Unlocking Workplace Wellbeing, from Verve Healthcare

Workplace stress is a common challenge, and when employees say, “My manager is stressing me out,” it often signals deeper issues in leadership styles that affect the entire organisation. Fear-based management, where leaders operate from a place of control and anxiety, doesn’t just harm employee wellbeing, it also impacts productivity and drives up sickness absence levels.At Verve Healthcare, we believe that workplace wellbeing is not just the right thing to do, it also makes good business sense. In this episode of our Unlocking Workplace Wellbeing podcast, Verve CEO Steven Pink spoke with leadership coach Mariann Marthinussen about how managers can shift from fear-based leadership to trust-based leadership.

Welcome to the Unlocking Workplace Wellbeing podcast for HR managers and business owners, where we talk about workplace wellbeing to make everyone’s lives better.Emotional intelligence plays a pivotal role in the workplace, influencing not only individual well-being but also the overall success of organisations. In this podcast episode, host Steven Pink and guest Richella Boggan, co-founder of Sandown Business School, delve into the concept of emotional intelligence, its relevance in professional settings, and how it can be developed to foster a positive work environment.It's essential to understand what emotional intelligence entails. It encompasses a set of skills that enable individuals to recognise and manage their 'emotions in motion', as well as understand and navigate the emotions of others. This ability to navigate the complex landscape of emotions is increasingly being recognised as a critical factor in professional success.In the modern working environment, emotional intelligence is highly sought-after, with employers valuing it even more than technical skills in many cases. It's said that individuals with high emotional intelligence are better equipped to manage their emotions in the face of challenges, communicate effectively, and foster positive relationships with colleagues and clients.Emotional intelligence is not a fixed trait; it can be developed and honed over time. Richella introduces the 15 core skills of emotional intelligence, and how individuals can work towards building a more balanced and adaptable approach to managing their emotions. This includes skills such as self-awareness, empathy, stress tolerance, and impulse control, which collectively contribute to a more harmonious and productive work environment.One area where emotional intelligence particularly shines is in conflict resolution and difficult conversations. By cultivating emotional intelligence, people can better navigate challenging situations, remaining objective, empathetic, and solution-oriented. This ability to manage conflict effectively can lead to improved collaboration, reduced workplace tension, and enhanced problem-solving capabilities.Leaders and organisations also have a crucial role to play in fostering emotional intelligence within their teams. By implementing training programs and creating a culture that values and prioritises emotional intelligence, leaders can empower their employees to develop these essential skills. Moreover, by modeling emotional intelligence in their own behavior, leaders can set a positive example and encourage its adoption throughout the organisation.Ultimately, emotional intelligence is a continuous journey rather than a destination. It requires ongoing self-reflection, practice, and a commitment to personal growth. By embracing emotional intelligence and integrating it into the fabric of the workplace, individuals and organisations can cultivate a more empathetic, resilient, and collaborative professional environment.Cultivating emotional intelligence is a transformative process with far-reaching implications. By understanding, developing, and promoting emotional intelligence in the workplace, leaders and organisations can pave the way for enhanced well-being, improved communication, and greater success in an ever-evolving professional landscape.---If you want to improve wellbeing in your workplace through structured access to mental health support, physiotherapy, GPs, or how to manage personal finances in a better way, then we have a solution for you.We have a proactive approach that gets to the heart of the problem.Visit us at www.vervehealthcare.co.uk and be sure to subscribe.

Welcome to the Unlocking Workplace Wellbeing podcast for HR managers and business owners, where we talk about workplace wellbeing to make everyone’s lives better.If you or a colleague are struggling at work, it can be difficult to decide whether you need a coach to help you work through an issue, a mentor to help guide you through an issue, or a therapist to help you work out how you got here and where you go next.Navigating through all the options can be tricky, and so in this episode of Unlocking Workplace Wellbeing podcast, host and Verve Healthcare CEO Steven Pink speaks to coaching psychologist Shelley Crawford about how people make decisions, and how to 'find a good one'.The conversation between Steven and Shelley sheds light on the diverse professionals and interventions available to support workplace wellbeing. Shelley emphasises the importance of understanding one's specific needs and preferences when choosing a professional, whether it be a coach, therapist, mentor, or psychologist. Each profession plays a unique role in helping individuals achieve personal and professional growth, and the choice of intervention depends on the desired outcome and individual circumstances.One of the key distinctions highlighted by Shelley is the difference between coaching and counselling. While counselling focuses on resolving emotional trauma and healing from the past, coaching is more future-oriented, helping individuals identify goals, leverage strengths, and take action. Additionally, the emergence of coaching psychology as a field reflects the integration of scientific study and application of behaviour, cognition, and emotion to enhance performance, achievement, and wellbeing.When it comes to supporting team members in the workplace, managers and leaders may find themselves considering coaching or mentoring interventions. Shelley explains the distinction between coaching and mentoring; with coaching guiding individuals to discover their own solutions and mentoring providing personal experiences to aid in development. Understanding these differences can help managers make informed decisions when supporting their team members' growth and development.Recognising potential signs of distress or struggling in team members is crucial for managers. Shelley advises looking for behavioural changes that persist over an extended period, indicating a need for support. By creating a safe and open environment for communication, managers can initiate conversations with team members to offer support and assistance. It's essential to respect an individual's willingness to engage in conversation while keeping the door open for ongoing support.Workplace wellbeing encompasses a broad spectrum of interventions and considerations that are vital for creating a supportive and healthy work environment. The insights shared by Shelley provide valuable guidance for individuals, managers, and leaders to navigate the complexities of workplace wellbeing. By understanding the diverse professionals available, recognising signs of distress, and implementing proactive self-care strategies, workplaces can embrace holistic wellbeing of employees.---If you want to improve wellbeing in your workplace through structured access to mental health support, physiotherapy, GPs, or how to manage personal finances in a better way, then we have a solution for you.We have a proactive approach that gets to the heart of the problem.Visit us at www.vervehealthcare.co.uk and be sure to subscribe.

Welcome to the Unlocking Workplace Wellbeing podcast for HR managers and business owners, where we talk about workplace wellbeing to make everyone’s lives better.Fostering an inclusive culture is not only crucial for the emotional wellbeing of a person, it sets the tone for the entire culture of the businesses. This means creating an environment that supports employees with visible differences, including alopecia, scars, burns, or disabilities. As HR managers or business owners, you'll know the importance of fairness for all your team. Bbut do understand the impact of visible differences on employees and how to approach and support them in a respectful and inclusive manner?In this episode of Unlocking Workplace Wellbeing, Verve Healthcare CEO and podcast host Steven Pink talks with equality campaigner Laura Mathias, about the impact that Laura's alopecia (and, importantly, other people's reaction to it) has had on her so far.Throughout the conversation, Laura reveals her journey of self-acceptance and the transformative impact of finding a supportive community. Her story serves as a poignant reminder of the importance of embracing visible differences and prioritising authenticity in our lives.Laura's journey began with two decades of concealing her hair loss, wearing wigs, and feeling terrified to talk about her condition. The pandemic brought about a significant shift, prompting her to fully embrace her natural self within the safe space of her home. As she navigated the boundaries between her personal and professional life, she discovered the liberating power of being unapologetically true to herself.As business owners and leaders, there is much that we can take from Laura's experience.When interacting with colleagues, it's important to be mindful of the language and approach used. Curiosity about a colleague's visible difference is natural, but it's crucial to approach the topic with sensitivity and respect, creating a safe and open space for individuals to share their experiences on their own terms.The onboarding process plays a pivotal role in setting the tone for inclusivity in the workplace.The onboarding experience should be welcoming and supportive for all employees, promoting a culture of respect, understanding, and empathy, and offering resources that cater to diverse needs.In recruitment and hiring processes, it's essential to create a framework where all individuals feel comfortable and empowered to disclose their needs and experiences. This includes removing biases, ensuring a fair and equal opportunity for all candidates, and refraining from making assumptions based on appearance.Creating an inclusive workplace that embraces individuals with visible differences requires promoting awareness, understanding, and sensitivity, while also fostering an environment where individuals are valued for their contributions and not judged based on their appearance. Laura's experience serves as an inspiration for all to boldly embrace their unique identities and find strength in their visible differences.---If you want to improve wellbeing in your workplace through structured access to mental health support, physiotherapy, GPs, or how to manage personal finances in a better way, then we have a solution for you.We have a proactive approach that gets to the heart of the problem.Visit us at www.vervehealthcare.co.uk and be sure to subscribe.

Welcome to the Unlocking Workplace Wellbeing podcast for HR managers and business owners, where we talk about workplace wellbeing to make everyone’s lives better.The concept of kindness at work may not always be at the forefront of discussions surrounding workplace strategies. However, research and experience underscore the significant impact of cultivating a kind and compassionate workplace culture on employee wellbeing and overall success.In this episode of Unlocking Workplace Wellbeing, host and Verve Healthcare CEO Steven Pink meets Paul Johnson, whose own personal mission is also to instill kindness as a key culture 'must-have'.Kindness in the workplace goes beyond simple niceties; it involves creating an environment where individuals feel valued, supported, and respected. A kind workplace fosters a sense of belonging and encourages open communication, collaboration, and empathy among employees. When employees feel appreciated, they are more likely to be engaged, motivated, and satisfied with their work, leading to higher productivity and better overall performance.One effective way to cultivate kindness in the workplace is through wellbeing initiatives and programs. These initiatives encompass a wide range of activities, from wellness challenges and fitness programs to mental health support and stress management resources. Providing employees with access to these demonstrates the organisation's commitment to their wellbeing and encourages a culture of caring and support within the workplace.In addition to formal initiatives and programs, promoting kindness in the workplace also involves fostering a culture of appreciation and recognition. Simple acts of appreciation, such as acknowledging a job well done, expressing gratitude, or providing opportunities for professional development, can go a long way in creating a positive and supportive work environment. It's not just 'the right thing to do' on a personal level; when employees feel valued and appreciated, they are more likely to reciprocate that kindness towards their colleagues and the organisation as a whole. Everyone benefits.The interview with Paul shed light on the importance of fostering a culture of kindness and understanding in professional settings. His insights serve as a reminder for leaders to prioritise the wellbeing of their teams and lead by example in promoting kindness and understanding. Furthermore, Paul emphasised the importance of empathy and understanding towards colleagues who may be struggling, highlighting the significance of creating a supportive organisational structure that encourages employees to prioritise their mental and physical health.The multifaceted process of cultivating kindness in the workplace, including implementing wellbeing initiatives, fostering a culture of appreciation, and creating spaces for open dialogue and reflection, not only enhances employee wellbeing but also contributes to a more engaged, motivated, and productive workforce. Embracing kindness in the workplace can drive positive change and foster a culture of compassion and empathy, ultimately leading to improved morale, productivity, and overall satisfaction among employees.---If you want to improve wellbeing in your workplace through structured access to mental health support, physiotherapy, GPs, or how to manage personal finances in a better way, then we have a solution for you.We have a proactive approach that gets to the heart of the problem.Visit us at www.vervehealthcare.co.uk and be sure to subscribe.

Welcome to the Unlocking Workplace Wellbeing podcast for HR managers and business owners, where we talk about workplace wellbeing to make everyone’s lives better.In today's workplace, the manager is crucial in shaping the overall environment wellbeing of the team. However, not all managers exhibit positive and effective leadership qualities. It's important to recognise the signs of a bad boss and understand the potential impact it can have on the team and the organization as a whole.In this episode of the Unlocking Workplace Wellbeing podcast, host Steven Pink meets Sue Hewitt of Develomenta and asks - how can you spot a bad boss? What are the signs?One of the key indicators of a bad boss is the presence of a negative work atmosphere. This can manifest in high turnover rates, increased sick leave, and overworked employees due to fear of the manager's response. Additionally, a lack of engagement and reluctance to interact with the team can be observed, signaling an unhealthy work environment.The incidence of seeking additional support, particularly related to mental health issues, may also increase in teams led by bad bosses. This points to the detrimental impact on the wellbeing of employees and the need for intervention and support from HR and leadership.As a leader, it's essential to self-assess and ask meaningful questions to gauge one's own effectiveness. Questions such as "Am I micromanaging?" or "When did I last catch somebody doing something right?" can prompt reflection and self-awareness, leading to positive changes in managerial behaviors.Moreover, fostering open communication and creating a culture where team members feel comfortable providing feedback is vital. As a manager, asking the team for input on what they need to be a high-performing team and addressing any concerns or areas that need improvement can help nurture a collaborative and supportive work environment.Recognising the signs of a bad boss and taking proactive steps to address these behaviors is essential for promoting a healthy and productive workplace. By fostering open communication, self-assessment, and a supportive culture, managers can work towards creating a positive and inclusive work environment that benefits both the team and the organisation as a whole.---If you want to improve wellbeing in your workplace through structured access to mental health support, physiotherapy, GPs, or how to manage personal finances in a better way, then we have a solution for you.