Managing Stress In Team Settings

I read a quote which stated - "More that you sweat in peace time, less you bleed in war time" and it made me think of how now more than ever, it's crucial to reignite the conversation around #EmployeeAssistancePrograms In the post-pandemic phase, have #EAPs become a tick in the box or a ‘passing the buck’ activity for us? Consider the below scenario and let’s churn the school of thought: Out of a team of 5 members, employee A has been going through some relationship problems. Employee B has been diagnosed with depression since a loved one passed away. The manager reached out to his supervisor after determining their low productivity and the increase in workload on other team members – employees C, D, and E. Leaders further asked #HR to intervene. HR team suggested to the manager that Employees A and B be recommended to avail #EAP benefits. In the above scenario, in the run for productivity are we losing focus on the holistic wellbeing of Employees A and B? Also why was EAP not suggested for employees C, D, and E when they have been shouldering the team with additional time and effort? Have organizations in the #newnormal lost sight of the larger vision of introducing EAPs amidst the demand of #returntooffice and other business deliverables? The pandemic hit like a wrecking ball and suddenly, EAPs were the superheroes swooping in to save the day. Usage skyrocketed as stress levels peaked, and mental health became a daily battle. Every organization made sure of introducing the best available resources in EAPs as a part of their #employeewellbeing strategies and recruitment ‘perks’. However, recent data shows a significant decline in EAPs utilization post-pandemic. It's like the lifeline we clung to during the storm has been forgotten in calmer seas. Couple of key benefits of EAPs: · Psychological safety: EAPs help provide a psychological safety net for our employees and recent research by Harvard Business Review emphasizes the importance of psychological safety and clear goal setting in fostering a culture of innovation and risk-taking while maintaining a focus on accountability and responsibility. · Destigmatizing mental health: EAPs are a leveler. Helps destigmatizing mental health conditions through enhanced communication, education, and behavior change programs by promoting awareness. Data speaks volumes: As per a survey by ComPsych, employees availing EAp services saw 49% increase in productivity and 58.5% decrease in stress levels aiding to 95.4% decrease in leaves availed. It's time to shift the narrative and recognize that EAPs aren't a one-size-fits-all solution. My recommendation to fellow leaders and managers- Costs of burnout, stress, and resulting attrition are far worse for your organization. It's time we step up and champion EAPs like never before. EAPs are not to be treated as a Band-Aid for when times get tough; they're a lifeline for fostering holistic wellbeing in the workplace. #HRinsights #leadership

𝘿𝙤𝙚𝙨 𝙔𝙤𝙪𝙧 𝙈𝙖𝙣𝙖𝙜𝙚𝙧 𝘾𝙖𝙪𝙨𝙚 𝘿𝙖𝙢𝙖𝙜𝙞𝙣𝙜 𝙒𝙤𝙧𝙠𝙥𝙡𝙖𝙘𝙚 𝙎𝙩𝙧𝙚𝙨𝙨? (of course!) We've all experienced it - the unchecked stress that stems from inadequate leadership. Nearly 50% of all employees report high daily stress levels. Recent data from Gallup's "State of the Global Workplace: 2024 Report" shows poor management is a leading cause. After reflecting: It's NOT new! I don't think it's because they don't manage efficiently. I think it's because their idea of managing and leading is old-fashioned. After coming out of one of a series of multi-day leadership trainings, many leaders realized that their old way of thinking of leadership is failing them: - barking orders - knowing everything - giving advice - doing everything others fail to deliver Guess what - this itself causes burnout! Managers at the same time need to: - provide necessary resources/support - set clear expectations - monitor workplace stress spikes. Yet few organizations address the root issues. Wellness initiatives alone fall short if deeper problems persist. As Michelle Mah 🍃 and I discussed, "wellness whitewashing" tries to check boxes without substantive change. Yes, including stuff like: - gamifying steps (+fun, +++administration load) - spending an hour doing a terrarium (+mindful, ---focus on work) - additional zumba classes (+active, but only helps people already active; raising stress of those who aren't) A system that does not work should not be allowed to survive! Adding new processes to patchwork the problems in the system is NOT doing your people a favor. I'm all for holistic wellbeing. But after speaking to people, Michelle, Ratna Juita and I are wondering if the measures are actually hitting home, or simply ADDING to disillusionment? For true wellbeing: 1/ make it leadership responsibility. 2/ Prioritize emotional regulation for individuals. 3/ Make mindfulness systemic, not just an individual breathwork activity. This means we need to: - build inner resilience - strengthen effective inner self-talk - eliminate feelings of "being not good enough" It starts from the top! Leaders must own employees' mental health by walking the talk. The simple things still signify the most: - quality conversations - empathy, - genuine care. It's not that you can't do it. It's that you're tackling too much "doing" instead of "being". It's not about being "soft" or neglecting results. It's not the paycheck. It's the emotional bank account. It's about being human, first. The solution? Design MORE good work that is satisfying and meaningful, with the people who MATTER to you. I've read over three dozen studies and uncovered a 3-pronged approach that enables revitalized and energized workforces. Seeking a more engaged workplace and modernize leadership practices? Let's have a conversation. What will you do as a leader to foster thriving from the inside out?

1 in 4 employees report experiencing highly toxic workplace behaviour. Here’s how we combat it: I run 3 agencies—Social Beat, Influencer.in, and D2Scale—which employ 300 team members, and I know first-hand how critical it is to address burnout. But here's the thing: most companies approach burnout all wrong. They treat it as an individual problem, throwing wellness programmes and resilience training at the team. Yet, the real solution lies in systemic change in the organisation. A recent survey across 15 countries revealed that toxic workplace behaviour is the single largest predictor of burnout symptoms and intent to leave. So, what's a leader to do? Well, simply having your team "yoga their way out" won't cut it. We need a holistic, top-down approach that addresses the root causes. Here's a 4-step playbook I follow to combat burnout in my agencies: 1) Detoxify the workplace: Identifying and eliminating toxic behaviours like harassment, discrimination, and unrealistic demands is step one. Create a safe, inclusive environment where people can thrive. Give the team an opportunity to voice this out if it's not going in the right direction. 2) Redesign work: Assess job demands, workloads, and processes. Align them with sustainable practices that encourage growth, learning, and work-life harmony. Often this may mean re-setting expectations with clients. 3) Upskill leaders: Invest in training programmes that equip managers with the tools to encourage adaptability, resilience, and psychological safety within their teams. 4) Embed well-being: Weave mental health support into your culture. From team assistance programmes to mental health days, make well-being a strategic priority, not an afterthought. Even the extra holiday during Diwali or New Year can make all the difference. We also use YourDOST as a partner when someone in the team needs to have a chat. The key? Addressing burnout systemically, not just symptomatically. By prioritising a healthy, sustainable work environment, we can ignite a ripple effect of positivity that reverberates through our teams and bottom lines. What changes have you seen your organisation implement to effectively combat team member burnout? P.S. We call everyone a team member, rather than an employee. The change starts with this thought

Companies are investing in, and talking about — mental health more often these days. But employees aren’t reporting a corresponding rise in well-being. Why? Headspace’s 2024 Workplace State of Mind study found that work stress has negatively impacted physical health for 77% of employees and relationships outside of work for 71%. A March 2022 Gallup analysis found that fewer than one in four employees felt their organization cared about their well-being — nearly half the number who said the same at the start of the Covid-19 pandemic. So, what happened? Initiatives seem to fall short. Here's why: ◾️ Generic Solutions Don't Cut It: Work demands differ across departments. A one-size-fits-all approach for well-being won't work. ◾️ Leaders Matter: External consultants can't replace internal champions who understand the specific stressors within their teams. ◾️ Inclusion is Key: We need to address mental health across generations and genders, fostering open dialogue. Building a Mentally Healthy Workplace: A Path Forward ◾️ Tailored Strategies: Consider different work styles and stressors across departments. ◾️ Empowerment Through Leaders: Engage managers and leaders as champions for well-being initiatives. ◾️ Open Communication & Shared Experiences: Normalize mental health conversations and acknowledge diverse perspectives. ◾️ Invest in the Long Game: Mental health is a journey, not a destination. Patience and continuous improvement are key. The constant connectivity and hyper-responsiveness fueled by technology worsen work anxiety. We need strategies that address this reality. Let's Shift the Focus: 👉 Focus on People: Organizations need to be a source of connection and support. People are messy and complex, and our well-being thrives within healthy relationships. 👉 Invest in Human Sustainability: Support frameworks like the Surgeon General's Workplace Mental Health and Wellbeing model offer promising solutions. It's Time to Walk the Talk: Leaders: Prioritize your own mental well-being and share your efforts to inspire others. Employees: Advocate for change, share resources, and hold your company accountable. Together, we can create workplaces that prioritize mental health and empower employees to thrive. #mentalhealth #workplacewellness #wellbeing #leadership #communication #humanresources #burnout #prevention

𝐍𝐞𝐱𝐭 𝐏𝐥𝐚𝐲 𝐌𝐞𝐧𝐭𝐚𝐥𝐢𝐭𝐲: 𝐂𝐨𝐩𝐢𝐧𝐠 𝐖𝐢𝐭𝐡 𝐌𝐢𝐬𝐭𝐚𝐤𝐞𝐬 As a sport psychologist, I often talk to athletes about coping with negative emotions following an error (e.g., dropped ball, misplaced pass, or a missed penalty), and how their reaction to mistakes is very important. It is important that athletes (and people) don't dwell on mistakes when they are still in the performance situation - reflection can occur later - and manage their emotions quickly to continue performing so that one mistake does not impact the remainder of the performance. This allows them to prepare for the next play or involvement. This video highlights why this is so important - Ronaldo fails to score from a free kick, outside the box, and within a matter of seconds, he has another opportunity to score. If athletes dwell too on a mistake or a setback and don't cope effectively with negative emotions, they may not be ready for their next opportunity. I have researched coping and coping effectiveness among elite athletes for over twenty years, but this is the first time I have considered the speed at which a person can alleviate negative emotions to be critical. 𝗪𝗵𝗮𝘁 𝗶𝘀 𝗘𝗺𝗼𝘁𝗶𝗼𝗻-𝗙𝗼𝗰𝘂𝘀𝗲𝗱 𝗖𝗼𝗽𝗶𝗻𝗴? Coping strategies used to regulate emotional distress during a stressful episode are considered emotion-focused coping strategies (Lazarus & Folkman, 1984). 4️⃣ 𝗦𝘁𝗲𝗽𝘀 𝘁𝗼 𝗖𝗼𝗽𝗲 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝘄𝗶𝘁𝗵 𝗡𝗲𝗴𝗮𝘁𝗶𝘃𝗲 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝘀 𝗗𝘂𝗿𝗶𝗻𝗴 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝗼𝗻 1️⃣ Recognise how you feel after a stressful incident (i.e., lost point, poor shot, or wrong call from an official). 2️⃣ Accept this feeling. 3️⃣ Deploy an appropriate emotion-focused coping strategy. This will depend on what has happened and the time available to cope, but it could include any of the following:  🌬️ Deep Breathing 🖼️ Re-evaluate or reframe the situation 🙂 Forgive yourself for a mistake 💬 Engage in self-talk 👥 Seek social support 4️⃣ Generate a challenge state to create a positive emotion. Research has shown that challenge states can cause positive emotions (Thompson et al., 2020). Do this by: Focus on what you want to happen during the next point or next play and how you will achieve this. Reference. Mark Thompson PhD, John Toner, John Perry, Rachel Burke, PhD, & Adam Nicholls. (2020). Stress appraisals influence athletic performance and psychophysiological response during 16.1 km cycling time trials. Psychology of Sport & Exercise, (2020), 101682.

Memoirs of a Gully Boys Episode 37: #EmotionalIntelligence – The Key to Meaningful Leadership Leadership isn’t just about strategy and execution; it’s about understanding, connecting with, and inspiring people. Emotional intelligence (EI) is the ability to recognize and manage not only your emotions but also those of others. Over the years, I’ve learned that while technical skills can get you started, it’s emotional intelligence that keeps you ahead. Leading with Empathy During a critical system overhaul, one of my most skilled team members began missing deadlines and appearing disengaged. Instead of reprimanding him, I called for a private conversation. It turned out he was struggling with a personal issue that was affecting his focus. Rather than pushing harder, I offered him flexibility and reassigned some tasks to lighten his load. Within weeks, his performance rebounded, and his gratitude translated into renewed dedication to the project. Lesson 1: Empathy isn’t a weakness in leadership—it’s the strength that builds loyalty and trust. The Art of Active Listening In a client negotiation years ago, tensions were high due to differing expectations. The meeting began with both sides defensive and unwilling to compromise. Instead of countering every point, I focused on actively listening to their concerns without interrupting. Once they felt heard, their stance softened, and we found common ground to move forward. That day, I realized that listening is not just about hearing words—it’s about understanding emotions, intentions, and the bigger picture. Lesson 2: Active listening dissolves barriers and creates pathways for collaboration. Regulating Emotions in High-Stress Situations During a complex software migration, an unexpected system failure triggered panic among stakeholders. As the project lead, I felt the pressure mounting. However, instead of reacting impulsively, I paused, analyzed the situation, and communicated a clear action plan. Keeping emotions in check not only reassured the team but also set the tone for a calm and focused recovery effort. The project was back on track within days, and the team’s confidence grew as a result. Lesson 3: Emotional regulation isn’t about suppressing feelings—it’s about channeling them effectively to lead under pressure. The Power of Recognition Emotional intelligence also lies in recognizing and appreciating people’s contributions. During a grueling project, I made it a point to acknowledge every team member’s effort, no matter how small. The simple act of recognition boosted morale and created a sense of shared ownership. When the project was completed successfully, the celebration felt more collective than individual—a testament to the power of emotional intelligence in fostering unity. Lesson 4: Recognition fuels motivation and strengthens connections within teams. Closing Thoughts Emotional intelligence is the bridge between leadership and humanity. To be continued...

As leaders, we often separate mental and physical health initiatives. But at OpenUp, we've learned that these two aspects of well-being are deeply intertwined, regardless of work environment. The mind-body connection is powerful, and addressing both can create a multiplier effect on overall employee wellness. Here's what we've discovered: - Physical activity boosts mental well-being: Encourage regular movement breaks, even for desk-bound employees. We've seen how simple activities like lunchtime walks or stretching sessions can reduce stress and improve mood. - Mental well-being impacts physical health: Stress management techniques (like meditation or deep breathing) can lower blood pressure and improve sleep quality. - Sleep affects both mental and physical performance: Educate employees about sleep hygiene and consider flexible schedules to accommodate different chronotypes. - Nutrition influences mood and energy: Provide healthy snack/food options in office settings. - Mindfulness practices enhance physical awareness: Introduce mindfulness sessions that focus on body scans and present-moment awareness. This can help employees recognise early signs of physical or mental strain. Implementing a holistic approach isn't always easy, but the benefits are clear. It's an investment that pays dividends in the long run, not just for individual employees, but for the organisation as a whole.

Managers Have a Part to Play in Employee Mental Health This photo was taken about 10 years ago, featuring me with one of my favorite things—Post-it notes. Around that time, I started seeing a psychologist weekly. The decision to go came from a client’s suggestion and, funny enough, reading my horoscope on the same day. It ended up being one of the best things I’ve done for myself, helping me navigate the challenges of being a business owner and building a stronger relationship with myself. Mental health is often viewed as private—and yes, when it comes to medical records and confidentiality, it is. But as managers, we can create an environment where it’s okay to talk about seeking help, and where employees feel empowered to prioritize their mental well-being. At PILOT Inc., I wanted to take this further. Earlier this year, I offered a simple challenge: I’d personally Venmo $50 to any employee who booked a session with our Employee Assistance Program (EAP), which we provide through our friends at JustWorks. This program is free and confidential and helps with a range of issues beyond mental health—addiction, financial stress, legal support, aging parents, and more. I was proud when 100% of our team took part. I didn’t ask them what they discussed. I only asked for confirmation that they had the conversation. Many said it felt great just to talk to someone, and others were surprised by how easy and valuable the service was. As we approach the holidays and a time of year that can bring added stress—financial pressures, year-end deadlines, and even the election—I encourage other managers to help their teams access resources like EAPs. Consider doing a challenge like ours. Sometimes, a little nudge can make a huge difference. In addition to encouraging employees to start using these resources, it’s equally important to create a supportive climate within your teams. Employees should feel empowered to protect their time and boundaries, knowing they have the flexibility to access these services—many of which are only available during working hours. One powerful, tangible way to show you care? Simply let employees block time on their calendars for a weekly mental health visit. Allowing just an hour a week for self-care can have a tremendous impact on their well-being, and as managers, that’s a clear way to demonstrate your commitment to their mental health. Research shows that when managers support mental health, the impact is clear: 👉 Employees are 2.5x more likely to be highly engaged at work (Aon) 👉 86% of employees who feel their supervisors care about their mental health report higher trust in their manager (American Psychological Association) 👉 61% of employees who feel supported in their mental health by their manager are more likely to stay with the company for three or more years (Deloitte) These small actions can make a world of difference. Let’s support mental health, not just in theory but in practice. #mentalhealth

Workplace "wellness" is more than just standing desks and fancy snacks. The uncomfortable truth about workplace wellness: we need more than productivity and confidence classes. The pandemic showed us that superficial solutions don’t solve employees' real issues. While physical health initiatives like gym memberships or nutrition classes have long been a staple of workplace wellness programs, the pandemic highlighted the urgent need to address a second, deeper wave of factors impacting mental and emotional health. Often rooted in complex systemic issues, these factors are critical for understanding and improving employee well-being. The pandemic laid bare the interconnectedness of our personal and professional lives. Factors like: Housing Insecurity: ↳The stress of unstable housing significantly impacts mental health and productivity. The gender pay gap:  ↳Unequal pay disproportionately impacts women, leading to increased financial stress and burnout. Blurred work-life boundaries: ↳The rise of remote work blurred the lines between work and personal time, leading to increased burnout and anxiety. Caregiving responsibilities:  ↳The pandemic highlighted the challenges of balancing work with childcare and elder care, particularly impacting women. Environmental impact:  ↳Concerns about climate change and environmental degradation contribute to anxiety and stress for many employees. These factors, often overlooked, have a profound impact on employee well-being. Moving forward, a holistic approach to workplace wellness must address these systemic issues that work in tandem with government and healthcare policies. This means: Prioritizing mental health support: ↳Offering comprehensive mental health benefits:creating a stigma-free environment for discussing mental health, and providing resources for employees to promote mental well-being. Promoting work-life integration: ↳Offering flexible work arrangements, encouraging employees to take breaks, and setting clear boundaries between work and personal time. Addressing systemic inequalities: ↳Advocating for policies that address the gender pay gap, improve access to affordable housing, and support caregivers. Fostering a culture of empathy and understanding: ↳Creating a workplace where employees feel valued, respected, and supported. The pandemic has shown us that prioritizing employee well-being is not just the right thing to do; it's essential for business success. And we can't think in a vacuum- healthcare, government, and housing policies directly impact employee wellness. Companies that invest in their employee's whole person health will be better equipped to attract and retain top talent, foster innovation, and build a more resilient and productive workforce. ♻️ Repost & follow Dr. Romie for insights on how mental health & wellness impact workplace culture.

STOP LOSING YOUR SH*T & LEARN TO MASTER YOUR EMOTIONS.   Recently, I watched a president of a company lose his temper.   He screamed, swore, stomped around, threw things, & slammed the door. He was completely out of control. And his behavior was absolutely unacceptable.   As educated, capable leaders, we must hold ourselves to a higher standard.   You must master your emotions, because over reacting can cost you everything.    ❌ People go to prison for one reaction.   ❌ People lose their jobs for one reaction.   ❌ People lose their relationships for one reaction.   The good news is that it doesn’t have to be that way.   You can learn to master your emotions & respond instead of react:   1. Increase Your Self-Awareness: Develop a deep understanding of your emotions. Regularly check in with yourself to identify how you're feeling and why.   2. Develop Emotional Intelligence: Study emotions in depth & understand how your emotions impact others.   3. Practice Mindfulness and Meditation: Use these techniques to observe your emotions without judgment, self soothe & avoid impulsive reactions.   4. Recognize Triggers: Identify your emotional triggers, such as situations, people, or specific thoughts. Knowing your triggers can prevent reactivity.   5. Engage in Breathwork: Deep, slow breathing calms your nervous system. When overwhelmed, pause & focus on your breath, inhale deeply through your nose & exhale slowly out your mouth.   6. Explore Progressive Muscle Relaxation: This technique involves tensing & then relaxing each muscle group in your body to reduce physical tension that accompanies strong emotions.   7. Learn Cognitive Restructuring: Once you develop deeper levels of self awareness, you can challenge irrational or distorted thoughts that cause intense emotions.   8. Practice Emotional Labeling: Use precise words to pinpoint your feelings & manage them effectively. 9. Amplify Your Empathy: Develop empathy for yourself & others by seeing the situation from their perspective.   10. Utilize Healthy Outlets: Find healthy ways to release your intense emotions, such as breathwork or physical exercise.   11. Incorporate Stress Reduction Techniques: Daily stress reduction practices such as exercise, a healthy diet, adequate sleep, & time management are critical for emotional regulation.   12. Check for Side Effects: Certain medications & supplements, especially those related to hormones, can adversely impact your mood. Talk to your physician if you think this may be an issue for you.   13. Seek Professional Help: If emotional regulation remains a significant challenge, consult a therapist, counselor, or qualified coach to provide you with personalized guidance & support.   Learning emotional regulation is a valuable skill that can greatly improve your life, both personally and professionally.   To be your best & achieve your highest levels of success, YOU MUST MASTER YOUR EMOTIONS.   👉 Do you agree?