mental illness – Grow Mindfulness

The Healing Power of Social Support

Social support can take the form of having friends, family or other people who can be a source of support in difficult times, such as chronic illness, death of a loved one or ongoing disability. They can provide emotional, companionship or resource support and enhance our self-image while offering different perspectives on what we are encountering.

Social support can be provided through a formal social network where people with common interests come together to achieve specific outcomes such as fitness, charitable work or a hobby (as with the Australian Men’s Shed). Alternatively, they can be informal where a number of people come together on a regular basis to share a coffee and have a chat.

The benefits of social support

Julia Baird, author of Bright Shining: How Grace Changes Everything, highlights the mental health benefits of social support and points to the research that shows the “poor mental health” that results from isolation and loneliness. She refers to a homeless support group organised by St. Vincent de Paul Society that she joined and noted that there was “no pretence”, people “just being who they are”. The healing power of this transparency and normality was evident in the homeless participants developing a positive self-image and contributing from their perspective and reality.

Social support is one of the three components for sustainable recovery from trauma, along with appreciating the complex nature of trauma and its impacts and adopting a holistic approach. Research and clinical practice have demonstrated that social support builds resilience in trauma sufferers – they realise they are not alone, are encouraged to pursue their healing process, are reinforced in their healing efforts and learn vicariously from others who are experiencing difficult emotions and challenging situations. The resultant sense of connectedness contributes to positive mental health.

The GROW organisation over many years has demonstrated that mutual social support has contributed to recovery from many forms of mental illness for hundreds of people (as documented in testimonial stories by participants). The peer-to-peer support process facilitated by a nominated leader within the “lived experience” group, promotes personal development and ongoing recovery – a process that may take a number of years.

Reflection

Social support helps participants to develop a sense of being cared for as well as feeling that they can seek assistance from others in understanding and managing their challenging situation. People gain a strong sense of belonging and connectedness through sharing their personal challenges, their success strategies and their progress towards healing. They grow in mindfulness as they share their stories and write about their insights, gaining increased self-awareness and heightened self-esteem.

Creative Meetups, provided by the Health Story Collaborative, is a powerful social support system in that it combines the healing power of social support with the healing power of storytelling. Participants feel fully supported by others engaged in compassionate listening or sharing their stories of challenging situations resulting from chronic illness, disability or their carer role. The following poem expresses the sense of social support that can be gained through the Creative Meetups:

Social Support

When we share our stories of personal challenges, we realise that we are not alone.
We draw strength from others experiencing and managing more difficult circumstances.
We sense that we belong and feel connected to something outside of ourselves and our pain.
We can be ourselves, free of pretence, unencumbered by the need to be “better than”.
We build trust, savour our relationships and look forward to the next encounter.
There is something magical and disarming about the process that leads to changing perspectives and healing.

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Image by John Hain from Pixabay

By Ron Passfield – Copyright (Creative Commons license, Attribution–Non Commercial–No Derivatives)

Disclosure: If you purchase a product through this site, I may earn a commission which will help to pay for the site and the resources to support the blog.

Trauma Treatment: Understanding the Complexity of Trauma

The complexity of trauma is explained both scientifically and by case histories by Bessel Van Der Kolk in his book, The Body Keeps the Score: Mind, brain and body in the transformation of trauma. As I mentioned in an earlier post, psychologists agree that trauma is not the “life-threatening”, precipitating event but the ongoing impact on a person’s mind, brain and body. In his book, Bessel discusses the evolution of trauma treatment methodologies (and his roles in this evolution), the complex impact of trauma on individuals, the differential behavioural responses to trauma by individuals and the common responses that lead to addiction.

Evolution of trauma treatments

Bessel explains that in his early training and working days, he experienced different treatment modes for trauma such as “talk therapy” and the pharmacological approach. He explained that talk therapy involved having an individual recount the trauma event in detail so that they had to confront the reality of the event. Unfortunately, this often lead to the person experiencing a traumatic episode as a result of the stimulus of recall. In the pharmacological approach, reliance was placed on drugs to treat the trauma patient. Unfortunately, these were often administered in isolation without the support of therapy and contributed to ongoing psychological problems such as prescription drug addiction and depression.

The most heartless approach that Bessel describes is electrical shock treatment designed to desensitise individuals to precipitating stimuli. Sometimes the treatment itself created a trauma response because of the effect of the stimulus (e.g. touch) and the inhuman nature of the treatment, e.g. for someone who had been sexually abused. Bessel highlighted the lack of understanding of trauma and the absence of an adequate framework for treatment modalities illustrated in these early methodologies. The pursuit of a more holistic and scientific approach to trauma treatment underpinned his life’s work in helping trauma sufferers, especially those suffering from P.T.S.D. (post-traumatic stress disorder).

Result of visceral overload of precipitating event

Bessel was at pains to explain the complexity of trauma and its impact on individuals. In his book, he explains the different regions of the brain, how they interact normally and the dysfunctionality caused by trauma. He stated, for example, that a traumatic event can leave a “visceral imprint” on the lower region of the brain, the amygdala (the source of our fight/flight/freeze response). Thus a particular sensation (a smell, sound, sight, touch or taste) can create a “flashback” and trigger a trauma response in an individual. This traumatic experience of discrete sensations illustrates the ever-present challenge for a traumatised person of “misreading signals” and seeing danger where it does not exist. This inability to control the stress response is in part due to what Bessel describes as the ”visceral overload” at the time of the trauma-precipitating event. He also makes the point that therapists are often misguided by their own belief systems, including the belief that the interaction of the mind and body is top-down only. However, his own experience of trauma patients and recent neuroscience research shows clearly that the body/brain influence is bidirectional.

Same event – different behavioural responses

Different people respond differently to the sensory overload precipitated by a traumatic event. Bessel tells the story of Stan and Ute who were involved in a major pile-up on a Canadian motorway in 1999 involving 87 cars. They were travelling in the same car and met a wall of fog and were part of the continuous crashing of cars and trucks. They feared for their lives and witnessed people being killed by the intensity of the crash and associated fires. Stan’s reaction to subsequent stimuli was one of aggression and anger (fight response) whereas Ute was numb, a condition involving “massive dissociation” (the freeze response). Bessel suggested that Ute’s freeze response was a learned behaviour precipitated by her upbringing by a mother who continuously “yelled” at her. Through Bessel’s caring therapy, they were able to progressively restore their lives, regaining emotional control. Ute benefited from the bottom-up approach of the Trauma Center where the focus was on physiological monitoring to enable the patient on change their “relationship to bodily sensations”. Bessel subsequently established the Trauma Research Foundation after he had been unfairly dismissed from the Center, experiencing trauma in his own professional life.

Common responses to trauma

Trauma and its incessant re-activation through discrete sensory stimulation along with flashbacks and nightmares, create a life situation of continuous pain. Many people attempt to numb the pain by resorting to drugs or excessive alcohol to block out the painful memories. This can eventually lead to addiction, associated mental illnesses and censorious misunderstanding by family and friends.

Reflection

Trauma is a very complex phenomenon precipitated by a great variety of events, experienced in differential ways by individuals and leading to individualised responses. Added to these diverse events, impacts and responses are the variety of initiating stimuli that can trigger a seemingly unrelated trauma response in everyday life.

Bessel argues that one of the problems for traumatised individuals is that they spend so much time and energy in the past. They become unaware of, and insensitive to, the present. He maintains that mindfulness practices can help to restore top-down, emotional regulation and that bottom-up approaches such as “breath, movement, touch” can help to restore physical equilibrium and calmness. The widespread use of somatic meditation for trauma management is consistent with his view.

As we grow in mindfulness, we gain increased insight into our “inner landscape”, our behavioural responses and the options we have to behave differently. We come to understand better the impact of past events on our present-day triggers and responses. This can help us to achieve clarity, calmness and compassion towards others experiencing their own physical and emotional challenges.

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Image by Gerd Altmann from Pixabay

By Ron Passfield – Copyright (Creative Commons license, Attribution–Non Commercial–No Derivatives)

Disclosure: If you purchase a product through this site, I may earn a commission which will help to pay for the site, the associated Meetup group, and the resources to support the blog.

Compassionate Inquiry as a Healing Mode for Trauma and Addiction

Compassionate Inquiry is a psychotherapy method developed by Dr. Gabor Maté to help people suffering from the effects of trauma and addiction to experience “deep healing and transformation”. Gabor is a world authority on trauma and addiction and has developed his method after many years in family medical practice, covering the whole range of human experience from obstetrics to palliative care. He found through his counselling sessions conducted each day after his clinic hours that trauma underlay many of the numerous physical and mental illnesses he encountered in his medical consultations. Gabor intensified his research in related fields and explored his own addictive behaviour and its trauma-induced origins.

Gabor acknowledges that his early efforts at therapy were inadequate because he had not been trained in the area. However, he persisted because there were very few people offering a psychotherapy approach to addiction and trauma – even psychologists, in the main, trained in the medical model, adopted a symptomatic approach and related medication treatment. They did not explore the root cause of the addictive behaviour or the distorting impacts of various traumas experienced by people, especially in early childhood.

Compassionate inquiry to heal addiction and trauma

Gabor learned through his early experience that healing lay in enabling the client “to experience the truth of themselves within themselves”. So what he attempts to achieve is not just an intellectual exercise – it involves engaging the whole person, their distorted perceptions, thoughts, and feelings. He maintains that his approach is compassionate even though he interrupts people, challenges assumptions, and explores aspects that are painful for the client. He believes that it is not his role to make the person feel good but to help them to genuinely face their pain and the truth about themselves.

Gabor stated that often therapists are dealing with their own trauma and addiction issues (as he was in his early stages) and are not able to be totally present to the client nor able to control their responses to what the person is saying or doing – their help is not offered unconditionally. He suggests that therapists need to work on themselves to ensure that they do not contaminate their interaction with their client/patient because of their own unresolved issues. He stated that therapists who display anger or other challenging emotions undermine the healing process for the other person.

Paying attention to the cues

There is one very important aspect to paying attention to the cues provided by the client’s words, actions and non-verbals – and that is the issue of consent. Gabor seeks consent to explore behaviour in-depth with the person he is working with but he also checks that he has consent to continue when the going becomes challenging. He argues that the person will give some cues if they are too uncomfortable and these should be used to confirm ongoing consent. In a podcast conversation for Banyen Books, Gabor said that he exceeded the consent boundaries in his earlier days as a therapist when he would drop into therapy mode with his family members – who outright rejected his approach given that they had not given consent. He soon realised that they wanted him as a spouse, parent, friend or supporter – not as their therapist.

The other key aspect of paying attention to cues is that they give the therapist insight into what is really going on for the client. Gabor illustrates how “unconscious metaphors” (such as the sun revolving around the moon) can indicate that the balance of dependence and inter-dependence is distorted in a relationship between daughter and mother. The daughter might be “carrying” the mother, thus creating a traumatic experience of missing out on maternal support in the early stages of development. Gabor maintains that metaphors a person uses are instructive, even if employed unconsciously. He uses this cue to explore the meaning of the metaphor for the client and the underlying thought processes and emotional component.

His compassionate inquiry approach is designed to get at the “basic human need” that lies unfulfilled in the person he is working with. He argues that no matter what the words or behaviour of the individual (e.g. aggressive or obnoxious) there is a ‘real human being underneath”. He uses the words of Marshall Rosenberg when he describes addiction as “the tragic communication of a need”. The challenge is to enable the client/patient to go inside themselves and confront the uncomfortable and painful truth that they are futilely pursuing an unmet, and unacknowledged, need deriving from adverse childhood experiences or adult traumatic events. Gabor spontaneously illustrates his compassionate inquiry approach in a podcast interview with Tim Ferriss.

Gabor makes the point that his approach does not involve having people tell detailed stories about their traumatic events or adverse childhood experiences, he consciously chooses to focus instead on the impacts of these events/experiences in terms of the person’s distorted perceptions, false self-beliefs and/or addictive behaviour. He sees his task as staying present to the person and their “here and now” experience so that he can “mirror back to them their true selves”. Gabor’s compassionate inquiry approach is supported by Bessel van der Kolk, a global authority on trauma, who has used attachment research and neuroscience to develop innovative treatments for adults and children who have suffered from traumatic events. Bessel contends that his research demonstrates that to change the way we feel we need “to become aware of our inner experience” and then learn to “befriend what is going on inside ourselves”.

Training in compassionate inquiry

Gabor maintains that compassionate inquiry requires an “unconditional determination to understand a person”. He offers several training courses for people who want to develop the requisite skills and personal wholeness to be able to offer compassionate inquiry in their therapeutic/consulting practice. He indicated that experience with these courses shows that participants gain insight into themselves as much as learning about the compassionate inquiry method. Gabor often uses inquiry into the experiences of individual participants themselves to illustrate his perspective and process. He offers a one year, online course in compassionate inquiry over 12 months, as well as an add-on certification process for those who want more advanced training.

An alternative to the online training is paid access over a 1-year period to Gabor’s recorded seminars based on a weekend workshop conducted in Vancouver in 2018. The four videos involved cover more than 9 hours of training by Gabor. Free access to Gabor’s perspective and methodology can also be gained by exploring his YouTube Channel, which includes his interviews and his TED Talk. Gabor’s website also provides additional resources.

Reflection

With his compassionate inquiry approach, Gabor provides a methodology that a skilled facilitator with adequate training and immersion in his approach, could employ to help people who seek assistance with addiction and/or the effects of trauma. Compassionate inquiry practitioners are available in multiple locations around the world. Gabor also offers CI Circles facilitated by a certified CI practitioner for anyone who wants to learn more about CI concepts and practices and to engage in self-inquiry. The Circles involve self-reflective journalling and a willingness to share insights and disclose present moment experiences, somatic and otherwise.

As we grow in mindfulness and associated self-awareness through reflection, meditation and guided inquiry methods, we are better placed to help ourselves deal with the impact of traumatic events from our past life and to assist others with similar needs.

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Image by John Hain from Pixabay

By Ron Passfield – Copyright (Creative Commons license, Attribution–Non Commercial–No Derivatives)

Disclosure: If you purchase a product through this site, I may earn a commission which will help to pay for the site, the associated Meetup group, and the resources to support the blog.

Alzheimer’s Disease – Self-Care for the Carer

If you have a family member or friend suffering from Alzheimer’s disease you may find yourself suddenly thrust into a carer’s role, often with little preparation and understanding of that role. The tendency is to “soldier on” through all the difficulties and ignore the emotional toll on yourself. However, there are many resources and people willing to help and mindfulness can play a role in your self-care.

You may be witnessing the cognitive and behavioural decline of someone you love who not so long ago was vital, well-read, highly competent, intelligent, and very aware of current events and global trends. Now you are having to contend with the emotional, financial, and time-consuming toll of caring for someone who has Alzheimer’s (on top of your daily work and life with their own challenges).

Dealing with the symptoms of Alzheimer’s disease

You may have to deal progressively with some or all of the following effects that Alzheimer’s has on your loved one:

Disorientation: losing track of where they are; thinking that they are in hospital or just out of hospital when neither is true; thinking they are in a location where they lived many years prior; assuming that their location is somewhere that happened to be mentioned in casual conversation.
Rapid memory loss: forgetting what they set out to do and constantly forgetting in the course of some action, e.g., finding their phone, having a shower, locating an object – the result is that everything takes so much longer and tests your patience (despite your good intentions).
Loss of practical skills; unable to do normal daily tasks such as cooking, keeping accounts, paying bills, driving the car or operate the TV remote.
Mood or personality changes: going from pleasantness to anger and aggression, happy to discontent, calm to agitated, confident to fearful, purposeful to suffering apathy and inertia; or any of the other possible mood/personality swings.
Indulging in unusual behaviours: constantly packing up the house expecting to be moved, indulging in unsafe behaviours (e.g., ladder climbing when they are unsteady), tendency to wander and lose their way (even in very familiar territory).
Confusion: forgetting who individuals are and their relationships, constantly losing things, thinking that a past event is happening in the present and preparing for it with some anxiety.
Difficulty with self-expression: unable to find the words to express what they want to say.

Each of these symptoms is taxing for the carer as well as the person suffering from Alzheimer’s. As a carer, you may not know what to say, you can become confused about what is true and what is imagined, and you can become uncertain about the best way forward and the decisions that need to be made.

Self-care for the carer

There are many things that a carer for an Alzheimer’s sufferer can do to proactively care for their own welfare and psychological health:

Inform yourself about Alzheimer’s disease – understanding the disease helps you to make better decisions, reduce some of the uncertainty you are encountering and provides insights into how best to help the person experiencing Alzheimer’s. One of the best resources around that is also very readable is Harvard Medical School’s report, Alzheimer’s Disease: A guide to diagnosis, treatment, and caregiving. This publication details the symptoms of the disease, the impact on the brain and its structure, progression pathways, and, most importantly, incorporates a special section on Caregiving: Day-to-day challenges and beyond. Understanding the decisions that need to be made, the options available and their impacts, makes it easier to make sound decisions amid the uncertainty and disruption surrounding the role of carer for an Alzheimer’s sufferer.
Gaining support from relatives and friends: typically, there is a tendency to “go it alone”, however, the role of carer for an Alzheimer’s sufferer is incredibly personally taxing. Harvard Health describes caring for someone with Alzheimer’s as “one of the toughest jobs in the world “ and that your own life will be “dramatically altered” in this carer role. It is vital that you “share the load” with relatives and friends where possible, e.g., with tasks such as visiting the person who is experiencing Alzheimer, talking through decisions, or sharing the financial burden.
Drawing on professionals and networks: It is important to draw on the collective knowledge of expert medical professionals such as the family doctor and appropriate specialist services such as a geriatrician or gerontologist. There are also support networks such as Alzheimer’s Association that provides support groups and professional information informed by research. There are also carer support groups, such as Arafmi, for people caring for those suffering from a mental illness or “psychosocial disability”.
Exercise: physical exercise can reduce stress, enhance capacity to deal with stressors and provide the opportunity to “clear the head” and /or think more clearly about decisions to be made and options that can be explored.
Take time out: taking time for yourself such as a weekend or week away. This is more manageable if you have already shared your situation with family and friends and drawn on their support. It would also enable you to be more mindful about your own life and needs and options going forward.
Developing mindfulness practices: mindfulness has a wide range of benefits that can assist in your role of carer. For example, mindfulness can help you build resilience; manage uncertainty; develop calmness; deal constructively with difficult emotions such as anger, resentment, and frustration; and improve your psychological health overall.

Reflection

Alzheimer’s is an incredibly draining illness both for the sufferer and the carer. It takes its toll emotionally, physically, cognitively, and financially. It is vitally important for carers to be very conscious about the need for self-care and to be committed to being proactive about mindfulness practice. As carers grow in mindfulness, they are better able to manage the multiple stressors involved and to achieve a level of equanimity even amid the disruption, uncertainty and turbulence involved in caring for someone with Alzheimer’s. There are numerous resources available to assist carers and help them to make sound decisions and take wise action.

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Image by Gerd Altmann from Pixabay

By Ron Passfield – Copyright (Creative Commons license, Attribution–Non Commercial–No Derivatives)

Disclosure: If you purchase a product through this site, I may earn a commission which will help to pay for the site, the associated Meetup group and the resources to support the blog.

Strategies for Managing Remotely

There are numerous suggestions available for managing remotely given that many people are working at home because of the social isolation associated with the Coronavirus. In a previous post, I explored some of the challenges and opportunities involved in working from home that managers need to be aware of. There are many common strategies employed by companies in relation to communication, support, information management, performance management, accountability and frequency and modes of interaction between managers and staff (and amongst staff themselves). However, it is vitally important that the practices and processes of remote management reflect and reinforce organisation culture.

Reflect organisation values in remote management practices, processes and tools

While there are many suggestions regarding best practices for remote management (for example, on YouTube©), it is important not to just “copy and paste” them into your own company’s processes. What is really needed is to build company-wide processes for remote management that reflect your company’s core values, e.g. friendliness, empowerment, accountability, transparency, consistency, inclusive. Elizabeth Hall provides a comprehensive example of how Trello’s values are embedded in a wide range of remote management processes, systems and practices for their global organisation, e.g. virtual parties, chat system with multiple channels (work and personal), saying good morning (despite country of location) and mandatory overlap hours for working wherever in the world.

Communication practices and processes for remote management

One of the basic rules for managing remotely is to find ways to compensate for the lack of social interaction that people would normally have in a “bricks and mortar” environment. From a management perspective, systems and processes for accountability are also important but need to be culturally compatible. Communication strategies can be adapted to the nature of the work, location(s) of workers, time cycle of producing product and services and sensitivity/urgency of the core business. Here are some communication strategies that companies employ to achieve these goals of social interaction, accountability and adaptability:

Mandatory online meetings – these can be daily or weekly and are mandatory often within a flexible working arrangement. This ensures one form of interaction across the team and can build in accountability via a reporting mechanism (e.g. against KPIs, project milestones, or output measures). For teams that have a high level of interdependency, a daily “stand-up” meeting via video conferencing can be important to ensure that people are “in-synch” in relation to work-in-progress. The sharing involved can take many forms, e.g. sharing “three things I did yesterday” and “three things I plan to do today”. The manager then has the opportunity to check for coordination of effort and re-visit priorities in consultation with staff. Some companies that have a mixed mode arrangement (work from home and work from company offices) ensure that all participants in the mandatory meetings are online (not a mix of face-to-face and virtual participation) – a practice designed to build in consistency and inclusiveness.
Replicating the “water cooler” experience – finding ways to make up for the lack of social interaction of remote workers. The processes employed are intended to build trust and understanding through mutual sharing, informal information exchange and storytelling. Processes range from continuous online chat channels (both business and personal) to time-structured interactions for pairs or groups of four to enable them to share information about their personal life through online video conferencing (videos of the interaction can be shared more widely in the organisation with consent of the parties involved).
Face-to-face interactions for the group – many companies institute an annual get together for a team (or linked teams) to create connections, build relationships, facilitate consistent communication of company information, share progress/strategies/intelligence and for forward planning. These can take the form of retreats, conferences or workshops and incorporate games, partner interactions and/or social events. It is important that the structure and processes of these scheduled face-to-face interactions reflect the characteristics of the company’s culture such as values, rituals and norms.
One-on-one interactions with the manager – ideally these entail visits by the manager to individual staff members. However, regular and predictable one-on-one interactions are important to gauge how a staff member is coping with their work and environment and to provide a means of accountability. It is increasingly important that managers find a balance between task and personal needs of staff when having these interactions. In crisis times like the present, managers may need to change the balance by giving employees more slack and spending more time on personal matters to provide additional personal support. This is necessary when working from home is enforced and not a matter of choice, when there are high levels of job insecurity and the broader environment is turbulent and uncertain. Managers have a duty of care in relation to the mental health of their employees. If they observe signs of mental illness, they can employ approaches such as the “R U Okay?” enquiry and access the relevant resources.

Processes and systems to support work achievement

It is important to put in place processes, systems, technology and policies to support effective remote management. Clarity around expectations and system processes supports efficiency and effectiveness and reduces misunderstanding and conflict. Developing protocols, practices and rituals provides some degree of certainty in a very uncertain world. Strategies companies employ to support work achievement include:

Setting expectations: being clear with staff about performance and behavioural expectations is critical at the outset. Included in this is establishing onboarding processes for new staff so that they understand what is expected of them as well as become familiar with the team’s processes and systems. It is common for different teams (e.g. system developers vs sales staff) to have different preferences about the means of communicating – e.g. email vs phone. At the outset, the manager can support teams to develop groundrules about how they want to operate and collaborate. For an established team, this could include exploration of the “unwritten rules” which create behavioural norms unconsciously. Clear expectations provide the stimulus for personal motivation and contribution and the groundwork for performance management. Some organisations employ 360-degree feedback to support performance management and identify development needs – the frequency of these feedback processes (e.g. quarterly, half-yearly or annually) will depend on the time cycle of the organisation and the need to highlight accountability.
Systems development: develop systems and procedures to support daily processing and achievement of team’s goals. These should be documented and readily available to all staff. In the absence of formal systems and procedures, information and intelligence can be lost and result in inconsistent treatment of staff and customers. Systems should cover data storage, retrieval and editing. Cloud storage is often recommended for ease of access for remote workers. Visuals such as flow charts, diagrams and videos can be used to support communication about systems and procedures.
Support for workers in remote localities – often remotely located employees feel “left out” because their needs are not taken into account. They suffer from inadequate infrastructure, the increased cost and limited availability of transportation and limited resources. Ways to reduce the sense of isolation for remotely located workers include establishing a “buddy” system; visits by senior management; developing joint projects involving these staff and people in hub localities; and connecting them with local groups, organisations and government entities. To help people in remote localities really feel as if they belong to the organisation, the manager can involve them in planning and review processes, ensure equitable access to training and be conscious of their timeframes (and time zones where relevant) and commitments when scheduling meetings.
Facilitate remote social interaction – this involves establishing a culturally appropriate way of providing fun and light relief so that staff can interact on a non-work basis. Some groups have instituted virtual coffee breaks or lunches and others have introduced a virtual “happy hour”, while some groups with a light-hearted approach have enjoyed virtual games and parties. Whatever form of remote social interaction you choose, it is important to encourage staff to take time out.

Reflection

Managing remotely adds considerable complexity to the role of a manager, especially in these uncertain times. The demands for emotional agility and adaptability on the part of the manager are very high. It is critical for remote managers to be able to manage themselves effectively in times of crisis.

With appropriate communication strategies and supportive systems and processes, a manager can help staff realise a work from home environment that is both enjoyable and productive. As managers grow in mindfulness through reflection on experience, mindfulness practices and meditation, they will be better able to access their resourcefulness and resilience, heighten their compassion and build a sense of agency for themselves and their staff.

In his book, A Gentleman in Moscow, Amor Towles writes about Count Alexander Rostov who was evicted from his usual plush suite in the Metropol Hotel and confined to an attic room in the hotel for an indefinite period by The Bolshevik. During an early stage of describing the house arrest, Towles shares the Count’s reflection on his confinement and depleted situation (which incorporates a salutary lesson for dealing with changed circumstances):

Having acknowledged that a man must master his circumstances or otherwise be mastered by them, the Count thought it worth considering how one was most likely to achieve this aim when one had been sentenced to a life of confinement. (p. 38-39)

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Image by Anrita1705 from Pixabay

By Ron Passfield – Copyright (Creative Commons license, Attribution–Non Commercial–No Derivatives)

Disclosure: If you purchase a product through this site, I may earn a commission which will help to pay for the site, the associated Meetup group and the resources to support the blog.

Carers Need Self-Care

Much of the focus in the resources on mindfulness is on ways to help people who are suffering from conditions that are debilitating such as mental illness or chronic pain. Very little of the resources focus on ways to help carers in their role – ways to manage the physical and psychological toll of caring for someone else on a constant and extended basis. Carers are the overlooked group – forgotten by others and themselves.

Carers: people who care and support others

Carers come in all shapes and sizes – adults looking after ageing parents who may be suffering from Alzheimer’s disease; siblings caring for a family member who has a mental health condition such as schizophrenia, anxiety or depression; or anyone caring for someone suffering from a physical condition such as paraplegia, chronic pain or cancer. According to Carers Australia, carers are people who provide unpaid care and support to family members and friends who have a disability, mental illness, chronic condition, terminal illness, an alcohol or other drug issue or who are frail aged.

The toll of caring

The “burden of care” can be felt both physically and psychologically. The physical toll for carers can be excessive – they can become exhausted and/or accident-prone, suffer from sleep disorders or experience bodily symptoms of stress such as irritable bowel syndrome, chronic fatigue or related conditions like fibromyalgia. The physical toll of caring can be experienced as cumulative stress and lead to chronic conditions that adversely affect the carer’s long-term health.

The psychological toll of caring can also be cumulative in nature and extremely variable in its impact. Carers can experience negative emotions such as resentment or anger, despite their compassion towards the person who is being cared for. They can become extremely frustrated over the paucity of time available for themselves, the opportunity cost in terms of inability to travel or to be away for any length of time, the lack of freedom (feeling tied down), the lack of improvement in the condition of the person being cared for or the financial impost of caring (preventing desired savings/purchases or home improvements).

Carers do not have inexhaustible personal resources – physical, psychological and financial. They can suffer from compassion fatigue which can be hastened by emotional contagion resulting from close observation of, and identification with, the pain of a loved one. Hence, carers can experience depression, anxiety or grief – reflecting the emotional state of their loved ones who are suffering.

The toll on carers has been the subject of extensive research. For example, Emma Stein studied the psychological impact on older female carers engaged in informal aged care. Sally Savage and Susan Bailey reviewed the literature on the mental health impact on the carer of their caregiving role and found that the impact was highly variable and moderated by factors such as the relationship between caregiver and receiver and the level of social support for the carer.

Being mindful of your needs as a carer

The fundamental problem is that carers become so other-focused that they overlook their own needs – their need for rest, time away, relaxation and enjoyment. Normal needs can become intensified by the burden of care and the associated physical and psychological stressors. Carers tend to neglect their own needs in the service of others. However, in the process, they endanger their own mental and physical health and, potentially, inhibit their capacity to sustain quality care.

Carers can inform themselves of the inherent physical and psychological consequences of being a caregiver, particularly if this involves intensive, long-term caring of a close loved one (where feelings are heightened, and the personal costs intensified). Mental Health Carers Australia highlights the fact that people who care for someone with a mental health illness are increasingly at risk of “developing a mental illness themselves”.

Self-care for the carer

One of the more effective ways that carers can look after themselves is to draw on support networks – whether they involve family, colleagues or friends; broad social networks; or specific networks designed for carers. Arafmi, for example, provides carer support for caregivers of people with a mental illness and their services include a 24-hour carer helpline, carers forum, blog, educational resources, workshops and carer support groups. Carers Queensland provides broader-based carer resources and support groups.

Carers tend to go it alone, not wanting to burden others with “their” problem(s). They are inclined to refuse help from others when it is offered because of embarrassment, fear of dependency, concern for the other person offering help, inability to “let go” or any other inhibiting emotion or thought pattern – in the process, they may stop themselves from sharing the load.

Carers could seek professional help from qualified professionals such as medical doctors or psychologists if they notice that they are experiencing physical or psychological symptoms resulting from carer stress.

Mindfulness for carers

Carers can use mindfulness practices, reflection and meditation to help them cope with the physical and emotional stresses of caregiving. Specific meditations can address negative feelings, especially those of resentment and the associated guilt. Mindfulness practices can introduce processes that enable the carer to wind down and relax – such as mindful breathing, mindful walking, mindful eating or using awareness as the default when caught up with “waiting” (a constant companion of the carer role).

Carers can employ techniques such as body scan to relax their bodies and release physical tension. Deep, conscious breathing can also help in times of intense stress such as when experiencing panic. For people who are religious, prayer can help to provide calm and hope.

Dr. Chris Walsh (mindfulness.org.au), offers a simple mindfulness exercise for self-care by carers in his website article, Caring for Carers. The exercise involves focusing, re-centering, imagining and noticing (thoughts, feelings and bodily sensations).

As carers grow in mindfulness, they can become more aware of the stress they are under and the physical and psychological toll involved. This growing awareness can lead to effective self-care through social and professional support and meditation and/or mindfulness practices. Mindfulness can help carers develop resilience and calmness in the face of their stressful caregiver role.

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Image by Sabine van Erp from Pixabay

By Ron Passfield – Copyright (Creative Commons license, Attribution–Non Commercial–No Derivatives)

Disclosure: If you purchase a product through this site, I may earn a commission which will help to pay for the site, the associated Meetup group and the resources to support the blog.

Resilience and Positive Psychology

Louis Alloro, co-founder and faculty member for the Certificate in Applied Positive Psychology (CAPP) at The Flourishing Center, recently presented a webinar on The Science of Resilience. In his presentation, he described resilience as the ability to persist in the face of adversity or setbacks in the pursuit of one’s goals. This approach focuses on perseverance when encountering blockages – a view that emphasizes the ongoing nature of resilience, rather than the espisodic view which describes resilience as “bouncing back” from some major adversity.

Positive Psychology and resilience

Positive Psychology has its foundations in the work of Dr. David Seligman, author of the books, Learned Optimism and Authentic Happiness. David highlighted our capacity to live an optimally fulfilling life through training ourselves to think positively rather than indulge in negative or pessimistic thinking. Positive thinking keeps us open to possibilities, while pessimistic thinking focuses on barriers to achievement. Resilience builds through positive thinking, while pessimistic thinking leads us “to give up”.

In David’s view, “authentic happiness” is achieved by putting the spotlight on our strengths, not our deficiencies. This positive perspective enables us to develop what is best in ourselves, rather than being obsessed with where we “fall short” or where we deem ourselves to be “not good enough”. Focus on the positive aspects of ourselves enables the achievement of sustainable contentment or equanimity and releases the energy to build a better world. It shifts the emphasis from avoiding “mental illness” to developing “wellness”.

Our thinking shapes our emotions and behaviour

In his presentation, Louis discussed the ABC Model underpinning authentic happiness. “A” stands for the activating event (or stimulus), “B” for beliefs or thoughts about the event and “C” for consequences expressed in terms of emotions and behaviour. So, when something happens, we can view it positively or negatively and, depending on our beliefs or thoughts about the situation, we will experience emotions (positive or negative) which, in turn, leads to our behaviour. One of the easiest ways to view this cycle (optimistic or pessimistic) is to consider the possible range of responses to “being ignored by a colleague at work”.

Louis reminds us of the words of Viktor Frankl that there is a gap between stimulus and response, and that choice and consequent freedom lie in the gap. We can choose how we use the “gap” to shape our thinking about a situation and that choice determines our resilience and happiness. A fundamental way to do this is to bring mindful awareness to our intention (why we are doing what we are doing), to our attention (consciously paying attention) and to our attitude (one of accepting what is, openness to possibilities and curiosity about our inner and outer world).

As we grow in mindfulness through meditation and reflection, we can progressively overcome our innate negative bias and build a positive orientation that develops our resilience, releases energy and opens the way for creative actions to deepen our wellness and happiness and contribute to a better world. Developing mindful awareness of what we bring to each situation – our intention, attention and attitude – enables us to be truly resilient in the face of difficulties and blockages (real or imagined).

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Image by athree23 from Pixabay

By Ron Passfield – Copyright (Creative Commons license, Attribution–Non Commercial–No Derivatives)

Disclosure: If you purchase a product through this site, I may earn a commission which will help to pay for the site, the associated Meetup group and the resources to support the blog.

Re-energise through Meditation

In this day and age of hectic living, people are constantly tired or exhausted – basically drained of energy. In the absence of a conscious effort to re-energise ourselves, we can become prone to all kinds of physical and mental illness. Meditation provides multiple ways to re-energise and restore physical and mental balance.

The daily pressures at home and work can leave us drained. Added to this are increasing financial demands, adverse environmental conditions (e.g. extreme weather reflected in floods, cyclones and bushfires), increasing violence in communities and the growth of terrorism.

The human impact of these multiple pressures is reflected in constant tiredness and fatigue experienced by people of all ages, even children who are experiencing the demands of exams, parental expectations and university entry requirements. This constant energy drain can be reflected in many illnesses, not the least of these being chronic fatigue syndrome. Alan Jansson, Japanese acupuncturist with more than 30 years experience, has noted that chronic fatigue syndrome, which used to be the province of elite athletes, is now being experienced by managers in large organisations and people of all ages, including teenagers.

Re-energising through meditation

It seems contradictory that meditation, noted for its focus on stillness and silence, should be a source of energy. In fact, there are specific guided meditations that focus on re-energising the body and mind. One such 10-minute guided meditation offers an approach designed to boost energy and build positivity.

Other forms of meditation help us to release tension and trauma, e.g. somatic meditation, remove the energy draining effects of negative thoughts, build positive energy through appreciation and expression of gratitude, and access the energy in the natural world around us through open awareness. Even mindful listening, being fully present and attuned to another person, can energise us through openness to their ideas and passionate pursuits and through the power of connection.

Reasons why meditation re-energises

The Exploration of Consciousness Research Institute (EOC), drawing on the latest resesearch, advances five reasons why meditation increases energy. These reasons are summarised below:

Meditation changes the way we respond to stress: replacing energy-sapping fear and anxiety with resilience through a reduction in the “energy-zapping” chemical, cortisol.
Boosts endorphins thus increasing calm and focus and reducing the need for energy-depleting, temporary stimulants such as “energy drinks” and coffee.
Induces deeper sleep and energy restoration through increased awareness of the present moment (not locked into the past or the future) and through an increase in the sleep-enhancing hormone, melatonin.
Boosts two key chemicals DHEA (develops overall sense of well-being) and Growth Hormone (GH) which increases our strength and energy storage. The overall effect of these two chemicals is a reduction in fatigue and an increase in the energy of motivation.
Upgrades our personal battery and recharges it – by enhancing our emotional control centre (the pre-frontal cortex) and reducing our fear centre (the amygdala).

As we grow in mindfulness through meditation, we can re-energise our personal batteries when they run low, build resilience, reduce energy-sapping emotions and chemicals, and increase chemicals that have a positive effect on our overall strength, the restorative quality of our sleep and our sense of well-being.

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Image source: courtesy of ColiN00B on Pixabay

By Ron Passfield – Copyright (Creative Commons license, Attribution–Non Commercial–No Derivatives)

Disclosure: If you purchase a product through this site, I may earn a commission which will help to pay for the site, the associated Meetup group and the resources to support the blog.

Meditation For Increased Energy: How & Why it Works – 5 Reasons

Cultivating Inclusive Leadership

Leadership in the future world of work presents many challenges, not the least of these being managing the diversity that will confront leaders. Diversity takes many forms – diversity of markets, of customers/clients, of technologies and of the workforce.

As countries around the world become more strongly interdependent, connected through international trade agreements and treaties, the diversity of issues will expand exponentially. This is reflected in complex market relationships involving very significant differences in economic, cultural, political and logistical make-up. Marketing channels differ radically by country and are constantly evolving.

The growing diversity of customers/clients has forced companies and government agencies to become more customer/client-focused in terms of communications, systems, structures and procedures. Underpinning this responsiveness, is the need for leaders to develop a new mindset that puts the customer at the centre of considerations of policy, strategy, organisational culture, staff training and organisational access.

The emergence of new technologies, such as robots and artificial intelligence, demands that leaders are open to new ideas and ways of doing things and are creative and innovative in the way they create and deliver products and services.

The complex shift in the mix of employees versus contractors and part-time versus fulltime, creates new challenges in terms of workforce management. Added to this shifting complexity is the need to provide flexible working arrangements, a development accelerated by the availability of emerging technologies. The growth in an increasingly educated population, with ready access to information globally, also means that leaders will be increasingly dependent on the knowledge and skills of their workforce. This will demand robust self-esteem and increasing capacity to connect and collaborate. Concurrent with these challenges is the need to manage increasing generational diversity in the workforce and the related inter-generational relationships and conflicts.

Taking these macro changes into account will demand that leaders develop the capacity for inclusive leadership – the ability to manage the complexity, uncertainty and disruption of the diversity that is growing on every front.

Traits of inclusive leadership

Juliet Bourke and Bernadette Dillon produced an article published by Deloitte titled, The six signature traits of inclusive leadership: Thriving in a diverse new world. I will discuss each of these six traits and relate them to the diversity issues identified above.

Commitment– according to Bourke and Dillon, research shows that inclusive leadership is more sustainable when it involves a personal commitment to the underlying values of “fairness” and “equity”. While acknowledgement of the business case for inclusion can encourage leaders to be more inclusive, a commitment of heart and mind is necessary to sustain the desired behaviour.

Courage – it takes courage to challenge prevailing norms, structures and policies in the defence of inclusion. Going against non-inclusive thinking and behaviour can lead to isolation and conflict and requires a courageous stance over a sustained period. It also implies vulnerability and readiness to acknowledge our own mistakes and weaknesses.

Cognizance of bias – we all suffer from unconscious bias in our perception of others whether the bias is based on age, sexual preference, culture, economic position or employment status. Bias leads to words and behaviour that undermine inclusion. Unconscious bias creates blind spots resulting from a lack of awareness of the hurt we cause through our non-inclusive perceptions, words and actions. Inclusive leadership thus demands both self-awareness and self-management to prevent bias creeping into our actions and decisions. It also entails understanding of, and support for, people who are experiencing mental illness.

Curiosity – inclusive leadership entails openness to, and curiosity about, other ideas and perspectives. It involves not just recognising differences but also valuing them and learning from them. Curiosity fuels life-long learning – an essential requirement for inclusive leadership. Bourke and Dillon argue from their research that inclusive leaders deepened their understanding of diverse perspectives by “asking curious questions and actively listening“.

Culturally intelligent – cultural intelligence has emerged as a critical leadership trait because of the global mobility of the workforce. Now termed “CQ“, cultural intelligence involves “the capability to relate and work effectively in culturally diverse situations”. It goes beyond cultural sensitivity and entails sustained interest in cultural diversity, a willingness to learn and adapt in culturally diverse situations and ability to plan for associated inclusive behaviour.

Collaborative – as the world of work changes with considerable rapidity and in unpredictable ways, the need to collaborate is paramount for effective and inclusive leadership. This involves creating space and opportunities for sharing of ideas and different perspectives by diverse groups and personalities. Synergy can result from such connections and collaborative efforts. My own research reinforces the fact that collaboration is motivational and engenders engagement, energy and creativity.

As we grow in mindfulness we can develop our emotional commitment to the value of fairness, strengthen our courage and resilience to pursue this commitment, cultivate self-awareness and curiosity and enhance our capacity to collaborate. Mindfulness then will support our efforts to cultivate inclusive leadership in our own thoughts, words and actions and those of others.

By Ron Passfield – Copyright (Creative Commons license, Attribution–Non Commercial–No Derivatives)

Image source: courtesy of geralt on Pixabay

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Mindfulness for Leadership in the Digital Age

Many of the presentations during the Mindful Leadership Online Conference, 17-26 October 2018, focus on what it means to be a leader in the digital age. Sky Jarrett, for example, discussed Thriving As a Leader in the Digital Age, and highlighted the role of mindfulness in achieving this goal. Her presentation drew on her experience with Accenture – a global consulting firm – where she is an Executive Coach and Mindfulness Instructor.

As the digital age continues to advance relentlessly with the advent of artificial intelligence and robotics, leaders are faced with new and demanding challenges and the uncertainty that derives from continuous technological, ecological and economic disruption. Life and work are becoming more complex with the generational shift and the growth in mental illness in the home and the workplace.

Thriving as a leader in the digital age through mindfulness

Sky identified how mindfulness can assist leaders to not only survive the digital era but to thrive and achieve greatness in their chosen arena of activity:

Calmness – mindfulness is necessary to develop calmness and equanimity in the face of organisational and community turbulence. Sky likens the calmness developed through mindfulness meditation to the calm of the “eye of the storm”. She suggests that the incorporation of mindfulness practice in the life of an executive is an “imperative” like the change from analogue to digital. It is critical for a leader to be grounded and not unsettled by digital turbulence if they are going to lead effectively.
Trust – Sky points to the fact that we are operating in a trust economy as part of the macro environment of the digital age. Trust underpins relationships which are the lifeblood of an organisation or community. Trust is built through integrity and consistency. Increasingly, followers look to leaders for guidance, transparency, support and reliability. Mindfulness builds self-awareness and self-management which are foundational to integrity and the development of trust.
Connection and collaboration – the digital age is the era of connectivity. Individuals, groups, organisations and communities are collaborating locally and globally – even competitors are collaborating to achieve common goals. The complexity and speed of change means that leaders can no longer be isolates steeped in knowledge and relevant experience – they will become increasingly dependent on collaboration with others as change outpaces their ability “to keep up-to-date”. Mindfulness helps a leader to experience, understand and value connectedness to themselves, others and the world around them. It also enables them to build the capacity for collaboration and enlightened action in the world.
Self-improvement – for many years now, we have focused on externalities including the continuous improvement cycle in organisations. The time has come for leaders to focus consistently on self-improvement, to take themselves as the the improvement project. This will require developing emotional awareness through mindfulness and reflection on their thoughts and actions so that a leader can enhance their response ability.
Bodily intelligence – Sky suggests that leaders will need a greater connection to their bodies in the digital era. Bodily intelligence, also termed kinaesthetic intelligence, will enable leaders to sense bodily when things are not right and to take constructive action. Somatic meditation will assist leaders to enhance their bodily intelligence and to develop the leader’s capacity to trust their body’s intuition (“gut feeling”).
Being present – as we have reiterated in this blog, the capacity to be present is an essential skill of leadership, no matter what the era. However, the digital era places greater demands on leaders to be genuinely present to others when interacting. The challenge to being present in a digital era characterised by incessant “noise” and disruptive communication, is potentially overwhelming. Mindfulness builds the capacity to shut our the noise and to fully focus on the person and task at hand.

There are many demands on leaders in the digital age, but as we grow in mindfulness we can bring calmness and equanimity to any situation, build trust and connectedness, focus on improving ourselves through reflection, more readily access our bodily intelligence and become more fully present in our daily interactions.

By Ron Passfield – Copyright (Creative Commons license, Attribution–Non Commercial–No Derivatives)

Image source: courtesy of pixel2013 on Pixabay

Disclosure: If you purchase a product through this site, I may earn a commission which will help to pay for the site, the associated Meetup group and the resources to support the blog.