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It's winter in Sydney, typically a time when we get a bit slack with our exercise goals. Despite the fact that it's cold and wet, we all know we still need "to move it, move it". Reel 2 Real Click here for my favourite recording of the song from the movie Madagascar Photo by Chander R on Unsplash I am currently coaching a marketing manager in a multinational who has just been promoted and has the responsibility of realigning the strategic focus of his new team as part of an organisation wide change. His boss attended the first coaching session to set aims and objectives and to ensure that wellbeing is on the coaching agenda. The first aspect of wellbeing my client chose to focus on were his exercise goals. He is well aware of the importance of being proactive with his physical health and incorporating regular exercise into his routine. He is a member of the F45 gym near his office, he has a dog that enjoys walking, and he is part of a squad at the local swimming pool. However, with the changes at work he found that he wasn’t actually doing much exercise. For those who are a bit sceptical, here are a few of the evidenced based benefits of exercise: Pumps blood to the brain, which will make you think more clearly. Increases the size of the hippocampus, the part of the brain responsible for memory. Increases the connections between the nerve cells in the brain. This improves your memory and helps protect your brain against injury and disease. Releases chemicals like endorphins and serotonin that improve your mood. Gets you out in the world, help to reduce any feelings of loneliness and isolation, and put you in touch with other people. Regular leisure-time exercise of any intensity provides protection against future depression Diminishes the symptoms of depression and anxiety Improves sleep quality Reduces stress Improves learning Counteracts the mental decline that comes with age and facilitates functional recovery from brain injury Finally there is good evidence to indicate you will live longer Despite the fact that there is much research on the optimum amount and type of exercise one should undertake, in my opinion the best form of exercise is the one you will actually do . In other words, it is essential to have high self awareness to ensure long term commitment to positive exercise habits. What are the factors that will enable you to remain committed to long term exercise goals? Determine what you actually enjoy doing. The odds are slim that you will stick to something if you hate it Be realistic about your current routine and fixed commitments, challenge some assumptions you may have. Decide why you are exercising? What do you want to achieve? Ensure the type of exercise is practical in your current circumstances e.g if you live in tropical north Queensland chances are you won’t be able to snowboard three times a week all year round Know what will keep you accountable- eg being part of a team, meeting a friend, personal trainer etc.. remember financial membership may not be enough to motivate you. If you regularly travel have a practical alternative for when you are away from home. Know if you need variety and plan for it. How do you want to feel, before, during and after exercise? If your exercise is based outside ensure you have a wet weather alternative Check with your Doctor or medical specialist before you start anything new. So what did my client decide to do? One of the interesting initiatives the marketing manager has committed to is an F45 class every Wednesday at 12pm. He will put it as a recurring event in his diary, so that everyone will know why he won’t be contactable at this time. By sharing his goal with his team, not only will it keep him accountable, he will set a clear example to his new team of the importance of switching off from work, and getting out of the office at lunchtime. To ensure he gets some regular sunshine and his dog gets out, he has reinstated his weekend morning runs with his best friend and sister - both of whom have active dogs. To cover the times when he travels interstate and overseas, he has decided the best exercise is swimming. He realised that he typically stays in a hotel with a pool, and it's not too much trouble to pack his new swimming costume and goggles. Finally, for those days when he hits the snooze button and chooses to miss his early morning gym session, he has committed to small actions like taking the stairs and to getting off the bus a few stop earlier to increase his incidental exercise. How does this relate to leadership? It is apparent that the long list of benefits to exercise align with the complex competencies required of a leader. In addition the tips on implementing a behaviour change so that you stick to your exercise goal, should provide you with some ideas for personal and workplace behaviour change. In addition, exercise is a great platform for role modelling proactive wellbeing behaviour and to opening the conversation and initiating subtle changes to the broader wellbeing activities of yourself, your team, and your organisation. As I finish this blog the sun has finally come out in Sydney, which I hope will also inspire you to get moving and do some exercise... References: De la Rosa, A; Solana, E. Corpas, Rubén; Bartrés-Faz, Pallàs, Mercè; et al. (Mar 2019) Long-term exercise training improves memory in middle-aged men and modulates peripheral levels of BDNF and Cathepsin B Scientific Reports 9,: 1-11. https://www.healthdirect.gov.au/exercise-and-mental-health Harvey SB, Øverland S, Hatch SL, Wessely S, Mykletun A, & Hotopf M (2017) Exercise and the Prevention of Depression: Results of the HUNT Cohort Study. American Journal of Psychiatry 1;175(1):28-36. Kujala UM (2011). Born to be rich, physically active, fit and healthy? The Scandinavian Journal of Medicine & Science in Sports 20: 367. Myers J, Kaykha A, George S, Abella J, Zaheer N, Lear S et al. (2004). Fitness versus physical activity patterns in predicting mortality in men. American Journal Medicine 117: 912–918. Laurin D, Verreault R, Lindsay J, MacPherson K, Rockwood K (2001). Physical activity and risk of cognitive impairment and dementia in elderly persons. Archives of neurology. 58: 498–504. Schön, M; Kovaničová, Z; Košutzká, Z; Nemec, M; Tomková, M; et al.(2019) Effects of running on adiponectin, insulin and cytokines in cerebrospinal fluid in healthy young individuals Scientific Reports (Nature Publisher Group); Vol. 9, (Feb 2019): Witlox, Lenja; Schagen, Sanne B; de Ruiter, Michiel B; Geerlings, Mirjam I; Peeters, Petra H M; et al. (2019) Effect of physical exercise on cognitive function and brain measures after chemotherapy in patients with breast cancer (PAM study): protocol of a randomised controlled trial. British Medical Journal Open; 9,. 6, Vina, J., Sanchis-Gomar, F., Martinez-Bello, and Gomez-Cabrera, MC (2012) Exercise acts as a drug; the pharmacological benefits of exercise. British Journal of Pharmacology 167 1–12 1 #exercise #wellbeing #coaching #leadership

There are four aspects of health that impact our wellbeing: physical health, sleep, food and exercise. Physical health:  In my undergraduate psychology we learnt about power of  the mind when it comes ot healing the body. A recent study on the placebo effect - (ie creating the the mindset that people will heal),  accounted for clinically significant benefits in an estimated 60-90% of conditions, including pain, anxiety, depression, Parkinson’s disease, asthma, allergies, hypertension, immune deficiencies, and Alzheimer’s disease and even recovery from surgery. On the flip side there are also many physical illnesses that impact our mind, our mood and our behaviour. For example, when the bacteria associated with Lyme disease become active again after lying  dormant and harmless for months, even years in the brain, they may manifest symptoms that match the clinical diagnoses for schizophrenia, bipolar disorder and depression. Thyroid imbalances and hormonal changes can impact mood. Something as straightforward as  poor eyesight, if not corrected can lead to social mistakes, like not noticing and greeting a colleague who is on the other side of the office.  No one performs at their best in an ability assessment if they have forgotten their reading glasses. Finally, you can’t really listen to someone at a noisy networking event if you have an undiagnosed ear infection. On a positive note, if you are a particularly healthy person, donating blood  is a way to give back and share your good health with others. Sleep:  We all know that the world is a marvellous place after a good night sleep. Spend time chatting to a new parent and you will quickly be reminded of the impact of sleep deprivation on mood and performance. Sleep difficulties amongst new parents contribute to a vicious cycle between sleep and the persistence of depression after the birth of a child. There is also a large body of medical evidence to demonstrate that our bodies need sleep for growth and repair and our brains to consolidate information.  Sleep deprivation actually, causes more damage to the adolescent brain than a mild head injury. Regular readers will also remember that one of the circumstances in which the “Dark Side” of your personality comes out when is you are tired. Finally, for those who still aren’t convinced, there is a link between sleep deprivation and weight gain. My very first psychology supervisor taught me some useful sleep hacks which I shall share with you: Switch off mentally and physically (that means the phone and computer) from work at least one hour before sleep. Establish a bed time routine. This is a series of relaxing activities that over time your body will associate with sleep, for example a warm bath, hot herbal tea and a relaxation technique.  For ideas read my previous blog or head to my resources page .  Get up at the same time every morning, even on the weekend. Cut down on caffeine and alcohol Avoid sleep medicine If you wake up in the middle of the night do not toss and turn, get up and repeat your going to sleep routine. If these steps don’t make a difference please go to your Doctor for determine if you need the expertise of a medical professional or clinical psychologist to ensure you get a good night sleep.  Food: My children had a novel when they were growing up entitled "You are what you eat," where the  main character was encouraged not to eat too much chocolate or she would turn to into chocolate.  Despite being a rather silly story, it is surprising how few people  stop to think about whether what we are eating is beneficial for our long term health and energy levels. In simple terms there are two categories of food: Always foods:   Fruit, vegetables, complex carbohydrates, protein and healthy fats. Include lots of variety to ensure you are getting necessary nutrition and to keep your food interesting. Sometimes foods: excess sugar, unhealthy fats, chemicals, alcohol and caffeine. These foods do not actually give us anything but short-term energy, perhaps some holes in our teeth and maybe some clogged arteries? So what should you do: Rather than copy the latest fad from your friends, there are three experts who can ensure that what you are eating is ideal for your health: The Doctor: some medical conditions require specific diets. Qualified Dietician: take the information on your general health from your Doctor, make an appointment with a qualified dietician to work out what specifically your mix of always foods should be.  Use your self-awareness to identify the type of program and accountability that you require to ensure that you change your habits for the long term.   Clinical psychologist: will be particularly helpful if you know that your alcohol intake is excessive or if you have an unhealthy relationship with food.    Exercise:  Recently, I wrote a blog on the benefits of exercise and tips to keep you motivated. In summary exercise benefits your physical and mental health. There is an overwhelming amount of expert advice and fads around on the best form of exercise for your heart mind and body, however exercise is only good for you if you actually do it. So be honest with yourself and choose a form of exercise that your Doctor says is safe for you that you  actually like doing and is practical in your life. Final thoughts: As the week comes to a close, take five minutes out of your day and  book a slightly longer than usual appointment with your Doctor, and ask them to check you from head to toe and provide referrals for all the age appropriate screenings. Resources: https://sleepfit.io/ References: Crum, A., Leibowitz, Kari, A, &, Verghese A. (2017) Making mindset matter, British Medical Journal  356:j674 doi: 10.1136/bmj.j674 (Published 2017 February 15) Ginsburg, J. (2004) Coughs and sneezes spread mind diseases, New Scientist;  Vol. 184, Iss. 2472,  (Nov 6-Nov 12, 2004): 40-43. Groeger, John A; Dijk, Derk-Jan.(2005) Consolidating consolidation? Sleep stages, memory systems, and procedures Behavioral and Brain Sciences ; New York  Vol. 28, Iss. 1,   73-74. Håvard Kallestad, Bjarne Hansen, Knut Langsrud, Torleif Ruud, Gunnar Morken , Tore C Stiles, and Rolf W Gråwe (2012) Impact of sleep disturbance on patients in treatment for mental disorders.   BMC Psychiatry 12:179 Lyytikäinen, P; Lallukka, T; Lahelma, E; Rahkonen, O.(2011) Sleep problems and major weight gain: a follow-up study. International Journal of Obesity; London  Vol. 35, Iss. 1,  109-14. DOI:10.1038/ijo.2010.113 Nippoldt, TB (2017) Can thyroid disease affect my mood? Mayo Clinic. https://www.mayoclinic.org/thyroid-disease/expert-answers/faq-20058228 https://www.sleepfoundation.org/articles/what-happens-when-you-sleep Saxbe, Darby E; Schetter, Christine Dunkel; Guardino, Christine M; Ramey, Sharon L; Shalowitz, Madeleine U; et al.(2016) Sleep Quality Predicts Persistence of Parental Postpartum Depressive Symptoms and Transmission of Depressive Symptoms from Mothers to Fathers. Annals of Behavioral Medicine ; Oxford  Vol. 50, Iss. 6,   862-875. Salberg, Sabrina; Christensen, Jennaya; Yamakawa, Glenn R; Connor Lengkeek; Malik, Haris; et al (2018). A Bump on the Head or Late to Bed: Behavioral and Pathophysiological Effects of Sleep Deprivation after Repetitive Mild Traumatic Brain Injury in Adolescent Rats . Journal of Neurotrauma; New York  Vol. 35, Iss. 16,  (Aug 15, 2018): 1895-1905. DOI:10.1089/neu.2018.5744 http://www.tac.vic.gov.au/road-safety/statistics/summaries/fatigue-statistics

For those of you who want to start the year with some 'light' reading or listening, here are my favourite podcasts and books. Podcasts: HBR IdeaCast I have been listening to HBR IdeaCast on and off for about 4 years. It is weekly podcast featuring the leading thinkers in business and management from Harvard Business Review. Sarah Green is a marvellous interviewer. http://feeds.harvardbusiness.org/harvardbusiness/ideacast Work and Life with Stew Friedman Stew Friedman founded the Work/Life Integration Project at Warton, the podcast is a recording of his live radio show on the Warton Business Radio. I really enjoyed Episode 45. when he interviewed Sarah Green Carmichael (HBR IdeaCast) on the topic of Work Obsession. http://www.workandlifepodcast.com/ The First Four Years David Sherry shares his insights into his strategy for successfully living as an entrepreneur in 2017. His perspective is energetic and refreshing. http://feeds.feedburner.com/thefirst4years/ The Knowledge Project: Shane Parrish of Farnham street interviews international experts on a wide variety of business related topics. To help us master the best of what other people have figured out. I particularly enjoyed his "in between episode" Entitled Are we too busy to pay attention to life? https://www.farnamstreetblog.com/the-knowledge-project/ Echo Junction Podcast Adam Fraser Talks Social and Digital, helping you to make sense of the day to day noise and complexity in the social media and digital marketing sector. His interview with Mitch Joel http://echojunction.com.au/podcast/mitch-joel-talks-marketing/ is a brilliant overview of the impact of digital and the associated changes in marketing. http://echojunction.com.au/series/echo-junction-podcast/feed/ Books: Here are some I have waiting on my shelf for a quiet moment over the summer, or at some point in 2018. Daniel Pink: To Sell is Human Dan Pink believes that sales isn't what it used to be, as consumers are more informed and savvy than ever. His practical tips and refreshing perspective is useful for all of us who need to persuade others. https://www.bookdepository.com/Sell-is-Human-Daniel-H-Pink/9780857867209?ref=grid-view&qid=1513731477603&sr=1-1 Adam Grant: Give and Take Give and Take highlights what effective networking, collaboration, influence, negotiation, and leadership skills have in common, and how givers achieve extraordinary results across a wide range of industries. https://www.booktopia.com.au/give-and-take-adam-grant/prod9781780224725.html Adam Grant: Originals Adam Grant examines how people can drive creative, moral, and organisational progress—and how leaders can encourage originality in their organisations. https://www.booktopia.com.au/originals-adam-grant/prod9780753556986.html Thank you for your support over the past year. Wishing you a relaxing summer break and I look forward to working with you in 2018. I am taking a break with the family, returning to work January 22nd. A bit about me: At the end of my Masters Degree in Organisational Psychology I was told the best place to work is "wherever you can find a good boss". As an Executive Coach my aim is to help my clients be "excellent bosses", so that they and their direct reports all bounce out of bed excited about their day at work. My 20 year career is driven by a belief that we spend so much time at work it should be an enjoyable, challenging and energising experience. #podcasts #leadership #HBR

“Feel the city breakin' and everybody shakin' And we're stayin' alive, stayin' alive Ah, ha, ha, ha, stayin' alive, stayin' alive Ah, ha, ha, ha, stayin' alive” Staying Alive by the Bee Gees’ (click here for the song) Photo by Jony Ariadi on Unsplash This week while providing feedback to a client on the Global Leadership Wellbeing Scale I was reminded of the construct of vitality and energy. That one of the core resources all leaders need is to look after their bodies so that they have the energy to “perform at their peak in all aspects of life and work”. Regular readers would know that a few years ago I blogged on the impact of exercise, sleep and diet on psychological wellbeing (click here for my past blog) After the session I began to ponder why is this aspect of wellbeing ignored and often misunderstood? "The whole idea of the ‘Life. Be in it.’ campaign is to teach us how to behave, what to eat and drink and how to spend our time if we want to have life and have it more abundantly.” Historian Manning Clark, 1991 Logically, we know that the body is the vessel that carries us through the world and thus to meet the demands of life and work it is essential to ensure our bodies are as well functioning as possible. The internet, social media and book shops are filled with information about improving our physical health which is often based on pseudoscience and unsubstantiated fads. Interestingly, it is an area of life where we crave the silver bullet and often common sense seems to go out the window. In Australia in the 1970’s there was a big public health campaign to to educate Australians about exercise in a fun and non-threatening manner, via community announcements on television, cartoons in newspapers and community-based programming. As I watched a few commercials I was reminded that the key messages are as relevant today as they were all those years ago. Click here for the Obesity commercial, and here for the walking commercial Whilst I am not a doctor, dietician, exercise physiologist, physiotherapist, optometrist or any other allied health or medical expert to give any specific advice. The crux of taking care proactively of your physical health is a visit to your Doctor, remember to please discuss the annual check-ups that you may have missed last year because of Covid. What impact does the leader have on physical health? Regular readers would be aware that poor leadership has negative implications for psychological wellbeing. What is additionally concerning is the research that demonstrated that a lack of support from supervisors to be problematic for workforce health, independent of known psychosocial work stress factors and conventional risk factors. In order to understand the relationship between leadership and physical health, a study was conducted with over 3000 industrial workers. The researchers found that the lack of supportive leadership was associated with poor health and that this association held true for nearly all subgroups independent of several factors including work-related stress, socioeconomic status, and lifestyle. On a positive note, supportive leaders have a substantial impact on work climate and organisational culture. Their ability to react to and reduce stressful conditions in the workplace, to improve role clarity, meaningfulness, opportunity for development and job satisfaction, serves to improve wellbeing, general health and lowers the risk of heart disease. Supportive leaders can actually improve the physical health of their staff. The leaders their ability to appropriately react to stress and harmful situations, promotes regenerative rather than stress-related practices in employees. In addition, employees who perceive their leaders to be supportive are actually more physically active. Recently, in another cross-sectional sample of 32,770 European workers, found that positive leadership behaviour (e.g., participative leadership) was associated with lower levels of stress and higher physical health. Final Thoughts The Bee Gees sang about overcoming hardship to stay "Alive”, personally, I am motivated to enable my clients to maximise their physical health so that they can experience the vitality and energy to really live and enjoy both life and work. Whilst I am not a doctor, dietician, exercise physiologist, physiotherapist, optometrist or any other allied health or medical expert to give any specific advice. The crux of taking care proactively of your physical health is a visit to your Doctor, remember to please discuss the annual check-ups that you may have missed last year because of Covid. References: https://www.glwswellbeing.com/ https://collection.maas.museum/object/12208 https://www.nma.gov.au/defining-moments/resources/life-be-in-it-launch https://theconversation.com/tooth-or-consequences-even-during-a-pandemic-avoiding-the-dentist-can-be-bad-for-your-oral-health-152742 https://www.healthline.com/health-news/why-dentists-are-reporting-a-low-rate-of-covid-19 Schmidt, B., Loerbroks, A., Herr, R.M., Wilson, M.G., Jarczok, M.N., Litaker, D., Mauss, D., Bosch, J.A. and Fischer, J.E. (2013). Associations Between Supportive Leadership and Employees Self-Rated Health in an Occupational Sample. International Journal of Behavioral Medicine , 21(5), pp.750–756. Schmidt, B., Herr, R.M., Jarczok, M.N., Baumert, J., Lukaschek, K., Emeny, R.T. and Ladwig, K.-H. (2018). Lack of supportive leadership behavior predicts suboptimal self-rated health independent of job strain after 10 years of follow-up: findings from the population-based MONICA/KORA study. International Archives of Occupational and Environmental Health , 91(5), pp.623–631. https://www.ovariancancer.net.au/page/134/signs-and-symptoms?gclid=Cj0KCQjw38-DBhDpARIsADJ3kjmHb4n1w4TU7XYU1c_oJhkYt2jG19-wIkyfFnoY8_oHjsHT_zNZfDsaAg7KEALw_wcB Wilson, M.G., Dejoy, D.M., Vandenberg, R.J., Richardson, H.A. and Mcgrath, A.L. (2004). Work characteristics and employee health and well-being: Test of a model of healthy work organization. Journal of Occupational and Organizational Psychology , 77(4), pp.565–588. Nielsen, K., Randall, R., Yarker, J. and Brenner, S.-O. (2008). The effects of transformational leadership on followers’ perceived work characteristics and psychological well-being: A longitudinal study. Work & Stress, 22(1), pp.16–32. ‌ Montano, D., Reeske, A., Franke, F. and Hüffmeier, J. (2016). Leadership, followers’ mental health and job performance in organizations: A comprehensive meta-analysis from an occupational health perspective. Journal of Organizational Behavior, 38(3), pp.327–350.

‘No more gas in the rig Can't even get it started Nothing heard, nothing said Can't even speak about it Out my life, out my head Don't want to think about it Feels like I'm going insane, yeah’ Disturbia by Rihanna (click here for the song) photo by Pier Monzon on Unsplash "Stigma wears many faces. We most commonly equate it with how we treat one other. However, that represents only part of the issue; personal shame, internalized through an individual’s mental health suffering, is a silent problem. We must normalize talking about mental health and its multitude of conditions because stigma is the chain onto which all mental health conditions link." Dévora Kestel Regular readers would be know that the purpose of my work is to enhance leadership capability and wellbeing. In addition, whenever appropriate I raise awareness of the complexity of mental illness. How do we address mental health in the workplace? 1. Minimise or prevent harm Take the time to define your purpose : What are you trying to achieve? Who are you serving by doing this work? How will you remind yourself and remain accountable ? Take the time to define your values : ie guide for prioritising and making decisions. What really matters to you How you want to treat others Your ethics Prepare for how will you be politely assertive and push back on unrealistic timeframes and responsibilities. Prioritise: remember not everything is important and urgent, but make time for the important non-urgent. (click here for my resource sheet) Identify your wellbeing "not negotiables" the things that you can never stop doing in both life and work. (click here for one of my blogs on wellbeing) Relationships, with family, friends, colleagues and community Meaning purpose and direction Resilience Energy and vitality (physical health) Boundaries Flow Create a psychologically safe workplace. (click here for my blog) Learn the varied behavioural manifestation of exhaustion, stress and boredom. (click here for my blog) Exceptional leaders always strive to enhance their wellbeing, emotional intelligence and self awareness. 2. Intervene early When there is high pressure from external and internal circumstances name the 'elephant in the room' with the team and make a plan to minimise the impact on life and work. Know when and how to have an RUOK Conversation (click here for my blog) Learn the signs of burnout, and mitigation strategies. (click here for my blog) Encourage and support evidence based assistance. When possible manage the impact of mental illness on colleagues and stakeholders. Follow up with empathy (click here for my blog) Australian sources of help Mental health crisis team 1800 011 511 (24 hours) Doctor Clinical psychologist 000 3. Support recovery: Successful recovery requires a delicate balance between the needs of the individual, their colleagues, and stakeholders. At all times it is essential to ensure that the work place is safe for all employees, that kindness, confidentiality and empathy is at the forefront of all behaviour. "A key step widely recognised to improve RTW outcomes is for an appropriate manager or supervisor to contact the worker before they go off work and frequently through their recovery process to ask them how they are going, indicate your interest in their welfare and see what help they might need." https://www.safeworkaustralia.gov.au/system/files/documents/1911/work-related_psychological_health_and_safety_a_systematic_approach_to_meeting_your_duties.pdf More Information: Recovery is complicated and the following websites provide an excellent overview of legal responsibilities and practical steps. Safe work Australia: https://www.safeworkaustralia.gov.au/system/files/documents/1911/work-related_psychological_health_and_safety_a_systematic_approach_to_meeting_your_duties.pdf Heads Up: https://www.headsup.org.au Workplace strategies for Mental Health https://www.workplacestrategiesformentalhealth.com/ Final Thoughts: As I have written in the past, assistance from others is an excellent way to increase our wellbeing resources. Researchers have found that those who receive help find work and life more enjoyable and satisfying (Click here for my blog ). Remember we can only look after the mental health of others if we look after our own mental health. If you know in your gut that you are not feeling yourself, don't hesitate or wait till you are really languishing, act now and make an appointment to see your GP. References: https://www.who.int/news-room/commentaries/detail/world-mental-health-day-is-an-opportunity-for-us-to-embrace-our-sense-of-community-and-normalize-mental-health Work-related psychological health and safety A systematic approach to meeting your duties National guidance material. (2019). [online] Available at: https://www.safeworkaustralia.gov.au/system/files/documents/1911/work-related_psychological_health_and_safety_a_systematic_approach_to_meeting_your_duties.pdf. ‌

Photo by Sid Verma on Unsplash The road of life is rocky And you may stumble too. So while you talk about me Someone else is judging you Judge Not by Bob Marley  (Click here for the  song).  This week I had the pleasure of a few face to face coffees with some HR managers and senior business leaders.  After discussing how they and their organisations have been impacted by COVID,  I was asked “ Is there one skill that would best equip leaders for the uncertainty and complexity that lies ahead?” Richard MacKinnon in his podcast this week helped me to formulate an answer.  He cautioned that today's leaders need to be careful to not use their experience as the yardstick for how their team has and will adapt to current state of work. In fact without exceptional empathy skills,  leaders cannot be mindful  of the individual differences in their team  psychological and contextual adaptation to the current levels of uncertainty and complexity in both life and work. "I am seeing a lack of empathy between very senior people and the rest of the organisation"  Richard MacKinnon So what is empathy? Empathy  is commonly described as the ability to put yourself in another person’s shoes, almost a type of “vicarious introspection”. What makes empathy complicated is we need to discover how the other person feels on their shoes, not how we would feel in their shoes. In my opinion the critical and most challenging component of empathy, is suspending judgment and listening with curiosity. Suspending judgement requires you to ignore your biases, pressures and assumptions about both the person and the situation so that you can fully listen to understand. "To be with another in this [empathic] way means that for the time being, you lay aside your own views and values in order to enter another’s world without prejudice." Carl Rodgers. So how do we develop empathy? 1. Start with your own mindset: Apply the principles of unconditional positive regard. Go into the conversation with the mindset that typically  people’s behaviour has pure motives.  “Give them the benefit of the doubt” until you have all the information from their perspective. Having this open-minded attitude will encourage them to freely share their thoughts, feelings, without fear  that you will be shocked, offended, or judgmental. Do not assume that suspending judgement means you approve of what a person has done. As Lombardo, and Eichinger eloquently explain “understanding does not mean agreement”. 2. Really listen: Make time and private space for the conversation. The best way to listen well is to simply concentrate on what the other person is saying.  I am aware this is easier said than done and Celeste Headlee's ted talk has some excellent practical tips. Many researchers have found that when listening our brains have a lot of idle time to drift and not concentrate. To reduce the likelihood that you will jump to conclusions before the other person has finished talking try the following: Write down what they are saying Write down your random thoughts and hypotheses Integrate the information that is being presented. 3. Get comfortable with big emotions: Typically, managers need to draw on their empathy skills in the context of negative or difficult conversations. Most people do not feel comfortable experiencing difficult emotions or being in presence of someone who is. As a result, we often avoid these conversations entirely or we don’t listen well. The emotional regulation techniques from my previous blog will help you  to understand not experience the emotions of others. Why is empathy such an important leadership skill?   "Empathy has been advanced as a critical predictor of prosocial behaviour and effectiveness in the workplace" Clark et al Based on a comprehensive review of the empathy literature, Clark and his colleagues concluded that the emotional state of the leader is a significant factor in creating a positive organisational climate. Particularly when “The corporate world .. is full of challenges and competition, and most organizations are facing a lot of threats and hurdles.” He explained that if an employee perceives that an employer is not investing in the relationship, they may feel a reduced sense of commitment, trust and loyalty, and begin to work just for the financial reward. Fortunately, the converse also applies and following behaviours occur when employees feel that their boss has true empathy:   strong in-role performance, increased innovation, high organisational citizenship,   increased commitment, trust, and job satisfaction, reduced turnover, and diminished intention to quit, and improved loyalty. As a leader empathy enables you to:  envisage the impact of your decisions and actions on core audiences and plan accordingly,  inspire your team, develop new leaders, and identify client desires and the risks they are or aren’t willing to take. I challenge you to practice your empathetic mindset at home and notice the positive impact. As aptly expressed by Roger Ebert  “I believe empathy is the most essential quality of civilization.” References: Clark, M.A., Robertson, M.M. and Young, S. (2019). “I feel your pain”: A critical review of organizational research on empathy. Journal of Organizational Behavior, 40(2), pp.166–192. Ekman, P. and Friesen, W.V. (1969). Nonverbal Leakage and Clues to Deception†. Psychiatry, 32(1), pp.88–106. Kultalahti, S. and Viitala, R. (2015). Generation Y – challenging clients for HRM? Journal of Managerial Psychology, 30(1), pp.101–114. Lombardo, M.M. and Eichinger, R.W. (2006). FYI: for your improvement: a guide for development and coaching. Minneapolis, Mn: Lominger Ltd. Maamari, B.E. and Majdalani, J.F. (2017). Emotional intelligence, leadership style and organizational climate. International Journal of Organizational Analysis, 25(2), pp.327–345. ‌‌ Robbins, S.P. (1994). Organisational behaviour: concepts, controversies and applications: Australia and New Zealand. New York ; Sydney: Prentice Hall Australia. ‌Schooler, Jonathan. (2015). Bridging the Objective/Subjective Divide Towards a Meta-Perspective of Science and Experience. In T. Metzinger & J. M. Windt (Eds). Open MIND: 34(T). Frankfurt am Main: MIND Group. 10.15502/9783958570405 Tartakovsky, M. and read, M.S.A.E.L. updated: 8 J. 2018 ~ 4 min (2017). When You’re Scared of Feeling Your Feelings. [online] psychcentral.com. Available at: https://psychcentral.com/blog/when-youre-scared-of-feeling-your-feelings/ [Accessed 7 Jul. 2020]. ‌ Positive Psychology.com. (2019). What is Unconditional Positive Regard in Psychology? [online] Available at: https://positivepsychology.com/unconditional-positive-regard/. ‌ https://www.forbes.com/sites/prudygourguechon/2017/12/26/empathy-is-an-essential-leadership-skill-and-theres-nothing-soft-about-it/#265f35262b9d Psychology Today. (n.d.). Unconditional Positive Regard. [online] Available at: https://www.psychologytoday.com/au/blog/what-doesnt-kill-us/201210/unconditional-positive-regard [Accessed 7 Jul. 2020]. My pocket Pysch Ep 065: Employee wellbeing with Dr. Kevin Teoh ‌ https://www.worklifepsych.com/podcast/ep-065-employee-wellbeing-with-dr-kevin-teoh/ https://www.goodreads.com/quotes/260114-i-believe-empathy-is-the-most-essential-quality-of-civilization

“ I overshare because I over care 'Bout the person over there Who's completely unaware that I overthink, then I overdrink to overcompensate Yeah, I know there's moments that I'm missing If I'd just shut up and listen But silence makes me scared So then I overshare" Overshare Song by Kelsea Ballerini (click here for the song) Photo by Nathan Dumlao on Unsplash “Yesterday my boss told me about the massive mistake he made on the annual budget that he submitted to the board. He reckons that all our bonuses are at risk. He is personally stressed about meeting his mortgage repayments, and so has been gambling late at night unsuccessfully on shares and at the casino. He hasn’t told his wife or kids. He is really anxious about all the errors he’s making in his work” Coaching Client What is self disclosure? “Self-disclosure is an aspect of communication that involves intentionally sharing personal information about ourselves with another person­—information that others generally could not know without us sharing it.” Tchiki Davis Technically, any form of communication reveals something about ourselves, the topics we choose to discuss, the self-assuredness in our voice, and the clarity or levity in our storytelling all communicate to others things about us. According to many psychologists self-disclosure is defined as revealing a private belief, thought, feeling, experience, hope, or dream to others. Some researchers define it as the process that grants other people access to our secrets or ‘real self’. What are the benefits of sharing personal information? Decades of research on self-disclosure suggest that the act of making oneself vulnerable by sharing personal information about the self typically promotes liking and feelings of closeness. Self-disclosure is thought to be beneficial (and perhaps even necessary) for forming close, intimate social connections for the following reasons: People like someone more who discloses to them People like someone more who they have disclosed to People disclose more to someone they like Thus when appropriate self-disclosure not only builds on itself but generates upward cycles of self-disclosure that help build strong, intimate relationships. Researchers have found that in the work context, presenting a ‘better’ version of oneself to one’s co-workers can be emotionally exhausting, it causes stress, harms immunity, and may lead to disease. When individuals self-disclose weakness to a colleague, they liberate the cognitive resources they have been expending trying to hide that information, and thus tend to experience relief and renewed energy, which researchers have found can increase job satisfaction and performance. What about the recipient? Recent research has highlighted the conditions in which self-disclosure can harm relationship development, in the workplace. They found that when the content of the self-disclosure is inconsistent with perception employees have of their leader and of senior staff in general, it is likely to negatively affect the receiver’s perception of them. The disclosure of information that highlights any type of weakness is an act of vulnerability, as it often exposes insecurities it may communicate a desire to be supported. The discomfort for the employee emerges when there is a belief that the role of senior leadership is to provide, not receive, support. In fact, researchers found that self-disclosure in this context may undermine the leader’s influence, encourage conflict, and weaken relationship quality. In contrast when the disclosure of weakness comes from a peer, there is less, if any, impact on conflict, or relationship quality. Researchers found that the act of self-disclosing a weakness has a tendency to make the leader seem less competent or more inappropriate. In contrast this will not occur to the same extent if the discloser is a peer. This difference is in part due to the loftier expectations of a leader’s competence and appropriateness. “an irony of self-disclosure: although higher status individuals may disclose information about their weaknesses to a coworker in order to reduce the social distance between them and foster a better working relationship, their disclosure may have exactly the opposite effect.” Gibson, Harari and Marr How do you decide what and when to share? Answering the following questions will serve as a guide: Why are you disclosing? What is the specific PURPOSE ? Will the information achieve your aims? Is there an alternative approach? What are the benefits? Who are you telling? Is it about your need for validation, power or influence? How are you doing it? in person, on the phone, in private, etc. What amount of information is appropriate? How can you ascertain if the conditions are suitable? Researchers have found that the timing in the conversation is particularly important: when it occurs in the middle of a conversation one can ascertain how ready the other person is to hear what you have to say, or if they are in the right frame of mind. In addition, it is essential to provide time for the listener to process the information presented and respond in the way they want. What about the positives? Regular readers would know that communicating personal positive events with others is associated with increased daily mood and well-being, above and beyond the impact of the positive event itself and other daily events. In addition, when others are perceived to respond actively and constructively (and not passively or destructively) the benefits were further enhanced. When good news is recognised and validated, positive social interactions occur, and self-esteem is elevated. Researchers proposed that this process provides one central mechanism, for the upward spiral of positive affect and well-being described by Barbra Fredrickson. (click here for my blog on savouring moments ). In contrast destructive responses tend to decrease or even reverse the positive affect produced by one’s good fortune. How should you respond to others who self-disclose their vulnerably? Researchers have found that the best approach to self disclosure is to listen with empathy and without judgment. Regular readers would know that this is easier said than done and requires self-awareness, and emotional intelligence. So what about my client? She told me that after her boss’s very personal disclosure she was literally lost for words. As she tried to formulate the most appropriate response, she began to realise that in that moment perhaps her role was to simply remain quiet and sit with him for a while. At the end of her coaching session, she said to me “I have the opportunity to gently follow up on his wellbeing. Perhaps in time it will be appropriate to encourage him to get professional financial and psychological support.” References: Davis, T. (n.d.). Self-Disclosure: Definition, Examples, & Tips . [online] The Berkeley Well-Being Institute. Available at: https://www.berkeleywellbeing.com/self-disclosure.html . Gable, S.L., Reis, H.T., Impett, E.A. and Asher, E.R. (2004). What Do You Do When Things Go Right? The Intrapersonal and Interpersonal Benefits of Sharing Positive Events. Journal of Personality and Social Psychology , 87(2), pp.228–245. doi:10.1037/0022-3514.87.2.228. ‌ Gibson, K.R., Harari, D. and Marr, J.C. (2018). When sharing hurts: How and why self-disclosing weakness undermines the task-oriented relationships of higher status disclosers. Organizational Behavior and Human Decision Processes, 144, pp.25–43. doi:10.1016/j.obhdp.2017.09.001. ‌

“You've got to stand for something or you'll fall for anything You've got to be your own man not a puppet on a string Never compromise what's right and uphold your family name You've got to stand for something or you'll fall for anything.” You've Got To Stand For Something by Aaron Tippin (click here for the song) Personal photo “Over the years, those who have seemed to me to be the most happy, contented and fulfilled have always been the people who have lived the most outgoing and unselfish lives.” Queen Elizabeth II Last week the Queen of the United Kingdom of Great Britain and Northern Ireland died, she was the longest-reigning monarch in British history. The news is filled with tributes and memories of her reign from the moment she came into office until her death. “I feel as though I have made a difference to many people,” “I have made and created things that have had an impact on other people,” “I think that I will be remembered for a long time after I die,” “Others would say that I have made unique contributions to society,” Self-report legacy items from McAdams and de St. Aubin’s (1992) Loyola Generativity Scale (LGS) A person's legacy can be achieved in their lifetime, it may be a gift and an example for the next generation of leaders who share your vision of the future. The sum of your words and actions leaves an indelible legacy that defines what you valued during your time in leadership. A leader's legacy is always being created, intentionally or unintentionally. From the moment a person enters the workforce and or takes on any leadership position their legacy begins. Regular readers would know that in every role in life there will always be ethical decisions, choices in how you treat others and the attitude you have towards your work and those around you. These decisions and actions are observed and shape how others view you. A legacy is formed by the moments shared, the decisions made, the actions taken, and even the mistakes overcome throughout the many phases of your career. Researchers have found that the more intentional and proactive a leader is in their behaviour the more likely their legacy will be aligned with their values. Therefore, it takes continual conscious effort to create and leave an intentional legacy, in any facet of life. “The legacy that we are given shapes us in ways that are often apparent (sometimes less so) in how we live our lives; the values, virtues, traditions, and attitudes we either choose to adopt or reject. It helps shape “who” we become and “what” we become in life.” William S. Breitbart M.D. The challenge for a leader is to live to their full potential, in spite of, or thanks to, the legacy they have been given. Successful leaders tend to surpass the limitations placed upon them by the world. Does it matter? Regular readers would know the importance of a leader having a defined purpose, clear ethics and values to guide their behaviour. Clearly articulating a legacy that is reflective of all these elements is a valuable technique for a leader to always remain focused on what really matters to them in both life and work. Interestingly, researchers have found that leaders with high legacy beliefs maintain an active leadership engagement with their work because they believe that their actions have a purpose. Their aim is to ensure that they leave an enduring and positive impact on others in the future. In addition, over time, there is a positive reciprocal relationship between legacy beliefs and leadership behaviours. Taking the time to define what your legacy is and how you will put it into practice, serves as an excellent guide for enhancing your leadership capability and well-being. A bit of a tangent.. Every year when my late Grandmother's orchids bloom in my garden I am reminded of her legacy. She was a humble, selfless, hardworking lady. There are many people, especially women, who continue to be impacted by her kind, quiet, yet no-nonsense community and professional work. Personal photo of my late grandmother’s orchids, which are currently blossoming in my garden. So take a moment to contemplate how you are currently shaping your legacy. If you would like to be kept accountable, please email me with your thoughts and dreams. References: Queen Elizabeth dies: Here are some of her most famous quotes – WSB-TV Channel 2 - Atlanta Social Media and The Intentional Leadership Legacy | Psychology Today Australia Zacher, H., Rosing, K., & Frese, M. (2011). Age and leadership: The moderating role of legacy beliefs. Leadership Quarterly, 22(1), 43-50. doi:10.1016/j.leaqua.2010.12.006 www.psychologytoday.com. (n.d.). Your Legacy | Psychology Today Australia. [online] Available at: https://www.psychologytoday.com/au/blog/meaningful-new-world/201608/your-legacy [Accessed 13 Sep. 2022]. ‌

"Sometimes in our lives We all have pain We all have sorrow For no one can fill Those of your needs that you won't let show You just call on me brother when you need a hand We all need somebody to lean on" Lean On Me by Bill Withers (click here for the music) https://www.ruok.org.au Whilst we should not need an annual reminder to check up on each other, Thursday, September 8th is R U OK day in Australia and therefore it is always beneficial to pause and think about your own mental health and that of those around you. "Mental health is about subjective well-being; the individuals’ perceptions and evaluations of their own lives in terms of their emotional state and their psychological and social functioning." Nina Helen Mjøsund Regular readers would be aware that the purpose of RUOK day is to raise awareness of mental illness and reduce the associated stigma. To be honest, despite all the open conversations about mental illness at work it saddens me that we still have a long way to go to ensure that people access the correct support early. Thus I feel it is important to blog every year, to ensure that no one becomes complacent. According to the Australian Institute of Health and Welfare over 2 in 5 Australians aged 16–85 are estimated to have experienced a diagnosed mental illness at some time in their life, with 21.4%, having experienced a diagnosed mental illness in the previous 12 months. The most prevalent forms of mental illness in Australia are Depression, Anxiety and Substance use disorders. Hiding in plain sight: There are people who experience severe forms of mental illness yet somehow hide it from view and ‘appear’ to be highly successful. Unfortunately, these individuals may delay seeking help until they reach a crisis or breaking point. According to researchers, they don’t seek help because they fear that they lack the time or prerogative to be unwell or receive treatment. In addition, as may be the case with high functioning anxiety, the anxiety has many positive ramifications including being focused at work; willing to help others when asked and having a busy social schedule. In fact, on the surface, their anxiety can be a driving, rather than a paralysing force. Corey L. M. Keyes's model aims to provide a comprehensive understanding of the complexity of the interaction between well-being and mental health. Contrary to popular opinion he explains that: a person can be languishing without being mentally ill and a person can have a diagnosed mental illness and be flourishing. He found that flourishing individuals function better (e.g., fewer missed days of work) than those with moderate mental health, who in turn function better than languishing individuals – and this is true for individuals with a recent mental illness and for individuals free of a recent mental illness. What is languishing? When a person is languishing, they have low levels of subjective well-being, and they are not feeling good or functioning at their best. They may appear to live life as if they are just 'going through the motions'. 4 The dual-continua model. (Reproduced with permission from Keyes CLM. Mental Health as a Complete State: How the Salutogenic Perspective Completes the Picture. In: Bauer GF, Hämmig O, editors. Bridging Occupational, Organizational and Public Health: A Transdisciplinary Approach. London: Springer; 2014. p. 179-92 ) As portrayed in the video below, you don't need to be an expert to have an R U OK conversation. What are your daily responsibilities? Remove the stigma associated with mental illness. Encourage early intervention for the well-being of all. Talk to people you haven’t spoken to for a while and see how they are. Get to know people at work so that you actually notice a change in their behaviour. Notice a change in someone's behaviour and encourage them to get help. Follow up on someone you have already spoken to. Common reactions to being asked R U OK? Silence Denial Anger Sadness Tears Request for direct help from you Sharing of their circumstances Request for a referral from you Important things to remember: Your role is to encourage professional help not to provide it. Remain empathic and non-judgemental. People often don't realise their distress was so apparent and could be embarrassed or shocked that you noticed. You may never know if someone actually gets help. Don’t underestimate the positive impact of showing that you genuinely care. Check in personally, regularly, and gently. eg "I've been thinking of you and wanted to know how you've been going since we last chatted." How can a leader create a workplace where people will flourish? Regular readers would know that I have written many blogs on how to enhance the workplace to support the well-being of all employees. The following blogs in particular are a useful guide: Being proactive about workplace wellbeing: https://www.balkincoaching.com.au/post/how-can-you-be-proactive-about-workplace-psychological-wellbeing Ethical behaviour: https://www.balkincoaching.com.au/post/can-ethical-behaviour-enhance-leadership-capability-and-wellbeing Addressing the culture of excessive alcohol consumption: https://www.balkincoaching.com.au/post/leadership-wellbeing-and-alcohol-a-potent-cocktail-or-a-unique-opportunity Identify Poor job fit https://www.balkincoaching.com.au/post/what-is-the-impact-of-poor-job-fit-on-employee-wellbeing Give appropriate compliments https://www.balkincoaching.com.au/post/can-an-olympic-commentator-teach-us-about-compliments Notice the signs of burnout https://www.balkincoaching.com.au/post/can-your-leadership-style-reduce-the-likelihood-of-burnout Reduce Rudeness: https://www.balkincoaching.com.au/post/how-do-we-reduce-rudeness-at-work Provide good feedback https://www.balkincoaching.com.au/post/can-good-feedback-enhance-wellbeing Address ostracism https://www.balkincoaching.com.au/post/what-can-a-leader-do-about-ostracism-in-the-workplace Take action to improve employee wellbeing: https://www.balkincoaching.com.au/post/can-a-leader-really-improve-the-wellbeing-of-their-team Look after your physical health: https://www.balkincoaching.com.au/post/can-good-leadership-make-you-healthier Click here for the Blog page of my website and let me know what other blogs you found helpful. Finally, we can only look after the mental health of others if we look after our own mental health. If you know in your gut that you are not feeling yourself, don't hesitate or wait till you are really languishing, act now and make an appointment to see your GP. Australian sources of help Mental health crisis team- 1800 011 511 (24 hours) Doctor Clinical psychologist 000 The role of the clinical psychologist is to help people who are languishing move to flourishing. Please, email me and tell me "What are you going to do differently this R U OK Day?" -------------------- References: Available on request.

“But when his drinking and lusting And his hunger for power Became known to more and more people The demands to do something About this outrageous man Became louder and louder” Rasputin by Boney M (click here for the song) Photo by Kyle Glenn on Unsplash “The intense media coverage of a serious allegation of financial misconduct in my organisation has detrimentally impacted everyone. I was at a BBQ on the weekend and was verbally abused.. I didn’t even have the opportunity to point out that my work is way connected. But most importantly, trial by media is not the rule of law in a democracy, surely we still believe in the presumption of innocence until proven otherwise in a court” . Coaching client Whilst defining ethics is in the realm of the philosophers there is a common consensus cross culturally that the following is unethical: Violation of care. i.e to harm people intentionally Violation of justice Psychologists who study of behavioural ethics do not debate what people ought to do, but rather why do they do what they do. The recognition of moral issues requires: moral awareness, moral sensitivity and moral attentiveness. Given that actions may be legal but not ethical, ethical behaviour requires an awareness of implications of choices. High profile ethical misconduct “What if we thought of opioids in the US not as a passive crisis, but the logical result of a series of legal and ethical crimes.” Alex Gibney It would be an understatement to say that there have been examples of unethical behaviour in the media lately by professionals who have strict codes of practice or work in organisations with ethical principles. What is reported is perhaps the tip of the iceberg when it comes to unethical behaviour. How do large scale unethical practices occur? “ulterior financial motives have led certain companies to prioritize transactional values above the health of the consumers, which reflects the companies’ disregard for bioethics.” Jason Sanchez Alonso Researchers found that on a corporate level the opioid pandemic was in large part due to the following: Poor enforcement of marketing regulations, Lack of independent scientific evidence of long-term safety and effectiveness Inadequate management of conflicts of interest. It can also be hypothesised that Doctors were too busy to properly research the new medication and thus relied on the evidence from the sales people. Why do so many unethical practices go unreported? Fear of consequences Lack of trust in privacy of reporting system Minimisation by others Marketing and persuasion Lack of time Arrogance Power Lies and deceit Lack of clarity around moral codes Biased perspectives Finaical strain Job insecurity Market competition Incivility Peer Pressure What about ethical blind spots? Ethical decisions or lack thereof occur in everyday life, yet they often go unnoticed until there are repercussions. Researchers have recognised that individuals are facing ethical choices all the time even if they don’t see the ethical concern. The concept of moral awareness, implies that the individual who is making a decision needs recognise that an ethical issue is at stake in a given situation. This moral awareness precedes the process of seeking the most morally justifiable course of action from the alternatives. Unfortunately there are policies and practices in organisations that are a minefield for ethical dilemmas. “The inherent complexity of business situations is not the only cognitive factor that perpetuates unethical business practices. Individuals bring with them varying capacities to recognize the moral component of a business situation. It is the degree of ability to recognize the moral content of a situation—known as moral awareness” Craig V. Vansandt When designing and implementing recognition and reward systems researchers have found that rarely do leaders stop and think about what they are actually incentivising. Often an organisation described the desired behaviour but are unaware that they are rewarding the complete opposite action through their systems. For example numerous moral hazards are created from rewarding the number of sales orders received not the number of satisfied repeat customers. Promotions are ethical decisions, if they are based on revenue or sales rather than leadership capability and emotional intelligence, the message is conveyed that there is a higher value placed on profits than people. Rationalisation: It’s easy for people to lose sight of what they should do in a situation, and will justify their unethical behaviour. However researchers have found that the process of rationalising the implications of poor decisions implies that people do have a sense of how they ought to behave. If they didn’t care about morality they wouldn't need to rationalise. What is the impact of unethical behaviour? Decrease in morale Erosion of internal and external trust Reputation of firm Legal proceedings Financial loss Direct or indirect damage to customers Loss of productivity Stress and anxiety Staff turnover Decline in wellbeing What can leaders do? “a healthy organizational culture is one in which speaking up and listening go hand in hand and thereby reinforce ethical standards. If concerns are expressed, changes can be made in a timely way.” Ferrère, Rider, Renerte, and Edmondson. Clearly articulate behavioural expectations: Whilst all organisations have both spoken and unspoken rules and guidelines about how to act, many of the cultural norms and expectations aren’t clearly expressed in writing and conveyed to all staff. To avoid confusion, provide clarity around behaviour towards colleagues, customers, and the public. Practice what you preach: If the highest standards of ethics are desired within an organisation then high-profile leaders in that organisation need to demonstrate these standards beyond reproach. Reinforce ethical behaviour: It is essential to be mindful and intentional about what behaviours an organisation wants to reinforce and what behaviours they don't. Appropriately and clearly reinforcing ethical behaviour will ensure that it will continue to occur. Make it easy for staff: Provide regular and relevant training, consultation, modelling, resources and supervision around ethical dilemmas for all staff. Encourage timely feedback: The tone of corrective feedback needs to be one of collaboration and education as it will allow for openness. Immediate feedback is critical to maximise a fuller understating of the unethical decisions and behaviours. How do you make good ethical decisions? Whilst most people are inherently ethical, it is extremely difficult to make sound choices, ethical or otherwise in a hurry with limited information that’s coming to you in a rush. The leadership practice of acting fast and decisively is not conducive to thinking deeply about complicated ethical dilemmas. Researchers have found that good ethical decision making requires complex thinking before action. The following process will improve ethical decision making: Define your ethics and values Pre-empt situations that may be troubling Slow down Think through a problem Understand from different lenses Consult with colleagues and experts inside and outside the organisation Gain Support Identify the consequences of your options When there is the pressure to act fast and make a decision, take a moment to pause and think. Reflective practice involves recognising the choices that are available in front of you, considering others and making a conscious effort to make the best choice. How do you behave ethically when you have made an error of judgment? Admit to your mistakes, Apologise without justification, Identify and take remedial action Review the circumstances, habits and biases that led to the behaviour Establish systems and processes to ensure that mistakes are not repeated The nature of the human condition is such that mistakes are made, in the context of ethical dilemmas it is critical to resist the temptation to sweep the mess under the carpet. Final thoughts Being a moral individual means being honest and kind in your behaviour, an ethical organisation creates a climate of kindness, psychological safety and enhanced wellbeing for all employees. References: https://www.theaustralian.com.au/business/legal-affairs/after-lisa-wilkinsons-remarks-about-brittany-higgins-can-bruce-lehrmann-ever-receive-a-fair-trial/news-story/2fa6439a2f909505feff65a00356cb3e www.judcom.nsw.gov.au. (n.d.). Offences against justice/in public office . [online] Available at: https://www.judcom.nsw.gov.au/publications/benchbks/sentencing/public_justice_offences.html#d5e48144 [Accessed 29 Jun. 2022]. https://www.afr.com/politics/federal/trial-of-brittany-higgins-accused-delayed-due-to-publicity-20220621-p5avat Australian Government (n.d.). Presumption of innocence . [online] Attorney-General’s Department. Available at: https://www.ag.gov.au/rights-and-protections/human-rights-and-anti-discrimination/human-rights-scrutiny/public-sector-guidance-sheets/presumption-innocence . An Examination Of The Relationship Between Ethical Work Climate And Moral Awareness (2001) Craig V. Vansandt Ferrère, A., Rider, C., Renerte, B. and Edmondson, A. (2022). Fostering Ethical Conduct Through Psychological Safety. MIT Sloan Management Review , [online] 63(4). Available at: https://sloanreview.mit.edu/article/fostering-ethical-conduct-through-psychological-safety/ [Accessed 29 Jun. 2022]. ‌Psychology Today. (n.d.). Six Ways to Create a Culture of Ethics in Any Organization . [online] Available at: https://www.psychologytoday.com/au/blog/do-the-right-thing/201507/six-ways-create-culture-ethics-in-any-organization. ‌ https://vtechworks.lib.vt.edu/bitstream/handle/10919/28821/DISSERTATION2_single.pdf?sequence=1&isAllowed=y Brown, Michael & Stilwell, Jason. (2005). The ethical foundation of performance measurement and management. https://twitter.com/jkalbrechtsen/status/1539159781063405569 the Guardian. (2021). ‘The crisis was manufactured’: inside a damning film on the origins of the opioid epidemic . [online] Available at: https://www.theguardian.com/tv-and-radio/2021/may/10/opioid-crisis-alex-gibney-the-crime-of-the-century. Liu, X., Greenbaum, R.L., Allen, D. and Zhang, Z. (2021). A Newcomer Socialization Perspective on the Proliferation of Unethical Conduct in Organizations: The Influences of Peer Coaching Practices and Newcomers’ Goal Orientations. Journal of Business Ethics . doi:10.1007/s10551-020-04730-y. ‌ Erik Helzer on Moral Psychology and Behavioral Ethics THE INDIGO PODCAST 27 APR ⋅ 1:06:38 Alonso, J.S. (2021). Purdue Pharma Deceptive Research Misconduct: The Importance of the Use of Independent, Transparent, Current Research. Voices in Bioethics , [online] 7. doi:10.7916/vib.v7i.7786. ‌Helzer, E. G., Cohen, T. R., & Kim, Y. ( forthcoming ). The character lens: A person-centered view of moral recognition and ethical decision-making. Journal of Business Ethics. Accepted November 24, 2021 Kolodny, A. (2020). How FDA Failures Contributed to the Opioid Crisis. AMA Journal of Ethics , 22(8), pp.E743-750. doi:10.1001/amajethics.2020.743. ‌Teresi, M., Pietroni, D.D., Barattucci, M., Giannella, V.A. and Pagliaro, S. (2019). Ethical Climate(s), Organizational Identification, and Employees’ Behavior. Frontiers in Psychology , [online] 10. doi:10.3389/fpsyg.2019.01356. ‌

"Let's get physical, physical I wanna get physical Let's get into physical” Let’s Get Physical by Olivia Newtown John (click here for the song) Photo by Robert Collins on Unsplash “run #1 complete" “Run #2 complete on weekend” SMSs from a Coaching client Bill is responsible for the design and implementation of a multi-million-dollar technology solution, for his firm. The focus of his coaching is to lead his team in achieving the strategic objectives of his project, without burning out and to secure additional funding for the next stage in the change management process. Bill had been talking about exercise for 6 months he knew he needed it to manage his work stress. He told me that when he is exercising he eats better, sleeps better, his stress levels are more manageable, has more energy and concentration and sets better boundaries between work and life. For those who are a bit sceptical, here are a few of the evidence-based benefits of exercise: Pumps blood to the brain, which will make you think more clearly. Increases the size of the hippocampus, the part of the brain responsible for memory. Increases the connections between the nerve cells in the brain. This improves your memory and helps protect your brain against injury and disease. Releases chemicals like endorphins and serotonin that improve your mood. Helps to reduce any feelings of loneliness and isolation Exercise of any intensity provides protection against future depression Diminishes the symptoms of depression and anxiety Improves sleep quality Reduces stress Improves learning Aids recovery from stressful life events and environments. Counteracts the mental decline that comes with age and facilitates functional recovery from brain injury You will live longer What are the factors that will enable you to remain committed to long-term exercise goals? There is much research on the optimum amount and type of exercise one should undertake, in my opinion, the best form of exercise is one that your Doctor says is safe and that you will actually do . To ensure a long-term commitment to positive exercise habits ask yourself the following questions: Have you been to the Doctor and or specialist lately for a medical check-up? What exercise do you actually enjoy doing? The odds are slim that you will stick to something if you hate it Is this form of exercise practical in your current circumstances? e.g you like to swim but the nearest pool is an1 hour away. What do you want to achieve by exercising? What are your current fixed commitments? Challenge some assumptions you may have. What will keep you accountable? eg being part of a team, meeting a friend, personal trainer etc.. remember financial membership may not be enough to motivate you. What will you do when you travel? If you need variety, how will you plan for it? How do you want to feel, before, during and after exercise? If your exercise is outdoors what is your wet weather alternative? After you have been exercising for a while, reflect on your experience and change up your activity if it isn't enjoyable, practical or safe. How does this relate to leadership? “Time invested in regular exercise, even if it means spending less time at work, is correlated with higher ratings of leadership effectiveness” CCL Leading Effectively Staff Many executives don’t make time to exercise regularly, because of their job demands. Some fear that they aren’t pulling their weight if they prioritise exercise over work. However, researchers have found that regular exercise enables the executive to have the physical stamina for their roles, and improves their general health in the process. In addition, leaders who exercise regularly were rated significantly higher by their bosses, peers, and direct reports on their leadership effectiveness than those who don’t. Recent research has found that moderate exercise is a useful technique in reducing the likelihood that stressed leaders will behave in an abusive manner toward their subordinates. Whilst this finding is encouraging it is essential to remember that unfortunately, incivility is present in many workplaces, its causes are complex, as are the strategies to minimise its prevalence. The following blogs address the complexity of workplace incivility: Managing inappropriate criticism: https://www.balkincoaching.com.au/post/what-is-your-role-in-managing-incivility-and-inappropriate-criticism Incivility in remote work: https://www.balkincoaching.com.au/post/what-is-really-going-on-behind-closed-doors-can-you-manage-incivility-in-remote-working Reducing rudeness at work: https://www.balkincoaching.com.au/post/how-do-we-reduce-rudeness-at-work Final thoughts Regular readers would know that the well-being and emotional intelligence of a leader has a large impact on their effectiveness. Exercise is a way of increasing the resources of the leader so they can better meet the demands of their role. Exercise is also a great platform for role-modelling proactive well-being behaviour. By opening the conversation about the benefits of enjoyable exercise you can enable subtle changes to the attitudes and actions of your team, and your organisation. A bit of a tangent.. For those who missed my, LinkedIn post. While I can’t say it was my favourite birthday present, I am grateful to the Australian Government for caring about the health of my bowels and sending me a test kit in the mail. For those who are a bit squeamish, compared to taking out the smelly garbage or cleaning dog's poo off your shoe, it’s a breeze. In addition, it was excellent to receive my negative results within a very short amount of time. (Click this link to get your free bowel cancer kit and to find out more. ) References: De la Rosa, A; Solana, E. Corpas, Rubén; Bartrés-Faz, Pallàs, Mercè; et al. (Mar 2019) Long-term exercise training improves memory in middle-aged men and modulates peripheral levels of BDNF and Cathepsin B Scientific Reports 9,: 1-11. https://www.healthdirect.gov.au/exercise-and-mental-health Harvey SB, Øverland S, Hatch SL, Wessely S, Mykletun A, & Hotopf M (2017) Exercise and the Prevention of Depression: Results of the HUNT Cohort Study. American Journal of Psychiatry 1;175(1):28-36. Kujala UM (2011). Born to be rich, physically active, fit and healthy? The Scandinavian Journal of Medicine & Science in Sports 20: 367. Myers J, Kaykha A, George S, Abella J, Zaheer N, Lear S et al. (2004). Fitness versus physical activity patterns in predicting mortality in men. American Journal Medicine 117: 912–918. Laurin D, Verreault R, Lindsay J, MacPherson K, Rockwood K (2001). Physical activity and risk of cognitive impairment and dementia in elderly persons. Archives of neurology. 58: 498–504. Schön, M; Kovaničová, Z; Košutzká, Z; Nemec, M; Tomková, M; et al.(2019) Effects of running on adiponectin, insulin and cytokines in cerebrospinal fluid in healthy young individuals Scientific Reports (Nature Publisher Group); Vol. 9, (Feb 2019): Witlox, Lenja; Schagen, Sanne B; de Ruiter, Michiel B; Geerlings, Mirjam I; Peeters, Petra H M; et al. (2019) Effect of physical exercise on cognitive function and brain measures after chemotherapy in patients with breast cancer (PAM study): protocol of a randomised controlled trial. British Medical Journal Open; 9,. 6, Vina, J., Sanchis-Gomar, F., Martinez-Bello, and Gomez-Cabrera, MC (2012) Exercise acts as a drug; the pharmacological benefits of exercise. British Journal of Pharmacology 167 1–12 1 Barling, J. and Cloutier, A. (2017). Leaders’ mental health at work: Empirical, methodological, and policy directions. Journal of Occupational Health Psychology , 22(3), pp.394–406. doi:10.1037/ocp0000055. Burton, J.P., Hoobler, J.M. and Scheuer, M.L. (2012). Supervisor Workplace Stress and Abusive Supervision: The Buffering Effect of Exercise. Journal of Business and Psychology , [online] 27(3), pp.271–279. doi:10.1007/s10869-011-9255-0. ‌ McDowell‐Larsen, S.L., Kearney, L. and Campbell, D. (2002). Fitness and leadership: is there a relationship? Journal of Managerial Psychology , 17(4), pp.316–324. doi:10.1108/02683940210428119. ‌ https://www.ccl.org/articles/leading-effectively-articles/spotlight-on-exercise-and-leadership/

“Liberalism’s great historic idea, ….., is that all people are equal in fundamental status. Liberalism’s defining project over 200 years has been removing race and gender from civic status, from rights and obligations. This is a magnificent vision. Humanity is utterly distinctive, meaning it has ineradicable human dignity, and utterly universal, meaning every human being is equally endowed with rights and obligations.” Greg Sheridan Photo by Hannah Busing on Unsplash Do we like to be different? “retaining individuality is not only reconcilable with belonging to the group but is also a defining aspect of the group’s identity" (Jans, Postmes, & van der Zee, 2012). Social psychologists have found that human beings have a strong need to form and maintain strong and stable relationships with others. This fundamental human need for belongingness is experienced when a person has frequent and positive interactions and a feeling of acceptance in a stable group. In contrast, humans also have a fundamental need to see themselves as unique, differentiated beings. Interestingly, researchers have found that these opposing needs may lead individuals to make incorrect stereotypical judgements about themselves, others, a group and even the organisation. “She swam by me, she got a cramp He ran by me, got my suit damp I saved her life, she nearly drowned He showed off, splashing around” Summer nights by Jim Jacobs / Warren Casey (click here for the song) What actually makes a difference? “Inclusion within a workgroup is the “degree to which an employee perceives that he or she is an esteemed member of the work group through experiencing treatment that satisfies his or her needs for belongingness and uniqueness” (Shore et al., 2011, p. 1265). Researchers have found that policies and practices that create an environment of inclusion can increase perceptions of inclusion and buffer against negative effects created by diversity (e.g., conflict). In addition, the workgroups that incorporate both belongingness (members feeling valued and respected) and uniqueness (viewing diversity as a resource) are more likely to have positive outcomes. Regular readers would know that the leader has the responsibility to create both belongingness and demonstrate they value uniqueness. Visioning and team building can create a shared focus and supporting differing opinions and ideas within the group can highlight the importance of uniqueness. As always creating an inclusive workplace is dependent not only on policies and practices but on the behaviour and attitudes of all leaders, employees, stakeholders, and customers. “Although prosocial motives and behaviors are intended to benefit others, emerging research suggests that they often have unintended consequences. " (Grant and Bolino) Researchers distinguish between three aspects of prosocial behaviour: Prosocial motivation: the desire and drive to benefit others, Prosocial behaviours : the acts that benefit others, and Prosocial impact: the awareness that one’s actions have succeeded in benefiting others. The evaluation of how inclusive a workplace comes from the accumulation of an employee's day-to-day experiences. Specifically, it is their regular interactions with colleagues, co-workers and all the people around them. Recent research has found the following types of behaviours enable employees to feel included: Behaviour that demonstrates politeness and genuine friendliness Behaviours that prompt a shared experience Behaviours that demonstrate the value for the recipient Behaviours that demonstrate interpersonal companionship care Behaviours that demonstrate acceptance and understanding of the whole person. Regular readers would know that for all employees to feel included, the behaviour needs to be genuine and consistent. In the words of Kramer from Seinfeld everyone needs to “talk the talk and walk the walk”. Click here to watch what happened when Kramer participated in an AIDS walk and insists on not wearing the ribbon. The Charity Walk - Seinfeld “And now, open your eyes and see What we have made is real We are in Xanadu” Xanadu by Electric Light Orchestra (click here for the song) The songs in today's blog are a tribute to Olivia Newton-John. ---------- References: Chung, B.G., Ehrhart, K.H., Shore, L.M., Randel, A.E., Dean, M.A. and Kedharnath, U. (2019). Work Group Inclusion: Test of a Scale and Model. Group & Organization Management , 45(1), pp.75–102. doi:10.1177/1059601119839858. ‌ Bolino, M.C. and Grant, A.M. (2016). The Bright Side of Being Prosocial at Work, and the Dark Side, Too: A Review and Agenda for Research on Other-Oriented Motives, Behavior, and Impact in Organizations. Academy of Management Annals , 10(1), pp.599–670. doi:10.5465/19416520.2016.1153260. https://www.theaustralian.com.au/commentary/enshrined-voice-betrays-ideals-of-liberalism/news-story/743ddd147a0051bba4316608bb6dacf1 Shore, L. M., Randel, A. E., Chung, B. G., Dean, M. A., Ehrhart, K. H., Singh, G. (2011). Inclusion and diversity in work groups: A review and model for future research. Journal of Management, 37, 1262-1289. p. 1265). Leonardelli, G.J., Pickett, C.L. and Brewer, M.B. (2010). Optimal Distinctiveness Theory. Advances in Experimental Social Psychology , 43, pp.63–113. doi:10.1016/s0065-2601(10)43002-6. Jans, L., Postmes, T., van der Zee, K. I. (2012). Sharing differences: The inductive route to social identity formation. Journal of Experimental Social Psychology, 48, 1145-1149. Brewer, M. B. (1991). The social self: On being the same and different at the same time. Personality and Social Psychology Bulletin, 17, 475-482. Niamh Dawson (Saturday, July 9, 2022) How do we include others? An investigation into employee inclusivity. APS 14th Industrial and Organisational Psychology Conference IOP at the forefront: Leading transformative and global change