What is confidence and where does it come from? (Series 2)

Stajkovic describes confidence as the combination of hope, self-efficacy, optimism and resilience. A confident person is someone who figures out what to do and how (hope), develops a belief that they can do specific tasks (self-efficacy), forms a positive outcome outlook (optimism), and works on the belief that they can bounce back if things go … Continue reading What is confidence and where does it come from? (Series 2)

What is the secret to unlocking great performance? (Series 2)

A company’s success is powered by its employees – how to get the best out of them is the Holy Grail for managers. So how is this done? If performance is based on capability, is it about providing the right training? Is it how you incentivise? Or is it something else? I’ve written a short … Continue reading What is the secret to unlocking great performance? (Series 2)

So, what should companies be doing in the wellbeing space? (Series 1)

As we all know prevention is better than cure. Companies need to foster an environment which allows people to function effectively. They can do this by: Giving employees a clear remit and sense of purpose Facilitating team-building, co-operation and a collaborative culture Encouraging defined, boundaried working hours, enabling genuine work/life balance Supporting physical wellbeing Having … Continue reading So, what should companies be doing in the wellbeing space? (Series 1)

Does wellbeing make a difference to the bottom line? (Series 1)

Yes it does – but there’s plenty of room for improvement in substantiating this. The cost of people suffering from poor mental wellbeing is clear: Research published in 2017 by the Centre for Mental Health put the cost to UK businesses at £34.9bn (made up of £21.2bn in reduced productivity; £10.6bn in sickness absence and … Continue reading Does wellbeing make a difference to the bottom line? (Series 1)

Why should the workplace be interested in footing the bill for staff wellbeing? (Series 1)

I believe mental wellbeing issues are essentially performance blocks. To get the best out of our people these need to be overcome. Exactly in the same way we upgrade technological systems or implement new working processes we need to invest in our people to develop these specific areas. Mental wellbeing issues are triggered and exacerbated … Continue reading Why should the workplace be interested in footing the bill for staff wellbeing? (Series 1)

What does wellbeing have to do with the workplace? (Series 1)

Well, lots really. Our work-selves are not distinct from ourselves, therefore, mental wellbeing issues have the potential to impact our performance at work in a number of ways. The Mind website helpfully illustrates what having good mental wellbeing means. I have summarised it below, using its converse to describe the pitfalls for businesses: Having good … Continue reading What does wellbeing have to do with the workplace? (Series 1)

What exactly is meant by wellbeing? (Series 1)

Essentially, it’s about us being able to 'work' properly.  Comprising of both the physical and mental, both are intricately connected with each impacting the other. Defining the former is more straightforward. Physical wellbeing is experienced when all internal and external body parts, (organs, tissues and cells) function optimally, enabling movement and activity. Deciding which initiatives … Continue reading What exactly is meant by wellbeing? (Series 1)