Category: Get Inspired

Categories
Get Inspired

5 Fearless Females Who Are Inspiring Us Right Now

To cap off International Women’s Month, here are five women who are breaking biases, smashing the glass ceiling, and paving the way for future generations.

  1. Jessica Jung
    Korean-American singer, songwriter, actress, novelist, and businesswoman
Jessica Jung (Photo from Vogue)

“I actually learned that you should never give up, and if you love something, take courage and absolutely go after it.” — Jessica Jung

Jessica rose to fame in 2007 as one of nine members of the K-pop girl group Girls’ Generation. The group was dubbed by TIME Magazine as one of the most influential K-pop acts that helped introduce Korean music to the world, and in 2013 even became the first K-pop group to reach 100 million views on YouTube. 

In 2014, Jessica launched her luxury brand business Blanc & Eclare. She was subsequently dismissed from Girls’ Generation due to conflicts between the group’s schedule and her work with Blanc & Eclare. Even though fans questioned her decision, Jessica continued to follow her own path, releasing new music as a solo artist and becoming an actress. Blanc & Declare’s products are now being sold in around sixty stores in locations such as Seoul, New York, Beijing, Hong Kong, Bangkok, Taiwan, Shanghai, Tokyo, and Vancouver. In 2020, she published Shine, a young adult romance novel about a Korean-American K-pop trainee whose experience closely mirrors Jessica’s. A sequel, Bright, is currently in the works. 

2. Kathrin Jansen, Kizzmekia Corbett, Elena Smolyarchuk, Nita Patel, Hanneke Schuitemaker, Sarah Gilbert, et al.
The women who gave us the COVID-19 vaccine

Nita Patel

“Women often don’t recognize, you have incredible strength inside you. It just needs the right moment to come out. I think in science, you can do this.” – Nita Patel


Throughout the pandemic, women scientists, researchers, and medical professionals have been at the forefront of the rapid development of the COVID-19 vaccines.

  • Kathrin Jansen led the effort at Pfizer that produced the first vaccine approved for emergency use.
  • Kizzmekia Corbett is an immunologist in the U.S. National Institutes of Health who helped design the Moderna vaccine.
  • Elena Smolyarchuk is the chief researcher of the first completed clinical trials for the vaccine Sputnik V.
  • Nita Patel – and her all-women team of scientists in Maryland – led development of the vaccine for Novavax.
  • Hanneke Schuitemaker is the global head of viral vaccine discovery for Janssen Pharmaceuticals (owned by Johnson & Johnson).
  • Sarah GIlbert is the architect of the University of Oxford/AstraZeneca vaccine.

This good news comes at a time when many working women are feeling the double burden of managing full-time work and household responsibilities due to pandemic-related school closures and work-from-home orders.  According to Nita, the COVID-19 crisis is negatively affecting women’s “productivity, boundary setting … and mental well-being.” But she also hopes there is a silver lining to the pandemic: A new generation inspired to get into science.

3. Angelina Mead King
Restaurateur, hotelier, race car enthusiast, sustainability advocate

Angie Mead King (L) with her wife Joey Mead King

“The greatest lesson I’ve learned is that life is very short to do things you don’t want to do, so make sure you spend your waking moments doing the things you love doing…”

After Angie King came out as a transgender woman in 2016,  she experienced many instances of discrimination, from being questioned by an immigration officer at the Changi Airport in Singapore to being asked to leave women’s bathrooms in public establishments. But with the support of her wife – international host and model Joey Mead King – the two are now one of the most prominent LGBTQ+ couples in the Philippines.

“I think a lot of shock value [comes from questions like], ‘How can a real woman still have a relationship with a transwoman?’ It’s so categorised,” Joey said in a 2021 interview. “[People think] if you’re a transwoman then you must automatically favour a male. Our relationship broadens people’s perspective on the possibilities of love. It’s not just A, B, or C.”

4. Monique Ong
Traumatic Brain Injury Survivor, MindNation co-founder and Chairman

Monique Ong

“If I just believed the doctor telling me that [I was] below average and cannot go back to work, then I would never get better.”
Mon sustained a devastating traumatic brain injury (TBI) in 2017 that left her with aphasia, a disorder that causes the patient to have trouble speaking, reading, writing, and understanding language. She was told that with therapy, her brain capacity could improve up to 80% — at the most. But she refused to let doctors determine her fate; in her quest to return to her normal life, she challenged herself and those tasked to treat her.  When she was tested by her neurologist six months after her accident, her brain was operating at 95%.

In 2019, she co-founded MindNation, an innovative mental health and well-being company that has grown globally as a trusted partner for organizations and communities alike.

5. Hidilyn Diaz
Weightlifter, the first Filipino to ever win an Olympic gold medal for the Philippines

Hidilyn Diaz (Photo from Tatler Asia)

“Don’t ever give up. Even if some are saying that you are not capable or limiting you… we are born to break barriers. You can do it.”

For the longest time, there are clear categories in sports based on which gender is most represented. For example, football, basketball, boxing, boxing, and weightlifting are examples of male-dominated sports because they are thought of as being more “masculine.” On the other hand, gymnastics and figure skating are thought to be female-dominated sports because they are more “feminine.” Hidilyn changed all that by not only getting the gold for weightlifting in the 2020 Tokyo Olympics, but also setting a new Olympic record for her efforts. 

Hidilyn’s success has attracted many young Filipinas to start taking up weightlifting themselves, bringing new meaning to the phrase “lift like a girl.”

Talk to a MindNation WellBeing Coach so you can reach your full potential and become the best version of yourself. Book a session now through bit.ly/mn-chat or email [email protected]. 


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. 

Categories
Employee Wellness Get Inspired

Seeing Success: 7 Steps To Developing a Growth Mindset At Work

A growth mindset is the belief that a person can continue to learn and become more intelligent with effort, and that failure is an opportunity to grow. People begin to be successful the moment they decide to be. 

In contrast, someone who has a fixed mindset believes that they are born with a certain amount of talent and intelligence that cannot be improved no matter how much effort they put forth, and that failure is the limit of their abilities. 

In addition, someone with a growth mindset sees mistakes as a learning opportunity and openly accepts criticism because they believe it will help them grow. Someone with a fixed mindset often gives up and takes criticism personally. 

Out of these two mindsets that we manifest at a very young age springs a great deal of our behavior, how we see setbacks, and how we see our relationship with success and failure, from both a personal and professional context. Ultimately, it sets the stage for our capacity to be happy — do we ascribe to a fixed mindset where we think that we are born this way and there’s nothing that we can change? Or do we want to have a growth mindset where we feel that we are capable and worthy of success if we put our heart to it?

“Many people assume that there are only two possibilities when you do something — you either succeed or fail. What they don’t understand is that failure and success are on the same track; not only that, the road to success is paved with many failures.”

Cat Triviño, MindNation Head of Communications and Content

Here are some ways we can cultivate a growth mindset:

  1. Build transportable skills. This is defined as a specific set of skills that don’t belong to a particular niche, industry or job; rather, they are general skills that can be transported between jobs, departments, and industries (hence the name). Examples include learning how to solve problems, your ability to be mentally resilient, learning how to communicate in times of difficulty, getting things done within the timelines, and also your capacity to take risks. Building these skills early and keeping them sharp and fresh constantly keeps you grounded and builds your overall ability to keep going and exploring new things.
  2. Cultivate meaningful experiences. These are situations that take us out of our comfort zone and force us to adapt. Think of them as vitamins or antibodies that boost our immune system and help us withstand career change and adversity. Being able to be resilient in times of crisis is an example of  a  meaningful experience; when we see our hardships and things beyond our control as something we can learn from, they take out that fear of failure.
  3. Invest in enduring relationships. Great relationships can make you stronger and your impact bigger. Surround yourself with people who are good influences so that you will be motivated to become someone unique and indispensable. That being said, when it comes to relationships in the workplace, you will need one of each of the following:
  1. Community of experts — These are people you look up to, who can help you come up with better answers. After all, you can’t always be the smartest person in the room.
  2. Critical colleagues — These are people who constantly give you feedback not because they just want to criticize, but because they want you to be better.
  3.  Champions — Find mentors and truth-sayers who are on your side. They will tell you when you’re wrong, so you grow as a person.
  1. Anchor on your “why.” Inspiring ourselves to move forward and motivating others starts with us being clear on where we’re heading. So think about your purpose in life. What is your cause? What do you believe in? Do you want to challenge the status quo? Do things differently? Then from your “why,” allow yourself to create the structure, the “how.” How do you make your “whys” realized, what specific actions will you take? The result of knowing the “why” and the “how” is the “what” — what is your purpose? What can you get out of this?
  2. Reframe success and failure. Many people assume that there are only two possibilities when you do something — you either succeed or fail. What they don’t understand is that failure and success are on the same track; not only that, the road to success is paved with many failures. So it is important to understand that challenges or setbacks are assets. Failure forces us to learn and grow. Everytime we hit rock bottom, we should recognize it, honor it, respect it, and understand that this will only make us more skilled and better
  3. Trust time and the process. When we fail, it’s not because we didn’t try hard enough; sometimes it’s because the  universe is telling us that it may not yet be the proper time.
  4. Make self-care a habit. Self-care is what makes us feel good about ourselves and what we do. When we constantly reward ourselves with adequate self-care, we will develop a healthier growth mindset as well, because we will want to be able to give the world the best of us, not what’s left of us. 

A lot of what influences and fuels our careers and our lives are our purpose and mindset. Being able to know our whys and having enough motivation to be able to constantly see failures as growth creates not only so much bigger opportunities for ourselves, it also creates inspiration for others.

MindNation has a repertoire of webinars to train your team on how to build a growth mindset, have a purposeful career, and have happier, healthier, and more productive lives. Message us at [email protected] to know more!

Categories
Get Inspired Self Help

When To Grit, When To Quit

Photo by energepic.com on Pexels.com

Many of us are familiar with the saying “Winners never quit and quitters never win.” But according to business writer Seth Godin, author of the bestselling book “The Dip: A Little Book That Tells You When To Quit (And When To Stick)”, winners DO quit and quitters DO win. “Winners quit all the time,” he writes. “They just quit the right stuff at the right time.”

MindNation’s WellBeing Coaches can help if you are feeling “stuck” and need help achieving your goals. Book an online session with them now on FB Messenger bit.ly/mn-chat or email [email protected]. 

The Dip and The Cul-de-Sac

“Every new project (or job, or hobby, or company) starts out exciting and fun,” Seth writes. “Then it gets harder and less fun, until it hits a low point–really hard, and not much fun at all. And then you find yourself asking if the goal is even worth the hassle.”

This low point can be one of two things:

  • The “Dip,” which is the point where something you’ve started is no longer fun, becomes difficult, and most people give up.
  • A “Cul-de-Sac,” a dead end, where despite all your efforts nothing happens.

According to Seth, what sets superstars apart from everyone else is their ability to tell the two apart. Winners see the Dip as a barrier, a temporary setback that will get better if they keep pushing.

He cites a well-reported study which found that salespersons usually give up and move on after the fifth contact with the prospect, because they think they are wasting their time and the prospect’s. Five times is the Dip. But according to the same study, 80% of customers buy on the seventh attempt to close the sale! If the salesperson had stuck it out and pushed on, they would have found success.

On  the other hand, those who recognize that they are in a Cul-de-Sac and have the guts to quit early have the benefit of freeing up time and space to reinvest their energies on something more worthwhile. 

“In both cases, it’s about being the best in the world. About getting through the hard stuff and coming out on the other side,” states Seth. 

He advises that people need to figure out first if they are in a Dip that is worthy of their time, effort, and talents. “If you are, the dip will inspire you to hang tough. If not, it will help you find the courage to quit, so you can be number one at something else.”

So how do you know if you’re in Dip or a Cul-de-Sac? Seth offers the following suggestions in an interview with author Josh Kaufman.

When to grit and when to quit

1. Find your why. “If you are showing up at work or training everyday just because you showed up yesterday, or if you are showing up because you believe that showing up is the only way to support your family, then you’re making a mistake.”

2. Ask yourself — “‘Is there a dip on the horizon? Can you see it coming?’ ‘Have other people you’ve worked with found that spot?’ If yes, you have to stick it out because your turn will come.”

3. Lastly, is the task getting more difficult? “If all you’re measuring is that you didn’t get fired, or your job reviews are better than average, and the company is not going not going out of business, that’s probably a dead end right there. There’s no dip coming, there’s no breakthrough, there’s no chance you’re going to be able to embrace the dip, push through it, and come out the other end exceptional.”

And if you’ve found yourself in an honest-to-goodness Cul-de-Sac, Seth advocates quitting. “Strategic quitting is a conscious decision you make based on the choices that are available to you. If you realize you’re at a dead end compared with what you could be investing in, quitting is not only a reasonable choice, it’s a smart one. Quitting is better than coping, because quitting frees you up to excel at something else.”

“Quitting is better than coping, because quitting frees you up to excel at something else.”

–Seth Grodin

That being said, Seth cautions that encountering a Cul-de-Sac does not mean you have to quit RIGHT NOW. If you really need the income, don’t leave your job just yet, but do ACT like you’ve quit. “Live as if you have no income,” he advises. “Shop less. Don’t buy fancy coffee. Do it radically and completely until you’ve saved enough money to be able to really quit, to survive the transition, and get through the Dip.”

Categories
Get Inspired

10 Trailblazing Trans Women You Should Know Right Now

A transgender person is one who cannot identify with the gender they were given at birth. For example, one may be born as a male but somehow feels more inclined to identify as female and behave in a feminine manner. There’s absolutely nothing wrong with that, but due to society’s expectations, transpeople have to live with constant prejudice, stigma, discrimination, and — in some cases — even physical violence. They also tend to experience higher rates of mental health issues than the general population, including low self-esteem, depression, anxiety, and suicidal ideation and suicide attempts.

In honor of National Women’s Month, MindNation pays tribute to 10 amazing trans women from all over the world who are breaking free from stereotypes and the limitations placed on them and making their marks in various fields:

  1. Mela Habijan, Filipina actress, writer, content creator, beauty queen
    When Mela first came out to her parents in 2002, her father said, “So what if you’re gay? Why would I be embarrassed by you? You are a smart person. I raised you to be a good person. Most importantly, you are my child.” After coming out to her parents and with their blessing, Mela came out publicly when she turned 30 in 2017. She’s since openly spoken about her relationship with her parents, and has paid tribute to them several times on her social media pages. Last September 2020, Mela became the winner of the first ever Miss Trans Global. She is now organization’s spokesperson for its activities, including work with groups such as  TransValid and TransBeauty Magazine to “raise money, educate, and inspire transgender people globally.”
  1. Gislenne Zamayoa, Mexican architect
    Gislenne knew she was a woman at the age of four, but her transition did not begin until she was 36 and already working as an architect for a multinational soft drink company. During business trips, she would take a suitcase full of women’s clothes, makeup, and high heels. Whenever she finished her work, she would call a taxi from the hotel to take her to another hotel; there, she would change her clothes, put on makeup, and go to bars.

    When she announced to the company that she was transitioning, they offered her an administrative job, which she accepted at the beginning. But sheI had so much repression and worked so hard that her body did not stand it anymore, and she ended up in the hospital.

    Her big break started in 2016, when Apple Inc. hired her to build eight Mac stores in Mexico. The money and renown that the projects bought allowed her to create her own architectural company, Arquia, which now specializes in green design. 

    Today, Gislenne champions labor inclusion of the LGBTQ+ community. She works with the Mexican Federation of LGBT Entrepreneurs (FME-LGBT), and as a result, has been able to boost the projects of 13 transgender entrepreneurs.
  1. Mianne Bagger, Danish golfer
    In 2004, Mianne competed in the Australian Open professional golf tournament, becoming the first openly transitioned woman to play in a sport infamously known for its conservatism. She did not win, but she spent the next few years advocating for the rights of post-transition athletes and arguing that they do not have any clear physical advantage over their female-at-birth counterparts. Through her efforts, many professional golf organizations have amended their practices, paving the way for more inclusion in the sport. 
  1. Jin Xing, Chinese dancer
    Before becoming China’s first openly transgender celebrity and one of the first few transwomen officially recognized by the Chinese government, Jin Xing was a colonel in the People Liberation Army’s, which she joined as a child to receive dance training from a dance company affiliated with her military district. 

    At the age of 20, she traveled the United States and Europe to study and perform, returning to China six years later for a very specific purpose — to become the woman she’d realized she was meant to be. She insisted on having sex reassignment surgery in China, even though doctors there didn’t have much experience in the procedure at the time. The operation left one of her legs partially paralyzed and it took three months before she could dance again.

    Today, Jin Xing is the artistic director of her very own contemporary dance company in Shanghai, an in-demand choreographer, actress, talk show host, and an infamously hard-to-please judge on China’s “So You Think You Can Dance.” And while she says she never aspired to be an LGBT+ activist, she is now eyeing politics, saying she has the power and presence to help society.
  1. Breanna Sinclaire, American soprano
    As a child, Breanna sustained intense physical abuse at the hands of her father, who was deeply uncomfortable that he had an expressive, non-conforming child. When she was 13, her parents got divorced and the abuse eased up. She went on to study at the Baltimore School for the Arts where she found her niche, and then moved on to the California Institute of the Arts. In her final year at CalArts, she began her transition which included a transition in voice type from tenor to soprano. She faced heavy discrimination throughout the rest of her studies, but ultimately succeeded in finishing her studies and would go on to become the first transwomen in the opera program of the San Francisco Conservatory of Music. Today, she is widely known for her impressive four-octave vocal range.

    In 2015, she also became the first trans woman to sing The Star-Spangled Banner at a professional sporting event.
  1. Padmini Prakash, Indian news anchor
    In 2014, 31-year-old Padmini made history by becoming the first Indian transgender television news anchor. Before this big break, however, she experienced a troubled childhood — her family disowned her when she was 13 years old because they would not accept her gender identity, and she even attempted suicide but was saved by some people. She enrolled in an undergraduate programme in commerce through distance education, but had to drop out after two years due to financial problems and bullying. Undeterred, she went on to find work as a dancer, then as an actress, and even went on to compete in the trans beauty pageants.

    In 2014, after the Indian Supreme Court issued a landmark ruling recognizing the right of every human being to choose their gender” and ordering the government to provide equal protection and opportunity for transgenders, Lotus TV, a Tamil news satellite channel, hired Padmini. Today, she is also quite active in conducting awareness campaigns, even once working with the local police force to conduct transgender sensitivity workshops.
  1. Sasha Elijah (Lebanese model)
    In 2012,When Sasha’s devoutly Christian family opposed her desire to undergo hormone therapy when she was 15 years old, she pushed through with it anyway. It was a decision she says she does not regret, even though it took years to mend the relationship with her parents.

    She began modelling and, at the age of 17, became the first openly trans woman of the MENA region to walk the catwalk on an international TV channel. This attracted both local and international media, and she saw a way for her to raise awareness of the transgender community in her own country.

    In 2018, a district court of appeal in Lebanon issued a groundbreaking ruling that consensual sex between people of the same sex was not unlawful. Despite this positive development, Lebanese society still remains deeply rooted in religious and political conservatism.  Sasha hopes her outspokenness will encourage transgender people in the Middle East to be who they want to be, and help improve society’s understanding of the issues they face.
  1. Lynn Conway, American computer scientist
    Born in 1938, Lynn was a shy child and experienced gender dysphoria — the distress a person feels due to a mismatch between their gender identity and their sex assigned at birth. Upon completing her transition in 1968, she took a new name and identity, and restarted her career in what she called “stealth mode,” or passing as a cisgender woman instead of a transgender. In the course of her work, she became known for various pioneering achievements — much of today’s silicon chip design is based on her work — and won many awards and high honors, including election as a Member of the National Academy of Engineering, the highest professional recognition an engineer can receive.

    But it was only in 1999 (31 years after her gender transition) that she began to emerge from stealth mode and come out as a transwoman to friends and colleagues. She began work in transgender activism, intending to “illuminate and normalize the issues of gender identity and the processes of gender transition.” Today, she continues to work to protect and expand the rights of transgender people. She has provided direct and indirect assistance to numerous other transgender women going through transition and maintains a well-known website (https://ai.eecs.umich.edu/people/conway/conway.html) providing medical resources and emotional advice. Parts have been translated into most of the world’s major languages.
  1. Titica, Angolan singer and dancer
    Born in Luanda as Teca Miguel Garcia, singer and dancer Titica adopted her female persona four years ago following a breast enhancement operation in Brazil. Her stage name means “worthless” or “useless” in Portuguese, as a way to reclaim the hateful words that people have thrown at her as a transwoman.

    At age 25, she became the new face of Angola’s unique urban rap-techno fusion music style known as “kuduro”. By day her songs boom from minibus taxis, by night they fill Luanda’s dance floors, and at the weekends she has become the essential soundtrack for children’s parties. Named “Best Kuduro Artist of 2011”, she is a regular on television and radio, and has even performed at a Divas Angola concert attended by President Jose Eduardo dos Santos.

    In 2013, she was named a goodwill ambassador for UNAIDS. Through this role and her international popularity, Titica has increased awareness of HIV risks and treatment, sexual health, and issues regarding the LGBTQ community. Her success in the industry combats the homophobic and transphobic sentiments that exist in Angola and globally.
  1. Geraldine Roman, Filipina congresswoman
    In 2016, Gerladine became the first transgender person elected to the Congress of the Philippines. She, along with other elected lawmakers (collectively known as “equality champs”), launched the passage of the anti-discrimination bill on the basis of sexual orientation and gender identity (now known as the SOGIE Equality Bill) through a speech in the House of Representatives that garnered international support for LGBT rights in the Philippines.

    She was also named as one of the 100 Leading Global Thinkers of 2016 by US-based Foreign Policy magazine, as well as one of the “13 Inspiring Women of 2016” list by Time magazine.

Way to go, ladies!

Know any more amazing trans-women we should feature? Tag us in on Instagram and follow us at @mindnation!

Categories
Featured Get Inspired Men's Mental Health Mental Health 101 Self Help

6 Ways to Support A Man’s Mental Health

Expert-recommended strategies to get men to open up about their feelings or seek help

A 2020 survey by the non-profit American academic medical center Cleveland Clinic has found that the COVID-19 pandemic is having a bigger impact on the mental health of men than many admit. 77% of respondents said that their stress levels increased during the pandemic, while 59% reported they felt isolated. Despite these, the same survey revealed that 66% of respondents rarely discussed the toll that COVID-19 has been taking on their mental health, while 48% said they put off seeing a doctor for non-COVID-19 health concerns. 


While the reasons for men’s reticence to discuss their mental health may be complex, traditional masculine values such as self-reliance and stoicism are likely to play a role, with talking about mental health seen as a weakness by many. “We live in a very patriarchal society where men are expected to be strong,” says Sarge Lacuesta, Editor-At-Large of men’s lifestyle magazine Esquire Philippines. “We can’t talk to most men about their mental health concerns because they see it as a sign of weakness, and for some, mental weakness is even worse than physical weakness.”  


This stigma is particularly dangerous for men because they are more likely than women to turn to dangerous or unhealthy behaviors to cope with their struggles.  The suicide rate among men is 4 times higher than women’s, while they are almost two times more likely to binge drink than women. Not only that, men consistently have higher rates of alcohol-related deaths and hospitalizations. They are also more likely to have used alcohol before dying by suicide.


We need to clear the misconception (not just among men but for everyone in general) that showing emotions is a sign of weakness. “While it’s a healthy social skill to be able to behave professionally even when you’re not feeling at the top of your game, letting your guard down at socially appropriate times isn’t a sign of weakness,”  writes psychotherapist Amy Morin in her bestselling book “13 things Mentally Strong People Don’t Do.” “In fact, being aware of your emotions and making a conscious decision to share those emotions with others — when it’s socially appropriate to do so — can be a sign of strength.”

It is highly possible that a male friend or loved one is experiencing feelings of depression or anxiety. By following the strategies below, you can help the men in your lives overcome the stigma, feel comfortable to reach out for help, and receive the right kind of support: 

1.Take the mental health language out of the conversation, at least initially.

“Most men will take offense when you say that they might be ‘depressed,’” advises Sarge. “For them ‘depression’ is a dark word that means they have a disability and can no longer lead normal lives.”

For Sarge, a better approach would be to use the word ‘anxiety.’ “We’ve been hearing about ‘pandemic anxiety’ all over the news, so the term has become more common and accepted in our daily lives,” he explains. “So start the conversation with something like ‘You seem worried/anxious/preoccupied about something, want to talk about it?’ Most men are less sensitive to that.” 

2. Show relatable role models of hope and recovery.

While Hollywood celebrities like Dwayne “The Rock” Johnson or Ryan Reynolds have been open about their mental health struggles, talking about them may not necessarily inspire men to get help. “Regular men will find these actors unrelatable. They will think ‘These are artists, they lead crazy, unbalanced lives, of course they’re depressed. But I’m not a celebrity so my situation is not as bad,’’” points out Sarge. “Instead, introduce your man to another male relative, friend, or co-worker — an everyday person who is also under a lot of pressure, a lot of anxiety, but is able to lead a normal, productive life because he has sought help. These are more relatable than celebrity stories.” 

3. Encourage a light-hearted approach. 

Humor offers a healthy means of coping with life stress, and men love humor. “So instead of making their mental health struggles sound so dark and technical, help them make light of it,” advises Sarge. 

The next time you catch a man brooding or feeling frustrated, help him recognize the potential humor in just how ridiculously frustrating and annoying it can be. In your imagination, take the situation to an extreme that becomes even more ridiculous until he finds himself amused. For example, if he is behind the wheel and stuck in traffic, imagine that hours pass, then days…until by the time the light turns green you are already in the future and cars can already fly. 

“When you are able to laugh at your condition, it means you understand it enough to make light of it and are not burdened, intimidated, or scared by it,” says Sarge. 

That said, using humor comes with a caveat. “When a person makes a joke about commmitting suicide, always take it seriously,” Sarge cautions. “Even if he doesn’t push through with taking his own life, it can lead to self-destructive situations.” 

4. Direct him to safe spaces where he will feel comfortable and secure

“Because of the stigma against male mental health, most men can become sensitive, defensive, or modulate themselves in front of other people,” says Sarge. “Most men will not go to a therapist because they think that it’s a waste of money, and that it’s a very vain or bourgeois habit.”

Men will be more likely to seek support for their struggles if it is made available online, if they are guaranteed anonymity, and if help is made available at more convenient times of day. MindNation’s chat helpline (link at the end of the article) is one such place; it is available 24/7 on FB Messenger and is guaranteed to be 100% secure and confidential. 

5. Call attention to his responsibilities — but phrase it the right way

“Don’t tell a man that he has to get help because he has to be able to work productively and feed his family,” cautions Sarge. “This promotes toxic masculinity and adds to the pressure he feels as the ‘man of the house.’ A better way to play to his responsibilities would be to show him that when he takes care of himself, he is also modelling good self-care habits to his family and ensures that his children do not experience the same emotional struggles as him.”

6. Assure him that asking for help is not a weakness. By reaching out for help, it shows that he is strong enough to admit that he does not have all the answers, and that he’s brave enough to deal with uncomfortable emotions like humility, fear, and embarrassment, head-on. And that’s a real sign of strength.

Always remember that it takes a village to care for a person’s mental health, especially a man’s. “Men are victims of toxic masculinity as well,” Sarge points out. “It places them in a vulnerable position that keeps them locked-in and unable to express themselves.” The important thing to do is to get the message across that they are not alone and it’s okay to ask for help. 

If you think a male friend or loved one is struggling, MindNation’s chat helpline on FB Messenger is available 24/7 if he needs someone to talk to. The service is free, completely confidential, and the staff is trained to ease anxieties. 

— Written by Jaclyn Lutanco-Chua of MindNation

Categories
Employee Wellness Get Inspired Mental Health 101 Self Help Work in the New Normal

10 Tips For Handling Difficult Conversations At Work

Photo by Andrea Piacquadio on Pexels.com

How to manage contentious exchanges at work without making things worse

Conflict is inevitable in the workplace. You have to deliver bad news, ask someone to make a change, or correct an inappropriate behavior. These moments all require conversations and these conversations are difficult. 

The COVID-19 pandemic has only amplified potential conflict. New working conditions and external threats and pressures have led to a rise in mental health concerns, possibly affecting work performance and team dynamics. As a manager, you need to resolve these conflicts in a timely and professional manner that minimizes disruption to productivity. But this can be easier said than done when emotions are running high. 

“We tend to view difficult conversations as a personal attack, a power struggle that becomes a win-lose situation,” says Salma Sakr, Chief Growth Officer of MindNation. “But if both parties treated them as an opportunity to grow both personally and professionally, to increase understanding, and to achieve goals, then we can address the situation sooner and with more ease.”

While there is no one way to have a difficult conversation, there is a blueprint that we can use to support us as we head into those conversations:

  1.  Before inviting the other person to a conversation, clarify your primary and secondary purpose. Salma suggests you do this by asking yourself two questions: first, what is this person doing that they should not be doing? And second, what is the person not doing that they should be doing?
    For example, you have an employee who does great work but is always a day or too late with projects. The primary purpose of your conversation is to emphasize the importance of getting work turned in on time. Your secondary purpose is to understand why there might be delays, what is the root cause of them being late all the time? 
  1. Never initiate a conversation when you’re overly emotional. “It’s okay to feel emotions. Your emotions tell you that a conversation needs to happen,” Salma assures. “But you’ve got to time it right. When you are calm, you’re in a better position to initiate and engage.”
  2. Anticipate resistance. Resistance is defined as any form of negativity or non-acceptance, an unwillingness to move forward. It means the conversation is either not happening or it’s not going in the direction you want. Examples of ways people can be resistant in conversations: 
  • “What you’re asking for is not possible”
  •  “This isn’t fair”
  •  “It will cost too much” 
  • “I don’t have enough time to do what you want”
  •  “I told you I’ve already tried that”

Resistance leads to non-productive conversations. The good news is there’s actually a way to test for resistance without getting trapped in an unproductive back and forth with the person you are speaking to. “Frame your request using the magic phrase ‘Would you be willing…?’” Salma suggests. “By doing this you are gauging how resistant they are and giving them space to decide if they are willing or not.”

  1. Don’t use electronic or digital communication to engage in a difficult conversation. “The urge can be pretty strong to hide behind an email, text or chat when emotions are hot but things can be ‘lost in translation’ when written,” Salma points out. A face to face conversation (even just through video call) is always best. And, if someone triggers you with their email, don’t take the bait and don’t defend yourself. “Just don’t respond. Ask for a face to face meeting. If that’s not possible, ask for a phone meeting,” says Salma. 
  2. Don’t play the blame game. The go-to response when you are angry is to point fingers, which will make the other party defensive. So control your urge to be right, to be understood, and to win.  Instead, practice active listening and get their side of the story. Until the other person feels heard, you’re only going to get defensiveness and disagreement. You don’t even have to agree. All you have to do is acknowledge their reality.
  3. Cultivate curiosity. “Being a know-it-all closes off possibilities,” says Salma. “If you think you already know someone’s motives, you won’t try to understand them. And if you already know what someone is going to say, you avoid communication.” So genuinely show eagerness to understand, ask questions, and make sure you are having a dialogue not a monologue. There are two people in this conversation, so make sure you act that way.
  4. Stay focused You’ve probably been engaged in a conversation that took a wrong turn. Chances are, you got distracted, you forgot your objective. Focus on what you want, not on what you don’t want. When you keep your focus on what you want, it’s easier to get to your end result and move forward.
  5. Redirect so you are in control of the conversation. If you do find yourself facing a lot of resistance, or the person using many distracting phrases, you can use the following statements to help get you back on track. Examples include:
  • “I understand where you are coming from, but right now we are talking about your project delays.” 
  • “That may be true but that is not as urgent as what we are discussing now. Let’s prioritize.” 
  • “I suggest we park that and come back to it once we finish our conversation.” 
  • “Clearly you have a lot on your mind, let’s set up more time to discuss that after we finish what we came to discuss here.” 

“This way, you are giving space for their emotions but putting a boundary that this conversation is focused on a certain discussion and that you won’t deviate,” says Salma.

  1. Don’t generalize. Eliminate words like “always” and “never” because you will lose the other person, i.e. “You always do this…” or “ You never do that…” Instead, you bring forward the specific observable behavior. “Last week, I observed you did this…”
  1. Create accountability. Just because the conversation has happened and you both got through it doesn’t mean it ends there. Make sure to put a deadline within which you want to see the behavior or results changed/improved. “Ask them to book it in your calendar so you can reconvene and assess progress,” shares Salma. “This will ensure they remain accountable to the changes you have requested.” 

By following the tips outlined above, it is possible to transform difficult conversations into constructive exchanges. You may not be able to control how others think and react, but you can control our own emotions, thoughts, and responses so that the relationship with the other person becomes better for it. 

MindNation offers Company Culture Drive Ⓒ Talks — interactive webinars featuring experts on mental health and other dimensions of wellness. One of our most popular talks is “Having Difficult Conversations In The Workplace” where we train managers on how to handle tough conversations with team members, ensuring the well-being of all involved. To know more about this email us at [email protected]. 

— Written by Jaclyn Lutanco-Chua of MindNation

Categories
Employee Wellness Get Inspired Mental Health 101 Self Help Work in the New Normal

3 Things You May Be (Unconsciously) Doing That’s Causing Stress

Photo by Alex Green on Pexels.com

Stress may be inevitable, but it’s also important and manageable.

Stress is defined as any type of change that causes physical, emotional, or psychological strain. It is our body’s response to anything that requires attention or action.  

“Stress is a spectrum,” says Kana Takahashi, Chief Executive Officer of MindNation. “There is a good kind of stress, which provides us a sense of urgency to get important things done. On the other hand, there is bad stress, which can lead to physical and mental health problems.”

Everyone experiences bad stress to some degree, mostly because we may not even be aware that we are doing things that contribute to stress. Three of the most common causes of bad stress are:  

  1. Comparing ourselves to others

Doing this will leave us feeling happy and dissatisfied. “Instead of thinking about what others have, you should remind yourself of the positive things in your life,” says Kana. “This can be easier said than done, especially if you are a competitive person, but once you do, the rewards are worth it.”

  1. Procrastinating

When you put off a task, you build anxiety and feel nervous, which is a huge obstacle to peace of mind. “But when you take the time to adequately prepare for the day or week ahead, you can help eliminate stress,” Kana advises. 

  1. Sweating the small stuff 

Are you a worrier? “If so, it’s probably adding unnecessary stress to your life because when you focus on what could go wrong, you’re not letting yourself appreciate what’s going right,” points out Kana. “It’s especially important not to waste your emotional energy on things that are out of your control. So when you’re late for work because of a bad Internet connection, just take a deep breath and accept that it is what it is. 

The next time you find yourself spiraling into stress, take a moment to step back and see if you are doing any of the above. When you begin to understand the cause, you can take steps to combat it and protect your mental and physical health.

If you are feeling stressed, overwhelmed, or just need someone to talk to, you can reach out to MindNation psychologists or WellBeing Coaches 24/7 for teletherapy sessions. Message bit.ly/mn-chat to book a session now!

— Written by Jaclyn Lutanco-Chua of MindNation

Categories
Employee Wellness Get Inspired Mental Health 101 Work in the New Normal

10 Signs Your Company Has A Healthy Workplace Culture

Photo by Samson Katt on Pexels.com

Healthy workplaces tend to exhibit a common set of traits that foster excellence, productivity, and camaraderie.

Mentally healthy workers are happier, more productive, and more loyal. As a manager, you must make sure that your company has policies and practices that support a culture of growth, employee engagement, and prevention of mental illness. Does yours fit the bill? Below are 10 characteristics of a workplace that prioritizes wellness:

1. Relaxed and productive atmosphere

People enjoy going to work and do not feel stressed or afraid. They do not have to worry about being bullied, harassed, or intimidated by co-workers. Managers encourage them to be creative and think outside the box. 

2. Staff that’s committed to excellence.

Because employees feel good about the company they work for, they stay focused and strive to deliver top-quality products and services. 

3. Low employee turnover.

If staff retention rate at the entry or mid-levels is somewhere around 10 percent, that signifies that the employees are satisfied and the company is doing something right. This is particularly true if they are in the retail, hospitality, or IT industry, where the turnover is traditionally high. 

3. Frequent, open, and honest communication across all levels. 

Senior managers have an open-door policy and juniors are welcome to voice their opinions without fear of reprisal. Ideas are frequently exchanged during meetings. Difficulties are resolved in positive ways. Feedback is viewed as an opportunity for growth and not taken negatively. 

4. Team members that cooperate, support, and empower each other.

Co-workers are close, loyal, and trust each other. They joke around a lot and laugh often. Everyone works smoothly together and does not engage in office politicking or backbiting. 

5. Diverse and inclusive. 

The workforce is composed of people of different backgrounds who are valued for their individual strengths and experiences. Employees feel that they belong but at the same time know that they are also unique among their peers. 

8. Flexible and innovative.
Employees are encouraged to find new and better ways of doing business, even if the old ways are just fine. Management is also brave enough to do away with policies that do not work. .

9. Positive reinforcement

People need acknowledgement, appreciation, and gratitude to be motivated. A positive company thanks employees regularly in the forms of rewards, bonuses, raises, promotions, and certificates of achievement.

10. Emphasis on health, happiness, and well-being

The company trusts the employees enough to allow them to work on a flexible schedule so that they can lead more fulfilling personal lives without sacrificing work commitments. And when team members face challenges such as accidents, illnesses, or personal tragedies, everyone goes the extra mile and treats them with understanding, compassion, and respect.

Job stress cannot be avoided, but a healthy workplace culture can make the stressful atmosphere easier to manage and yield positive outcomes like lower employee turnover rates, reduced absenteeism, and increased productivity. Regularly ask for feedback on how your workplace could be improved, and remember to deal with problems as soon as they occur.


If you need help creating a mental health and well-being program for your company, MindNation is an innovative mental health and wellbeing company that partners with like-minded organizations to build healthier, happier, and more productive teams. Its program is based on an individual’s holistic dimensions of wellness to ensure that services provided suit his or her unique requirements and objectives. Email them at [email protected] to learn more about their products and services.

— Written by Jaclyn Lutanco-Chua of MindNation

Categories
Employee Wellness Get Inspired Mental Health 101 Work in the New Normal

6 Ways To Support Employees With Mental Health Problems

Photo by Anna Shvets on Pexels.com

As mental health in the workplace becomes an increasing priority, business leaders must do more to care for their staff

Despite an increased awareness of mental health issues, many employees still struggle in silence because they either do not know where to go for help or they fear that they will encounter stigma and discrimination at work.

This lack of action can have serious implications for any organization’s bottom line. According to the World Health Organization, the estimated cost of depression and anxiety to the global economy is US$ 1 trillion per year in lost productivity. On the other hand, workplaces that promote mental health and support people with mental disorders are more likely to reduce absenteeism, increase productivity, and benefit from associated economic gains.

So how can business leaders manage and support their employees with mental health concerns? Below are some ways: 

  1. Make mental health training mandatory for managers and supervisors. A 2019 study published in the Journal of Occupational and Environmental Medicine revealed that of the 2,921 managers who had access to mental health training in their workplaces, all displayed an improved understanding of mental health overall, with half  reviewing the responsibilities of their staff in an effort to prevent possible mental health issues and 57% of them starting discussions with their employees to improve their understanding of anxiety and depression.
    Managers are in the perfect position to help colleagues in the workplace because they are the ones who have a better understanding of an employee’s day-to-day well-being and can provide a direct line for inquiries and support. Note that training does not mean instructing team leaders to diagnose and treat mental health concerns; instead, it’s teaching them what to do if they see signs and symptoms of emotional distress in their juniors, including how to obtain help.
  2. Support employees through listening rather than telling. The most meaningful and helpful way to fight the stigma of mental illness is to encourage all members of staff to be willing to listen when a colleague is talking about their experiences — and to listen with empathy. According to Rob Stephenson,  founder of InsideOut, a social enterprise working to end the stigma of mental ill-health in the workplace — “We don’t need to understand every condition, or every person, to be good, human listeners. We just need to become better active listeners in the workplace, so we can say ‘OK, I can see you’re struggling here, let’s have a…chat and you can tell me about it.”
  3. Establish an employee assistance program (EAP) and encourage employees to use it. While many companies use an EAP to support workplace mental health, a 2017 study published by the National Center for Biotechnology Information revealed that only 1%-5% of employees of a company avail of the benefits of an EAP due to stigma, shame, and concerns about confidentiality.
    Here are some things you can do to assuage their fears:
  • Communicate — during onboarding sessions and through visuals or email reminders — what EAP services are available and how these can help employees respond to personal or work issues. Emphasize that the services are confidential and free of charge. 
  • Provide direct access to mental health professionals via phone, email, or chat. This allows an extra layer of comfort and privacy.
  1. Use communication to reduce stigma and increase access to mental health resources. Don’t wait until Mental Health Awareness Month (May) or Suicide Prevention Month (September) to talk about mental health, EAP benefits, and other resources. 
  • Promote them frequently, such as in monthly newsletters, weekly departmental meetings, or even in casual virtual catch-ups. 
  • Ensure that your executives mention emotional well-being every time they talk about recruiting talent and building an inclusive culture that helps employees bring their best selves.
  • Offer webinars so employees can learn more about mental health and resilience.
  1. Promote holistic well-being. Mental health is more than just one’s state of mind; it involves several factors, including physical, social, emotional, and cultural wellness. Business leaders therefore need to integrate all aspects of this by:
  • Building as much flexibility as possible into all employees’ schedules so that they have opportunities for work-life balance. A 2019 survey conducted by UK-based event management company Wildgoose discovered that 39 per cent of those who worked flexibly had benefited from better mental health and increased productivity.
  • Promoting or offering access to apps that can help with stress reduction, sleep, and meditation such as Headspace or Calm. 
  • Offering fitness center memberships, subsidies or reimbursements for fitness classes. Ultimate Kronos Group, an American multinational technology company, set up virtual fitness classes for employees and their children in the middle of 2020 and even held a competitive company-wide step challenge in October.
  • Encouraging employees to use their vacation time, such as by limiting the amount of vacation employees can carry over into the next year
  • Providing accommodations and developing a return-to-work process so that employees who need to take a leave of absence because of a mental health issue feel supported when they come back. An example would be letting the returning employee resume work step-by-step, gradually increasing work hours and task complexity until the symptoms of the mental health concern have subsided.
  1. Make work interesting, social, and fun. Create opportunities for employees to build connections with each other, such as through virtual social events and electronic message boards. When team members have strong positive relationships at work and  are able to tell their co-workers and managers what they struggle with and how they can best be supported, it opens communication and smooths out many misunderstandings, paving the way for higher productivity. 

It is an employer’s responsibility to create a workplace where people feel they can be open and supported. Helping employees who are unwilling to talk about their struggles is a daunting task, so it might be a good idea to partner with a mental health and well-being company to help you craft a mental health program for your workplace. MindNation (www.mindnation.com) is a one-stop shop for all your well-being needs. Their program is based on an individual’s holistic dimensions of wellness to ensure that services provided suit his or her unique requirements and objectives. Email them at [email protected] to learn more about their products and services. 

— Written by Jaclyn Lutanco-Chua of MindNation