Leadership challenges and opportunities in non-profit organisations

Keywords

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

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

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

Main topics

• The need for a new approach to traditional leadership

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

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

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

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

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

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

Action items

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

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

The impact of learned helplessness in the workplace.

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

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

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

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

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

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

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

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

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

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

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

Reconnecting with your heritage

Keywords

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

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

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

 Main topics

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

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

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

• The political dynamics between China and America

• The resilience of Chinese culture

• The importance of human connections within social contexts

Action items

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

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

Reconnecting with life

Keywords

Resilience – Love – Relationships – Connection - Expectation

In this episode of Resilience Unravelled Steffi Seefeld, a global speaker and facilitator, discusses her work in helping people find love and reconnect with life. She explores the concept of love and how it can be chosen and cultivated as well as the importance of maintaining curiosity, presence, and appreciation in relationships. She emphasises the need for conscious effort to sustain a relationship or professional connection and the importance of hiring well and becoming the person one wants to attract in order to have fulfilling relationships or professional partnerships.

Steffi also talks about the importance of effective management and leadership in hiring decisions, the need for realistic expectations in relationships and the challenges of finding a perfect partner or team member. The conversation touches on the idea of having multiple deep relationships in different areas of life without diminishing their value and of polyamory as a concept that goes beyond romantic relationships and extends to other meaningful connections.

Main topics

• Transmuting neurochemistry and creating mindful, choiceful practices

• The importance of being attentive and not rushing through relationships or work

• Why building teams requires measuring relationships in the real world and establishing boundaries

• The importance of hiring well and finding partners with clarity and understanding of each other's boundaries and trajectories in life

• Self-awareness and mental rehearsal in reinventing oneself

 Timestamps

1: Introduction and Guest Introduction.  00:03-00:24
2: Steffi's Background and Work. Steffi explains that she helps lovers and leaders overcome feelings of stuckness and lost connection in relationships, allowing them to fall in love with life again. 00:34-01:25
3: Unpacking the Work. Russell and Steffi discuss the concept further, exploring how our upbringing and conditioning influence our relationships and how we can consciously change our patterns. 01:30-04:23
4: Importance of Hiring Well and Finding Clarity in Relationships. Steffi draws parallels between joining an organisation and entering a relationship, emphasising the need for clarity, boundaries, and understanding one's trajectory. 08:04-09:19
5: Endurance and Commitment in Relationships. The conversation shifts to the importance of endurance and commitment as partners face challenges together, and how this cannot be fully known until the first difficult phase is encountered. 16:49-17:24
6: Reinventing Oneself and Reprogramming the Brain. Steffi discusses the work she does in helping individuals become the creators of their own lives by becoming self-aware, letting go of old habits, and using mental rehearsal and brainwave patterns to reprogram the mind. 20:05-24:01
7: Connecting with Steffi and Recommended Resources. : Steffi shares her website and LinkedIn profile for those interested in learning more about her work. She also recommends Dr. Joe Dispenza's book, "Breaking the Habit of Being Yourself," as a resource on the science behind creating our own lives. 24:32-26:38
8: Closing Remarks. 26:38-27:24

 Action items

Find out more about Steffi at steffiseefeld.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.     

Are we really supporting neurodivergence in the workplace?

It is thought that around one in seven of the UK population are neurodivergent with conditions such as ADHD, Autism, Aspergers, Dyslexia, Dyspraxia or Dyscalculia. These conditions share some common features in the way people learn and process information and increasingly, it has been shown that these characteristics bring a variety of strengths to the workplace.

Research from Birkbeck College however has found that neurodivergent employees face significant barriers when disclosing their neurodivergence to their employer and further research from O2 revealed that 81% of neurodivergent employees felt their employer could provide them with more support. At the same time, employers said they experienced barriers in making adjustments for neurodivergent employees with 69% of those surveyed saying that a lack of disclosure is an issue. So, employees don’t feel safe enough to disclose, but without them stating their needs, employers don’t know how to support them.

The key is greater awareness from both sides. Aspects of good neurodivergent support and management are applicable to all employees - clear instructions, ensuring staff are not overloaded and providing a working environment that is free of distractions - but specific knowledge about neurodivergence should be shared. Only then will employers and employees be able to understand, be able to accommodate their co-workers and provide support if and where it’s needed. Strengths-based management that focuses on enabling people to do what they can and love to do (whilst avoiding the things they can’t) can align these abilities to what the organisation is trying to achieve and get the best from all employees.

There are great benefits for organisations having employees who think differently. Creativity, lateral thinking, a different perspective and the development of highly specialised skills enables companies to be more innovative, spot new solutions and make better decisions. Ultimately though, neurodivergence in the workplace is about helping everyone thrive and seeing everyone as talent - no matter how their brain works.

Turning tragedy into purpose

Keywords

Resilience – Grief – Identity – Loss - Image – Changing the narrative – Labels – Vulnerability – Connection – Purpose – Rebirth Day

In this episode of Resilience Unravelled J R Martinez shares his journey from the battlefields of Iraq to ABC’s ‘Dancing with the Stars’.  J R talks about how he joined the military and went to war at 19 but was injured after just one month, suffering 34% burns and inhaling so much smoke it was thought he might not survive. He was in a coma for 3 weeks and, when he came out of it the reality of the injuries and scars to his body left him thinking there was no way he could live in society. Eventually though he realised there were a lot of things that he could still do and he turned tragedy into purpose, sharing his story and expanding his career into acting, advocacy, non-profit work raising awareness for injured military personnel and writing his memoir.

Main topics

• Why resilience needs to be conditioned and exercised

• How our early life conditions us for the difficulties we meet later

• Grieving for the loss of an old life so you can accept the reality of a new one

• Losing your sense of identity

• The difference between being alive and living

• How we can all have a ‘rebirth day’ when roles evolve and change

• Choosing to jettison parts of your old identity

• Creating a new image and changing the narrative

• Negative words and embracing the labels given to us by other people

• How society and culture conditions men to be tough and avoid talking about emotions

• Why vulnerability needs to be expressed in different ways Seeing the individual, not the injury

• How connecting as humans beings can change the narrative and the way you look at anyone else you come into contact with

 Action items

You can find out more about J R at https://jrmartinez.com/ or through his social media Facebook, Instagram or LinkedIn

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

Dry promotions. The pros and cons.

Getting promoted is generally an exciting time. It’s a recognition that hard work, talent and commitment are paying off. However, an element of that excitement probably comes from the increase in pay that comes with the promotion. Now though, an increasing number of employers are offering ‘dry promotions’, a job advancement or change in position that doesn't come with a salary increase or a significant change in substantive benefits.

A recent report by compensation consultant Pearl Meyer showed that 13% of employers chose to give their employees new job titles instead of a raise, an increase from 8% in 2018. Another survey of 900 companies from benefits-advisory firm Mercer discovered that more employers are allocating less of their 2024 salary budgets to promotion-related increases than in 2023. 

Dry promotions can happen for various reasons, such as organisational restructuring, a reduced budget for pay increases, or as a temporary measure to recognise someone's potential or contribution while awaiting more substantial changes. They of course come with pros and cons which vary depending on specific circumstances and individual perspectives.

From an employee perspective it’s a recognition of their skills, accomplishments, and potential for growth within an organisation and something that may enhance their long-term career prospects by offering opportunities for skill development, networking, and exposure to new challenges and responsibilities. The most obvious downside is the lack of immediate financial reward. Without a salary increase, an employee may feel undervalued or frustrated, especially if they were expecting a raise with the promotion. There may also be perception issues with peers and subordinates, who perceive a dry promotion as hollow or lacking in substance.

Employers benefit by retaining talented employees by demonstrating that the organisation values their contribution and is willing to invest in their career growth which can assist in raising morale and motivation. A dry promotion may also be part of a strategic plan to position an employee for future advancement or to fill a critical role in the organisation once resources become available. However, if an employee's expectations for a promotion includes a salary increase or other benefits, a dry promotion may lead to disappointment and demotivation and, if they continue to feel undervalued or see no prospect of advancement in the future, they may ultimately choose to leave the organisation.

Overall, while dry promotions can offer some benefits in terms of recognition and career development, they also come with potential drawbacks related to financial considerations and employee morale. It's essential that organisations carefully consider the impact of such promotions and communicate effectively with employees to manage expectations and maintain engagement.

The continuity of consciousness

Keywords

Resilience – Consciousness – Spirituality – Personal Growth

In this episode of Resilience Unravelled Smita Joshi, an award-winning author, avid yogi and yoga teacher, and high performance and transformation coach, discusses consciousness, spirituality, and personal growth. Smita talks about her passion for living life to the fullest and exploring her talents and potential. She mentions that she believes in the concept of consciousness as a continuum and cites ancient Indian texts as a major influence on her beliefs. The practical application of these theories is discussed, emphasising personal responsibility and making choices aligned with one's innate nature. Smita explains how signs of discontent can indicate areas where change is needed, and suggests taking profound action through self-reflection, skill development, and seeking guidance from others.

Main topics

• The continuity of consciousness.

• Why being conscious of thoughts and actions helps us to take responsibility and make the best of ourselves and our circumstances.

• Aligning one's actions with their innate design.

• Why finding one's innate nature requires self-reflection and breaking down old thinking patterns.

• How emotional intelligence and developing skills in communication and other areas improves life.

 Timestamps

1. Introductions. 00:04 - 01:07
2. The Concept of Continuum. Smita discusses the concept of consciousness as a continuum and the idea of exploring different lifetimes. 01:11-01:58
3. Association with Indian Texts. Smita explains her association with Indian texts and how they align with her own experiences and viewpoints. 03:01-04:27:
4. Applying the Philosophy in Daily Life. Smita discusses how this philosophy helps her be conscious of her thoughts and actions, take responsibility, and make the best of herself and her circumstances. 04:56-05:41
5. Discovering and Tapping into Innate Nature. Smita explains that tapping into one's innate nature requires self-reflection, giving up certain things, and adopting new perspectives and frameworks of thinking 10:18-12:10
6. Affecting Change and Transformation. Smita talks about acknowledging areas of discontent and taking profound action to bring about change and transformation in one's life. 12:22-14:50
7. Importance of Meditation and Mindfulness. Smita discusses the central role of meditation and mindfulness in her approach, including the breath as a focal point. 15:04-17:20
8. Accessing Smita’s Meditations. Smita provides information on how to find her meditations on her website, smitajoshi.com, and offers a gift code for listeners of the podcast. 19:36-21:07
9. Conclusion. 21:57-22:16

 Action items

 You can find out more about Smita at smitajoshi.com,  The Self Discovery Channel or Instagram and TikTok

  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.    

 

Imposter Syndrome. A gender issue?

Imposter syndrome, the feeling of inadequacy or self-doubt despite evident success is one of the most common mental health issues in today’s workplace. It’s something that affects individuals regardless of gender with nearly 58% of employees experiencing feelings of self-doubt and failure that override their successes in their workplace.

It has however been observed that imposter syndrome may be more commonly reported among women. The ‘Working on Wellbeing’ survey of 2,500 UK workers in 2022 and showed that 21% of women suffered very frequently from imposter syndrome compared to just 12% of men.  A further study of 4,000 adults commissioned by Galaxy and the Young Women’s Trust in 2023 found that 62% of the women claimed to have hardly ever felt true confidence in their lives, with 53% struggling with unwarranted feelings of self-doubt, incompetence, and being underqualified. Comparatively, 54% of the men surveyed said they had never felt that way at all, with 63% admitting they only ever felt like it in the workplace.

Although imposter syndrome can affect individuals regardless of gender, there are specific issues that may disproportionately impact women. Some of these include:

1.     Societal Expectations: Women often face societal pressure to be perfect, nurturing, and accommodating, exacerbating feelings of inadequacy if they feel they don't meet these standards.

2.     Gender Bias: Women are more likely to be underestimated or overlooked, leading them to doubt their abilities and feel they don't belong in certain roles or industries.

3.     Tokenism: As a result of being the minority in male-dominated fields, women may feel they have to prove themselves constantly to be taken seriously.

4.     Perfectionism: Women are more likely to internalise perfectionist tendencies, set excessively high standards for themselves and feel like failures if they don't meet them.

5.     Work-Life Balance: Juggling multiple roles and responsibilities alongside professional aspirations can amplify feelings of inadequacy and impostorism.

6.     Lack of Representation: A lack of female leaders can make it difficult for women to envision themselves succeeding in similar roles.

7.     Microaggressions: Women may encounter subtle forms of discrimination such as being interrupted frequently or having their ideas dismissed, which can undermine their confidence and reinforce imposter syndrome.

8.     Stereotype Threat: Women may experience performance anxiety due to the fear of conforming to negative stereotypes about their gender's competence in certain fields.

9.     Internalised Sexism: Women who have internalised societal messages about their worth or capabilities based on their gender may struggle as they navigate professional environments.

10.  Imposter Syndrome Cycle: Women may find themselves in a cycle of imposter syndrome, where feelings of inadequacy lead to self-doubt and fear of failure, which in turn reinforces the belief that they are imposters.

Although imposter syndrome can affect anyone, the early exposure to negative beliefs and thought patterns means women may be more susceptible to the self-doubt that provides the basis for imposter syndrome. In the workplace they are often held to a higher standard than men, and are expected to be warm, caring and sociable whilst dealing with many other contradictory and clashing biases.

An understanding of the specific challenges faced by women can create more supportive environments and interventions to address imposter syndrome. This requires a multifaceted approach that includes building self-confidence, challenging societal norms and biases, fostering inclusive environments, providing mentorship and support networks, and promoting a culture of recognition and validation for achievements.

Building relationships for success and impact

Keywords

Resilience – Relationships – Connection - Success – Impact 

In this episode of Resilience Unravelled Patricia Bathory, a psychotherapist and the founder of a thriving import/export business, talks about how our connections influence our achievements in both business and life. With master's degrees in business administration and counselling psychology, coupled with advanced training in psychoanalysis and family dynamics, Patricia has a blend of experience that gives her unique insight into the personal and professional problems that entrepreneurs and leaders face every day.

For the past eight years, she has also been researching and studying interpersonal dynamics, including how our relationships directly affect our ability to succeed in business and in life and she believes that by improving our relationship skills and strengthening our connections, we feed the wheel of good and position ourselves to make a lasting impact.

In this podcast Patricia discusses the importance of personal growth, cultural awareness, and understanding diverse perspectives in building better relationships. She also explores the potential of therapy to reimagine and re-engineer relationships, and the concept of a "Happy Ever After Contract" for outlining the terms of a relationship.

 Main topics

• The significance of personal growth and self-improvement in building better relationships

• The complexity of relationships and the value of diverse perspectives

• How some relationships may seem dysfunctional but can work well for the individuals involved.

• Why trying to impose our own perspective on others can lead to problems

• The importance of cultural awareness and the ability to adapt to different situations

• Bringing together different perspectives, experiences, and cultures to lead to a better understanding of ourselves and others

• The importance of action in utilising these differences to improve relationships

• The challenge of diverse generations and the importance of building a supportive "village" of connections

• The need for a variety of relationships

• Investing in relationships to combat the "loneliness epidemic

 Action items

 You can find out more about Patricia at https://reconnect.dev/ Her book is Connected: Building Relationships to Achieve Success and Make a Lasting Impact

  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 challenges to being an authentic leader.

People are drawn to authenticity. In the workplace, it’s well established that authenticity can help to build stronger relationships, encourage transparency and create a positive organisational culture where individuals feel empowered to be themselves. With a clear emphasis on collaboration rather than individualism, it can also increase job satisfaction and lead to higher levels of engagement, motivation, and innovation.

Authenticity also plays a key role in building the trust needed to connect leaders with their teams. People want to be engaged and committed to what they're doing, to feel as if their work matters and to believe in their leaders. By being genuine, self-aware and transparent, an authentic leader displays who they are as a person and can share their sense of purpose so employees become happier, more comfortable, and more productive. Like any leadership approach though, it's not without its potential challenges. These can include:

1.     Subjectivity: Authenticity can be subjective and vary from person to person and culture to culture. What seems authentic to one person may not to another. This can create challenges in how authenticity is seen and practiced in a team or organisation.

2.     Overemphasis on Individuality: Authentic leadership often focuses heavily on the leader's individual traits, values, and experiences. This can foster trust and connection, but it may also downplay the importance of broader organisational goals and systemic issues that require collective efforts to address.

3.     Potential for Inauthenticity: Leaders may feel pressured to conform to a certain image of authenticity, which can lead to behaviours that are more about appearing authentic rather than actually being so. This can undermine trust and authenticity within the team.

4.     Lack of Adaptability: Leaders who stick rigidly to their authentic selves may struggle to adapt their leadership style to different situations or contexts. Effective leadership often requires flexibility and the ability to adjust one's approach based on the needs of the team or organisation.

5.     Vulnerability: Authentic leadership encourages leaders to be vulnerable and open about their weaknesses and failures. While this can foster trust and connection, it may also make leaders feel exposed or uncomfortable, especially in environments where vulnerability is not valued or accepted.

6.     Potential for Misinterpretation: Genuine authenticity can sometimes be misunderstood or misinterpreted, leading to unintended consequences or conflicts. For example, a leader's openness about their personal struggles may be perceived as a lack of competence or confidence.

Although being authentic as a leader can present challenges, the impact it can have on both individuals and organisations makes it well worth the effort. Addressing the challenges requires a nuanced understanding of authentic leadership and a commitment to ongoing self-reflection, learning, and adaptation. Leaders who strive to be authentic should also recognise the importance of balancing their individual authenticity with the needs and dynamics of the broader team or organisation

The human element of business

Keywords

Resilience - Volunteering - Perspective - Kindness - Customer Experience - Leadership

In this episode of Resilience Unravelled Jessica Osborn, Vice President of Customer Success at GoCardless, shares her personal and professional experiences including her work with UK charities and her role as a mother.

Jessica is an advocate for human-centric leadership and is dedicated to nurturing high-performance teams while fostering individual growth. She is also committed to revolutionising customer experiences worldwide and advocates for the symbiotic relationship between customer success and sustainable business growth.

With a career spanning pivotal roles in global customer success management, Jessica has honed her expertise in aligning business success with compassionate leadership. In this podcast she discusses the importance of customer success, the concept of volunteering, and the benefits of community engagement. She also delves into the significance of resilience, perspective, and kindness in leadership, with a focus on the human element in business and the potential of cross-sector collaborations.

Main topics

•  The importance of perspective and how to achieve it

• Using dissociation as a proactive tool, rather than a traumatic response

• The significance of a loving environment in overcoming adversity

• Finding ways to give back to the community while balancing commitments in the workplace

• The value of team building and community engagement

• The importance of kindness and respect in leadership and team building

• The need for directness and clear communication

 Action points

You can find out more about Jessica at https://www.linkedin.com/in/jessicareserosborn/

 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.   

Dedicated or addicted?

Whilst dedication and hard work are generally seen as positive qualities in the workplace, they can become a problematic if taken to extreme and negatively affect different aspects of an individual's life and well-being.  Over the last few months actor Idris Elba and playwright James Graham have both talked about their problems with work addiction so what is the best way to approach workaholism?

Work addiction, or workaholism, is a behavioural addiction characterised by the prioritisation of work over all else and this excessive preoccupation leads to the neglect of other areas of life such as personal relationships, socialising, and leisure activities. It can also lead to problems with physical and mental health, as well as personal relationships.

Dealing with work addiction requires a multifaceted approach that addresses the underlying issues contributing to the addiction and promotes healthier behaviours and coping strategies. These include:

1.    Recognising the signs of work addiction and acknowledging that it exists.
2.    Seeking support from a therapist, counsellor, or psychologist who specialises in addiction or work-related issues.
3.    Setting clear boundaries between work and personal life and sticking to them.
4.    Prioritising self-care by incorporating activities that promote physical and mental well-being into your daily routine.
5.    Cultivating mindfulness through practices such as meditation, deep breathing exercises, and mindfulness-based stress reduction techniques.
6.    Delegating and collaborating so colleagues to share responsibilities and workload.
7.    Setting realistic goals that are achievable both professionally and personally.
8.    Creating a healthy work-life balance by allocating time for work, leisure, relaxation, and socialising.
9.    Practicing self-compassion and treating yourself with the same kindness and understanding you’d offer a friend.
10. Seeking support from friends, family members, or support groups for encouragement and accountability.

Work addiction is detrimental because it compromises physical and mental health, strains relationships, decreases productivity, diminishes quality of life, increases the risk of burnout, and hinders the ability to enjoy life beyond work. Dealing with it takes time, effort, and commitment but, by taking proactive steps to address the underlying issues and implement healthier habits, it is possible to regain control and find greater satisfaction and fulfilment both professionally and personally.

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

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.   

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.