Author: Jaclyn Lutanco-Chua

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Featured

5 Etiquette Rules For Interacting With Persons With Disabilities

One billion people, or 15% of the world’s population, experience some form of disability, according to the World Health Organization. Despite this large number, there are still many able-bodied people who do not know how to properly act towards persons with disabilities (PWDs). They stare, use the wrong words to refer to the disabled person, or even make insensitive jokes. “Most of the time, these are not done intentionally,” says Ed Geronia, a writer, technology entrepreneur, and who has a mobility impairment due to polio. “People just don’t know any better because there is still a lack of awareness about the situation of PWDs, they only know about disabilities from what they see in the media.”

““When in doubt, it’s always okay to ask a PWD ‘What should I call you?’ or ‘What’s the proper way to refer to you?’”

Ed Geronia, Writer, Technology Entrepreneur

It’s important that able-bodied people learn how to interact with PWDs properly so that they will not inadvertently hurt or offend them. Treating someone differently based on their appearance or a certain characteristic is a form of discrimination, and targets of discrimination often suffer effects ranging from low self-esteem to a higher risk of developing stress-related disorders such as anxiety and depression. “At my age, I can brush off jokes and not be as easily offended, but it can be harder for younger PWDs,” points out Ed. “They internalize these hurtful words and actions and those make it harder for them to adapt to society.” 

If a loved one with a disability is struggling with mental health challenges because of the way they are treated by others, our psychologists are available 24/7 for teletherapy sessions. Book a session now through https://bit.ly/mn-chat.

Ed shares some tips below for properly interacting with people with disabilities.

  1. Never assume what a PWD can or cannot do. “Don’t think that someone who cannot go up or down a flight of stairs,” says Ed. “I can be just as adept as an able-bodied person as long as I have my cane and there are handrails. Similarly, don’t assume that all deaf people cannot communicate properly; they can, it’s just their mode of communication is different from ours.”

    So if a loved one or colleague is a PWD, learn as much as you can about their disability by joining online resource groups or communities. “When you understand their situation more, you will realize that many of your assumptions are unfounded,” he adds.
  2. Be patient. It takes persons with disabilities a longer time to complete tasks compared to able-bodied people. “The world in general is not very PWD-friendly,” Ed shares. For example, not all countries have audible signal lights to aid the sight-impaired, or wide sidewalks for those who need to use wheelchairs. So if, for example, you are accompanying a person with a  mobility impairment up a flight of stairs, or standing in line at the automated teller machine behind a person with a sight impairment, don’t rush them. Instead, ask what you can do to assist.
  3. Always ask before you help. On more than one occasion, Ed has experienced helpful strangers snatching his cane away from him in their eagerness to assist when they encounter him going up or down the stairs. “I know they’re just trying to help, but when they take my cane away out of the blue, it throws me off-balance and I either trip or fall,” he shares. “I usually have to tell them ‘It’s okay, I can manage.’” 

Another example — when you see someone in a wheelchair going up a ramp and they are steadily ascending, just let them be; don’t suddenly grab the handlebars and start pushing, you will just jolt the person and impact their balance. 

So before you help someone, ask first if they would require assistance, and don’t be offended if your offer is declined.“Many of us are just doing things at our own pace and even though it may seem to you that we are struggling, we are fine and would rather complete the task on our own,” Ed adds.  

  1. Avoid inappropriate language. Commonly accepted terminology includes “people/persons with disabilities” and “a person with a visual/hearing/physical/speech/cognitive impairment.” On the other hand, offensive terms include: wheelchair-bound (use wheelchair-user), victim of, suffers from, retarded, deformed, or crippled. “When in doubt, it’s always okay to ask a PWD ‘What should I call you?’ or ‘What’s the proper way to refer to you?’” Ed assures.

For this same reason, do not describe a person as disabled or handicapped unless it is clearly pertinent to the conversation. Do not say “Do you remember my friend Robert, the deaf lawyer?” Instead, just say “Do you remember my friend Robert, the lawyer?” 

  1. Educate yourself. By learning about the different forms of disabilities, you also learn how you can bring about the necessary changes needed to improve how you interact with them. For those who want to get started, Ed recommends the following books and movies:
  • The Theory of Everything (film). Tells the struggle that world-renowned genius Stephen Hawking went through while dealing with his motor-neurone disease.
  • Crip Camp (film). A critically-acclaimed documentary film about a camp designed for teens with disabilities and how these campers became disability rights activists. 
  • Sound of Metal (film). About a heavy metal drummer who loses his hearing.
  • Haben: The Deafblind Woman Who Conquered Harvard Law (book). A memoir by Haben Girma, a disability rights advocate and the first deaf-blind graduate of Harvard Law School.
  • Criptionary (book). A humorous collection that brings attention to the everyday struggles and obstacles faced by persons with disabilities 
  • I See Things Differently: A First Look At Autism (book). Written for kids, it will help them understand what autism is and how it affects someone who has it.

Persons with disabilities are human too. By acknowledging their differences as you would acknowledge anyone else’s uniqueness, you show them the respect and empathy that they deserve and avoid unconsciously offending or hurting them.

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Employee Wellness

Enable And Empower: 4 Ways To Make Your Company Inclusive For Persons With Disabilities

In the Asia-Pacific region alone there are 370 million persons with disabilities (PWD), with 238 million of them of working age, according to data from the United Nations Department of Economic and Social Affairs. Hiring people with disabilities increases diversity in the workplace, which has been proven to boost creative thinking, problem-solving, and team morale. 

Unfortunately, people with disabilities commonly experience at work. According to a report by the International Labour Organization, PWDs are often confronted with prejudices regarding their productivity. They also face discrimination at the hiring stage. A survey carried out in France shows that less than 2% of those having mentioned their disability in their CV were called for an interview. 

For Ed Geronia, a journalist, person with mobility impairment, and co-founder and Chief Information Officer of Sari Software Solutions making workplaces welcoming and supportive of the needs of persons with disabilities is a win-win for everyone in the organization. “Everyone benefits from an inclusive workplace, not just those with a disability,” he says. This is because when employees feel a sense of belonging and feel more connected at work, they tend to work harder and smarter, producing higher quality work. 

“PWDs should know that they can earn as much as an able-bodied team member if they are doing the same kind of work.”

Ed Geronia, journalist

Ed recommends some ways companies can make sure that their workplace is disability-inclusive:

  1. Review and refine job roles and processes. Part of this means ensuring that you hire someone based on the job qualifications, not on the basis of their disability. “There’s this notion that people with autism are good at math, so you made it a company policy that you will only hire those in the spectrum for accounting work,” Ed points out. But doing this is a disservice for both the PWD applicant and the other members of the team because you are basing your decision on a stereotype. “People should be hired solely for their capabilities, skills, and talent.”

Furthermore, don’t deny a person a training or promotion just because they are disabled. “Don’t tell someone who is mobility-impaired that you cannot make them manager because you assume they cannot travel to different work sites,” Ed says. “Instead, tell them what the position entails and let them determine if they can do it or not.”

Finally, make sure that your benefits and incentives for employees are the same for all. “PWDs should know that they can earn as much as an able-bodied team member if they are doing the same kind of work,” Ed says.


  1. Partner with community organizations that train persons with disabilities to be ready for employment. In the Philippines, these include:
  • Project Inclusion Network, a non-profit organization that matches PWDs to employers. 
  • IDEA Philippines, which offers vocational training for deaf young people 
  • Microsoft Enabler Program, provides cloud & AI training for PwDs, accessibility education for employer partners, and inclusive hiring from non-profit organizations supporting PwDs.
  1. Have disability awareness and disability sensitivity training. Start by training someone in your human resources department to be a disability advocate. “This way, you have someone in the company who is looking out for the needs of your employees who have disabilities, both visible and invisible,” Ed says. Then move on to the rest of your management team; many might be harboring unconscious biases against people with disabilities and consider these team members inferior. “You have to treat these trainings as investments, because when you know the needs of your employees who are disabled, you can take steps to make things better for them,” he adds.
  2. Adopt best practices from other companies. “In the Philippines, we have to realize that there are still gaps in PWD employment policies,” Ed points out. “Let’s look for companies who are embracing inclusivity and find out what we can copy from them.” 

For example, Philippine-based Lamoiyan Corporation, makers of Hapee Toothpaste, prioritizes hiring deaf employees for factory work. “If it’s just manual, if it’s just using the hands or the eyes, they’re as good as you and me—in fact, they’re more focused because of their handicap,” founder Cecilio Pedro said in a 2016 interview. The company is also supporting three schools for the deaf in the country, where they provide free education for the deaf through sign language.

A disability-inclusive workplace is more than just hiring people with disabilities. It offers employees with disabilities — whether visible or invisible — an equal opportunity to succeed, to learn, to be compensated fairly, and to advance. “Many organizations are already starting to adopt policies on gender equality,” Ed points out. “Why not take it a step further and also include equality for PWDs?” 

MindNation offers virtual trainings on diversity and inclusion so that your organization becomes a safe space for everyone, regardless of their age, gender, race, and physical and mental disabilities. Partner with us to build happier, healthier, and more productive teams. Visit http://www.mindnation.com to know more.

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Employee Wellness

Josh Alfafara Of The Executive Centre: 5 Leadership Lessons I Learned During The Pandemic

When premium flexible workplace provider The Executive Centre launched its flagship office in Makati, Philippines last June 2021, Country Manager Josh Alfafara knew he had his work cut out for him. “Leading a new business in the middle of a pandemic was challenging, to say the least,” he recalls. “Everyone was asking why we were selling office spaces at a time when everyone is working from home. But I said ‘Why not?’ I felt that this was the best time to do so because people are now looking for flexible ways of working.” 

This mindset has helped Josh and his team ensure that TEC Philippines remains top of mind for small and medium enterprises and multinational companies looking for a truly first-class flexible workplace solution within prime locations and prestigious office addresses. “We differentiate ourselves from our competitors in the service aspect that we give to our members,” he explains. “Even when the government imposed a strict lockdown, we never stopped communicating with our members, addressing their needs, and letting them know that we are available for them all the time.” 

“I don’t tell my team ‘You do this, you do that;’ instead I ask them ‘Where can I help?’ ‘What can WE do?’ And if my team member is not delivering, it’s on me. Where did I lack in terms of giving support or in providing resources?” 

Josh Alfafara, The Executive Centre Country Manager

Here are five leadership lessons that Josh has learned as he continues to lead his company and his team through the pandemic:

  1. Be flexible in your approach. “We can no longer go around publishing pictures of office spaces because no one wants to spend any money,” Josh points out. “So instead of being salespeople, we positioned ourselves as consultants of workplace strategy. We asked clients ‘What do you need at the moment? You have 2,000 square meters of office space that no one is using? Ok, that’s something we may be able to help you with.’” By building that trust and giving their expert advice on flexible workspaces, TEC was able to build loyalty with their clientele. 
  1. Servant-leadership is the key. Josh built his team in the middle of the pandemic, and while it felt good to be able to provide people with work, he also understands that it can be demotivating for them to market something when everyone is hiding at home. “As a leader, my role is to bring out the best in my team so they can do what they need to,” he shares. “I don’t tell my team ‘You do this, you do that;’ instead I ask them ‘Where can I help?’ ‘What can WE do?’ And if my team member is not delivering, it’s on me. Where did I lack in terms of giving support or in providing resources?” 
  1. Be transparent in communications. Josh has frequent and structured one-on-one conversations with his direct reports to align on goals and expectations. “As an employee, nothing is worse than thinking you are doing great but finding out at the end of the year during the performance review that you’re terrible at your job,” he says. “So it’s important that I meet them regularly to find out what they are lacking in, or what training they require.”
  1. Employee well-being drives results. To a certain extent, Josh does not believe in keeping work life separate from personal life. “People are people, and they have feelings and mental health. You can’t expect them to have mental health for home and a separate mental health for work,” he explains. He makes sure he has an open-door policy where people can just talk to him if they are struggling, not just with work but even in their personal lives. “When I talk to my team, I ask them how things are at home without getting too personal, and I believe that showing them this genuine care has helped them perform better at their job.”

This importance to employee well-being is what pushed TEC to partner with MindNation. “I believe that all businesses should have a mental health program in place. Leaders should treat it as an investment in their people because at the end of the day when you take care of your people, they take care of the business, which drives results. It’s hitting many birds with one stone and it’s absolutely necessary,” Josh says. 

He recalls that during the early days of his career, mental health was not a priority; people had to pretend to be sick to take time off. “But for me, if a team member is struggling today, I’d rather they let me know right away so that they can take whatever break they need and come back stronger tomorrow, instead of dragging their feet and dragging the rest of the business down,” he says. 

  1. Self-care is not selfish. Leading a business during a pandemic can be physically and emotionally draining. As someone who admittedly experiences anxiety, Josh makes sure he prioritizes his mental health as well. “I make sure I set limits as to when I check my phone and my work email. One of my favorite things to do is listening to a guided meditation app,” he shares. “I also make sure I have people can talk to, including a coach that I consult with on a regular basis, where I become the most vulnerable and let it all out.” 

Lastly, Josh makes sure his team members know all about his self-care habits so that they follow suit and take care of themselves as well.

Josh’s professional goals for the year include seeing TEC Philippines finally take off, perhaps even expanding to another site within the country. “Business is doing very well although it’s not where we want it to be because of the pandemic and the new spate of lockdowns,” he admits. “But we are doing what we can and I always encourage my team to have patience; we’ve done it before, we’ll get through this again.”

However, he is mindful that the company’s success should never come at the expense of the team’s well-being. “Now more than ever, leaders have to be available for the team and not leave them out in the dark,” he says. “If you are present with your team, they can help you make the business succeed.” 

Happier and healthier employees are productive employees. Partner with MindNation to provide your team with a well-being that is holistic, data-driven, and customized for your needs. Visit www.mindnation.com or email [email protected] to know more. 

Categories
Work in the New Normal

6 Ways To A Greener Home Office

There are lots of reasons to encourage your team to implement earth-friendly practices in the way they work from home. Not only is it good for the environment, but it can reduce their expenses as well as improve their health and job satisfaction. A 2018 Gallup study showed that employees who feel that they contribute to “the present and future conditions of the environment” feel more engaged at work. In addition, the 2015 Cone Communications Millennial CSR Study reports that  as many as 91% of millennials would switch to use a company or brand based on its commitment to social good and investment in things like environmentally-sound and sustainable practices. So if you want to attract and retain top talent, it pays to make the environment a priority in your business.

Here are some changes you can ask your staff to implement to make their home office more environmentally friendly.

  1. Make the most of natural light. If your team members have the opportunity to choose the room where they will set up their office, opt for space with plenty of natural light. This move will allow them to reduce their energy usage, thus saving money on electricity.

On the other hand, if their home office is located in the basement or some other part of the house that gets no natural light, gently suggest that they use LED bulbs to mimic sunlight.

  1. Be energy-efficient. Remind them to switch off and unplug TVs, lights, and equipment when they’re not being used. A 2019 study by Duke Energy, an American power company, states that electric power is consumed by many devices when they are switched off but are still plugged in, which can account for as much as 20% of the electricity bill.
  2. Go paperless. Digital documents are easier and more affordable to store and retrieve. They reduce clutter in the office and if your business is in the cloud, the documents can be accessed from anywhere.
  3. Implement sustainable printing techniques. But if cutting out paper completely is not an option, remind your team to implement sustainable printing practices. Before they even start printing, they should ask themselves if the page they are about to print is really necessary. If the answer is yes, then use recycled paper and print on both sides of the page. Moreover, their choice of printer, ink, and toner is also important so tell them to look for environmentally-friendly options such as refillable printer cartridges.
  4. Add plants. Adding some greenery to the home office can do more than brighten up the interior design. Psychologists at Exeter University found that employees are happier and perform better when living plants are added to the workplace, with a 15% increase in productivity and significant improvements in memory retention and other basic tests. Plants also emit oxygen and reduce air pollution, making the air in the workplace cleaner and healthier to breathe. If you have the budget to spare, send over some low-maintenance succulents to the team so that even those without a green thumb can benefit from them.
  5. Start a conversation. If you set a good example, then your employees will follow suit. Promote your environmental values and the little things you’re doing in such a manner that it will motivate others to join you. Work with your HR department to hold awareness training sessions so that the staff becomes aware of the benefits of creating a more sustainable working environment. 

Being environmentally-conscious in business isn’t just good for the environment or society at large — it’s also good for the business itself. A green and healthy workplace produces happier and motivated workers, and increases employee productivity.

 MindNation is a mental health and wellbeing company that works with like-minded, innovative, and empathic organizations to make happier, healthier, and more productive employees. Our program is based on a person’s holistic wellness (physical, emotional, mental, social, and cultural). We partner closely with companies using a data-based approach, creating customized solutions, and leveraging the expertise of our scientific board of advisors. For more information, visit www.mindnation.com or email [email protected]. 

Categories
Featured

Take A Step Back: 4 Situations When It’s Best To Be Silent

There are many situations where speaking up and expressing our thoughts and feelings is the best thing we can do for ourselves and for others. However, there are also situations in which it’s better that we step back and just listen. 

Learning to identify these situations is valuable because it can make or break relationships and affect how conflicts are resolved. “There are times when speaking up will only make things worse,” agrees psychologist Riyan Portguez. “So always consider the context, mood, and environment before you say something.” 

“There are times when speaking up will only make things worse. So always consider the context, mood, and environment before you say anything.”

Riyan Portuguez, Psychologist

Riyan shares some situations when it’s best to keep your peace. 

  1. When you are physically unable to think clearly.

This happens when you are tired, drunk, or even hangry. “Couples always receive the advice that ‘You should never go to bed without fixing the problem,’ but I don’t agree with that statement all the time,” Riyan says. “This is because if you are tired, you will be more irritable, impatient, and have difficulty regulating your emotions. These increase the likelihood that you will say something that you will regret later.”

So rest, sleep on it, and discuss the conflict when you are in a better physical state.

  1. When you are feeling emotional. 

While there is anger that can and should be expressed right away regardless of the circumstances  — when you are being violated, for example — you should also be mindful of the times when you know that your rage will be uncontrollable and hurtful to others. “During these situations, it’s better to take a powerful pause,” Riyan advises. “Tell the other person that ‘I don’t think I can handle this situation well right now, I need some time off, we’ll discuss this when I’m in a better state of mind.’” This at least informs the other person that you are not brushing off their concerns and are still willing to resolve the conflict. 

Now, if the other person still demands a response from you, you need to put your foot down and stand your ground. “If they are being insistent, it only means that they are also experiencing heightened emotions; you cannot expect them to think clearly either,” Riyan explains. “So tell them firmly but politely that you do not want to engage with them when they are like that, that they also need to cool off if they want to have a productive conversation.”

  1. When you don’t know the whole story

If you are asked to weigh in on an issue that you are unfamiliar with, speculations on your part can do more harm than good if the issue is about something that will likely have a big impact on another person. For example, if someone is asking your opinion about which vaccine brand works best against COVID-19 but you are not a medical doctor, admit that your knowledge is limited instead of sharing rumors or unverified information. 

  1. When you are explicitly requested not to speak.

This can happen when someone needs to have a difficult conversation with you, or when they just need a listening ear as they unburden themselves. In such cases, resist the impulse to defend yourself or offer advice; instead just practice active listening. 

Being silent is not a sign of weakness; learning to control your reactions and identifying your battles takes maturity. “Before you say something, always go back to your intentions,” Riyan suggests. “Are you responding out of fear, insecurity, or hate? Or is it because of concern or love? Your answer will help determine when you should speak up and when you should stay quiet.”

MindNation psychologists and WellBeing Coaches are available for teletherapy sessions 24/7 if you want to improve your communication skills, manage your emotions, or improve your relationships with loved ones or co-workers. Book a session now at https://bit.ly/mn-chat. 

Categories
Employee Wellness

4 Effective Onboarding Tips

Research by workplace thought leader Society for Human Resource Management reveals that it costs businesses up to 9 months’ salary (on average) to recruit and train a new employee. On top of this, it may take new employees up to two years to achieve the productivity level of an existing employee.

One way you can keep employee turnover low is to make sure that new hires go through a proper onboarding process. “The first few weeks a new team member is on the job are some of the most crucial because you’re setting expectations and building their personal investment in your organization,”says Kana Takahashi, MindNation’s Chief Executive Officer. “When you have an effective onboarding program, new employees feel right from the start that they are part of the team, will work harder to achieve the company’s goals, and will stay for a longer period of time.” 

Onboarding begins as soon as an offer is accepted and typically lasts through the first year of employment, at a minimum. If you already have an onboarding process in place, here are some things you can add to the activity to make it more engaging — and possibly even fun — for the new team member:

“One of the purposes of onboarding is to acclimate the employee to the organization, to make them see how their role fits into the organization, understand the mission and vision of the company, and what the work culture is.”

Kana Takahashi, MindNation CEO
  1. Get everyone in the company involved. The onboarding program used to be solely the purview of the Human Resources department, but for Kana, it’s important that all departments — and their heads — take time to welcome and talk to the new hire. “One of the purposes of onboarding is to acclimate the employee to the organization, to make them see how their role fits into the organization, understand the mission and vision of the company, and what the work culture is,” she explains. “This is achieved by having them interact and socialize with as many people as possible.”

At MindNation, Kana starts the onboarding process by taking the new hire through the necessary paperwork. The person is then introduced to the leadership team, where they receive information about the company’s values, goals, and culture. Afterwards, an announcement formally welcoming them to the company is posted on the company’s Slack channel. 

“Then for the next few weeks, they go through the different departments, talking to the heads and members so that they get a grasp of the working dynamics and understand everyone’s role more,” Kana explains.

  1. Have a get-together to welcome the new member. Colleagues can also participate in onboarding. Before the pandemic, it was customary to take new employees out to lunch or dinner to help break the ice and allow them to get to know their new colleagues in a relaxed environment. Today, these teambuilding sessions can be done in a virtual set-up and are no less effective. “When an employee feels valued by their team on both a personal and professional level, they are more likely to stick around for the long haul and be happier,” says Kana. 
  2. Provide consistent and clear communication. New hires will want to jump into their role quickly, but make sure their enthusiasm is tempered by clear expectations and parameters during onboarding. Otherwise you might end up receiving output that does not meet your needs, while the employee will feel disappointed that they failed you. So assign projects and set goals, and be sure to guide them to the resources they need and the people they can turn to for help. 
  1. Then create avenues for giving (and receiving feedback). This is another crucial part of onboarding because it ensures that the new hires are settled in and have everything they need to be successful in their work. “All departments in MindNation have weekly alignment meetings to determine that all tasks are delivered and to ensure that the employee’s workload is enough and does not burn them out,” Kana shares. “If they are struggling, we adjust timelines or give more guidance — anything that they need to make their working experience better.”

Additionally, new hires at MindNation have weekly or bimonthly one-on-ones with their line managers; these are not for project updates, but informal conversations centered around the employee’s mental health and well-being. 

First impressions matter, and you can start off your relationship with your new employee on the right foot by treating the onboarding process as a part of your business’ success.

Taking care of a new  team member’s well-being is part of an effective onboarding process. MindNation’s holistic well-being program ensures that everyone from new hires to veteran executives become happier, healthier, and more productive. Our services include 24/7 teletherapy sessions with psychologists and WellBeing Coaches, Group Sessions, virtual webinars, and surveys and analytics. For more information, visit www.mindnation.com or email [email protected]. 

Categories
Relationships

Got Stressful Parents? 4 Ways To Improve Your Relationship With Them

The parent-child relationship can be regarded as the most important relationship an individual can experience. Those who grow up with a secure and healthy attachment to their parents stand a better chance of developing happy and content relationships with others in their life. On the other hand, adult children who are constantly stressed by their parents can experience poor mental and physical health, including fatigue, decreased motivation, depression, irritability, as well as the inability to sustain healthy routines, choices, and relationships. 

There are many reasons why adult children find their parents stressful. It could be emotional baggage carried over from childhood, a mental/generation gap in terms of thinking pattern and current trends, or because parents overstep boundaries and continue to treat their adult offspring as children by interfering with their decisions and life choices. And while it’s easy to put physical and emotional distance between ourselves and a peer that we find stressful, it’s harder for those raised in an Asian culture to have frank and difficult conversations with parents. “Our culture places importance on honoring parents, so telling them they are stressful is  tantamount to being impolite, disrespectful, or ungrateful,” explains Rac General, a psychologist for MindNation and mother of two grown children. 

“When you know your parents’ triggers, you can be more mindful of your words and actions that will potentially cause them stress”

Rac General, MindNation psychologist

Fortunately, there are steps we can take to improve our relationship with our parents and minimize the stress. Here are some of them:

  1. Find out why your parents are the way they are.

Do some research into your extended family and what your parents were like in school — these helped shape them into who they are today and can help you understand why they think and act in certain ways. “Also involve yourself in your parents’ day to day activities, including their work or workplace, and even get to know their friends and team members. These will give you a better understanding of their context and mood,” Rac says.  

  1. Understand the state of their physical and mental health. 

Both affect emotions, behavior, and mood.  “Also, when you know your parents’ triggers, you can be more mindful of your words and actions that will potentially cause them stress” advises Rac.

Finally, find out what their self-care routine or relaxation outlets are and join them so that you can bond.

  1. When talking to them, do it politely.

Conflicts often start and are fueled by our choice of words. When we’re angry with someone, we’re likely to tell them exactly what they’ve done to upset us and start arguments with “you” — “You did this!” or “You always/never ___!” More often than not, this leads to a defensive response, and once someone becomes defensive, they lose the ability to listen and understand other perspectives. Instead, try to frame the conversation in terms of how the issue impacts you by using “I” statements such as 

  • “I feel ___ when ____.”
  • “I’m upset/hurt/nervous that ___.”
  • “I don’t understand….”
  1. Ask for help from third parties.

If you really feel that you can no longer manage your relationship with your parents on your own, politely ask grandparents, trusted members of the extended family, or even your parents’ friends for advice or help. They will either offer you a new perspective that you can consider, or mediate on your behalf. However, never, ever suggest to a parent that they should seek the help of a mental health professional, even if you are certain that their stressful behavior is the result of a mental health concern. “It will be taken as an insult and they will get even more angry with you,” Rac points out. “Instead, politely ask a trusted relative or friend to be the one to relay your concerns.”

5. Seek professional help. 

If your situation is worsening, and you are having trouble dealing with stressful relationships, it is advisable to seek help from professionals. Mental health professionals can help if you are struggling with anxiety and mental distress.

MindNation psychologists are available 24/7 for family therapy sessions or if you are struggling with anxiety and stressful relationships. They can help you get to the root of the relationship problem, improve your communication, assist you with setting/ enforcing boundaries, and help you find a solution that is beneficial for you. Book a session now at https://bit.ly/mn-chat

Categories
Employee Wellness Work in the New Normal

3 Tips To Boost Trust Between Remote Team Members

In the book “New Insights On Trust In Business-To-Business Relationships,” authors Sandra Simas Garca and James Barry state that when buyers and suppliers enjoy high levels of cognitive trust among themselves — that is, they are confident in the other person’s ability to do the job — it leads to better communication, easier conflict resolution, and more collaboration. 

The same benefits can extend to members of your remote team so as a leader, it’s important you ensure that everyone is working hand in hand to achieve company goals. “Trust is the only way teamwork can happen because if teammates don’t trust one another, there will be conflict and resentment,” advises Darlyn Ty-Nilo, President and Managing Director of Viviamo, Inc., a custom publishing and marketing company that creates various paper products for specific target markets. “Conflict will lead to lack of commitment, avoidance of accountability, and, finally, inattention to results.” 

“If someone in your junior’s family got hospitalized, for example, or if a peer’s home got flooded after heavy rains — these will affect their mental health and productivity. By knowing where they are coming from, you can make the necessary adjustments and support.”

Darlyn Ty-Nilo, Viviamo Inc. President

Darlyn shares three tips for building trust and boosting teamwork among team members:

  1. Create avenues for deliberate communication and work visibility.
    These are the first two principles of the “Visible Teamwork” framework created by podcast host, author, and career coach Pilar Orti. “It means creating structures where team members are continuously talking to and aligning with each other,” says Darlyn.  “When people are constantly updating each other about their work, it’s easier to find out who needs help or how ideas can be further refined.” 

In this time of remote working, this means making attendance to virtual check-ins and alignments mandatory. At Viviamo, Inc., for example, Monday mornings are sacred because this is when they hold their town hall meeting  — all of their 17 employees gather virtually and spend up to two hours aligning on priorities of the week and other matters. On top of these, departments are expected to hold their own regular meetings every week. 

It also means utilizing dashboards, collaboration tools, and chat groups to keep track of deliverables and project status in real time. “So if you see, for example, that the target was not met today, you can act on it right away and do better tomorrow, instead of waiting to act on it at the end of the month. By then, everyone is already stressed and anxious,” she points out.


2. Know your team member’s context and mood. Part of creating deliberate communication is making an effort to get to know your team members on a personal level. This is because an employee’s mood, emotion, and overall disposition can impact their job performance, decision making, creativity, turnover, teamwork, negotiations, and leadership. “If someone in your junior’s family got hospitalized, for example, or if a peer’s home got flooded after heavy rains — these will affect their mental health and productivity. By knowing where they are coming from, you can make the necessary adjustments and support,” Darlyn explains.

To encourage team members to open up, Darlyn has instituted a buddy system among Viviamo’s employees. Each group is composed of three to four members and they must follow one rule — no shop talk allowed. “They are just supposed to check-in on each other’s mental and emotional state,” she relates. Groupings are changed every quarter so that there is enough time for members to build relationships but also have opportunities to get to know others in the organization. 

3. Make time for planned spontaneity. This is the third and final piece of the Visible Teamwork framework. “Building trust cannot be all related to work,” suggests Darlyn. Virtual coffee hangouts, drinking sessions, and other virtual teambuilding activities increase trust  in the workplace because they allow  team members to relate better to their colleagues. Encourage everyone to participate in these bonding sessions, but don’t force attendance on those who beg off; instead, explore other options for establishing interpersonal relationships such as casual one-on-ones or more frequent chats with their buddies. 

Teamwork brings numerous benefits to companies. It fosters cooperation, broadens different perspectives and ideas which might end up bringing much better results, and increases productivity. 

MindNation conducts bi-annual Pulse Surveys so that managers can understand employee struggles, how they feel about the company, and flag possible sources of stress. Those who are struggling can avail of 24/7 teletherapy session with psychologists and WellBeing Coaches or participate in Group Sessions. For more information about our services, visit www.mindnation.com or email [email protected]. 

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Employee Wellness

Ways To Reduce Unconscious Bias In The Workplace

Photo by CoWomen on Pexels.com

In a previous article, we shared some general ways you can build a more supportive, accepting, and respectful workplace. Today, we dive deeper into how you can address unconscious bias in your business and foster a more diverse and inclusive company.

There are many types of unconscious bias (over 19), but here are the four key ones and how you can avoid them:

  1. Gender bias. This is the tendency to prefer one gender over another. Examples include:
  1.  Providing more resources and opportunities to one gender (typically men) over another;
  2. Reviewing an employee of one gender differently from another gender — even when the evaluations are purely merit-based; and 
  3. Rewarding an employee of one gender differently from another gender in the form of promotions, raises or other merit-based rewards.

“Communication is key. Avoid sweeping generalisations and do your research on different cultures. A gesture or custom that you’re indifferent to might offend someone from a different cultural background, and vice versa.”

Salma Sakr, MindNation Chief Growth Officer

A major result of gender bias is the creation of the “glass ceiling,” a metaphor for the evident but intangible hierarchical impediment that prevents women (and even minorities) from achieving elevated professional success. If you want to break this glass ceiling, here are some ways you can avoid gender bias at work: 

  • Set gender-neutral recruitment standards. Do this by defining the ideal candidate profile ahead of time and evaluating all candidates against those standards. 
  • Create diversity goals. Set qualitative gender diversity goals to create a more gender-balanced team. Support and provide resources for women to take on leadership roles. 

2. Ageism. This is seterotyping or discrimination  against individuals or groups on the basis of their age. This can also include ignoring a junior’s ideas because they are considered “too young,” or assuming someone should behave in certain ways because of their age. 

Preventing ageism involves combatting age-related stereotypes as well as engaging older team members in the workplace. Here are some ways to do that:

  • Don’t make assumptions based on age: For example, don’t automatically presume that older workers don’t know how to use technology or aren’t open to learning new skills. Provide equal learning opportunities for everyone. 
  • Foster cross-generational collaboration: Create two-way mentorship programs where a senior team member is paired with a new hire. This kind of collaboration facilitates communication between team members of different stages, which can help break down misconceptions about age. 

3. Cultural bias.  Cultural biases are assumptions, stereotypes, and belief systems about a different culture, based on our own limited experience of that world. In the workplace can create misunderstandings, biased treatment and barriers to career advancement; if you are manager who believes that all South Asians are good in software programming but who like to make a fuss over nothing, for example, you might never give your team members from India the opportunity to speak their mind, causing them to eventually leave the company due to lack of opportunities.

Here are some ways you can be sensitive to individual backgrounds and beliefs when in a professional environment:

  • Notice the little things. Someone from a different cultural background might behave in a way that you interpret as rude, shy, or standoffish, but that could simply be the way you interpret it. You need to think deeper, and really acknowledge that what you call ‘truth’ is actually just accumulated information from your own cultural background.
  • Communication is key. Avoid sweeping generalisations and do your research on different cultures. A gesture or custom that you’re indifferent to might offend someone from a different cultural background, and vice versa.
  • Be flexible. We all operate in different ways and have different views of life – even within the same sub-cultures. In a professional environment, always respect others’ customs, such as national holidays, dietary requirements and political attitudes. If in doubt, talk about something else!
  • Be yourself! We’re all human at the end of the day, and you’ll often find that smiling and offering a friendly face are universally recognised behaviours, wherever you’re from!

4. Race/ethnicity bias. This is any discrimination against any individual on the basis of their skin color, or racial or ethnic origin. It can take many forms, such as:

  1. Direct discrimination: not hiring or promoting someone based solely on their race
  2. Indirect discrimination: happens when a rule or policy set by an employer places people from certain racial, ethnic or national groups at a disadvantage.
  3. Racial harassment: includes any unwanted conduct related to an employee’s race, especially when it violates their dignity or creates an offensive environment.
  4. Victimization. when someone is treated badsly because they complained about discrimination or helped someone who has been the victim of discrimination.

Leaders can put a stop racial discrimination at work by:

  • Creating channels where employees feel safe speaking up about racial issues. It’s important for managers to seek input from missing voices to help obtain different ideas for a diverse point of view.
  • Actively communicating their stance on racial discrimination and what won’t be tolerated along with the consequences for violation. Racism, in any form, should never be overlooked, excused or tolerated, regardless of someone’s rank or title.
  • Spreading awareness by providing resources to educate individuals about the culture of racism and the history of different races. Most individuals are unaware of racial injustice and the comments they unconsciously make towards their BIPOC (Black, Indigenous, and People of Color) colleagues.

Companies can actively reduce bias through training along with embedding processes, policies, and expectations that help create a culture rooted in diversity and inclusion. Ultimately, it’s management’s responsibility to demonstrate their commitment to diversity and inclusion and the value it brings to the company as well as holding others accountable. 

MindNation holds webinars to help organizations reduce unconscious bias in the workplace so that team members become happier, healthier, and more productive. Email [email protected] to schedule a session now!

Categories
Fitness Get Inspired

James Michael Lafferty Of Fine Hygienic Holding: 4 Rules For A Positive And Energetic Life

Jim Lafferty is not just the CEO of Fine Hygienic Holding  (FHH), a wellness company that makes personal care and hygienic products. He is also an athlete, Olympic coach, philanthropist, speaker, and corporate trainer — all on top of being a devoted family man to his wife and five children. 

He began his career as a fitness trainer for Procter & Gamble employees in 1983 before moving up the ranks and becoming the company’s CEO, eventually going on to hold top positions at other Fortune 500 companies. Throughout his journey, health and wellness has been his priority, not just for himself but also for his team. “The starting point of being successful is your health; if you don’t have your health, you don’t have anything,” he points out. 

Apart from exercising regularly and watching his diet, here are Jim’s strategies for living a life full of energy and positivity:

“We take on many roles in life — for instance, I am not only a businessman, a coach, and an athlete, I am also a father, a husband, a brother, a nephew, so on and so forth. I believe that at maximum, we can only do five roles well.”

Jim Lafferty, CEO of Fine Hygienic Holding  (FHH)
  1. Acknowledge that you can’t do everything. “We take on many roles in life — for instance, I am not only a businessman, a coach, and an athlete, I am also a father, a husband, a brother, a nephew, so on and so forth,” Jim enumerates. “But I believe that at maximum, we can only do five roles well. And my five roles are to be the best husband, father, philanthropist-coach, athlete, and CEO out there. Everything else — such as being a brother and a nephew — is not a priority for me, and my family understands that.”

This is why Jim is very clear about what he says “no” and “yes” to. “I get offers to sit on other boards all the time, but I turn them down because they will take up too much time from what I really want to do,” he explains. “At the end of the day, I am clear on what legacy I want to leave behind, and that is to be a good father and contribute to society in the best way possible.”

  1. Cope with setbacks by employing perspective. When asked to name the biggest challenge he has ever encountered and what he did to cope, Jim says: “I don’t stress out over setbacks very easily because I always try to keep things in perspective.” 

As an example, he relates the story of a female employee who was five months pregnant with twins when she caught a severe case of COVID-19 and had to be hospitalized. To protect both the mother and babies’ health, doctors did an emergency c-section and delivered the babies prematurely. Unfortunately, all three passed away not long after. “What can I possibly be going through now that’s even close to what the husband and father are going through?” he points out. “I get upset, yes, but are those bad news really that earth-shattering? If you widen your perspective and learn what other people in the world are going through, you realize that more often than not, you have nothing to complain about.” 

  1. Prioritize employee well-being. When Jim came on board as CEO of FHH, one of the first things he did was to align the company’s values with his own. “We are a wellness company and wellness starts at home; and home for us is our employees,” he shares. To start with, he spearheaded the construction of a world class, state-of-the-art fitness center at the company’s headquarters in Dubai, and initiated company-wide fitness challenges like push-up competitions to encourage employees to take care of their physical health.

When the COVID-19 pandemic struck, the company partnered with MindNation to launch an Employee Assistance Program that includes 24/7 teletherapy support from qualified psychologists and WellBeing Coaches to all Fine employees and their immediate family members so that they can cope with the mental health challenges brought about by social isolation and other worries. “We try to protect our employees as much as we can, physically and mentally, because you cannot have good health without either one,” Jim explains.  

Finally, Jim has taken it upon himself to make the company more diverse and inclusive. “When I arrived at the company, the management team was 100 percent comprised of men, and they only came from two countries,” he relates. “I met each and every one of them, and those who were not performing well were let go in the most graceful and dignified way possible.” To fill up the five vacancies that resulted from this reorganization, Jim talked to headhunters and imposed one rule — that only female applicants be considered. “Everyone was surprised, but I told them there are talented women all over the city, don’t tell me we can’t find any,” he points out. 

All five roles did get filled up by women, and today FHH boasts of women comprising 38% of leadership roles in the company — unprecedented in the Arab world. “I’ve seen a lot of progress on acceptance of women as leaders but it’s an uphill battle and it’s going to take time,” Jim admits. “But if we want to be responsible members of society, we have to participate in the changes that society has to go through.”

  1. Celebrate the journey, not the destination. When it comes to long-term goals, Jim is not a believer of deadlines and timelines. For Jim, it’s about seeing his children progressing happily in their lives and the organization growing and becoming better. “But I don’t tell myself ‘Oh, I have to do this or see these results by the end of the year,’” he shares. “Instead, I ask myself, ‘Am I closer to the goal today than I was yesterday?’ And if the answer is ‘yes,’ then I already feel accomplished. You can’t measure life by a stopwatch.” 

Happier and healthier employees are productive employees. Partner with MindNation to provide your team with a well-being that is holistic, data-driven, and customized for your needs. Email [email protected] to know more.