Wellbeing

Control what you can – ignore what you can’t!

Jane JamesLeave a comment

What a roller coaster the past couple of years have been.

It seemed we’d turned a corner with the Government lifting restrictions, more and more people leaving their hybrid workplace and returning to their offices – even booking holidays, events and Christmas family gatherings! Life getting ‘back to normal’?

Then, earlier this week came the news of yet another variant. Omnicron had arrived!  A vortex of fear, dread, overthinking fell on some intensified by the re-introduction of some restrictions by the UK Government.

Scientists in South Africa alerted the world to this new variant. We know by the time a new variant has been announced, it’s already out there in the world’s population. They couldn’t control the reaction of countries closing their borders. Had they known, would they have shared their discovery?

Borders are starting to close.  Restrictions are being re-introduced.  It can feel like news channels are on repeat cycles of doom without any context or balance.  There is no evidence of which way this new variant will go. The UK Government’s consistent guidance of ‘we have to live with this’, seems to have now been reversed.

It’s no wonder anxiety, fear and overthinking is rising in many of us.  So, what can we do? 

Control what we can – ignore what we can’t.

Accept some things we cannot control.  Governments and scientists will make their decisions. But, here’s the thing.  When we accept these things are out of our control, we can stop focussing on them and look at what we can control.  The fear, anxiety and negative thinking starts to dissipate.  We start to grow stronger and move forward.

Change your thoughts – start by questioning them.  What evidence do you have to think that way? Often, we think negatively because our minds are designed to keep us safe and so they over amplify negative thoughts. Merely by questioning our negative thoughts, their power starts to dwindle.

Control – what areas of your life can you focus on, control and inject positivity into? Building in some self-care windows to everyday routines, learning new skills these are some of the building blocks to growing self-esteem, empowerment and resilience. Doing something for somewhere else makes us feel better and them. Start with a simple smile. Watch – it’s infectious!

For employers, what additional things can be considered? 

Emotional Intelligence behavioural assessments – our emotions impact our thoughts.  Our thoughts impact our behaviours.  Our behaviours impact our actions which impact everything and everyone around us.  Thing is how we see our behaviours can be very different to how those around us experience them.

i-act’s Managing and Promoting Positive Mental Health and Wellbeing delivers all the tools to proactively build a resilient workplace. The 50+ tools taught in i-act are life-long skills that enable us to deal with all life events. Accredited by the Royal College of Psychiatrists, designed specifically for the workplace and global.

Therefore, I’m going to control what I can and ignore what I can’t – how about you?

Is the Global Resignation October 2021 affecting your business?

Jane JamesLeave a comment

Emotional Intelligence – how we show up matters!

Multiple research reports by academics and business bodies as well as World Economic Forum have all researched and published data about the importance of EI – especially in the workplace – consistently over the last decade+. 

EI is the key differentiator humans have over Artificial Intelligence (AI) – no machine can persuade, influence nor empathise with humans as well as we can.  There will always be a need for high EI talent in all businesses.  

Yet many businesses are unaware of the critical importance of this. Many don’t measure it nor access, gap analyse nor develop it. The Great Resignation published in October 2021 spoke of 41% of the global workforce considered moving jobs. But many business leaders are unaware of this nor the simple steps to rectify any hidden issues.

Studies have shown that high levels of emotional intelligence boost career success, mental health, relationships, humour, and happiness. 

Many employers invest heavily in a diverse range of training for their teams without assessing their emotional intelligence nor the emotional culture of the environment they work in.  This is like building a house on unstable foundations. Why would you waste money, time and effort like that?

So, what can employers do?

Emotional Culture Index

A digital online survey that takes less than five minutes to complete. Measures ten emotions in the workplace on three levels – current feeling, expected feeling and ideal feeling. This can be run across departments to see the general gaps in the culture of the business. This would be a good first step.

A more robust process reveals what’s really going on with your talent giving you time to develop and close any gaps before the risk of them leaving the business.

Workplace Emotional Intelligence Assessments from Genos International focus on the competencies shown in the model below with the respective unproductive and productive state outcomes for each – where do you want your teams sitting?

For instance, the skill of Positive Influence helps people create a productive environment for others. Positive Influence equips you with the capacity to encourage colleagues to cooperate and work effectively together. 

People who can positively influence others’ moods, feelings and emotions are empowering to work with and easily motivate those around them.  

However, take a moment to consider the unproductive opposite to this – ‘indifferent’  How would you feel working with someone in this category? Just how toxic would that be over time? 

Remember, negativity spreads as fast as positivity.

Emotionally Intelligent Workplace Behaviour Assessments

The Genos Emotionally Intelligent Workplace Behaviour survey measures how well you demonstrate emotionally intelligent workplace behaviours in comparison to others. It also reveals your raters’ experience of how well you demonstrate the same behaviours. The better you demonstrate the behaviours measured, the more effective your relationships and work will be. It’s not a test but a key development tool.

Workplace EI Assessments are available in three classifications:

Self     How well an individual believes they demonstrate these competencies in the        workplace and how important they believe they are.

180     In addition to Self above, the 180 includes comments and ratings from       colleagues along with their qualitative text. 

360     In addition to the 180, line additional raters from management, clients,      suppliers are included in the ratings and comments section

Key Features of the Assessment

  • Interpretation of results is engaging and readily accessible with easy to navigate reports.
  • Benchmarked results provide a comparison with others’ self-assessed results and the report outlines the type of behaviours associated with being emotionally intelligent in the workplace.
  • Raters provide free text responses for each competency assessed. These are captured in the Feedback Report and help understand the context behind rater responses to assessment questions.
  • A traffic light methodology highlights areas of potential strength and development.
  • Housed in a modern, responsive, online survey system. Raters can complete on their phone, tablet, PC or Mac, anywhere, at any time. 
  • The coaching process ensures the results are understood, insights are revealed, actions are identified and gaps closed leading to overall development and growth as well as stronger collaboration relationships with raters.
  • Quick and easy to complete in less than 20 minutes – a total of 42 questions.

Genos International has over 7,500 certified partners – of which I am one! It is a leader in the field of EI, has a global presence, 20 year trackable history, and won multiple industry awards year on year.

“It’s literally a game change for business and life changing for individuals” Dr Ben Palmer co-founder of Genos International.

Contact me for a free discussion on how I can help your busines

Certified Practitioners – Science of Well-being

Jane JamesLeave a comment

The Science of Wellbeing Program is designed to help keep workforce wellbeing in check. It teaches a wide range of techniques and practices in four key areas: mental, physical, social and environmental. 

Built on the science of behaviour change and healthy habit formation, this program will reduce stress, and increase productivity and engagement. 

The objective of this program is that attendees will feel more confident and capable, boost relationships with others, increase physical vitality, their sense of accomplishment and personal fulfilment in life. 

Delivered across four two hour sessions over two weeks, this course carries the option of a 180 EI Assessment. 

Contact me if you’d like to learn more.

Why keep doing the same old same old?

Jane JamesLeave a comment

Of course ‘Mental Health’ isn’t such the taboo subject it was but there is still a huge social and self stigma fog to break down.

Back in 2017, the then Prime Minister, Theresa May, commissioned Lord Stevenson and Paul Farmer (CEO of Mind) to investigate and report on mental health at work. This resulted in “Thriving at Work” published in October 2017.

Some of the key findings of this report were disturbing:

  • 300,000 lose their jobs each year due to mental ill health – far higher than the incidence of physical health
  • Around 15% of people at work have symptoms

Key recommendations from this report:

  • Produce, implement and communicate positive mental health in the workplace
  • Develop mental health awareness among staff
  • Encourage open conversations about mental health
  • Provide employees with work/life balance options
  • Routinely monitor employee wellbeing

More ambitious ‘enhanced’ standards from this report include:

  • Increase transparency and accountability through internal and external reporting
  • Demonstrate accountability
  • Improve the disclosure process
  • Ensure provision of tailored inhouse mental health support and signposting to clinical help

At the time of this report only 11% of employees discussed a recent mental health problem with their line manager – meaning 89% did not feel able to disclose. In addition at the time of this report in 2017 only 11% of the Top 100 companies disclose their initiatives in their annual reports.

Only 24% of managers in 2017 received some form of training in mental health at work.

4 years later – has anything changed?

That’s what I keep asking myself. On the surface, businesses seem to feel they’ve done all that they can. They’ve usually rolled out MHFA training, assigned some people who’ve done MHFA training as ‘First Aiders’ to their peers who might be struggling. Is that effective? Is it enough?

I don’t think so. Businesses need to think about what their business and staff need to really thrive not just do a tick in the box training exercise with a proven reactive programme like MHFA just because it’s the most well known.

MHFA is an excellent programme for those interested in the subject area. It teaches in-depth information on mental health conditions, legislation and how to support, listen and signpost someone once they have experienced an issue. Devised by Betty Kitchener, a mental health nurse in Australia, and her partner Professor Anthony Jorm. With a global reach, it has become the go to product for businesses to deliver mental health training – but it was not designed for the workplace!

Selecting a unique, accredited programme like I-act, specifically written for the workplace and accredited by the Royal College of Psychiatrists with over 50 self care tools, guidance on how to build a mentally positive and healthy workplace as well as evaluation and development tools for those doing the training to support others – makes more sense. Cost effective and efficient.

Maybe if more employers choose to build a select menu of options for resilience, wellbeing, and positive mental health for their business and staff – the stats will be much better in another four years.

Or will we continue to kick the can down the road? Businesses are not the same. Why select the same training as your competitors when your business is different? Isn’t it better to lead than follow?

At Jane James’s Consultancy Ltd, we deliver the I-act training for managers and non-managers along with devising bespoke bolt ons to meet staff and business needs. Financial awareness, self-employment, team empowerment, financial awareness, know your purpose, what’s your journey – and many more. Financial awareness for staff is a key point in the new international guidelines ISO45003.

If you want to ensure your business and staff are thriving, why not get in touch to discuss options?

Are employers solidifying employees’ fears?

Jane JamesLeave a comment

The BBC News online featured a piece from the PCS (Public & Commercial Services) union today whose research suggest the majority of JobCentre Plus staff fear returning to their offices. Out of 1,299 members the PCS surveyed, their results shared showed 3 in 5 workers want to continue working at home and are fearful of returning to the workplace due to Covid.

PCS claim they should be allowed to continue to work from home as they’ve proved this is effective during Covid restrictions. Mark Serwotka, General Secretary of PCS union warned industrial action could follow.

The fear of returning to the workplace after so long working from home or on furlough during Covid will be many employees’ fears and this is something their employers need to address BEFORE they are asked to return.

There is so much fake news on social media and possibly amongst friends, families and community leaders. Add in the continuous illogical updates from Government, it becomes completely understandable the fear that can be brewing. Trouble is, this fear and be intrusive and longterm.

We all know facing our fears are the only way to conquer them. If we give in to this, anxiety, isolation, debilitation will grow and possibly cripple individuals, business and communities.

As individuals we have to find evidence from experts we trust to enable us to make decisions and resist listening to opinions/views of non-experts.

JobCentre Plus staff do a difficult job supporting the most vulnerable in our communities. If they go on strike, what happens to those in dire circumstances?

If Employers don’t support their employees to overcome their fears and gain confidence to living their lives to the full again – what happens to those employees? Remember not every person has gone through the pandemic living in a nice, safe home, in happy, nurturing relationships. For the majority, it’s been one of the hardest, loneliest periods of their lives.

Business is a core part of our lives and communities. If businesses aren’t flourishing, growing and employing people, taxes aren’t being paid to support the vulnerable, provide healthcare, education etc. Where will the money for these come from?

For many businesses, continued working from home for their employees won’t be tenable. If work can be done from home, might some employers start to ask why can’t it be outsourced overseas to a cheaper workforce?

Giving in to fear is not an option. As actor Will Smith said some time ago –

“Success lies on the other side of fear”

What say you?

Passion Map – Do You Have One?

Jane JamesLeave a comment

The global pandemic and yo yo-ing UK restrictions over the past year + has enabled a period of reflection for us all.

“Where are we?” “Are we happy and fulfilled?” “Is something missing?” “Am I on the wrong road?” “Are my relationships healthy or toxic?”

Just some of the questions we may have considered over this time.

Catching glimpses of the highlights of HRH Prince Philip’s funeral over the weekend and seeing some of the unique things he had planned – such as symbols of his love of carriage racing and land/range rovers – got me thinking about how much planning we put into living our best lives.

How many of us run on automatic pilot? Doing everything as habit almost on automatic pilot just means we are existing not living.

Having a Passion Map enables us to really examine all areas of our life and ask ourselves those difficult questions. Especially “am I where I want to be?” or “am I on the path to get where I want to be?”

Slowly, we are seeing the seeds of change – restrictions are gradually lifting. Is now the time to devise our own Passion Map?

Life is too precious to return to automatic living.

What do you think?

When the noise gets too much

Jane JamesLeave a comment

Many employers have recognised the need to ensure mental wellbeing and resilience in their teams. Some have done a colossal amount of workshops on various aspects of these key areas of human function.

However, too much can be as bad as not enough! It can end up being ‘white noise’. At this stage, nothing penetrates the conscious of some individuals who may have switched off – and likely rolled their eyes.

A menu of options is the best way of ensuring optimum, flourishing staff. Giving an insight into each workshop/course, content and benefit enables the team to decide what is right for them rather than having to do everything.

After discussions with a client this week, we’ve devised a Zoom ‘Open Mic’ programme of events. Non-management teams from different parts of the business will be offered weekly sessions during working hours where they can talk about anything they want. They can just listen and not contribute. Or they can choose not to dial in. Or they can enthusiastically contribute topics they want discussed. Thing is, they know this is their space where they can talk openly, safely and without judgement about anything that’s on their minds. They may not get the answers they seek but they will get the space and time to think which will give them clarity and energy to deal with what’s on their minds themselves.

I’m excited to be involved in something as innovative as this for this employer. In my work, I’ve seen the power of giving a platform to someone they can talk openly and in confidence they won’t be judged. They always seem to gain a calmness which enables them to see the solution that is right for them.

Business – time to disrupt mental health training for something new…..

Jane JamesLeave a comment


“This course gives you the knowledge and courage to ask those difficult questions regarding your own and others mental health. Knowing what I know now, I am very comfortable to help not only myself but those around me”, Conor. 

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As businesses we know how important it is to have a healthy, inclusive workplace where staff can thrive. A business that makes positive mental health and wellbeing training part of their DNA will get commitment, higher productivity, increased brand reputation and increased bottom lines. But, it has to be the right training! Especially in the time of Coronavirus uncertainty.

Training costs money. It’s pointless running reactivate courses that don’t deliver the results required. Time to disrupt the norm……

I’ve worked in the Mental Health, Wellbeing and Inclusive Employment fields for many years. I still see a fear within businesses – large and small – to address positive mental health training for all staff.

Traditionally, non-accredited training – either a half day awareness level, one day champion level or two day ‘first aider’ course is selected by businesses without considering some key facts:

  1. These courses are reactive – useful only when a problem has arisen
  2. Being non-accredited by a regulatory body or a respected Institute – what real meaning do they have?
  3. One of the largest providers in this field only licences their instructors to deliver in their local area – not nationally nor internationally meaning there is no uniform of delivery for national/international businesses.

I’ve been hugely impressed by this innovative programme because of it’s standout features. Some of the key ones are:

  1. It has over 50 self care tools to ensure we look after ourselves and those around us
  2. Designed specifically for the workplace – not only is it proactive in promoting positive mental health and wellbeing, it debunks myths, gives countless tools and guidance to build a mentally healthy workplace tying in with Health and Safety Executive tools as well as legislation responsibilities – it gives real confidence to those undertaking the training to break down the wall of social and society stigma which directly impacts the workplace.
  3. Accredited by the Royal College of Psychiatrists gives it real meaning and substance.
  4. The same instructor can deliver nationally and internationally giving uniform training.

“Excellent course to do. A very relevant and important course to do in these times. The skills learnt on this course could help you to intervene and save someone’s life.” Robert

Interested in knowing more? Contact me.

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