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5 Friday Faves – Raising Mentally Strong Kids, Syrian White Helmets, Combating Stress, Frosted Lemonade, & the Latest Video by my Favorite Guitarist

September 9, 2016 admindeb 1 Comment

End of the week. Short and sweet. Here are my 5 favorite finds for this first week of September. Comment on your finds also, please.

1) Raising Mentally Strong Kids – We all want our children to grow up capable to thrive in the world as it is today. To have capacity to both work and lead in situations that might prove stressful, even immobilizing if they hadn’t developed certain strengths. For them to be mentally Strong, mentally tough, resilient – what do our children need from the adults in their lives.Photo Credit: DrGaryBrownTherapy

After the first article below popped up on my Facebook newsfeed, my interest was piqued and I went hunting for others. Below I’ve bullet-pointed some good and quick reads on how we can help our children develop mental strength and resilience.

How to Raise Mentally Strong Kids in a Stressful World – Sara Robinson
10 Tips for Raising Mentally Strong Kids – Amy Morin
10 Things Mentally Tough People Do – Advice From a Former Navy Seal – Bill Murphy
Why Our Kids Need to Learn Resilience Now More Than Ever – Dr. Gary Brown
8 Things Mentally Strong Parents Don’t Do in Raising Kids – Courtney @Shiraz in My Sippy Cup
Raising Mentally Strong Kids – India Parenting
Brave Moms Raise Brave Kids – Jen Hatmaker

I may write on this more another time, to make it easier on you. Raising mentally strong kids takes a lot of study anyway…here we go!Photo Credit: TracieCZabatol

2) White Helmets – Syrian Civil Defence – In an Al Jazeera article, Maria Jan writes of her interview with White Helmets founder, James Le Mesurier. White Helmets are first responders, volunteer rescuers, who brave fresh bombing sites. Knowing they could also die in a fresh bombing raid…but they still respond. They make up the Syrian Civil Defence. Organized in 2013, there are currently 2700 rescuers, both men and women. Le Mesurier says of them, “They had a choice to either become a refugee, pick up a gun, or pick up a stretcher.” They are committed to care for the victims, no matter what political or religious group. “Their job is to save people’s lives not to judge them.”

Photo Credit: The Good Story

There is a multi-agency, multi-national effort for the White Helmets to be awarded the Nobel Peace Prize. Heroes. Good news in a sea of bad.Photo Credit: Al Jazeera

3) Combating Stress – Since my cancer surgery earlier this summer, I’ve become a student of how to live healthy. Still a student…not an expert nor practitioner, necessarily. While on a trip to the beach recently, I was reading two books simultaneously. Radical Remission: Surviving Cancer Against All Odds by Kelly A. Turner Ph.D. describes “9 key factors that can make a real difference”. I am not recommending this book necessarily because it features so many traditional and non-traditional practices, it’s overwhelming really. The strength of the book, however, is the whole mindset or perspective of taking charge of your health. I appreciated that. A friend of mine calls it a survivorship plan. The stories of those who are living “against all odds” are thrilling. Thinking about staying well and what I may include in practicing wellness have already brought down a large measure of stress in my life. The other book I’m reading is The Armor of God by Priscilla Shirer. This is focused on the battles we all find ourselves in and how Christ-followers especially can deal with them. Taken from the Scripture Ephesians 6:10-19, the book goes in-depth on how we can walk in what is true and not in the shadows of fear, worry, and the “what seems true”.

4) Frosted Lemonade – You know on those hot, hot days, and you have lots of errands where you are in and out of the car, you could really use some lovely cold beverage, right? Sweet tea might be one of those go’to’s. For me, yesterday, it was the frosted lemonade with diet lemonade) at Chick-fil-A. I was shocked to find it is on the Dessert menu (ordering it with diet instead of their regular lemonade at least takes it down to 240 calories for a small). It is so refreshing. Even better (can’t believe I’m saying this) than the frosted orange from The Varsity. If you have neither of these options where you live, what’s your go-to cold beverage (while driving)?

Photo Credit: Pinterest; Chick-fil-A

5) Latest Video by my Favorite Guitarist – Nathan Mills posted a new video this week. Those of you who follow him (or just me) know that he is a classical guitarist who writes and performs arrangements of themes from movies, TV shows, and video games. I have no idea what the game World of Warcraft is, but his arrangement of the Neal Acree’s Anduin Theme follows. Just lovely.

Photo Credit: Twitter

Even composer Neal Acree thought so…and we agree with him, right?

Photo Credit: Twitter

Have a low-stress, safe, and sweet weekend! Thanks for stopping by.

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The Other Side of Organizational Downsizing – What Survivors and Their Managers Can Do Going Forward

December 7, 2015 admindeb Leave a comment

Photo Credit: Slideshare.net

Recently, a young friend of mine told me about an abrupt change in his company. He went in one morning to the usual – team meeting, work routine, cubicle life. Then in the early afternoon, without any prior notice or indication, the head of the company walked around the building with envelopes. By the end of the day, in this small tech support company, one-third of the employees had packed up and left the building.

Surprise lay-offs are the hardest to bear, but any kind of downsizing, no matter how necessary, is stressful and disorienting. When crisis precipitating a downsizing occurs, organizational leaders are wise to put together a transition team right away.

For those who were laid-off or who took the separation package in a carefully orchestrated downsizing, there is colossal adjustment. Hopefully, they will get the support they need to get that next job or to thrive in retirement.

For those who remain with the company, their adjustment can be great as well. Do an internet search for “surviving downsizing” and you will find hundreds of articles, and even several books on the subject.

Employees who survive the downsizing (whether because of their age, capabilities, or department) will still go through a period of post-traumatic stress. On that Monday, for instance, after their colleagues leave, they must re-orient to a new normal.

Photo Credit: Slideshare.net

Michael Sanders, author of 7 Critical Mistakes Employees Make in a Downsizing, wrote an empowering Linkedin article on how to take charge of one’s own survivors’ syndrome and move forward. First Sanders defines the elements of “sickness”; elements which include guilt, mistrust, sadness, anxiety, and disagreeability. Then he moves right to ten “power moves” that employees can make for a healthier, more substantive work situation. I list these, but don’t miss, in the article, what he says further on each.

Practice instant alignment re-centering.
Play by the new rules.
Speed up.
Practice intensive task management.
Fall in love with your work, again.
Take on new assignments.
Expand your business affiliations.
Continue your education.
Become your own hero.
Keep in touch with laid-off [or “downsized”] work friends.

Some of Sanders’ action items may seem more than you can handle as you adjust yourself to a work life very different than the previous one. His bottom line is to refuse to be a victim. Whether your organization is proactive in retaining and retraining you, you can champion your own professional needs and career. It will benefit you and either your current employer or your next one.

Stress specialist Morton C. Orman, M.D. also wrote a prescriptive piece entitled 18 Ways to Survive Your Company’s Reorganization, Takeover, Downsizing, or Other Major Change. Below are 8 of the points I believe are most helpful (again refer to his article for the rest of his wisdom).

Be prepared for [more] change.
Watch out for unrealistic expectations.
Get creative.
Expand your value to the company.
Celebrate your accomplishments.
Seek appropriate compensation or “risk share” arrangements.
Improve lines of communication.
Become more efficient.

Again, these may seem obvious, on one hand, and annoyingly intrusive as well. You’re grieving the beloved colleague who was laid-off or that great boss who retired. In the process of that grief which may be with you for some time, you still have that job to do…with probably more responsibility added. Sadness and anxiety tend to affect our performance negatively. That’s why it’s imperative to set in place processes you may not have needed before but need now to recover and embrace what’s ahead.

Hopefully you have leaders and managers who are already astutely moving the company forward…with you in mind, as well as the product/services. If not, you can’t risk waiting. Do your reading, evaluate your course of action, build your new work community, and demonstrate to yourself and those around you…you are a survivor! In the best sense of the word.

The Downsizing Jungle: 10 Power Moves by Mike Sanders

The Effects of Downsizing on Survivors: a Meta-analysis – Dissertation of Dr. Gladys West; Virginia Polytechnic Institute and State University, 2000 – an excellent presentation of the issues of organizational commitment, job satisfaction, turnover intention, role conflict, job involvement, supervisor support, procedural and distributive fairness. [scholarly piece but worth wading through.]

Slideshare – Downsizing Best Practices – Survivors are Key – Don’t Neglect Them – Carol Beatty

Survivor Employees: What You Need to Know – description of 6 common profiles of employees dealing with “layoff survivor syndrome”

After Layoffs, Help Survivors Be More Effective – excellent article on what’s at stake for survivors of layoff and how, from a management standpoint, to turn things around.

18 Ways To Survive Your Company’s Reorganization, Takeover, Downsizing, or Other Major Change

Photo Credit: Slideshare.net

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Building a Healthy Work Culture – in a Season of Change, Uncertainty, and Dips in Morale

October 26, 2015 admindeb 1 Comment

Photo Credit: Grasshopper.com

What are you celebrating at work these days? Hopefully you didn’t have to think really hard. Just having a job is something to celebrate, for sure. Beyond that, hopefully you have work that gets you up in the morning with a sense of purpose and a gladness of heart for your work community.

What if that’s not the case this morning? Any number of things can cause our workplace to become more stressful than healthful – a disappointing outcome in our research, a conflict over division of labor, a company merger or buy-out, a downsizing. I am awkwardly list such things because none may touch on your situation. What is your work situation and your current work culture?

Whatever it is, working over a protracted period of time with low morale makes for a difficult work situation. We want to do whatever we can to turn that around. Not just for the sake of the organization and the goals of same, but for the sake of the personnel. The wellbeing of employees is the biggest factor in the long-term productivity of organizations. Yet, how do we wrap our collective leadership minds around such a thing as morale and engagement?

The key is work culture – and fostering a healthy work culture with as much energy and thought as we do our product line or customer service.

I was reading about work culture, especially related to a season of spiraling morale, and came across a pdf introduction of the book How to Build a Thriving Culture at Work by Rosie Ward and Jon Robison.

Not having read beyond the introduction of the book, I can’t give a full recommendation yet. However, the first few pages have already resonated with me about what is at play related to morale, or well-being, and what could be possible to restore it. Here are some quotes from Ward & Robison’s Introduction:

“Despite overwhelming evidence of a powerful link between effective leadership styles, positive work cultures and higher levels of organizational performance, many companies still operate with a top down, authoritarian management style, do not measure or intentionally create their desired culture, and do not effectively develop current and future leaders to maximize employee engagement and wellbeing.”

The authors go on to say that even in work situation where the leadership style is more employee-centered, the idea of work culture may not be well-understood or operationalized.

“Culture is the differentiating factor between high-performing and low-performing companies; however, most companies have not identified, articulated, measured or intentionally created their desired culture.”

The dilemma of employee morale may actually extend to the leadership team itself.

“The majority of executive leadership teams are not operating in a truly cohesive manner, and many leaders themselves are at a point of burnout.”

“Edgar Schein, PhD, leading researcher on corporate culture, describes culture as ‘the hidden force that drives most of our behavior both inside and outside organizations’. It’s like looking at a river. All of the things you see on the surface, from the flow of the water to the shape of the riverbed, are manifestations of an ever-changing, powerful current beneath the surface. In terms of culture, the current that ultimately guides the strength and direction of the organization includes the unconscious, taken-for-granted beliefs, perceptions, thoughts and feelings of employees. The interaction between leaders and culture is profound and critical when considering how to transform or evolve the overall culture and subcultures within an organization.“

“Patrick Lencioni writes that, to be successful, an organization must focus on two basic qualities: It must be smart, and it must be healthy. According to Lencioni, a ‘smart organization’ is one that excels in the classic fundamentals of business — i.e., strategy, operations, finance, marketing and technology. A “healthy organization” is one in which there are minimal politics, minimal confusion, high morale, high productivity and low turnover. While being smart is only half of the equation, for most organizations, it occupies almost all of the time, energy and attention of leaders. Yet, according to Lencioni: ‘Once organizational health is properly understood and placed into the right context it will surpass all other disciplines in business as the greatest opportunity for improvement and competitive advantage. Really.‘”

Photo Credit: Amazon.com

How to Build a Thriving Culture at Work, Featuring the 7 Points of Transformation by Rosie Ward and Jon Robison

Work culture and employee well-being are not addressed by just another wellness program. Organizational ethos and values must incorporate both philosophy and programming to build morale, trust, and engagement of employees. Especially if the organization has been through a protracted season of change and uncertainty.

The good news is that possibilities abound. Workplace development literature is rich with approaches and frameworks that you will find helpful in attacking your own set of challenges. One such article is Workplace Culture is Everything: 20 Ideas For Building a Thriving Team – Great links to 20 articles on Workplace Culture. [I apologize, since I’m citing this resource, for the “coded” profane word in the title of one article. Good read otherwise].

Another book I re-discovered in reading about morale this weekend is Daniel Pink’s Drive. When a company is in the middle of a reorganization or restructuring, employee wellbeing (engagement, performance, satisfaction) can get lost in the sheer workload of the executive leadership team. This is when Human Resources, Membercare, or the Employee Medical Program can offer their own recommendations as to how to rebuild the work culture from the personnel side.

Are you in such a season? What have you done in this area? What has been helpful? I would love to hear about how your organization has dealt with employee morale and engagement during seasons of transition.

Photo Credit: Slideshare.net