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.
Find out more about our innovative Resilience and Burnout solutions.   

Grief and loss. A male perspective.

Keywords

Resilience – Grief - Loss - Self-care – Support – Moving Forward

In this episode of Resilience Unravelled Jarie Bolander, a sales and marketing consultant, discusses his book "Ride or Die," which is about his late wife Jane's battle with leukaemia and the simple to say yet hard to live up to meaning of "in sickness and in health . . . till death do us part."

Jarie talks about the importance of resilience in overcoming challenging circumstances and shares his experiences as a caregiver. Ha also emphasises the need for self-care and highlights the support he received from his loved ones during this difficult time. His book Ride or Die offers a unique male perspective on grief and loss, providing comfort to others who may be going through similar situations.

Main topics

• Using resilience to get through challenging circumstances.

• Learning to be comfortable with the unknown

• Taking incremental steps forward.

• Leaning into the discomfort and making decisions to move forward.

• The importance of self-care for caregivers

• Writing as a way to process experiences and cope with grief.

• The lack of resources and support for men experiencing similar loss.

Action Items

 Jarie’s book is "Ride or Die: Loving Through Tragedy, a Husband's 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.   

Why your organisation needs a mentoring programme.

In today’s competitive work environment attracting and retaining staff is hugely important. One of the strategies that is being increasingly used in recruitment and retention packages are mentorship programmes that can offer a wide range of benefits for both mentors and mentees.

In the past mentoring was often seen as a great way to help new employees integrate into the workforce but a strong mentorship programme can do so much more

• Knowledge Transfer - Mentors provide valuable insights and practical knowledge gained from their own experiences which can help helping mentees navigate challenges more effectively. Mentors can also have industry-specific knowledge and a background in best practices that may not be available through formalised study.

• Career Development - As well as providing guidance on setting and achieving career goals, identifying strengths and weaknesses, and developing the skills needed for success, mentors can introduce mentees to their professional networks, expanding their opportunities for career advancement and collaboration.

• Personal Development - Mentors help mentees identify and work on areas for skill improvement and personal and professional development. Their encouragement and constructive feedback helps mentees gain in confidence and self-assurance.

• Feedback and Support - Mentors offer constructive feedback and guidance which helps mentees recognise areas for improvement and how to enhance their performance. Mentors also serve as a source of encouragement during challenging times, offering a listening ear and advice to navigate both professional and personal issues.

• Increased Productivity - Mentors assist mentees in aligning their goals with the broader objectives of the organisation, contributing to overall productivity and success. Learning from a mentor's experiences can also help mentees avoid common pitfalls and achieve their goals more efficiently.

• Diversity and Inclusion - Mentorship can contribute to diversity and inclusion by connecting individuals from different backgrounds and fostering a culture of support and understanding.

• Succession Planning - Organisations benefit by developing a pipeline of talented individuals who are groomed for leadership roles through mentorship programmes. Mentorship also helps to pass on institutional knowledge and expertise from experienced employees to newer generations, ensuring continuity within the organisation.

• Mutual Learning - While mentors share their knowledge, mentees can bring fresh perspectives and ideas, creating a dynamic exchange of knowledge and fostering a culture of continuous learning.

By connecting experienced individuals with individuals who are eager to learn, mentorship programmes can play a crucial role in professional and personal growth as well as in creating a supportive environment that enhances skills, builds relationships, and contributes to individual and organisational success.

Optimising work performance and mental health

Keywords

Resilience – Work Performance – Mental Health – Organisational Influence - Burnout

In this episode of Resilience Unravelled Dr. Marie-Helene Pelletier, a registered psychologist and expert in workplace mental health, discusses the importance of resilience. She talks about the significance of bouncing back from challenges, growing through adversity and how learning and personal growth are crucial in fostering resilience. She also stresses the importance of empowering individuals, open communication, healthy boundaries, and personal agency as vital resilience components.

In addition, Marie-Helene addresses the systemic issues contributing to burnout, the need to empower individuals within workplaces and the importance of fostering open communication and setting healthy boundaries. She discusses how traditional leadership approaches hinder organisational learning, the significance of creating positive work environments for employee well-being and the importance of promoting transparency, embracing change, and honouring everyone's agency in workplace dynamics.

 Main topics

•  The importance of resilience as a real-life competency

• Challenges in the implementation of resilience

• The need for customised approaches for resilience

• Balancing individual resilience with organisational policies

• Emphasising professional conversations and personal growth.

• Strategic approaches for optimising work performance and mental health

 Timestamps

 1: Introduction to Resilience. Definition of resilience, going through adversity and emerging stronger. The approach to resilience through learning and adaptation. 00:02 - 03:16

2: Workplace Mental Health. Focus on workplace mental health, incorporating psychology and business backgrounds. Observation of high burnout rates despite available information, highlighting the need for customised solutions. 03:22 - 07:46

3: Organisational Influence. Emphasis on organisational policies and processes impacting burnout rates. The importance of treating individuals like adults and empowering them to make choices in their reactions. 10:01 - 14:41

4: Building Resilience at Work. Discussion on increasing individual agency and managing mental health in the workplace. Encouragement for organisations to prioritise learning and adaptability for improved outcomes.16:26 - 20:56

5: The Resilience Plan Book. Introduction to "The Resilience Plan: A Strategic Approach to Optimising Your Work Performance and Mental Health". Target audience of professionals and leaders seeking to enhance their resilience and performance. 23:09 - 25:45

6: Conclusion and Book Promotion. 25:43 - 25:45

 Action items

 You can find out more about Marie-Helene at https://drmarie-helene.com/

Marie-Helene’s  book is The Resilience Plan: A Strategic Approach to Optimising Your Work Performance and Mental Health  https://theresilienceplan.com/

You can connect with her at  https://www.linkedin.com/in/drmhpelletier/ or  https://www.instagram.com/drmhpelletier

   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.   

Enhancing Employee Onboarding Processes with Digital Marketing Automation Tools by Bash Sarmiento

Businesses increasingly rely on marketing automation tools to streamline communication with customers, from personalised email campaigns to targeted social media ads. However, what many overlook is that these same automation tools can also revolutionise how you communicate with new hires during the onboarding process.

Employee onboarding is a crucial step in ensuring the success and retention of your workforce. Yet, many organisations still struggle with outdated onboarding processes. As different businesses and service providers, such as financial institutions, fund administrators, and tech companies, can benefit from enhancing their employee onboarding processes, it's important to explore innovative solutions.

In this article, we’ll talk about how you can leverage different digital marketing automation tools you might already have to improve your onboarding process.

Employee Onboarding Tasks to Automate

When it comes to employee onboarding, there are several repetitive tasks that can be automated to save time and effort for both HR professionals and new hires. Here are some common onboarding tasks that can benefit from automation:

●      Documentation and paperwork. Automating the creation and distribution of onboarding documents such as offer letters, contracts, and employee handbooks can streamline the administrative process.

●      Training and onboarding materials. Digital marketing automation tools can deliver personalised training modules and onboarding materials to new hires based on their role, department, or skill level.

●      Communication. Automated email sequences can be set up to welcome new hires, provide them with important information about their first day, and introduce them to key team members.

●      Feedback and surveys. Implementing automated feedback surveys at various stages of the onboarding process allows HR teams to gather valuable insights and continuously improve the onboarding experience.

●      Task reminders and checklists. Automation can be used to send reminders and checklists to new hires, ensuring that they complete necessary tasks and milestones during their onboarding journey.

Digital Marketing Automation Tools You Can Use for Onboarding

You may not realise that you already have digital marketing automation tools that can be repurposed to improve your employee onboarding processes. Here are some commonly used tools:

●      Email Marketing Platforms. If your company uses an email marketing platform such as Mailchimp, Constant Contact, or HubSpot, you already have a powerful tool for automating communication with new hires.

●      Customer Relationship Management (CRM) Systems. CRM systems like Salesforce, Zoho CRM, or Microsoft Dynamics are commonly used to manage customer relationships, but they can also be valuable tools for managing employee onboarding.

●      Social Media Management Tools. Social media management tools such as Hootsuite, Buffer, or Sprout Social can also be leveraged to share company culture content with new hires or facilitate communication within onboarding groups.

●      Chatbots. You can use chatbots to provide instant answers to common questions from new hires, guide them through the onboarding process, and gather feedback along the way.

Advantages of Automating Employee Onboarding

Automating employee onboarding offers many benefits for both employers and new hires:

Efficiency

Automation eliminates the need for manual tasks, speeding up the onboarding process significantly. This means new hires can integrate into the team and start contributing faster, benefiting both them and the company.

Consistency

With automated processes, every new hire receives the same level of attention and information. This consistency ensures that no one falls through the cracks and that everyone starts their journey with the company on the right foot.

Personalisation

Digital marketing automation tools allow for personalised onboarding experiences tailored to the unique needs and preferences of each new hire. By catering to individual interests and learning styles, businesses can increase engagement and satisfaction among new employees.

Insights for Improvement

Tracking and analysing onboarding metrics provide valuable insights into the effectiveness of the process. By understanding what works and what doesn't, businesses can make informed decisions to enhance their onboarding strategies continually.

Scalability and Seamlessness

Automated onboarding processes are flexible and easily scalable to accommodate a growing workforce. Whether the company is expanding rapidly or just starting out, automated systems ensure a seamless onboarding experience for new hires, regardless of company size or expansion plans.

How to Enhance Employee Onboarding Using Digital Marketing Automation Tools

Now that we've explored the benefits of automating employee onboarding, let's discuss how you can leverage digital marketing automation tools to enhance your onboarding processes:

1.     Segmentation and Targeting

Begin by segmenting new hires based on factors like department, job role, or location using automation tools. Once segmented, deliver targeted onboarding content and resources to each group.

2.     Personalised Communication

Craft personalised email sequences that warmly welcome new hires, acquaint them with the company culture, and provide relevant information specific to their role and responsibilities. Set up automated emails to be sent at key intervals throughout the onboarding process.

3.     Automated Training Modules

Develop interactive training modules and onboarding materials that can be delivered automatically to new hires. Utilize learning management systems (LMS) to create engaging and interactive onboarding courses, complete with quizzes and assessments to gauge understanding.

4.     Feedback Loops

Implement automated feedback surveys at crucial interaction points during the onboarding process. Set up automated surveys to be sent after specific onboarding milestones, such as after the first week or after completing training modules, to gather timely feedback.

5.     Integration with HR Systems

Ensure seamless integration between your automation tools and existing HR systems to streamline data flow and ensure accuracy in employee records. Work with your IT or HR department to set up integrations between your automation tools and HR systems, ensuring that all relevant data is synced automatically.

Final Thoughts

As different businesses and service providers continue to seek ways to enhance their employee onboarding processes, digital marketing automation tools offer a compelling solution. By automating repetitive tasks, personalising communication, and leveraging data-driven insights, businesses can create a more efficient and engaging onboarding experience for their new hires.

Bash Sarmiento, a writer and educator based in Manila, specialises in crafting concise pieces across the realms of education, lifestyle, and health. His works reflect his academic background and wealth of experience in teaching, textbook evaluation, business management, and travel.

Win the now

Keywords

Resilience – Failure – Time blocking – Reflection – Intentionality - Self-care – Win the Now

In this episode of Resilience Unravelled Dr Eric Recker a dentist and speaker, emphasises self-care and living in the moment to overcome past traumas. Eric suggests time-blocking, reflection, and journaling to enhance well-being and prevent overwhelm and also advocates prioritising self-care and strategic planning with intentionalit to inspire individuals to appreciate each moment on the journey towards resilience and personal growth.

Main topics

• Learning to live in the present moment to combat a false sense of urgency.

• The importance of conscious reflection and of finding wins in daily moments.

• Setting aside time for planning and long-term goals and emphasising the value of time blocking.

• Focusing on what a win looks like in short time intervals, such as 15 minutes, to stay present.

• Implementable strategies to live and lead at optimal levels.

• Realising important life lessons to help live in the moment.

Timestamps

1: Introduction to Eric's Work (00:02 - 02:15)
2: Overcoming Challenges and Finding Joy (02:41 - 06:58)
3: Finding Wins in Daily Life (12:38 - 15:30)
4: Techniques for Living in the Present (20:21 - 22:15)
5: Balancing Present Moment with Planning (23:01 - 24:08)
6: Eric's Work and Resources (24:32 - 26:41)

Action items

You can find out more about Eric at www.ericrecker.com where you can try the free five day Knock Back Burnout Challenge
Eric’s book is "The False Sense of Urgency: How to Win the Now"

  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 resilience becomes toxic

In today’s fast-moving and competitive workplace, the idea of resilience, of bouncing back and remaining positive in the face of adversity or stress, is seen as an important attribute. But, with the world of work constantly changing and ongoing disruption and uncertainty, being consistently upbeat can take a real toll on mental health and emotional well-being. At this point resilience can become toxic.

The idea of toxic resilience centres on the expectation that employees should be able to deal with stress, pressure, and adversity by hiding their human vulnerabilities. Despite adverse situations such as ineffective organisational culture, inept management, or ongoing under resourcing, high workloads, and lack of work life boundaries, they keep going and stay productive!

This type of culture puts pressure on employees to keep quiet when they’re overwhelmed or struggling. They don’t feel able to ask for help or raise their concerns because if they do, they are made to feel that they are letting their colleagues down, are incompetent or weak, or simply aren’t resilient enough. A culture of fear then develops, and employees start to put their own needs behind that of the organisation, going beyond their limits and adopting unhealthy coping mechanisms that can have severe and long-lasting effects, and lead to burnout, mental health issues and decreased morale.

It's therefore important that leaders are able to recognise if a culture of toxic resilience is emerging and can instead start to build an environment where healthy resilience can develop. This means creating a culture where authenticity and open communication is valued, mental health resources provided, and managers enabled with the training to support their team and to understand the importance of their own mental health and wellbeing.

Resilience shouldn’t be needed to get through every day, it should be drawn on in the short term, when challenges arise, or problems have to be overcome. If leaders want to create workplaces that foster growth, fulfilment, and well-being, they need to lose the culture of toxic resilience.

Applying performance science

Keywords

Resilience – Performance Science – Purposeful Thinking – Goals – Decision Making – Brutal Focus

In this episode of Resilience Unravelled Carla Fowler an executive coach and founder of Thaxa shares her unique journey transitioning from a background in medicine and science to performance coaching. Carla emphasises intentional thinking as a skill to develop through practice and stresses the need for structured thinking processes and engaging with dialogue partners to clarify priorities for progress.

In discussing performance science, Carla outlined strategy or focus, execution efficiency, and mindset resilience as key areas. She highlighted strategic thinking's role in decision-making amidst uncertainty, focusing on good processes over specific outcomes. She also described obstacles to decision-making, including rushing decisions or over-analysis, advocating for brutal focus and simplicity over complexity to achieve success with greater intentionality.

Carla's methodology centres on using performance science to help leaders achieve ambitious goals. She urges deliberate thinking development, akin to building a muscle, emphasizing time for structured thinking and clear priority setting. Embracing brutal focus, Carla champions doing less with greater intentionality rather than seeking more, challenging the need for complexity when simplicity can lead to success.

Main topics

• Building transferable capabilities.

• Practicing purposeful thinking

• Setting goals and priorities to drive progress.

• Being comfortable with uncertainty in decision-making processes.

• The need for a structured approach to decision-making.

• Considering time constraints and opportunity windows.

• Focusing on simplification and removing unnecessary tasks to enhance decision-making effectiveness.

• The "brutal focus" approach to problem-solving by eliminating distractions and excess initiatives.

 Timestamps

1: Introduction to Coaching Methodology. Introduction to a coaching style using performance science to approach ambitious goals. Building transferable capabilities based on science and medical background. 00:59 - 03:25

2: Importance of Purposeful Thinking. Challenges of making time for thinking in a fast-paced environment. Practicing purposeful thinking through dialogue and asking important questions. Strategies for sticking with the thinking process and building endurance. 04:14 - 09:00

3: Applying Performance Science. Multidisciplinary nature of performance science, focusing on thought performance. Breakdown of performance science into strategy, execution, and decision-making elements. Importance of mindset in facing uncertainty and making decisions. 11:58 - 15:17

4: Clarity and Focus in Decision-Making. Process for making decisions in uncertain situations and having a clear plan. Common obstacles in decision-making processes and the need for sufficient time.  Importance of focus and brutal prioritization in problem-solving. 16:23 - 21:20

5: Coaching Process and Cognitive Reengineering. Explanation of the term "Greek" in relation to tasks and achievements. Cognitive reengineering in coaching to break down goals for clarity. Sharing resources for learning more about coaching and performance science. 22:46 - 24:53

 Action items

To find out more about Carla please visit www.thaxa.com or the welcome page https://www.thaxa.com/p/resilience-unravelled for a free download of The 8 Biggest Mistakes People Make When Choosing a Coach (and how to avoid them!)

You can connect with Carla at https://www.linkedin.com/in/carla-fowler/ or https://twitter.com/DrCarlaFowler

 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.