Public Label’s Post

Neuroinclusion should concern everyone. I had a really frustrating conversation yesterday where people dismissed the fact that they may be working with people who are ND and suggested it's for professionals who specialise to think about. On the whole we are ableist. - Our lifts make it impossible for deaf people to communicate if they break down (you can't lip read an intercom) - We park on pavements so wheelchairs can't get past - We say things like "they don't look autistic" or "they mask beautifully" I could go on and on. The reality is that the environments we create exclude so many. We should design experiences that are neuroinclusive (as well as for physical disabilities) all the time. We shouldn't wait to be asked. Buildings have ramps now - we don't wait for a person in a wheelchair to say they can't come in to put it in place. Some good examples below for how to be more neuroinclusive.

A positive workplace leads to high productivity. What are you doing to encourage this? ☕️Stay connected: Are you checking in with your employees? Regular check-ins create a culture of openness and trust. Try scheduling informal catch-ups or coffee chats – it's amazing what a casual chat can unearth! 🚀Clear Expectations: Do you set role expectations and performance goals? No one likes a guessing game. Ensure roles and expectations are crystal clear. Clarity reduces stress. 🗣️Constructive Feedback: Do you have a process in place to give constructive feedback? This isn't about criticism; it's about growth. Establishing a feedback mechanism lets your team know that improvement is a continuous journey. 🏆Recognition Rituals: Do you give shoutouts for a job well done? It's not just about the big wins – celebrate the small victories too. 💪Empowerment Culture: Do you encourage autonomy? (or are you a bit of a micro-manager?!) Let your team take the reins on projects – it boosts confidence. 🌱Skills Boost: Do you have training in place to develop your employees' skills and keep them motivated? Training not only hones their abilities but shows that you're invested in their professional journey. 🌟Wellbeing Check: Have you reviewed your wellbeing policy and package for your employees? Your team's wellbeing is as crucial as the tasks they accomplish. Do you offer flexible work hours, mental health initiatives, or wellness programs? A healthy team is a happy team! 🎊Team Bonding: Do you prioritise time for team building? Beyond work tasks, foster a sense of camaraderie. Team-building activities, virtual or in-person, can do the trick. 🤝Inclusive Atmosphere: Diversity matters. Do you cultivate an environment where everyone feels valued and heard? If you're thinking, "Hmm, could do better," to any of these questions, then take some time out of the day to day and think about how you could tackle these areas.  The answers may be simple and just require proactive and consistent action to reap the rewards of a positive and productive team. If you’re not sure how to implement anything or even where to start, contact me to arrange a quick chat. #culture #positiveworkenvironment #teambuilding #HRsupport #Tech #manufacturing

#Emotional #presence - a key to Thriving in the Workplace In today's fast-paced work environments, success isn't just about meeting deadlines or hitting targets—it's also about how we navigate the complex landscape of emotions. Emotional presence, the ability to recognise, understand, and manage emotions effectively, plays a crucial role in fostering a positive and productive workplace culture. At the heart of emotional presence lies emotional intelligence—a skill that empowers individuals to harness emotions positively to navigate challenges, build strong relationships, and drive success. By cultivating emotional awareness and regulation, employees can transform their workplace interactions and elevate their performance to new heights. One of the cornerstones of emotional presence is #empathy — the ability to understand and share the feelings of others. In the workplace, empathy fosters a sense of connection and camaraderie among team members, laying the foundation for effective collaboration and problem-solving. By empathising with colleagues' perspectives and emotions, employees can build trust, strengthen relationships, and foster a supportive work environment where everyone feels valued and respected. Effective communication is another hallmark of emotional presence. By expressing thoughts and feelings openly and respectfully, employees can cultivate a culture of transparency and trust. Active listening—truly hearing and understanding others' viewpoints—fosters meaningful dialogue and paves the way for constructive conflict resolution. When employees communicate with empathy and understanding, they can navigate challenges more effectively, leading to better outcomes for individuals and the organisation as a whole. Emotional presence also encompasses adaptability—the ability to remain resilient and flexible in the face of change. In today's rapidly evolving workplaces, adaptability is essential for navigating uncertainty and embracing new opportunities. By approaching challenges with a growth mindset and viewing setbacks as learning experiences, employees can turn obstacles into opportunities for growth and innovation. Ultimately, nurturing emotional presence in the workplace is a #journey —one that requires #continuous #learning and self-reflection. By investing in their emotional intelligence and practicing empathy, effective communication, and adaptability, employees can cultivate a workplace culture where emotions are seen as strengths rather than liabilities. In doing so, they can create a more positive, supportive, and fulfilling work environment where everyone can thrive.

During Zoom or Team calls we’ve become experts at trying to hide the fact that we’re actually answering emails, browsing the internet, and even checking Instagram. We all do it! But, what if every time we made that choice, we were actually shrinking a crucial part of our brain? Research offers compelling evidence that this type of 'media multitasking' may being doing just that, with serious implications for individual brain function and team performance. Research shows that individuals who engage in heavy media multitasking have smaller grey matter density in the Anterior Cingulate Cortex (ACC) - a critical area of the brain associated with high-level cognitive processes like decision-making, focus, and emotional regulation. Smaller ACC volumes have also been linked to poorer cognitive control abilities and even emotional and motivational regulation. Why should managers care? Here are three key reasons: 1. Reduced productivity: Teams where members multitask in this manner are likely to suffer in productivity. Poorer cognitive control impacts the ability to focus on tasks and reduces the quality of work. 2. Impaired innovation: Smaller ACCs may affect the team's ability to innovate, as reduced focus could limit deep thinking and problem-solving capabilities. 3. Relationship dynamics: Effective communication and emotional intelligence are critical for maintaining strong team dynamics. Smaller ACCs could impair emotional regulation, causing ripple effects in how team members interact and collaborate. So what can we do? Here are some ideas to experiment with: 1. Focused work periods: Create blocks of time where the team focuses on single tasks, ideally keeping communication channels limited to emergency interruptions. 2. Tech-free meetings: Make certain meetings device-free to ensure attention and participation. 3. Monitor and assess: Implement tools or regular check-ins to monitor how often team members engage in media multitasking and discuss its potential impacts on team performance. 4.  Family matters: Parents might want to consider these findings when observing their children's study habits, given the long-term impacts on cognitive and emotional capabilities. Media multitasking can give the illusion of productivity. But the science suggests it erodes fundamental aspects of cognitive and emotional well-being, which could in turn impact team productivity and interpersonal dynamics. Key takeaway: Reward and encourage “uni-tasking” both for yourself and within your teams, and take steps to build an environment that promotes focused work. Link to the original research: https://lnkd.in/enhrJ8xm #Productivity #management #wellbeingatwork #emotionalintelligence

One of the most talked about business themes is collaboration. It is also one of the most overused and incorrectly used words. The importance of effective collaboration has increased since COVID changed the face of work with the growth of working from home and new hybrid working models. All too often organisations put the ‘best’ people into the room. Sounds sensible until you understand what makes a good collaborator…and it isn’t the usual alpha type characteristics that come hand in hand with great collaborators. Particularly when your ‘best’ people are measured by traditional metrics. The key skills needed are far ‘softer’ in terms of; communication, authenticity, compromise, tolerance, team player and reliability. This is where Openmind comes into its own! Asking someone explicitly whether they are tolerant, are a team player, are reliable or can compromise will give you almost certainly a ‘yes of course I am’ answer. However, by unlocking someone’s non-conscious feelings, their implicit reactions, on these types of statements we can understand whether they actually have these key collaborative skills. This is key for the effectiveness of the team and very importantly their mental wellbeing. Nothing destroys an individual’s mental wellbeing faster than being railroaded in meetings, not listened to, put down or ignored. So, when building a team, putting a project team together or building a multi skilled group to deliver a project start with the facts. Who has the collaborative skills to make this works. Rarely will it be the so called ‘best’ people or biggest hitters. Openmind allows this insight. Lets talk about building your best delivering teams; group performance looks very different to individual performance. #collaboration #hr #team #mentalhealthintheworkplace #psychometrics #peoplefirst #neurotech #neuroscience

How to manage your business or job with a chronic condition just like Steven 🚀 All thanks to a guy named Steven, I've been opportune to see resilience and determination personified! You can steal his strategies 👇🏻 📍Continuous Learning and Skill Development: Steven invests in upskilling and doesn't see his health as a disadvantage. This boosts his confidence, enhances his professional capabilities, and keeps him valuable. He might not be the healthiest, but he does a better job🤷🏻♀️ 📍 Embrace Open Communication: Steven is intentional about open communication with his employer. That creates understanding and paves the way for necessary accommodations. 📍Prioritize Self-Care: Steven incorporates regular breaks, mindfulness practices, and a healthy lifestyle to sustain his energy and focus. 📍Leverage Technology: Tech is Steven's ally! He uses tools for remote work, virtual meetings, and project management to stay connected and productive, even during challenging health periods. 📍Build a Support System: Steven leans on friends, family, and colleagues. Be like him, don't isolate. 📍Flexibility in Work Arrangements: Negotiate flexible work arrangements, from adjusting hours to working remotely. Steven adapts his work environment to his health needs. 📍Advocate for Inclusivity: He inspires positive change within his organization and the broader professional community by sharing his story. Let's applaud people like Steven, who fight back and inspire us at iLIVE Digital Health. P.S. What else would you add? #inclusivity #chronicillness #professionaldevelopment

Agree, disagree? ⚡ MYTHS TO DEBUNK IN THE WORKPLACE 1️⃣ Myth: Longer hours mean more productivity: contrary to popular belief and an old school mindset, working longer hours doesn't necessarily equate to increased productivity. Studies after studies show that excessive work hours lead to burnout, decreased efficiency, and even health issues. Unnecessary meetings after meetings, are just a waste of time. Busyness doesn't mean efficiency. ↪ Encourage a healthy work-life balance and prioritizing efficiency over sheer time spent at work can lead to better outcomes. 2️⃣ Myth: multitasking is efficient: many people believe that multitasking allows them to accomplish more tasks simultaneously. It's BS! Research shows that the human brain is not designed to effectively handle multiple tasks at once. In fact, multitasking often leads to lower quality work and increased stress. ↪ Focus on one task at a time tends to yield better results. 3️⃣ Myth: creative work requires chaos and is a waste of time: there's a common misconception that creativity can be a waste of time and flourishes in chaotic or disorganized environments. Some individuals may thrive in such settings, but many studies indicate that a well-structured and organized workplace actually fosters creativity and innovation. ↪ Provide clear objectives, supportive collaboration, time allotment and conducive workspaces to enhance creative output. 4️⃣ Myth: success is solely individual achievement: in competitive work environments, there's often an emphasis on individual achievement and personal success. I like and encourage a competitive mindset, but focused on external competitors, not internal team members. In fact, most accomplishments in the workplace are the result of teamwork and collaboration. ↪ Recognize and value the contributions of co-workers and foster a culture of teamwork! It will lead to greater overall success. 5️⃣ Myth: failure is always negative: if failure is perceived in your workplace as a purely negative outcome, you've got a serious problem. In fact, failure is a valuable learning experience that leads to growth and innovation. ↪ Embrace a "fail forward" mentality, where mistakes are seen as opportunities for improvement rather than sources of shame, foster a culture of experimentation and resilience.

🎭 Understanding the Drama Triangle in the Workplace Ever noticed how office conflicts sometimes feel like a scene straight out of a drama? Let's talk about the Drama Triangle, a concept introduced by Stephen Karpman. This model illustrates three common roles people adopt in stressful situations: Victim, Persecutor, and Rescuer. Imagine a project falling behind schedule. The project manager starts blaming the team (Persecutor), the team feels demoralized (Victim), and then a senior leader steps in to smooth things over (Rescuer). Sound familiar? 🔦 The Power of Self-Awareness Being conscious of our behaviors and emotions is the first step in recognizing when we slip into these roles. It’s easy to play the Victim when things go wrong, or the Rescuer when we see a conflict, not realizing how these dynamics undermine our team's potential. By bringing these patterns into awareness, we can start to reshape our attitudes and behaviors, empowering ourselves to act more authentically and assertively. This might mean setting boundaries, expressing disagreement, or stepping back rather than swooping in to fix every problem. ⚡ Transitioning out of these roles isn't without its challenges. As you change, you might find that some colleagues struggle to adapt, or might even distance themselves if they're not ready to step out of the drama themselves. It requires courage and continuous self-reflection to break free from these cycles and truly thrive. Let’s start breathing free and creating more genuine, empowered workplace relationships. It's not just about reducing office drama—it's about fostering a culture of responsibility, empowerment, and authenticity. 💫 Transform Your Workplace Drama If you're looking to transform a drama-filled workplace into a more productive and supportive environment, reach out to have a chat about how you can achieve this. Together, we can explore strategies that foster a healthier, more empowered workplace dynamic. #LeadershipDevelopment #WorkplaceCulture #DramaTriangle #SelfAwareness

The Power of Engaging Work: Boosting Performance Through Interesting Projects It's no secret that the nature of our work significantly impacts our performance and overall well-being. When we're engaged in interesting projects, our productivity soars, creativity flourishes, and job satisfaction reaches new heights. On the flip side, mundane routines can stifle our potential and lead to burnout. Here's why engaging work matters: 1. Increased Motivation: When we tackle intriguing and challenging projects, our intrinsic motivation kicks in. The excitement of creating something new fuels our drive to perform at our best. 2. Enhanced Creativity: Interesting projects often require innovative thinking. Engaging in such work stimulates our creativity, encouraging us to think outside the box. 3. Skill Development: Working on diverse and challenging tasks helps us acquire new skills and knowledge, making us more versatile and valuable in our roles. 4. Job Satisfaction: There's a strong correlation between engaging work and job satisfaction. When we find our tasks meaningful and stimulating, we're more likely to feel fulfilled and happy at work. 5. Productivity Boost: Interesting projects can break the monotony of routine tasks, preventing the decline in productivity that often accompanies repetitive work. The downside of mundane routines: 1. Stagnation: Repetitive tasks can lead to a sense of stagnation, making it difficult to stay engaged and motivated. 2. Burnout: Performing the same tasks day in and day out can lead to mental fatigue and burnout. Without variety and stimulation, our enthusiasm for work diminishes. As professionals, it's crucial to seek out and advocate for projects that challenge and inspire us. For managers, creating an environment where employees can explore diverse and stimulating tasks can significantly enhance team performance and morale. Let's hope that our workplace starts having conversations around engaging and meaningful work and ensuring that we stay motivated, creative, and productive. #EmployeeEngagement #WorkplaceProductivity #CareerGrowth #JobSatisfaction 

Key Take-aways: Brainy Breaks. It turns out that taking breaks is not just an excuse for a coffee refill; it's a brain-boosting strategy. Our brains want a mini-vacation between meetings, not a marathon. So, schedule those 10-minute escapes to recharge your creative thinking batteries. Friendships at Work. Our brain can pick office buddies too? People with similar brain patterns while watching videos tend to be closer work buddies. It's like your brain saying, "Hey, we think alike, let's be friends!" Or Birds of a feather... Love Your Work and Life. Catchy slogans! I hate those. Yet when the "love your work and life" tagline appeared in a video, brain activity skyrocketed. It seems love is the universal language even for corporate slogans. Global Vs. Local Minds. Brain synchrony loves local. Employees in local markets sync up better because they share common experiences and culture. Global employees, don't worry, your brains just need some more syncing exercises: Go local. Wherever local happens to be. Shorter Meetings, Happier Minds. Shorten those meetings! 20-minute and 50-minute sessions are in, and the brain says thank you. More meetings don't equal more joy; it's quality over quantity. Our brain is the MVP of our workplace, so treat it well! #workingbetter #BrainyBreaks #WorkplaceFriendships #LoveYourWorkAndLife #GlobalVsLocalMinds #ShorterMeetingsHappierMinds #NeuroscienceInTheWild