Workplace Wellbeing Ideas to action

Transcription

1 MINDZ Presentation Workplace Wellbeing Ideas to action with Dharan Longley Training Source

2 What we ll cover today Explore what wellbeing is and what mindful leaders do to support it. Use four emotional intelligence skills in a conversational leadership style that enhance our understanding of others at work. Experience an exercise that provides a healthy response to emotional stress. Hear about workplace programs that help leaders and employees proactively take responsibility for their own wellbeing at work.

3 Warming up Thinking about the way you or your organisation have implemented wellbeing for staff, what have you observed so far? What problems have occurred, and has anything frustrated you about the process? What new approaches might helpful in promoting wellbeing at work?

4 Wellbeing at work is Activity 1: Around the table 15 sec each For me, wellbeing at work means A volunteer please give a 20 second summary with key words from your group.

5 Wellbeing at work includes

6 The expanding picture As employers broaden their focus from safety to wellbeing, two important changes are occurring: 1. A shift in focus from return on investment (ROI), to business performance, and 2. A shift from wellbeing as an integral part of an employer's health care strategy, to wellbeing as part of their workforce strategy.

7 Who s at the centre? Activity 2: Table talk (10 sec each) Acknowledging your role or interest in supporting wellbeing in your workplace, who is the most important person in this process? employees? you? others?

8 You are the centre If you have a role or an interest in promoting wellbeing at work, then everything you think, say and do can promote it. It asks us to walk our talk Being well at work invites us firstly to be aware of our own, and others needs. Activity 3: Pair share: How much can you positively influence your workplace culture and practices around wellbeing? little some a fair bit a lot

9 A workplace scenario

10 Josie s situation Josie is an administrative employee at a medium sized manufacturing company. She is feeling pressured from a demanding workload and is doing long hours to meet her boss expectations. Noticing a drop in Josie s energy, her manager sends her to Jim, the company s H&S Officer. Jim has no training in how to address or manage personal stress, and is unsure about what approach is right for her mental health at work.

11 Activity 4: Identify barriers to Josie s wellbeing Tasks excessive workloads pressure to perform inadequate delegation low self-management skills lack of funding lack of time Relationships unsupportive culture controlling managers untrained staff being seen as weak if honest about mental health issues (eg. depression) under-developed trust

12 Creating a healthy balance

13 2017 survey Wellness in the Workplace

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15 2017 survey Wellness in the Workplace 93,000 employees confirmed bigger workloads and increased stress at work. 31% of employees said their level of stress had risen in the last two years. 8.3% said it had declined. Research shows the sweet spot for productivity is 36 hrs. What have you observed?

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17 WHO predicts By 2020 depression will be the second largest cause of human suffering By 2030 depression will be the largest cause of human suffering worldwide

18 A psychologically healthy workplace Source: American Psychological Association 2008

19 How does mindfulness help?

20 What is mindfulness? Being more attentive and conscious of what is happening in any given moment Mental-emotional training, or fitness for the mind A trainable skill that develops clarity, focus and equanimity How might these outcomes benefit you and others at work?

21 Jon Kabat-Zinn Professor Emeritus of Medicine. Creator of the Stress Reduction Clinic and Center for Mindfulness in Medicine, Health Care, and Society at University of Massachusetts Medical School

22 Mindfulness defined

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24 Activity 5: A mindful PAUSE P ause A cknowledge U You S ilence E ngage

25 Mindfulness helps you Know your feelings as they arise Recognise how thoughts, reactive emotions and behaviours are connected Realise we have choice to pause before responding to challenging situations.

26 Typical stress warning signs

27 Reading the signs What do you notice in yourself when stressed at work? What do you notice in others at work when they are feeling stressed?

28 Feeling cared about Studies by Gallup show that in any organisation, people do better work and are more engaged in their jobs (and hence more productive) when they can say: My supervisor or someone at work cares about me as a person. "I have a best friend at work." Another study showed that people who have a best friend at work are 700% more engaged in their job than people who don t. So how can you bring more personal connection into the workplace?

29 Can I trust you care? People want to know that you care, before they care about what you want them to know. 50% of what determines trust is feeling cared about, and is judged in the first 30 seconds. 75% of cues for trust are communicated nonverbally. Once assessed, people are highly resistant to change. Stress and mental noise can reduce the ability to process information by up to 80%. What does this mean for you and staff at work?

30 The key to highly effective teams Research by Amy Edmonson, Professor of Leadership and Management at Harvard Business School showed high performing teams have one element in common Psychological safety Modeling emotional openness yourself gives others more confidence to speak honestly, trusting they will be accepted without negative repercussions. Emotional self-disclosure is a big key to wellbeing.

31 4 emotional intelligence skills 1. Acknowledge your own emotions 2. Express your feelings, needs and interests 3. Ask open questions to learn more and clarify 3. Actively listen: paraphrase feelings & needs

32 Reaction or response?

33 What do I have control over?

34 Influencing change - WIIFM? People do not resist change, they resist being changed. Klas Mellander People will support what they help to create. Marvin Eisbord

35 Worksafe: Identifying, assessing and managing work risks (July 2017, page 6)

36 Worksafe: Identifying, assessing and managing work risks (July 2017, page 6) Open question: Which risks have you observed at work, and to what degree do they affect the wellbeing of staff?

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38 People who regularly practice mindfulness report Feeling more engaged in their work and relationships. Improvement in their physical, mental, social and emotional states. Sense of calm with reduced anxiety or worry. Increased ability to manage and direct their thoughts, moods and emotions.

39 Leading employers are changing With physical health being only one factor contributing to outcomes valued by employers, their focus is moving to employing holistic well-being strategies that enhance wider aspects of employees' lives. Positive outcomes include: Improved social and emotional health Greater productivity Higher performance Decreased health care costs Lower absentee and turnover rates

40 Who s adopting mindfulness in NZ Banks, government departments, insurance companies and manufacturers are putting mindfulness programmes in place for both senior leaders and staff, aiming to build resilience, improve decision-making and encourage flexible thinking. NZ examples: Transpower Cigna Fairfax Media Harrison Grierson (law) Hatch (technology)

41 Ovio Mindfulness One: Workplace An introductory mindfulness course for employees. Designed specifically to: improve wellness enhance performance and improve workplace culture

42 Ovio Mindfulness One: Workplace The Ovio program is part of a global, evidencebased, mindfulness movement used in companies such as Google, LinkedIn, Apple and Harvard Business School to dramatically increase wellness, creativity and purposedriven performance.

43 What can you do with today s learning?

44 What now? The following slides provide two follow-up training options, facilitated by Dharan Longley. 1. Learn mindfulness with Ovio Mindfulness One: Public and In-house programs available. 2. In-house Learning and Development workshops for your company or organisation. Details follow

45 Ovio Mindfulness One: Workplace In-house program Reduced stress, anxiety and reactivity Reduced absenteeism and healthcare costs Increased energy levels and resilience Better working relationships Staff feel valued Your organisation can be a better place to work

46 Ovio Mindfulness One - Public Like to learn mindfulness? Registrations are now open for the next public introductory course. See the next slide for course information. Three sessions, a week apart, run for minutes. Cost $95. A journal is included. Venue, dates and times are provided on registering. To register or enquire please call or . I d be pleased to answer your questions. Best wishes Dharan M: E: dharan@ovio.co.nz W: ovio.co.nz

47 Dates, times and venue are provided on registering

48 Training Source Training Source provides staff training in a wide range of people skills. (See topics next slide) Designed to meet your organisation s Learning and Development needs. In-house workshops are lead by Dharan Longley, internationally experienced trainer and facilitator. Individual counselling or coaching support is also available. Contact Dharan for a training resource pack, or to discuss how add value to your staff development program. M: E: trainingsource1@gmail.com to

49 Training Source Learning & development programs 2018 See next slide for workshop topics. Contact Dharan Longley for a training resource pack, or to discuss options for your organisation s staff development program. M: E: trainingsource1@gmail.com

50 Training Source Programs 2018 Developing teams Team Synergy Leadership Skills Future Thinking Skills for Trainers Being productive Mindfulness at Work Decision Quality Resilience Personal Productivity Working with others Leading Effective Meetings Facilitation Skills Powerful Presentations Emotional Intelligence Supervising Others Negotiation Skills Customer Service Assertiveness & Self Confidence Work-Life Balance Request an information pack