January 31st, 2018
We were delighted to welcome Paul Chudleigh as our guest speaker for January. Paul has been a Director at Insight for over 15 years. His background is in business psychology but in recent years he has focused particularly on applied neuroscience – exploring the impact of organisational behaviour on our brains. Paul has designed and is in the process of delivering senior and middle leadership programmes based around neuroscience principles for Rhondda Cynon Taf CBC. He also designed and led our award winning senior leadership programme with Welsh Water.
For this Session, we were exploring the topics of wellbeing and leadership. We have seen a huge rise in organisations considering the wellbeing and resilience of their employees and for good reason:
40% of work absence due to work-related stress, anxiety and depression
73% say that stress linked with being ‘always on’ at work increases their likelihood of taking a job elsewhere
By 2030 depression will be the world’s leading cause of disability
These statistics are, of course, alarming and behind the statistics are millions of people who are emotionally suffering as a result of their work. Any activities that help to reduce this suffering, and to boost resilience and wellbeing, must be a good thing.
We work with the Resilience@Work (R@W) tool to help individuals and teams understand their current levels of resilience better. We have worked with a number of different resilience and stress models over the years, and there are many questionnaires and surveys available in the market.
However, we like R@W because it views resilience as a state not a trait. A trait is stable and enduring characteristic such as extraversion or conscientiousness. A state is a temporary feeling or behaviour. Viewing resilience as a state is good news because it is much easier to change a state than a trait. The R@W questionnaire analyses participants’ responses to 7 key areas and provides a clear indication of where to focus their energy in order to boost their resilience.
R@W Sustain 7
S1 Living Authentically
S2 Finding your Calling
S3 Maintaining Perspective
S4 Mastering Stress
S5 Interacting Cooperatively
S6 Staying Healthy
S7 Building Networks
We have been using this tool in coaching, leadership development, team building and in stand-alone workshops and have seen people make remarkable changes in relatively short periods of time.
However, Paul’s argument is that whilst the focus that organisations are now placing on wellbeing should be welcomed, it can’t just be the responsibility of individual employees to boost their own resilience. It is also important that leaders look at themselves and their organisations to assess how the impact that they may be having on the wellbeing of those around them.
This includes considering how the structures, rewards and culture of the organisation may negatively (or positively) affect wellbeing. It also includes developing approaches to leadership that:
If you’d like to know more about any of these ideas or approaches, please contact the Insight office on 01633 415361 or firstname.lastname@example.org
February 28th, 2018
Insight One day Workshops
December 16th, 2013
Do you or your managers avoid having 'difficult' conversations with staff?
October 20th, 2014
Five ways to maximise staff engagement