Dr Clare Beckett-McInroy EdD MCC ACTC MP ITCA ESIA’s Post

How often have you seen companies get this right? Human bonding is the lowest hanging fruit in how to tap into our peak performance. When cultivated properly, it’s cost effective and yields high ROI. Our need to bond is rooted in our biology. Oxytocin, the “love hormone,” is released during positive social interactions which enhances trust and cooperation. Additionally, K. Anders Ericsson’s research on expert performance underscores the importance of focused practice and social support. Ericsson found that individuals who engage in deliberate practice with the support of a mentor or coach achieve higher performance levels. To reap the fruits of these insights in the workplace, bonding must be continuously nurtured. Here are 7 ways to create the workplace conditions for continuous human bonding: 1️⃣ Redefine Leadership to Champion Genuine Care Leaders must feel genuinely interested in getting to know their team members on a human level. Regular check-in’s and personalized support are important but will only cultivate connection if these practices are rooted in sincere interest. 2️⃣ Integrate Mentorship with Deliberate Practice Mentorship should integrate with the principles of deliberate practice. This involves highly structured rigor that includes setting clear, specific goals, providing regular, constructive feedback, and offering tailored support to push past current abilities. 3️⃣ Design Meaningful & Inclusive Rituals for Connection People connect in different ways. Understand your team’s preferences because people like to be asked and considered. Curate a mix of rituals and give people alternative ways of participating to support their sense of agency. 4️⃣ Embrace Vulnerability as a Strength Acknowledge vulnerability as a strength and encourage people to show their humanity. Openly sharing challenges creates a culture of trust and support which creates deeper connections and a resilient team culture. 5️⃣ Embed Opportunities For Organic Interaction For physical spaces, this means carving out adequate open space layouts for organic encounters. For remote work environments, normalize impromptu connections and plan regular offsites. 6️⃣ Celebrate the Journey & Acknowledge Low-Visibility Contributions Celebrating the process reinforces the value of persistence and continuous improvement. Additionally, recognize great work that goes unseen to create a culture where everyone feels appreciated. 7️⃣ Prioritize Wellbeing Performance naturally improves when you prioritize the wellbeing of employees who are committed to their roles and qualified to do the job. How do you like to bond with others in the workplace? —------ ♻️ Share this post if it rings true to you. 👉Follow Honor Chan for weekly posts on becoming more empowered, more connected and more you. #WorkplaceWellness #TeamBuilding #HumanConnection #Leadership #EmployeeEngagement

Embracing vulnerability in leadership might feel counterintuitive, but it can be a powerful approach to nurturing an empathetic team. Allow me to lead by example… As a consultant, I am a beacon of calm, guiding teams through challenging times. In my personal life I am a victim of abuse, barely holding it together. My personal trauma and professional experience have shaped me to be — strong yet vulnerable, composed yet human. In the workplace, my vulnerability becomes my unique strength, allowing me to connect deeply and lead with empathy. This complex interplay between my personal challenges and professional persona overlapped yesterday when an email from the officer in charge of my case against my husband, shifted from a year-long confidence that my husband will be charged, to the tone of 'be prepared for us to drop this case soon'. This was a blow to my professional façade, giving my client a glimpse into my personal struggles. Taken back, she remarked, "I wouldn’t have known, you're so polished!" Finding the right balance between vulnerability and professionalism can be daunting, but it’s worth the effort. Let's explore how we can embrace our vulnerabilities to enhance our leadership, along with considering the benefits… Set Clear Boundaries: Know when and how much to share to maintain professionalism. Supportive Environment: Cultivate a culture where emotional honesty is valued. Lead with Empathy: Utilise personal experiences to empathise without losing sight of collective goals. Manage Perceptions: Use openness to build trust, not for oversharing. Seek Feedback: Regularly check your team's comfort with leadership openness. Practice Self-Care: Ensure personal and professional support to sustain your well-being. The benefits are… Building Trust: Open leaders foster a safe, trusting environment. Open Communication: Encourages a culture where challenges are shared, enhancing support. Enhance Team Cohesion: Sharing struggles can strengthen team bonds beyond professional levels. Healthy Work Environment: Recognising mental health importance reduces stigma and promotes well-being. Sets the Example: Transparent leadership about mental health challenges inspires and models proactive health management. Boosts Morale and Productivity: Supported employees are more engaged, productive, and satisfied. Let’s rethink Leadership: In today’s evolving workplace, genuine, open leadership is crucial. Reflect on how your openness can impact your team positively, benefiting overall workplace dynamics and the well-being of those in your care. In today’s evolving workplace, genuine, open leadership is crucial. Reflect on how your openness can impact your team positively, benefiting overall workplace dynamics and the well-being of those in your care. #LeadershipDevelopment #MentalHealthAwareness #EarlyYearsEducation #ProfessionalDevelopment**A Call to Rethink Leadership

Q: What kind of trust do we need to be fostering in our workplaces?   A. Two kinds of trust.  Cognitive based trust and Emotional trust. Most of the time, building trust is less about the standard definition of trust, which is whether you can predict a person’s behaviour based on past experience (e.g. “I can trust that team member to produce high-quality work because they have always done so in the past”). This kind of trust, known as cognitive trust, is important, but it’s not enough trust to make a great team that gets outstanding results.  Emotional trust is also required.   Emotional trust in the workplace is: 📌 Confidence among team members that their peers’ intentions are good and that there is no reason to be self-protective or careful around the group.  📌 Willingness to show vulnerability. Real trust means teammates must get comfortable being vulnerable with one another and be confident that their vulnerabilities will not be used against them - vulnerabilities can be described as: 📍 Weaknesses 📍 Skill and expertise deficiencies 📍 Interpersonal shortcomings 📍 Mistakes 📍 Requests for help   It is only when team members are truly comfortable being exposed to one another that they begin to act without concern for protecting themselves.  Then they can focus energy and attention completely on the goal at hand, rather than on being strategically careful or political with each other. When people trust the team they are working with, they are freed up to get on with doing the work and achieving business goals.  This is not just about feeling good - it’s ultimately about lifting performance to achieve ideal outcomes. ---- I’m Ruth Harrowfield, an organisational psychologist based in Auckland, New Zealand. Together with my partner Sam Harrowfield, we run Harrowfield People Development, a strategic learning agency. We help business leaders who are unsure how to grow the people they want to hold on to, for the purposes of engagement, productivity and organisational growth. Working to a specific client brief, we draw on the disciplines of organisational and behavioural psychology to determine and execute strategic and tactical programmes for personal and team development. Have you spotted a growth opportunity or are you experiencing frustration with one or more of your team members? We help business leaders to bring out the potential that they see in their people by shaping habits of thinking, communication and action in the workplace. Talk to us today.

In the ever-evolving landscape of workplace dynamics, the introduction of Psychosocial Hazards in the workplace has highlighted that communication bias is a major reason why employees feel unsafe at work. Organisations have a responsibility, not only to comply with this legislation but to foster a culture where every employee feels valued, heard, and respected. The investment in comprehensive communication training is no longer a luxury; it is a necessity for mitigating risk and enhancing the overall success of our organizations. #businessinmetoring #mentoring #business #inclusions

Empathy in the Workplace: The Key to Navigating Crises Empathy is often described as the ability to understand and share the feelings of others—a quality many agree is essential in personal relationships. But in the workplace, empathy is more than just a “nice-to-have.” It’s a critical leadership skill that can determine how organizations navigate challenges and thrive in times of crisis. Research by Businessolver reveals a striking gap: while nearly everyone agrees that empathy is a highly valued quality in the workplace, few believe it is executed effectively. This empathy gap is not just a missed opportunity—it’s a potential liability. Catalyst, a leading nonprofit focused on workplace equity, highlights that cultivating empathic leadership is one of the most effective strategies for responding to crises. Why Empathy Matters in the Workplace Empathy builds trust, strengthens teams, and fosters innovation. When leaders listen to their employees, acknowledge their concerns, and respond with understanding, they create a culture where people feel valued and supported. This is especially important during crises, when employees may be dealing with heightened stress, uncertainty, or personal challenges. Consider a leader navigating a crisis like a global pandemic or an economic downturn. An empathic approach would involve: Transparent Communication: Sharing information openly while acknowledging employees' concerns. Flexibility: Adjusting workloads, deadlines, or policies to meet changing needs. Support Systems: Providing access to mental health resources, flexible schedules, or financial assistance. Employees who feel their leaders genuinely care about their well-being are more likely to stay engaged, loyal, and motivated—even in tough times. From Empathy to Action While valuing empathy is important, its true power lies in execution. Organizations can close the empathy gap by: Training Leaders: Teach managers how to listen actively, ask meaningful questions, and recognize the needs of their team members. Embedding Empathy in Policies: Create systems that prioritize employee well-being, such as mental health days, inclusive benefits, and equitable workload distribution. Measuring Impact: Regularly survey employees to gauge how supported they feel and use this feedback to adjust strategies. Empathy as a Long-Term Investment Empathy isn’t just a strategy for surviving a crisis—it’s a foundation for long-term success. Empathic leaders inspire collaboration, innovation, and resilience, turning challenges into opportunities for growth. In a world where uncertainty is the norm, empathy is not only a human response but also a strategic advantage.

An average person spends 90,000 hours of their lifetime at work, highlighting the crucial need for quality connections in the workplace. Acceptance and connectedness are essential for fostering healthy mental health. Strengthening employees' sense of belonging promotes comfort, safety, and boosts productivity, while reducing stress and supporting overall mental well-being. As an employer, nurturing these needs not only enhances well-being but also ensures organizational strength. Take the time to engage and uplift your team—it's pivotal for creating a thriving workplace environment. Forbes suggests a few tips here: https://lnkd.in/gtrJAEuM

In today’s workplaces, employees are increasingly recognizing the impact of communication biases on both their professional and personal experiences. The advent of the Psychosocial Hazards Act has further highlighted these issues and the importance of mental health of providing a safe workplace. While it’s crucial for employers to take the lead in addressing these challenges, employees themselves have a critical role to play. This article outlines effective strategies that individuals have used to navigate and overcome communication biases in their workplaces. https://lnkd.in/gcc2YAgH #genderequity #workplace #bias #businessinmentoring #mentoring #Business #womeninbusiness 

Have you faced peer pressure at work before?Peer pressure can happen at work. If you have to deal with it, then there are strategies you can use to manage it better. What is peer pressure at work? By definition, peer pressure at work is when one feels compelled to follow group norms or have their behaviour and actions be influenced so as to fit in and be agreeable with either one particular person or a group of people at work. Unfortunately, peer-pressure doesn’t stop at school. It follows us into the workplace. It may be that a co-worker wants you to go out for drinks after work but you don’t really want to, it may be continuous junk mails circulating around the office that try and capture your attention or could be from a co-worker asking you to cover their shift for them. These are just a few examples of peer-pressure occurring in the workplace. The majority of individuals work in teams, although some may work autonomously. However, for those who collaborate with colleagues, the likelihood of experiencing peer pressure in the work environment is considerable. Can I be affected by peer pressure at work? Peer pressure can have a big impact on people at work. It affects behaviour, productivity, job satisfaction, and workplace atmosphere. Here are some key points on how peer pressure affects individuals at work: 1. Conforming to the Group: Employees often feel pressure to fit in with their colleagues. This can include following work habits and dress codes or joining social activities outside of work. 2. Performance and Productivity: Peer pressure can make individuals work harder to gain acceptance and recognition. However, if the pressure is too great, it can also lead to stress and burnout. 3. Ethical Behaviour: Peer pressure can affect how employees behave. They might feel pressured to do unethical things if they see their colleagues doing the same without consequences. 4. Workplace Culture: Peer pressure helps shape the culture at work. Positive peer pressure can create a supportive and friendly environment, while negative peer pressure can lead to a toxic culture of competition and exclusion. 5. Innovation and Risk-Taking: Peer pressure can either stifle creativity and risk-taking, or encourage innovation, depending on the workplace culture. However, organisations have the power to manage and mitigate the negative effects of peer pressure. By fostering an inclusive and supportive culture, setting clear ethical guidelines, and promoting open communication, we can create a workplace that thrives on collaboration and respect. Training programs on teamwork, diversity, and stress management can further empower individuals to navigate and overcome the challenges of peer pressure.

As EOFY approaches have you measured just how well the spirit of collaboration is operating in your business? Chances are you may be missing both the data and the strategies that ensure leaders are building positive workplace relationships. Managers who foster trust tend to be more successful in motivating and retaining their employees and promoting good mental health. "A healthy employee-manager relationship centres on trust, which is built by respectful, open communication, and leading opportunities for mutual understanding... The impact is so strong that more than 80 percent of workers feel that having good mental health is more important than a high-paying job. And 67 percent of employees—and 70 percent of managers—would take a pay cut for a job that better supports their mental wellness.” Further to this: "Managers have a more significant impact on employees’ mental health (69%) than doctors (51%) or therapists (41%)—and an equal influence as a spouse or partner (69%). One in five employees feels that their job negatively affects their mental health, and the effect extends beyond the office, with work stress impacting workers’ home life (71%), well-being (64%), and relationships (62%)." The Workforce Institute at UKG, 2023 study, which included 3,400 people across 10 countries. Some of the critical assessment criteria to measuring workplace trust includes: - Clear, supportive and positive communication by leaders that avoids critical language and aligns daily actions with the values of your business. - Demonstrable attitudes and explicit statements by leaders of belief in their colleagues’ and team competency and commitment to successful team and client outcomes. - Work successes are regularly celebrated with an explicit appreciation that the whole is greater than the sum of its parts: everyone who contributes, big and small, is recognised. - Leaders who consistently use statements and demonstrate behaviours about their beliefs in the value of your products, services, and the company ethos, and encouragement for their staff to do the same. - Expectations are clearly and ethically set and managed, between leadership, staff teams, and with your clients. - Leaders who demonstrate competent, positive and proactive conflict management strategies. Does your business assess have the right strategies and measures to foster cooperative and collaborative workplaces relationships? - Does your leadership team meet these criteria? - Does the level of your staff engagement suggest there is problem? - How resilient are your staff retention strategies? At Elizabeth Williamson Solutions, we have assessment, reporting and training tools for your business stability, reputation, business acumen and the outcomes that deliver great results.   Why not use this link for a free 30-minute discovery call for the exceptional new financial year: https://lnkd.in/gwMGimtc  #HealthyWorkingRelationships #PositiveWorkplaces

Why Oxytocin means Business Oxytocin, often referred to as the "touch hormone" or "cuddle hormone," is a neuropeptide produced in the hypothalamus and released by the pituitary gland. While oxytocin is commonly associated with personal relationships and parenting, it also has intriguing implications for workplace dynamics as it is also a "Trust" hormone. Trust at workplace involves increasing empathy and subsequently creating an environment that naturally encourages the release of this hormone through positive social interactions, collaboration, and supportive management practices. Some practical applications: #1. Team-building Activities Regular team-building exercises can strengthen bonds among employees, fostering trust and collaboration. Examples include: a) Group Projects b) Social Events c) Workshops and Retreats #2. Supportive Leadership Leaders play a crucial role in shaping workplace culture. Training managers to be supportive and empathetic can significantly impact employees' sense of belonging and trust. a) Open Communication b) Active Listening c) Regular Feedback #3. Mental Health Support Providing resources for mental health can help reduce stress, creating a more supportive work environment. a) Counselling Services b) Stress Management Programs c) Flexible Work Arrangements #4. Creating a Positive Work Environment Designing a workplace that encourages positive social interactions can contribute to overall well-being. a) Collaborative Workspaces b) Break Areas to relax and socialize during breaks c) Inclusive Culture #5. Encouraging Social Bonds Facilitating opportunities for employees to form social bonds can enhance feelings of trust and camaraderie. a) Mentorship Programs b) Buddy Systems especially new hires c) Volunteer Opportunities #6. Conflict Resolution Effective conflict resolution strategies can maintain a harmonious work environment. a) Mediation Services b) Conflict Resolution Training In a nutshell, Trust makes work easier and more meaningful.