by high expectations, job insecurity, and lack of advancement opportunities. They often have high expectations for career progression and may be susceptible to burnout if unfulfilled in their professional growth or if they feel their efforts are not aligned with their values. Burnout may manifest as emotional exhaustion, feelings of inadequacy, or a loss of passion for their work.

Generation Z (1997-2012)

Generation Z values flexibility, diversity, and social connection but constant connectivity, pressure to excel academically and professionally, and navigating rapidly changing societal norms may lead to burnout. They can also experience burnout from the demands of performance and achievement. Burnout might manifest as anxiety, difficulty concentrating, or a sense of being constantly "on".

There is no one generation that is most affected by burnout. Individual experiences vary widely within each generation so it’s important individuals are aware of the signs of burnout and to take steps to manage their stress levels and prioritise self-care, regardless of their age or generation.

Resilience for reinvention and change

Keywords

Resilience - Change – Growth – Reinvention – Mental Health – Social Media

In this episode of Resilience Unravelled Nina Sossamon-Pogue, shares her diverse career journey, from being part of the USA gymnastics team to a being a news anchor and Emmy award winning journalist. Nina discusses the importance of change, resilience, and adaptability for personal growth and innovation, with a focus on embracing novelty and maintaining a positive outlook. She also talks about the challenges women face in the US, strategies for managing mental health and social media in the face of criticism, and the implications of social media on public discourse and personal privacy.

Main topics

• Why we resist change but need to embrace it for personal and professional growth

• Reinvention and its significance in our lives

• How setbacks or changes can prompt a recalculation of route to something new

• The challenges women face in the US in relation to societal expectations and the role of media

• Managing mental health and social media in the face of bullying and negative comments

• The implications of social media on public discourse and personal privacy.

• Learning from past mistakes and focusing on strengths.

 Action items

You can find out more about Nina at https://www.ninasossamonpogue.com/ or through LinkedIn, Facebook or Instagram 

 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.   

Upskilling. The answer to imposter syndrome?

A new survey from Reed has shown that 40% of respondents suffered from self-doubt or ‘imposter syndrome’ at some point in their career with 38% having had feelings of being out of their depth or of being inferior to their colleagues. The survey of over 2,000 UK workers and 250 UK employers also identified that imposter syndrome was more common among women (45%) and young people (53%), compared to 33% of men.

It also suggested that one of the ways to deal with importer syndrome was the use of upskilling to address personal barriers and enhance career progression. 67% of respondents expressed a willingness to consider this at some point, with 87% of 18-24, keen to explore this avenue. There were however potential obstacles with 30% of respondents citing cost as a barrier, a figure that rose to 36% percent among young people and 25% feeling finding dedicated time for upskilling would be problematical.

Impostor Syndrome is often deeply rooted in an individual’s mindset and self-perception. It often strikes at moments of success – a new job, promotion, or additional responsibilities - and can lead to people experiencing feelings of doubt about their skills, talents, or achievements.  They can also feel that they don’t deserve their success, that what they’ve achieved is down to luck, good timing or just being in the right place at the right time and that they'll be exposed as a fraud.

Upskilling can help with imposter syndrome by boosting confidence and self-esteem and building the expertise and competence that can combat the feelings of inadequacy often associated with imposter syndrome. It can also provide evidence of personal and professional growth with the recognition gained from peers and managers reinforcing a sense of belonging and legitimacy.

However, whilst bolstering competence, confidence, and recognition can be a valuable tool in overcoming imposter syndrome, it’s also essential for an individual to address their external achievements and underlying beliefs. Self-acceptance, a recognition of their potential and the ability to take ownership of their achievements are all essential in overcoming imposter syndrome.   

Maximising mental performance

Keywords

Resilience - Coaching - Focus - Emotions - Performance - Self-awareness - Decision-making - Neuroplasticity - Intentionality

In this episode of Resilience Unravelled Evan Marks, a seasoned mental performance coach with over 25 years of Wall Street wisdom, shares his journey from a career in finance to coaching professional athletes, C-suite executives, and Wall Street professionals. He also talks about his experiences coaching NASCAR drivers including Jimmie Johnson and their pit teams, and the need to focus on the significance of acknowledging and utilising emotions for enhanced performance.  He also discusses the mental and physical stamina required for professional drivers and the exceptional conditioning that enables them to maintain focus and performance under pressure for extended periods.

Evan also focuses on the importance of self-awareness, emotional management, and intentional decision-making and explores the concept of neuroplasticity and its relevance to personal development.

Main topics

• How the human brain's perception of time and its ability to slow down and speed up can be useful in high-pressure situations.

• Intentionality in decision-making and how it allows individuals to create beneficial behaviours despite their feelings.

• Neuroplasticity and its relevance to personal development.

• The importance of being conscious and intentional to create new neural pathways for personal growth.

• The role of emotions in shaping behaviour and the importance of self-awareness in managing them.

• The need for individuals to prioritise their values and energy to achieve a healthy work-life balance.

 Action items

You can find out more about Evan at M1PerformanceGroup.com or through his social media LinkedIn in/Evan-Marks, x-twitter @EMarksPW or Instagram @EMarks72Web: M1PerformanceGroup.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.   

Is it always good to be ‘easy to work with’?

At some point in their working career many people will have been told that they’re easy to work with. But while it’s nice to know that people like you and enjoy working with you, is it always a good thing? Does it mean that your ideas and opinions aren’t being listened to or even that you’re setting yourself up for increased levels of stress and ultimately burnout?

When someone is easy to work with, it generally means they collaborate well with others, communicate effectively, and contribute to a positive and productive work environment. They might be seen as someone who is always positive. Someone who always says yes when asked for help, someone who has a can-do attitude and is always there when needed. But whilst being helpful and attentive can go a long way in an organisation, they’re not always traits employees need to be good at their job. And some of these traits can be linked to increased levels of stress and burnout.

Employees who are overly easy-going may find it challenging to set and enforce boundaries leading to an imbalance in workload and a diminished work/life balance. Managers or teammates may delegate more tasks them, give them more than their share of responsibilities and expect them to go above and beyond - often without proper recognition or compensation! In environments that value assertiveness, being too easy-going might impact career advancement if others are taking advantage of them and their contribution.

Constantly prioritising the needs of others can negatively impact personal well-being and lead to stress and burnout so it's important to strike a balance between collaboration and taking care of oneself. Being easy to work with doesn’t mean being a pushover or compromising principles. It involves being collaborative, communicative, and adaptable while maintaining a sense of professionalism and integrity.

The Wrong Calamity

Keywords

Resilience – Change – Coping Mechanisms – Shifting Perspective – Reframing Challenges – Narrative Building 

In this episode of Resilience Unravelled Marsha Jacobson, an author, teacher, and writing coach from New York, shares her life story, and how she overcame her challenging childhood, abusive relationship, and personal struggles to build a successful career and a fulfilling life. She discusses her experiences with vulnerability, resilience, and personal complexity, how she felt unprepared for challenges and how she overcame them.

She also discusses her resilience, her journey from teaching to consulting, and her experience in non-profit management and about her second husband's struggle with PTSD that ultimately led to their separation.

Main topics

• The importance of embracing change and transitions as part of personal growth.

• Adopting coping mechanisms such as "tiny experiments" and writing fake headlines to shift perspective.

• Reframing challenges as learning opportunities.

• "Narrative building" as a strategy for reframing challenges.

Action items

You can find out more about Marsha at  https://marshajacobsonauthor.com/about/ Her memoir, The Wrong Calamity, is her debut book.

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.   

When does a tough leader become a toxic one?

Being a leader is complex. They are expected to maintain consistently high performance and productivity, create a collaborative, cohesive culture, deal with interpersonal conflict, engage and develop talent, lead and support change initiatives, establish goals and priorities and all while creating a sense of inclusion and belonging.

It’s a tough role and leaders may feel they need to be tough to maintain the high standards they set for their team.  But they need to remember to apply those same standards to their own performance because it’s very easy to slip from being a tough leader to a toxic one. The two styles have very similar behaviours at times but there are distinct differences.

• Feedback and Criticism: A Tough Manager is direct but fair in their assessments and provides constructive feedback and criticism that’s aimed at improving performance and achieving goals. A Toxic Manager is more likely to offer destructive criticism, often attacking individuals personally rather than focusing on performance and is  demoralising and undermines confidence.

• Leadership Style: Tough Managers employ a firm leadership style that pushes employees to excel and meet high standards, giving clear expectations and support for their team, A Toxic Manager will rely on fear, intimidation, and manipulation to control their team and use bullying tactics and favouritism to create a hostile work environment.

• Conflict Resolution: A Tough Manager addresses conflicts directly and facilitates resolution through open communication and collaboration, encouraging dialogue and seeking mutually beneficial solutions. A Toxic Manager escalates conflicts, fuels drama, and may even instigate conflicts for personal gain, playing favourites or pitting team members against each other.

• Employee Development: Tough Managers invest in employee development, provide opportunities for growth and advancement and mentor and coach employees to help them reach their potential. Toxic Managers stifle employee development by hoarding opportunities, withholding resources, or actively sabotaging the growth of others to maintain control or power.

• Impact on Team Morale: Although they may be demanding a Tough Manager will ultimately inspire and motivate their team to achieve goals by fostering a culture of accountability and excellence. A Toxic Manager will negatively impact team morale, leading to high turnover, low engagement, and decreased productivity. Their presence creates a toxic work environment that can spread negativity throughout the organisation.

In essence, a tough manager challenges their team to perform at their best while supporting their growth and development, whereas a toxic manager undermines their team's confidence and well-being through destructive behaviours and a negative work environment which can have detrimental effects on employees' well-being, job satisfaction, and productivity.

A new path for leadership

Keywords

Resilience - Leadership – Schizophrenic Organisations – Self-awareness – Building Teams – Collective Consciousness - Artificial Harmony - Retreats

In this episode of Resilience Unravelled, Fabrice Desmarescaux, a McKinsey partner and executive coach, emphasises the importance of self-awareness, building strong teams, and being comfortable with risk for effective leadership. He also discusses the challenges and opportunities in modern leadership, the concept of a "schizophrenic organisation," and the need for two distinct organisational models to coexist within a company. Finally, he talks about the benefits of retreats for leaders and the state of the coaching industry.

Main topics

• Encouraging conflict for better decision-making

• The concept of 'artificial harmony'

• The importance of collective consciousness, diverse talent, and a shared goal in high-performing teams

• Leadership and coaching in the context of organisational change

• Why experimentation and learning from failures is needed to make progress

• The importance of retreats as a tool for leaders to disconnect from the busyness of daily life, gain a different perspective, and reconnect with themselves

• The concept of a "schizophrenic organisation"

• The mismatch between an organisations' public values and internal behaviours

• The need for two distinct organisational models to coexist within a company

• Why senior leaders must be comfortable with complexity

Action items

To find out more about Fabrice visit Desmarescaux.com or LinkedIn Fabrice’s book is The Art if Retreats: A Leaders Journey Towards Clarity, Balance and Purpose

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 most in-demand skills for the AI work environment

Often, the soft skills that help to build the connection between an employee, their job, their organisation, and their colleagues have been seen as less important than the more tangible, technical skills that connect employees to the physical function of their jobs. Now through, LinkedIn’s 2024 most in-demand skills data shows that soft skills make up four of the top five skills and that 92% of UK business leaders believe soft skills are more important than ever.

While AI technologies excel at data analysis and automation and can connect employees to the physical function of their jobs, they still rely on human involvement for their development, deployment, and application. Soft skills that complement the technical aspects of AI by fostering effective communication, collaboration, critical thinking, ethical considerations, creativity, and user-centric approach all then become essential in building the connection between employees and their job, organisation, and colleagues. 

The rapid development of AI means the skills needed for jobs are expected to change at least 65% by 2030 and soft skills will be needed to manage these changes Ensuring employees are equipped with the right skills for their role is therefore essential in developing greater understanding and positive working relationships that improve overall workplace culture, improve teamwork and job satisfaction, raise morale, and increase efficiency and performance.

The requirement for soft skills is likely to increase over the next five years with 69% of UK hiring managers believing the fast-paced changes in the work environment will increase the skills gap. To mitigate against this and to make the most of the opportunities presented by AI, organisations are prioritising the development of both AI and soft skills with 34% of UK HR professionals looking to increase AI literacy though online training and development and 29% implementing guidelines on how generative AI should be used within the organisation.

Generationally, 70% of UK hiring managers said Gen Z employees needed additional workplace support to develop soft skills such as communication and collaboration but that Gen Z professionals were keen to learn, with 47% saying they’re spending more time on learning and development to help them in their careers.

The most in-demand skills for 2024 are:

• Communication

• Customer Service

• Management

• Leadership

• Teamwork

• Project Management

• Analytical Skills

• Sales

• Problem Solving

• Research Skills

By combining uniquely human skills with the potential of AI, leaders can give their organisations an edge and contributes to improving overall business performance and organisational success.

Positive Psychology for entrepreneurs

Keywords

Resilience – Entrepreneurship – Positive Psychology

In this episode of Resilience Unravelled Aaron Marcum, an entrepreneur with a background in the health care and home care space talks about the intersection of positive psychology and how it can help entrepreneurs navigate uncertainties and stress. He also talks about the importance of finding balance between professional and personal life, the challenges and perceptions of being an entrepreneur, the motivations and challenges of entrepreneurs and the influence of unconscious habits and character strengths on performance.

Main topics

• Using the science of positive psychology to help entrepreneurs achieve the 'good life'

• The commonalities and differences in the entrepreneurial journey

• How obsessive passion can lead to personal struggles and relationship issues

• The motivations and challenges of entrepreneurs

• Why many entrepreneurs are driven by fear, rather than a desire to succeed.

• The three levels of faith in a business setting - faith in oneself, faith in others, and faith in a higher power

• The influence of unconscious habits and character strengths on performance.

• The concept of 'entrepreneurial habits' or 'unconscious choices'

• Intentionally making unconscious habits like love, a part of our daily routine.

• Why ultimate performance is a result of unconscious choices

• Having a deep purpose and being clear on it

 Action items

 Find out more about Aaron at LinkedIn or EntreThrive. His book is EntreThrive: The Entrepreneur's Eight Laws to Accelerate Financial Freedom While Creating The Good 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.   

Generational differences affecting productivity.

A new survey from the London School of Economics and global consulting firm Protiviti has found that friction between different generations is driving down productivity. The survey, of 1,450 employees in the finance, technology and professional services industries in the UK and USA, found that 25% of the employees surveyed self-reported low productivity, with 37% of Gen Z, 30% of Millennials, 22% of Gen X, and 14% of Baby Boomers reporting low productivity levels. Employees with managers more than twelve years their senior were nearly 1.5 times as likely to report low productivity.

Generational differences towards productivity can be seen in a variety of ways with differing attitudes towards work-life balance, career advancement and technological competence influencing individual productivity levels. Another issue that was flagged up by the survey is that there is a lack of collaboration between employees of different generations and, with some workplaces now having five different generations working together, the expectations and perspectives of each generation can make it difficult to build collaboration.

With differing work styles, strengths, and concerns, it is easy for misunderstandings, tensions, and conflict to appear. A management strategy that harnesses the distinctive skill set of each generation is therefore needed if the best results are to be achieved. This should include a commitment to a generationally diverse workforce which enables employees of every generation to have their opinions heard, advancement on merit rather than age and inclusive work practices that makes it easier for each generation to fit in.

By being aware of each employee’s framework of experience and their point of reference as well as generational work habits it’s possible to introduce management policies that foster an environment that generates business advantage. The LSE survey shows 87% of those surveyed reported higher productivity in organisations using multi-generationally inclusive work practices with Gen Z employees reporting low productivity dropping to 18% from 37% and from 30% to 13% for Millennials. And, in a tight recruitment market, there is the added benefit that employees working in multi-generationally inclusive workplaces are twice as likely to be satisfied with their jobs and are less likely to look for a new role.

With an ageing population and less young talent available to recruit it will become increasingly important for leaders to effectively manage multigenerational teams. This is particularly important with the OECD predicting that the UK, US, and the broader global economy will see a growth slowdown in 2024, putting pressure on organisations to increase productivity.

If managed correctly a multi-generational team will combine past learning with new perspectives, not only bringing greater efficiency and productivity but also the benefits that the insights and initiatives different age groups bring.  

The interplay between mind and body

Keywords

 Resilience - Emotions - Perception - Emotional Energy - Self-care - Energy Balance

In this episode of Resilience Unravelled Denise Schonwald, a mental health specialist, discusses her holistic approach to patient care which emphasises the interplay between mind and body. Denise explains how emotions can manifest physically and highlights the role of perception in shaping experiences.

Denise also explores the concept of resilience, suggesting that suffering can contribute to its development and discusses the concept of energy, the role of emotions in emotional energy and the importance of self-care for energy balance.

Main topics

• The interplay between mind and body

• How certain emotions, such as guilt or grief, can manifest physically in the body.

• The role of perception in shaping our experiences

• Grief as a transformative force in life

• How suffering can contribute to the development of resilience

• The concept of energy in relation to emotions and physical wellbeing

• How joy and gratitude contribute to resilience

• The importance of self-care to maintain energy balance through exercise or relaxation

• Understanding how high energy frequency energy is crucial for wellbeing

Action items

• Find out more about Denise at https://deniseschonwald.com/ and access a free 10 question quiz to assess your mental health

• Email your name and address to Denise to receive a free copy of her children’s book about anxiety

• Denise’s book are Insightful Self-Therapy and Healing Your Body by Mastering Your Mind

  
   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.   
  

Can AI help workforce mental health?

With burnout increasing in the UK, a new survey from Unmind, a workplace and wellbeing platform, shows that 42% of HR leaders are considering adopting artificial intelligence (AI) as a way of addressing workforce mental wellbeing.

The data, based on insights from 2,000 UK HR leaders, also shows that 89% of those surveyed are planning to implement AI to streamline people management in their organisations with 86% believing that AI will play a crucial role in the success of workplace mental health strategies by 2030.

So how can AI technologies be leveraged to support and enhance mental health in the workplace?

• AI mental health chatbots can provide immediate and confidential support to employees, offering resources, coping strategies, and suggestions when professional help may be necessary on a 24/7 basis.

• AI can analyse facial expressions, voice tones, and other biometric data to assess the emotional well-being of employees, allowing for early intervention if signs of stress, anxiety, or other mental health issues are found.

• AI algorithms can analyse data patterns to predict potential mental health challenges within the workforce, allowing proactive measures to be taken to address issues before they escalate.

• AI can assist in creating personalised well-being applications that cater to individual needs around mindfulness, exercise, stress management or other resources based on the employees’ preferences.

• AI-driven virtual reality experiences can be developed to help employees relax and manage stress by calming environments or guiding them through relaxation exercises.

• AI can analyse work-related data to identify patterns that may contribute to stress, burnout, or dissatisfaction. These insights can then inform decisions about workload distribution and help design more supportive work environments.

• AI can analyse employee feedback and surveys to gain insights into overall workplace satisfaction and identify areas that may impact mental health.

• AI can be used to develop interactive training modules on mental health awareness and stress management. These modules can be tailored to the specific needs and challenges of different industries or job roles.

72% of those surveyed observed an increase in mental health-related employee absences so the idea that AI can offer a personalised 24/7 support service for employees is undeniably attractive. However, AI must be used safely and responsibly if HR leaders and managers are to create work environments where every employee can flourish.

AI has great potential to support workforce mental health but it's essential to implement these technologies ethically, ensuring user privacy, consent, and addressing potential biases. It should complement human support rather than replace it, and employees should be informed about how AI is used in the context of mental health within the workplace.

Transcending traditional ideas to create purpose

Keywords

Resilience – Self-awareness – Authenticity – Creativity - Continuous Learning – Critical Thinking

In this episode of Resilience Unravelled Deevo Tindall talks about his problem-solving approach to customer service and his personal experiences of starting his own marketing agency. He emphasises the importance of self-awareness, authenticity in business narratives, and continuous learning and also discusses the pressure put on students within the American education system to achieve academic excellence and the importance of teaching students about alternative paths to success.

Deevo shares his personal experiences of questioning established norms and processes in the corporate world, the importance of critical thinking and the roles of creativity and conformity in organisations and society.

Main topics

• The 'superpower' approach in business

• Strategic growth and the importance of resilience in business.

• Personal and professional reinvention

• The importance of authenticity in business narratives and the dangers of businesses telling inauthentic stories.

• The concept of "shadow work,"and redefining one's identity.

• The different paths to success and the importance of introspection in life.

• Pragmatic, creative approaches to problem-solving

• Is tension in organisations necessary or beneficial.

• Why finding a sense of identity and fulfilment, regardless of whether one is creative or not, is key to a satisfactory life.

• The concept of resilience in setting smart goals.

Action items

Find out more about Deevo at Fusion Creative or through his social media at LinkedIn and Instagram.

 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.   

Trust. Essential for individual and organisational success.

Trust is the foundation which successful organisations are built on. Whether it’s the relationship between employees or the one between employees and their leaders, trust creates a culture that allows organisations to become high-functioning, accountable and outcome-driven, with improved employee retention and increased commitment and loyalty.  

Without trust, organisations suffer from office politics, infighting and a lack of communication that slows down decision-making and reduces effectiveness. It breeds fear, disengagement a lack of loyalty and reduced productivity. Team performance suffers, and employees will have trouble making decisions or admitting mistakes, fearing negative repercussions if they do.

The role leaders play is therefore pivotal in creating a culture where trust is at the forefront. By being transparent, authentic, and reliable they can help to create an environment, where open communication is encouraged, and staff can seek guidance and support without fear. An environment where employees feel able to own up to mistakes and bring solutions to the table, limiting the fallout of an error and allowing the employee to see the mistake as a learning opportunity.

When employees feel inspired by senior leaders and see their actions leading to business success, they start to trust their leaders. They become empowered to own their success. They feel able to share their ideas and opinions and because they aren’t afraid to speak up, different perspectives, ideas or solutions are put forward. When employers own their success, they can push through adversity, take responsibility for their performance and results, and enhance their skills.

Trust is also necessary to drive organisational performance and plays an important role in implementing change or navigating uncertain situations. It fosters ethical decision-making, promotes loyalty, and increases the willingness to remain with a company. It also plays a vital role in reducing stress levels and hostility in the work environment so developing and nurturing trust within the workplace is essential for a healthy and productive work environment.

Building trust as a leader is a gradual process that involves consistent actions and behaviours. It takes time and effort to build and it’s hard to win and easy to lose but It’s the foundation of a healthy and thriving workplace. Leadership development programs and ongoing support for leaders to ensure that trust remains a priority are therefore essential because in an uncertain business landscape trust is needed more than ever if individuals and organisations are to succeed. 

A trauma toolkit

 Keywords

Resilience – Trauma Management – Psychological Safety – Trauma Relief  – Trauma Healing - Nervous System Regulation

 In this episode of Resilience Unravelled, Dr Christy Gibson, a respected physician, international speaker, and trauma clinician talks about trauma management approaches that combine cutting-edge brain biology theories, such as the polyvagal theory and epigenetics, with holistic approaches to offer personalised solutions.

Christy’s expertise extends to international trauma work in countries like Nepal and Ethiopia so provides a unique perspective on post-traumatic growth and workplace psychological safety.

Main topics

•  Deep brain reorienting therapy for trauma processing.

• Focusing on affirmations for flexibility and trust-building

• The importance of social innovation, design change, and policy work in trauma healing and resilience building.

• The need for interactive communication and community engagement in trauma recovery.

• Creating curriculum and onboarding processes for standardising psychological safety in the work environment

 Timestamps

1: Introduction to Expertise and Trauma Work. Introduction to Christy Gibson and her expertise in trauma work. Discussion on the impact of modern technology on reaching and influencing people. 00:02 - 05:26
2: Understanding Trauma and Healing Techniques. 05:26: Different approaches to dealing with trauma, focusing on nervous system regulation. Exploring the concept of trauma and its manifestations in present experiences. 05:26 - 10:54
3: Techniques for Trauma Relief. Techniques for instant relief from trauma. Tension-releasing exercises like humming and singing for trauma relief. 15:23 - 20:43
4: The Modern Trauma Toolkit Book. Discussion on Christy’s book, the Modern Trauma Toolkit, and its accessibility and focus on solutions. 20:54 - 23:58
5: Workplace Psychological Safety and Communication. Highlighting the importance of psychological safety in the workplace and post-traumatic growth. Introduction to safer communication strategies and modern approaches to addressing trauma in the workplace. 27:27 - 29:39
6: Conclusion and Contact Information. 29:39 - 33:38

 Action items

You can find out more about Christy at https://www.christinegibson.net/ http://www.moderntrauma.com or https://www.saferspacestraining.com

Her book The Modern Trauma Toolkit is available here.  

    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.
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