3f2e3efb2b6f4adfa31b0c992b04ee39

Mental ill-health - is it on your agenda?

Tue, 07 Feb 2023 19:51:44 GMT

Mental ill Health - is it on your agenda?

At epoché I am passionate about well-being beyond just what I do.

"Consideration of an era’s treatment of those with mental ill-health (MiH) tells us much about the society as it does about mental illness. What do you imagine people 50 years from now will say about our contemporary care?"

So, as part of my Masters in Neuroscience I was asked to reflect upon and answer this question;

"Consideration of an era’s treatment of those with mental ill-health (MiH) tells us much about the society as it does about mental illness. What do you imagine people 50 years from now will say about our contemporary care?"

So this was answered just before the global pandemic but it's just as relevant in 2023 as we continue to navigate the trajectory of COVID 19.

Here's my answer:

2020 should not be viewed as a step change in our contemporary care of those with mental ill-health (MiH) but it should be recognised that it placed us at the cusp of a period of significant advancements.

It was clear that the lexicon of MiH and its impact on socio, economic and political factors was current in 2020. The global interconnectivity, expansive media platforms allowed for greater openness, sharing and debate, and whilst this came with a caveat of content accuracy, bias and management, technological innovation and advances were rapidly enabling transformations across the whole health sector. Acceptance of and stigma associated with MiH were still challenges given that the experiences of the host and migrant demographic (baby-boomers, generations X, Y, Z ) differed and could be argued to come from different start points. The asylums and institutions of the past segregated their service users and it is suggested that their closures from the 1950’s onwards was done so without an effective or considered transition plan. This along with other factors created a legacy that ultimately began to be addressed in 2020 against a terrain of ‘crisis in the NHS’: cuts in social care funding, huge skills gap in mental health professionals and an offer that let down service users and providers alike.

2020 began building a foundation for the future but had not fully shifted its white coat of the past. The concept of community care as a sustainable offer had made progress but it was yet to be delivered and replicated to a consistent standard. Whereas professionals and stakeholders could articulate the need for a framework to deliver inclusive, diverse and accessible contemporary care, the tools and resources required were more elusive. Politicians, celebrities and people with connected influence may have been keen to highlight MiH as a critical priority; the reality was grounded in available budget. Resource constraint was a huge issue as in a climate of austerity choices had to be made. 2020 at the least embraced MiH as key to the health and well-being of a nation however its application is a ‘work in progress’. To draw upon a parallel from the education sector for the same time it would have been assessed as ‘Requires Improvement’.

Yes, my answer was detailed, it had to be for my degree, but my final paragraph sums it up for me and it got me thinking … As family, friends, parents/carers and equally as employers and educators what would you say about our contemporary mental health care?

MiH affects us as individuals and as a populace; nationally and globally. The simple fact is it will affect 1 in 4 of us (World Health Organisation, MIND). The global pandemic has raised awareness of the prevalence , diversity and psychological impact of MiH. As a society it is our collective responsibility to ensure 2023 delivers significant advancement in the MiH agenda across all spheres of life.

I'd love to hear your thoughts.

Get it on your agenda for discussion, it’s on mine!

Neena Speding

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD

First class BSc (Hons) HRM, PGCE

Donate your emotion

Sat, 04 Feb 2023 18:09:33 GMT

Donate your Emotion

So Friday 4th Feb 2023 is World Cancer Day but for many Cancer Day is everyday

12 years ago, Cancer Day was everyday for a period of 18 months for my family and me. Whilst I am unable to recall the status of fundraising, new breakthroughs or latest trials at the time, I am able to tell you (even with my ‘chemo brain’) of the support and empathy I received on a daily basis. It was immeasurable and presented itself in very many forms: a short message, a knowing smile, a card through the post, a phone call, a visit, a lunch date, taking my children out for a day, treating my husband to respite, conversations reassuring my parents and sharing positivity and joy amidst a landscape of fear and uncertainty.

Once touched by cancer it can become omnipresent. Regulating yourself to accept and integrate cancer into your view of the future releases new opportunities, difficult though it is. My oncologist at the time, Justin Stebbing, discussed with me the importance of sharing my cancer journey openly with my children. I recall being horrified as my maternal instincts kicked in; my whole worldview was about shielding them from my cancer rather than sharing it with them. Throughout my treatment I obviously benefitted from Justin’s knowledge and experience but also enormously through his Emotional Intelligence; empathy, motivation and how he engaged with me.

My family and friends made a difference through the smallest of gestures and investment of emotion. So rather than think of the enormity of cancer and struggle with how you alone can make a difference, take some time out to make a call, arrange a coffee/lunch/dinner, baby-sit, dog walk, drop off a magazine or just find time to listen – and not just with those that are suffering directly. One of the side effects of dealing with cancer is you become so focused on your personal journey that you become blind to the journey others are taking with you.

10 years on I am thankfully healthy , for now, have achieved much in my life and continue to aim for more. The post picture was taken 13th Jan 2020 when I graduated with a Distinction in my MSc from King's College London. My emotional resilience continues to develop and teaches me how to accept and integrate my experience going forward. My emotional resilience is regularly tested as dear friends and family are affected by Cancer. Whereas context and perspective may change you never forget your cancer journey.

Just as cancer has no boundaries or limits apply these same parameters to your emotional contribution. Your emotional donation is invaluable and will always be remembered.

For this I am fortunate and very grateful.

Neena

Collaborative Career Conversations

Thu, 08 Sep 2022 20:50:37 GMT

Collaborative Career Conversations

With a pinch of your passion and an inch of your inspiration ...

could you help young people get an insight to your career pathway?

Introducing careers advice from an early age and establishing sustainable links with local labour markets requires collaboration and commitment from individuals, like you. National schools and colleges need your help to address the current strong rhetoric on skills gaps; ‘acute shortage of skilled workers’, ‘struggling to fill key vacancies’, ‘income inequality and social mobility’. It seems a formidable task and every contribution could help ease the load and make a real difference.

The value of workplace encounters, led by you, through what I have termed ‘Collaborative Careers Conversations’ could go a long way to connecting, mentoring and inspiring our next generation. It may stimulate entrepreneurism for some and offer others alternative pathways to seeking something diverse or unique. The outcome of your discretionary effort will have merit for at least one individual.

What I would ask you and your networks to consider is having at least one, ‘Collaborative Careers Conversation’ with a local or connected school during 2023. It could be as informal as sharing your career story, a company presentation, an interactive workshop or any platform that can offer a lens into the world of potential careers to a young mind.

As an advocate for assisting our next generation, nurturing future talent and being a proactive member of the London Enterprise Advisor Network, I volunteer as a CIPD Enterprise Advisor at Harlington School in Hayes Middlesex; working in collaboration with the school’s leadership team to develop a careers strategy that is contributing to “building the workforce of the future”. Within British Airways I volunteer as one of the airline's Inspire ambassadors supporting the local community's education and employability initiatives.

Could you volunteer some of your time, passion and inspiration too?

Neena Speding

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD,

First class BSc (Hons) HRM, PGCE

Welcome to the Neuromyth

Wed, 25 May 2022 21:24:08 GMT

Welcome to the Neuromyth

Among the hustle and bustle of trying to get a socially distanced seat at a recent neuroscience seminar, I overheard a remark:

“We should consider designing learning interventions for the brain and not the learning style”

As a psychologist and L&D specialist I have a huge interest in the complex process of learning. Over the past year I have witnessed learning styles being used as a precursor to training events. This has been within one global corporation and at least one education provider. The context has been “this is how you will learn best”. What of the neurodiverse paradigm and the uniqueness of individuals ?... I'll save that for a future post !

However, to suggest that learning is enhanced through the identification of a preferred style and subsequently leads to greater performance is a neuromyth!

A neuro myth is a commonly-held false belief about neuroscience. There are many neuromyths and “Learning Styles” is one of the most well-known and increasingly challenged across learning spectrums. It has had startling traction across many domains of society and is increasingly being addressed. There is no scientific evidence to support its claims that learning is enhanced through the identification of a preferred style and that learning in that ‘preference’ leads to greater performance.

Visual, auditory and kinaesthetic styles (and variations thereof) are very much a part of many establishment’s education, learning and development programs. Whilst they are established concepts they need to be challenged. This does not dismiss the notion that there are different styles of learning but does question upon what basis claims are made.

The advancing discipline of neuroscience is bringing insight and opportunities to redress the way we design learning. Neuroscience has shown us how neuroplasticity can enable us to be lifelong learners whilst technological advance has delivered a multitude of learning platforms. At the fore of this is a recognition that humans process information in many ways. ‘Learning Styles’ does not reveal neurological pathways, memory formation or brain processes. It is a, limiting self-belief and can lead to individuals being closed to and rejecting different ways of learning as they believe they have a ‘style’ which optimises their learning.

We are in an era striving to be free of labels and stereotypes and constantly discovering new ways of being the best we can be and contribute to society with our uniqueness.

Neuroscience is not the panacea to effective learning and development, but it is offering promising insight. It is constantly evolving so critical evaluation is required.

As coaches, educationalists, L&D professionals, trainers, academics and employers we are equally responsible for drawing attention to the advances in neuroscience as well as challenging the neuromyths.

Neena Speding

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD

First-class BSc (Hons) HRM, PGCE

#diversity #mental health #coaching

From Cacophony to Calm

Fri, 07 Jan 2022 21:14:27 GMT

From Cacophony to Calm

With two millennials, one teenager and an even bigger kid with a passion for all things hi-fi in the house you can probably imagine the cacophony of sounds that sometimes greets me.

With music ever present, rather than attempt to fight it, I was led to thinking about how I could use it to get mindfulness and calm into the family dynamic. This had the positive consequence of also assisting me with a client’s request for mindfulness amongst their leadership team.

Mindfulness is an ancient science that is still serving us today.

I believe that the deliberate cultivation of self-awareness and listening are central to conversations, learning and development, leadership and well-being. Having been asked by clients, from the boardroom to the classroom, about how to start practising mindfulness my answer was that their approach will be as unique as they are and to just experiment till they found what works for them. They kept asking. So now I often lead a guided exercise as a way of introduction and to date have seen even the most sceptical acknowledge that they became more focused and able to release their minds from distractions. Before I share this with you first here comes some science bits.

Neuroplasticity is the ability of our brain to change our neural wiring and pathways, regardless of age. Functionally, chemically and structurally our brains support us in learning and development.

Neurogenesis is the ability of our brain to grow new neurons. Whilst this an emergent field of study it is exciting and if you have a spare 10 minutes, head over to this TED Talk by Sandrine Thuret.

Bottom line is that our brains keep developing, evolving and you can harness this energy by diet, activity, lifestyle and most importantly listening to and being aware of your mind, body and soul.

For consideration

There is no one size fits all but here is a suggestion that you can take a group or team through and is one that can integrate across generations, cultures, into daily life and empowers individuals to experience mindfulness throughout their day.

Adapt the following guided exercise as you consider appropriate and personally engage in it alongside the group or team.

The focus is on listening

1. Ask people to bring in a piece of music and headphones

2. Find a suitable location

3. Eyes open or closed is up to them – I have witnessed many a makeshift eye mask/blind being created from ties, scarves and sheets of paper.

Introduce the exercise with…

“What I am going to be asking you to do is really listen to the music you have brought.

Initially you may find distractions fill your mind, let them pass and don’t fight them but keep bringing yourself back to the present and to the music.

Really listen.

Try not to sing the lyrics or predict the next phase of the melody.

Really listen and immerse yourself in the music.

A gradual release from distractions is difficult so perhaps try and focus only on one element of the music; the lyrics, the piano, the bass, the drums or identify what focus works for you.

Really listen.

Try it.

It isn’t easy but here’s the thing.

I guarantee that you will pick up on at least one thing that you never noticed before.

It may take more than one go but you will discover something new”.

4. Indicate that the exercise has started and ask participants to cue up the music they have brought and press play

5. You do the same

6. Announce the end of the exercise as appropriate hoping of course that no one brought a 14 minute remix version of their favourite song

7. Ask participants to reflect on their experience, either personally or by sharing

8. Remind them to take it as an experience, not a challenge. It’s just about being in the present.

As an alternative try mindfulness bells , there are many versions accessible on line. This one works for me and always takes me to listening to my heartbeat, awareness of my breathing and being in the present.

With practice, you will find that you can switch off the cacophony of sound all around, focus on your inner sounds and in being in the present. In fact, the more you practice you could eventually stop playing any music or sound and instead replace it with just the sound of you. You are after all the best witness and conductor to take the cacophony of sound in your mind, body and soul to a place of calm.

Neena Speding

MSc Psychology & Neuroscience of Mental Health,

MSc Psychological Sciences,

MBPsS,

Chartered MCIPD,

First class BSc (Hons) HRM, PGCE

#wellbeing #diversity #mindfulness #coaching #mentalhealth

What is your preferred title ?

Fri, 10 Dec 2021 19:38:07 GMT

What is your preferred title?

I recently received a communication that was signed ‘Mx’ from a colleague who had previously signed communications as ‘Mr’. This prompted me to ask some questions and do some research; for me it is not about labelling and compartmentalising, it is about being informed, inclusive and respectful.

‘Mx’ is one of many gender neutral or non-binary titles. It was added to the Oxford English Dictionary in 2015 and is defined as:

“A title used before a person’s surname or full name by those who wish to avoid specifying their gender or by those who prefer not to identify themselves as male or female.”

‘Mx’ pronounced “mix” or “mux” is currently considered the most prevalent of gender-neutral titles. ‘Sai’, ‘Ser’ and ‘Msr’ are some other non-binary titles and I hasten to add that there are many who choose not to use any title.

Globally there is an impetus to elevate gender spectrums across all aspects of life. In the USA, New York and Washington D.C. are among states that offer options for Category X on birth certificates. In Sweden, the word ‘hen’ is used as early as pre-school as a gender-neutral pronoun. Gender neutral marketing to gender neutral parenting provokes much narrative, but progression carries unease for many.

So how can you initiate debate, inform discussion and progress practice? Here are some possible starters:

Do you/would you share your preferred pronoun when you introduce yourself?

Is ‘Mx’ an option on your drop-down menus in your personal data capture – what titles do you offer?

Would you ask if you were unsure how to address an individual or assume normal pronouns apply always? They/he/she/ze or what do you prefer?

And perhaps, as a starter measure to your current position in the workplace, ask your leadership team “are our customer facing/Human Resources/Learning & Development/Marketing teams versed in the array, meaning and pronunciation of gender-neutral titles?”

Gender neutral lexicon is being used before the next generation’s entry into the workplace. Sharing pronouns and asking for others’ pronouns when making introductions is increasingly emergent in universities. Schools and educational establishments are adopting gender neutral uniforms and gender-neutral language. HSBC and DVLA have adopted some gender neutral lexis across their businesses and various other public and private bodies are adapting too.

So, with the next generation as potential customers, collaborators, employees and the current generations’ increasing awareness and openness to the gender spectrum, how ready are you for nurturing that informed, inclusive and respectful environment?

Here are two activities you may like to try to initiate action on diversity, inclusion and practice.

In an upcoming meeting or workshop start by sharing your preferred pronoun and follow by asking others to share theirs.

Sign your emails with a gender neutral title and see if it elicits any comment or feedback.

I can remember occasions when I was wrongly addressed as ‘Ms’ or ‘Miss’ and how strongly I sensed the need to correct it; it was a chosen part of my identity that I expected to be respected.

Today, I’m increasingly aware and empathetic towards the fact that I share that sense with many. Titles are not limited to an identification of gender or marital status but connect to one’s chosen identity and expression as a human.

This blog is by Msr Speding, assisted by Mx Stuart, edited by Mre Patel.

Neena Speding

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD

First class BSc (Hons) HRM, PGCE

#LGBTQ+ #diversity #inclusion #wellbeing #coaching #mentalhealth

Telomeres - helping me extend my health span

Thu, 09 Dec 2021 19:05:28 GMT

Telomeres - helping me extend my health span.

I constantly seek research and findings that effectively and meaningfully link academia and the real world. Recently an example that sparked my imagination was discovering the works of Elizabeth Blackburn a Nobel prize winning, molecular biologist.

In a world that constantly seeks to improve well-being she focuses on the positive application of theory and science to open the world to Telomeres and how they influence your health span.

Studying psychology and mental ill health, I have become increasingly and uncomfortably familiar with the negative vocabulary that currently prevails in the literature. “The Telomere Effect“ offers a refreshingly positive vocabulary and vibe as it presents a strong scientific representation of the effects of stress on one’s body and health span. The book powerfully articulates the levels of control we can exert on our own and others health by focusing on our Telomeres.

Quick definition required here, Telomeres are the caps at the end of our DNA strands, they offer a protective sheath often likened to that at the end of a shoe lace. It prevents damage to our DNA strands and protects the chromosome.

Chronic stress and negative thoughts can shorten your Telomeres whilst meditation has been shown to strengthen them. As an advocate of the power of empathy, self-awareness and mindfulness her book has given me a novel scientific narrative to translate research into reality.

An excellent preface, or substitute if time is of the essence, to the book is her TED talk , it offers an invaluable bite size insight to Telomeres and her work.

You have the power to change your well-being, explore the possibilities. I am!

Neena Speding

MSc Psychology & Neuroscience of Mental Health,

MSc Psychological Sciences

MBPsS

Chartered MCIPD,

First class BSc (Hons) HRM, PGCE

@elizabeth blackburn #wellbeing #The Telomere Effect #coaching #mentalhealth

Serendipity, Shoes & Sharing

Sun, 10 Oct 2021 12:26:42 GMT

Serendipity, Shoes & Sharing

World Mental Health Day .

A collaboration between Neena Speding ( epoché.com ) &

Dominic Ciambrone ( theshoesurgeon.com )

#couragetotalkopenly

#40seconds

The dictionary defines ‘serendipity’ as occurring or discovered by chance in a happy or beneficial way. What you can learn from that ‘chance’ is driven by your frame of mind and I would suggest, should never be underestimated. Let me elaborate…

I met Dominic at Heathrow Airport, by chance our journeys followed the same path for a short while and a conversation ensued. Dominic had just finished a hectic European trip and was looking forward to returning to his family in Los Angeles. Enquiring after me I shared that my life too was a bit ‘hectic’ as I was in the process of completing my learning journey in the neuroscience and psychology of Mental Health. Dominic shared that he had completed a short Vlog on mental health and that I should look it up. I could find it under his tag, he suggested I write it down but there was no need; as a person with a small penchant for the odd shoe or two, I would never forget someone called ‘theshoesurgeon’.

A few days later I watched Dominic's Vlog ; a short and unique visualisation of a personal journey, that resonated with me. Having myself spent the past 3 years studying and exploring therapies, medications, meditations and neural connections, his Vlog highlighted the innate power of perspectives and how the power in talking openly and sharing shouldn’t be underestimated.

Now it just so happens that, unbeknown to me, Dominic Ciambrone is very well known in certain circles, something he omitted to mention whilst we were talking. My 26-year-old son is in awe of his social media profile and the tag ‘theshoesurgeon’ is a literal translation of just one of the things Dominic gets up to – creating innovations in footwear. He has even combined his passion of art and his mental health journey to design custom sneakers to share his story.

So, here’s how I hope Dominic’s and my own positive frame of mind has created an opportunity to promote a shared passion from a simple encounter.

To highlight empathy, develop emotional literacy , reduce stigma and elevate the mental health narrative we ask that you create your own custom shoes: a 2d drawing, an actual shoe, a shoe cloud, a virtual shoe, whichever form you desire, to express your mental health experience and share it through your preferred medium? #couragetotalkopenly .

Whenever you feel you are ready and have the courage to talk openly, we invite you to do so and elucidate how it is to walk in your shoes. From the home to the classroom to the workplace to the board room everyone can be involved. Dominic has even designed a blank template that you can use and claim that in part your footwear was created by ‘theshoesurgeon’.

World Mental Health Day is always on October 10th. My encounter with Dominic made me reflect on men's mental health and suicide ; every 40 seconds someone takes their life #40seconds . Men have a higher incidence of suicide and in part this is attributed to not ‘opening up’. For me the message lasts beyond a single day and acts as an acknowledgement that others have and are, navigating their own mental health journeys. Our serendipitous encounter has shown me how Dominic is a great advocate and example of the courage to talk openly and I wanted to share that.

Neena Speding.

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD

First-class BSc (Hons) HRM, PGCE.

Cannabis Conversation

Fri, 17 Sep 2021 12:47:14 GMT

Cannabis Conversation

So, here’s two questions:

Would you frequent a commercial cannabis establishment if you were in a place where it was legalised ?

Would you partake in any Cannabis consumption with a client/colleague of that region?

I know this could be a multi-faceted dilemma for some or a simple judgement call for others but for me it’s an opportunity to re-frame the conversation.

Cannabis has been in the spotlight recently: Canada’s upcoming legal reforms, Coca Cola’s exploration of cannabis infused drinks., clinical use in paediatric epilepsy and the sight of Elon Musk being interviewed whilst smoking a joint. In this latter instance I was struck by the negative backlash that ensued despite his disclosures of “I’m not a regular smoker of weed. “I don’t actually notice any effect … I don’t find that it is very good for productivity”. Subsequently Tesla issued a statement that traces of THC (a component of cannabis) within specified limits are within its drug policy; we are curious as to the THC component of the joint he smoked but more importantly did he know?

I am not an advocate of recreational cannabis use but am realistic and honest enough to acknowledge that some colleagues, staff, clients, family and friends may be. I am however a strong advocate of understanding and discussing the information available on cannabis. I consciously avoid use of the term Marijuana as it has historically racist overtures.

"The opposite of addiction is not sobriety the opposite of addiction is connection" (Johann Hari 2015).

In your workplace what is the discussion to get that connection to Cannabis?

• Drug and alcohol policy

• Clinical vs commercial use

• THC & CDB

• Mental Health and well being

• Biases and stereotypes

• Lexicon of cannabis

• Research and data driven insights to neurological , physical , psychological and social affects

These are just some of the critical conversations that we seek to engage in as part of our “conversation cannabis” programme - are they part of yours?

Neena Speding

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD

First class BSc (Hons) HRM, PGCE

We offer a 'Conversation on Cannabis'- it's designed to encourage debate, foster awareness and adapt an approach to talking about cannabis in the context of your organisation / establishment. Just get in touch to see if we can help.

Johann Hari’s fascinating talk can be found here ;

Eight positive benefits of mindfulness

Fri, 27 Aug 2021 16:54:32 GMT

Eight positive benefits of mindfulness

The relationship between mindfulness and stress is well documented. Our awareness of stress and the negative impact it has on ours and other lives is becoming more perceptible. Mindfulness, as a stress reducing therapy, is becoming increasingly used in clinical practice and its impetus in and outside the workplace is gaining steady traction.

Whether it’s traditional Buddhist or western secular practice, mindfulness to the novice, is effortful and not effortless. Its results often create a relaxed physiological state but it goes far wider than this; obtaining ‘optimal functioning’ is the desired state. As Sara Lazar, Ph.D. Harvard Medical School states, “Although the practice of meditation is associated with a sense of peacefulness and physical relaxation, practitioners have long claimed that meditation also provides cognitive and psychological benefits that persist throughout the day,”

So, to help you consider whether there is value in establishing ‘optimal functioning’ through mindfulness practice, here are eight areas where research has identified, and continues to reveal the positive impact of mindfulness based meditations;

1. Cellular aging: keeping your cells younger for a healthier and longer life 

2. Focus: neural pathways of Task Positive Networks and Default Mode Network Meditation is associated with reduced activations in the default mode network 

3. Attention: attaining, sustaining and directing your attention to attend to what’s important to your values and well-being 

4. Empathy: relatedness to others; correlations with compassion for self and others 

5. Self-Awareness: physiological, psychological, emotional and cognitive awareness 

6. Self-regulation: making room for your feelings through reflection and acceptance 

7. Well-being and mental ill health: physiological and psychological triggers and responses 

8. Biases: An important facet of mindfulness is “non-judgmental awareness of sensations, feelings and state of mind.” 

As can be seen, a whole range of physiological, molecular, cognitive, emotional and behavioural responses can be evoked and these can positively contribute to facilitating adaptation to change.

Mindfulness is not a ‘one size fits all’ practice or intervention. Future research will enlighten us on how to tailor our mindfulness practice, current research enables us to explore numerous pathways.

Neena Speding

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Science

MBPsS

Chartered MCIPD

First class BSc (Hons) HRM, PGCE

Mental ill-health in the workplace

Wed, 28 Jul 2021 17:30:11 GMT

Mental ill-health in the workplace

I recently watched this insightful workplace perspective from CNN on mental ill-health and wanted to share. The perspective is sadly an increasing reality.

Why bother investing 25 minutes of your valuable time?

Well, 1 in 4 of us will be affected by mental ill-health; that’s 25 out of 100 of your employees, 100 out of 400 of your customers whatever your metric, it’s in your landscape. It is a wide-ranging spectrum, indiscriminate and has a legacy of negativity and ‘burden’. As agents of social change, we all have a responsibility to destigmatise mental ill-health and create environments where mental well-being can thrive.

Creating a culture that engages in the dialogue and shares experiences is a step in the right direction; mindfulness, meditation and detaching from digital distractions are all gaining traction across organisations.

We encourage and empower you to be that agent of social change and mobilise that culture of mental well-being.

Neena Speding

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD

First class BSc (Hons) HRM, PGCE

Dark Necessities are part of my Design

Thu, 17 Jun 2021 20:03:45 GMT

Dark Necessities are part of my Design

During a recent debate discussing the need for emotional intelligence and agility in the workplace a challenging thought was put on the table when someone presented their perspective that self-regulation was about “hiding emotions wasn’t it?”

I have always considered self-regulation as being mindful of our internal narrative, accepting our emotions by recognising and then navigating them for helpful outcomes. Emotions and thoughts can be positive or negative. A recognised human tendency is to unconsciously navigate towards our Negative Automatic Thoughts (NATs), a psychological concept often used in Cognitive Behavioural Therapy (CBT). It stems from Aaron Beck’s (1976) cognitive model within which he proposes that we can notice our NATs and subsequently process them differently IF we pay attention and learn to navigate them. My preferred approach, to process them differently, is to use a reflective journal and practice daily mindfulness.

To answer the question, I shared valuable and accessible science I had explored to develop a narrative on addressing emotions and being emotionally resilient in 2022 and beyond . Psychologist Dr. Susan David’s four key concepts in her book Emotional Agility resonated particularly strongly. She purports that “The process isn’t about ignoring difficult emotions and thoughts. It’s about holding those emotions and thoughts loosely, facing them courageously and compassionately, and then moving past them to ignite change in your life”.

To do this, she developed a four-step conceptual model . I practice it in my professional and personal life and hope you too might find it of use;

1. Showing Up:

Instead of ignoring difficult thoughts and emotions or overemphasising ‘positive thinking’, acknowledge and face into your thoughts, emotions and behaviours willingly, with curiosity and kindness.

2. Stepping Out:

Detaching from and observing your thoughts and emotions to see them for what they are—just thoughts, just emotions. Essentially, learning to see yourself as the chessboard, filled with possibilities, rather than as any one piece on the board, confined to certain preordained moves.

3. Walking Your Why:

Your core values provide the compass that keeps you moving in the right direction. Rather than being abstract ideas, these values are the true path to willpower, resilience and effectiveness; develop & define them if you haven't already done so.

4. Moving On:

Small deliberate tweaks to your mind-set, motivation, and habits – in ways that are infused with your values, can make a powerful difference in your life. The idea is to find the balance between challenge and competence, so that you’re neither complacent nor overwhelmed. You’re excited, enthusiastic, invigorated. This takes time and for me was a lengthy trial and error exercise; 2022 has elucidated how it will constantly evolve.

So, in response to the view that self-regulation is about hiding emotions, I would argue that the amount of psychological effort required to hide emotions far outstrips that needed to pay attention to them and move on. The model above offers a powerful strategy that can be used to help you or that you can use to help others navigate everyday thoughts, feelings and emotions.

Amidst all the science, it always surprises me as to where, when and how I get reminded of the power of our emotions and NATs. Whilst on the treadmill my playlist blasted out the Red Hot Chili Peppers “Dark Necessities”. I’m sure there are many interpretations to this song, but for me I leverage some of its lyrics as a positive acceptance that we can navigate our difficult emotions. The line “Dark necessities are part of my design” makes me pay attention once again to the thoughts that are part of my design. It’s a positive acceptance that all thoughts and emotions need navigating if we are to be truly emotionally intelligent and agile.

We all have what may be perceived as a dark necessity and it’s OK to call it that and as the lyrics go on to say:

“Darkness helps us all to shine”

Neena Speding

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD

First class BSc (Hons) HRM, PGCE

References:

Beck, A. T. (1979). Cognitive therapy and the emotional disorders. Penguin. Chicago

David, S. (2016). Emotional agility: Get unstuck, embrace change, and thrive in work and life. Penguin.

Notice your 'firsts'

Tue, 27 Apr 2021 13:49:05 GMT

Notice your 'firsts'

Do you remember the first time you flew on an airplane?

These are the types of ‘firsts’ we never forget – we’re either full of excitement or nervousness.

April is Stress Awareness Month and we are asking when experiencing your ‘firsts’ do you find them effortful or effortless?

• Maybe you’ve had a baby

• Started a new career

• Started at a new school

• On a new diet

• Living in a new place

• Left a career

• Over whelmed by the volume of things you have to do

What we’re aware of is that whether you find it effortful or effortless it is your choice. If the story you’re telling yourself is ‘it’s going to be hard’ then it always will be – because that’s what you believe.

We all love to indulge in telling our stories, why something is difficult, complicated, tough and gruelling – equally what if we believe it will be easy, simple, straightforward and effortless? What could happen then?

Wherever you are in your story we encourage you to be kind to yourself, become more aware about how you approach your ‘firsts’ and consciously choose whether you want your experience to be effortful or effortless.

It really is your choice.

Neena, Neets & Carol

Collaborators

A Strategic Pause ... nudges, narrative and neuroscience.

Wed, 27 Jan 2021 22:31:53 GMT

Strategic Pause ...nudges, narrative and neuroscience.

There is no doubt that individual time out, focus on the present and digital disconnection can all help alleviate unhealthy thoughts, feelings and behaviours. However, could a more organisation wide approach to a 'strategic pause' stimulate further well being and unlock untapped potential in organisations ?

C hange is ubiquitous and can be a relentless force that challenges people psychologically, physically, socially, emotionally and can result in the development of potentially unhealthy thoughts, feelings and behaviours.

In the workplace change is the norm.

Cue a ‘strategic pause’. What could happen if we apply the notion of a ‘strategic pause’ in a more regular and unified approach across our organisations? What could the stimuli of a ‘strategic pause’ trigger across organisations?

In a recent workshop, developed to optimise navigation of potential disruptive thoughts, feelings and behaviours, the focus was on how three functional areas of the brain interact, collaborate and compete during emotional and social processing in problem solving. The insights were designed to support leaders in nurturing and sustaining behavioural change to deliver business change.

The workshop design was rooted within the organisation’s People strategy . People teams have an omnipresent challenge to redesign and sculpt their department's signature processes. In the case of talent management, acquisition and development, it is becoming increasingly evident that ‘talent’ is gravitating to those organisations who have emotional health and well-being focused policies, competencies and cultures. In the case of the ‘strategic pause’ it is becoming increasingly relevant that People teams across organisations lead the nudges, narrative and know how on saying it’s OK to press pause.

Here are brief summaries of the three brain regions the workshop explored:

Temporal Parietal Junction (TPJ)

In the simplest terms the TPJ is a junction whereby information from our external material world and our internal mental world is processed and integrated (Eddy, C.M. 2016). The TPJ plays a crucial but complex role in stimulus driven events such as unexpected stimuli/problems. It is associated with our focus of attention, what perspectives we take with regards to stimuli and our behavioural flexibility. Studies have shown its involvement in emotional awareness and empathy. The TPJ contributes to our choice deliberation in problem solving which can give agency to bias and assumptions in decision making.

Amygdala

This was the most recognised of the three terms and had quite a bit of notoriety around it before we even started. Both hemispheres of the brain have an amygdala. It is considered key to our perception and response to emotional stimuli - including how we react towards unexpected stimuli/problems. When triggered, the amygdala prepares us for fight or flight. Chemical activity prevails, stress hormones are in abundance and most notably decision-making capability is compromised as the amygdala dominates the brains resources depriving other parts of oxygen, blood flow, and nutrients. It evokes strong emotional responses and volatility so if left unattended can lead to compromised focus, memory and trigger irrational/inappropriate behaviours.

Hippocampus

The hippocampus is associated with learning, emotional regulation and episodic memories. The hippocampus is situated close to the amygdala and they usually work in unison with our emotion and memories to enable evaluation for appropriate responses. The disruption of the amygdala-hippocampus pathway through the redirection of the brain’s resources removes our usual focus on multiple perspectives to fixating on one. This limits our thoughts, feelings and behaviours.

It is important to note that I illustrate the role these brain regions have in relation to the context of problem solving in the workplace and present a body of evidence to support the associations. Each region, as part of the brain’s complex neural architecture, has other functions and equally there are other brain regions that contribute to problem solving.

To demonstrate these brain regions functionality and bring to life the science, a series of challenging/lateral problems (unexpected stimuli), unrelated to the business, were presented. This resulted in validation of how the amygdala monopolises neural energy and impairs decision making and memory recall. The concept of the ‘strategic pause’ was then introduced allowing for the dominating effect of the amygdala to pass and the re-establishment of stronger neural connectivity, enabling other brain regions to activate and contribute.

Some of the results:

• A demonstrable improvement by the group to clearly assess and identify the problem

• A demonstrable improvement to managing bias

• The identification of triggers that need to be mitigated to manage future episodes

• Implementation of a ‘strategic pause’ in narrative and action for future events

• Increased connection and collaboration across business units

An unexpected, but notable outcome was the sharing of some ‘gems’ of how people were already navigating their feelings, thoughts and behaviours. These were simple to implement ideas that could assist the organisation but may have laid dormant in an individual if it weren’t for the workshop.

One of my favourites and one that I can share was how an attendee described the process, but more importantly the rationale and benefit behind utilising the functionality in Outlook where you can set a delay in the sending of an email after you hit the ‘SEND’ button.

I’ve been there … too much to do and no time to proofread responses. Yet as little as a 2-minute delay would allow a ‘strategic pause’ to review. So, give it a go, explore options for delaying emails irrespective if you are stressed, pressurised or when you aware of something/someone being a trigger. As a minimum it avoids the need to rely on ‘recall’ or the use of profuse apology!

Utilising the lens of psychology and neuroscience, I have shared one approach to the ‘strategic pause’ with the sole purpose of starting the narrative.

So, consider for a moment, what could the stimuli of a ‘strategic pause’ trigger across your organisation?

People teams strive to ensure they nurture and sustain behavioural change to deliver business change and using a ‘strategic pause’ is a viable and valid approach. Beyond helping organisations to develop emotional health and well-being focused policies, competencies and cultures, the ‘strategic pause’ could trigger the pressing of the pause button to become as much a norm as change.

Neena Speding

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD,

First-class BSc (Hons) HRM, PGCE.

References:

Eddy, C. M. (2016). The junction between self and other? Temporo-parietal dysfunction in neuropsychiatry. Neuropsychologia, 89, 465-477.

CIPD Case Study : Neena Speding

Sun, 27 Sep 2020 21:08:40 GMT

CIPD Case Study: Neena Speding

“Life's most persistent and urgent question is, what are you doing for others?” – Martin Luther King, Jr.

I am fortunate and grateful to be able to volunteer to supports others

Whatever it is that you do it is always humbling to be appreciated. As one of the CIPD enterprise adviser team this case study reflects my journey in this role ; I am only one of the many parts in this collaboration between the CIPD and Careers and Enterprise Company. I hope it offers insight and encourages others to consider joining this or another volunteering opportunity.

Thank you CIPD.

Neena Speding

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD,

First-class BSc (Hons) HRM, PGCE.

Discussing Emotional Intelligence and well being @Parkside

Fri, 17 Jan 2020 14:40:42 GMT

epoché , discussing emotional intelligence and well being @Parkside Recruitment

Engaging morning with HR/people professionals exploring well being and weaving emotional intelligence into the fabric of organisations.

Connect to see how epoché can support your People strategy; neena@speding.com

Neena Speding

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD

First-class BSc (Hons) HRM, PGCE.

Nudges do Work

Mon, 07 Jan 2019 19:23:56 GMT

Nudges do Work

Recently I have been incorporating the ‘Telomeres Manifesto’ as a nudge in organisations, to better manage stress and well-being.

Simply put, the nudge theory states that small changes in the “choice architecture” of people can lead to meaningful shifts in behaviour. During his time as Google’s SVP for People Operations, Laszlo Bock investigated and invested in understanding how behavioural science could improve the workforces’ health at work and home. He deployed an array of nudges that delivered steady progress with impressive metrics demonstrating how nudges motivated employees to make healthier and wiser lifestyle and dietary choices.

Whilst some opponents of nudge theory are concerned with it being a potentially manipulative practice, Laszlo noted “nudges are about influencing choice not dictating it” (WORK RULES, 2015).

From my perspective, a transparent alignment to an organisation’s purpose, value and behaviours (PVB) and an equally transparent dialogue about nudge theory ethics and its limitations, are conversations that need to be had before nudge development. Nudges do work.

As a nudge the Telomeres Manifesto serves not only as an aide-mémoire but can assist an organisation to design an environment where it can change attitudes and behaviour towards managing stress and well-being. It has sparked curiosity, encouraged exploration and offered a scientific insight to well-being. Clients have unanimously said it offers them a choice they weren’t aware of.

It is always a rewarding challenge working with organisations to promote and navigate well-being in the workplace. The fact that we can leverage behavioural science to nurture decision making is of benefit and the continuing application of scientific discovery means that the journey is evolving with evidence based data.

Try the Telomeres Manifesto as a nudge in your environment.

Neena Speding

MSc Psychology & Neuroscience of Mental Health,

MSc Psychological Sciences,

MBPsS

Chartered MCIPD,

First class BSc (Hons) HRM, PGCE

Sources

The Telomere Effect: A Revolutionary Approach to Living Younger, Healthier, Longer. (p.327)

Elizabeth Blackburn and Elissa Epel, 2017

Nudge: Improving Decisions About Health, Wealth, and Happiness’.

Richard H Thaler and Cass R Sunstein, 2008

WORK RULES! Insights from inside Google that will transform how you live and lead.

Laszlo Bock, 2015

Three reasons to go outside

Thu, 20 Dec 2018 15:21:25 GMT

Three reasons to go outside

A Stanford led study finds quantifiable evidence that walking in nature could lead to a lower risk of depression.

Here are our reasons for going outside.

Connection (Neets)

“Working at home means I can go days without seeing people. I make a point of going out everyday to stay connected to the world. I smile and talk to strangers. I make their day and they make mine.”

Fresh air (Carol)

“I make sure I go outside everyday for some fresh air, it always provides me with a change of perspective. I see things differently and I see different things.”

Well-being (Neena)

“Going out enables me to disconnect from digital distractions and connect with the present and nature.”

Tell us, what are the benefits you feel when you go outside and walk in nature?

Neets, Carol & Neena

Collaborators

Collaborative Intelligence

Sun, 14 Oct 2018 15:29:19 GMT

Collaborative Intelligence

Which of these terms are you more familiar with: Artificial Intelligence, Intelligence Augmentation or Collaborative Intelligence?

Whilst they are differing processes and perspectives Artificial Intelligence (AI) and Intelligence Augmentation (IA) will change our interactions with technology and they are an ever emergent part of the fabric of organisations.

This article in the HBR although lengthy, is an insightful, thought provoking, controversial and useful piece for igniting discussion and maybe even shaping the direction in your organisation’s technological innovation.

Whereas the article lacks detail on issues of bias and ethics – which in my view are crucial elements of any discussion on this topic – it does highlight technology, human interaction and connectivity as the building blocks for ‘collaborative intelligence’. Bias and ethics we know are human conditions; so any data which may have been influenced by either or both will inevitably translate to create a ‘machine condition’. Any challenge and intervention to bias and ethics in the human condition should be emulated to the machine condition.

The key take home message for me is in the title ‘collaborative intelligence’. At epoché we nurture collaboration in all we do, this will be the term I use when engaging with clients and colleagues in future discussions on AI and IA.

I encourage you to stand back, take an objective look and nudge your narrative towards ‘collaborative intelligence’.

Neena Speding.

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD

First class BSc (Hons) HRM, PGCE

Listen to your body

Mon, 04 Jun 2018 14:07:38 GMT

Listen to your body

As I continue my learning journey, I am becoming increasingly struck by how statements such as ‘listen to your body’ would appear to be intuitively connected to neuroscience.

Whether it is my age; a drive to enhance and improve the quality of work cultures; devise meaningful and well-being focused development opportunities, being a parent or just an increased mindfulness and awareness of well-being, I find myself reflecting on how much we now know about our brains and also how much we don’t; the great news is this science is becoming increasingly accessible.

Take for example a little thing called the ‘circadian rhythm’. Some of you may know of this already as the sleep clock, or the day-night clock but until recently I did not fully appreciate just what an amazing evolution it is and how much I have not been a good custodian of my circadian rhythm.

First here’s the science bit.

The circadian rhythm spans 24 hours in line with our planet’s orbit and is linked to us being active during daylight and sedentary during night. It is controlled by a part of the brain called the Supra Chiasmatic Nucleus (SCN). This is reactive to light and triggers or suppresses the production of melatonin which is the agent that tells our body and brain that it’s time to slow down and get ready to sleep. Why we sleep is open to debate, what we do know as a result of neuroscience is it assists with cell rejuvenation, moves the day’s data into memory and restocks energy levels in our brain’s function. Thinking and behaving are after all energy consuming activities, especially with all those synapses firing off like little bolts of lightning.

So, if light/dark are the key triggers for our SCN what does our 24-hour connected society pose as potential disruptors to our rhythm?

It is known that ‘blue’ light used in phones and laptops is attractive and welcoming but equally impact’s our health. There is sound neurological reasoning as to why we should not be exposed to it at night. This light, even in small doses, confuses our circadian rhythm into thinking it’s daylight – so try to dim the light at night even if you can’t remove it completely.

Consider this: what is the price of being up late finishing that last email, last-minute procrastinated paper/report submission or game you want to complete? It will undoubtedly affect your sleep and knock on to the following day. Long term sleep deprivation has serious issues for our well-being and mental health and is well researched and documented.

On the positive side expose yourself to as much natural light as possible during the day. As well as suppressing melatonin it gives us a welcome shot of vitamin D. And in the workplace, whatever your role, try to develop nudges that highlight the importance of circadian rhythms.

Evolution has got us to this rhythm and I wonder what impact this connected society will have on the future evolution of our circadian rhythm .

Be a good custodian and look after your circadian rhythm.

Neena Speding

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD

First class BSc (Hons) HRM, PGCE

Do you Focus or Fixate

Mon, 30 Apr 2018 20:30:18 GMT

Do you Focus or Fixate?

What does it mean to us when we focus or fixate and what can we do to shift our attention? Here are a few thoughts we had over a coffee, when it was the safe to do so ...

Neena

A key learning for me during my mindfulness journey has been the focus vs fixation of my attention. During the past year this has been a constant for many I'm sure. With such a change in lifestyle I wanted to share three strategies that may help you increase your awareness and demonstrate how you can develop your own coping mechanism.

Here’s an analogy that was presented to me and it resonated loud and clear. Fixated attention is like a cumbersome, murky, block of ice – Focused attention is like a flowing stream.

Fixating on objects, sensations, feelings and thoughts during the day for many of us is a regular occurrence. As soon as they arise in our awareness they are automatically coloured by our perception. Consider that you have a performance review scheduled for later today, how many times have you fixated on that and what automatic colouring have you applied to it? How much effort have you put into ruminating about it? Fundamentally what can you do until it starts? More importantly what have you not done as a consequence of fixating about it?

Mindfulness has enabled me to become aware of my automatic colouring, identify when I’m fixating and enabled me to redirect my attention and focus on the flowing stream.

Neets

I have noticed that when I focus my attention everything is possible, I’m flying, I have the brain power to apply to whatever I’m doing, and my energy feels light and mischievous. It’s about fun and travelling light.

On the other hand when I fixate my attention, I feel irritated, I’m a bit repetitive and also my energy feels heavy – like I’m carrying a huge amount of baggage that just needs to be checked in so that I can travel through life with freedom and ease.

It takes a huge amount of effort to be aware of where I place my attention, for example it’s easy to fixate as it can be like being on auto pilot.

I’m lucky enough to be surrounded by people who I can talk things through with and whilst talking out aloud I can hear myself and notice easily where I am placing my attention. Another way I move out of fixating is to say to myself 5,4,3,2,1 go and think in a focused and positive way.

Carol

When I moved from the UK – to Anchorage, Alaska – literally to the other side of the world. It’s an exciting adventure and a huge change, everything is different.

Driving is just one example of something that is different, and I'd catch myself fixating about – something that I wouldn’t normally even think about – but here driving a brand new car, on the other side of the road in icy conditions means that it’s not so straightforward.

After the first couple of weeks of avoiding driving and worrying about it before I even got in the car, I realised I was missing out and this needed to change.

Three things I’ve done to break free of this fixation:

1. To do it, to get into action and just drive. I scheduled appointments with friends (so I couldn’t back out of it) and slowly I’m building up actual examples (opposed to the stories in my head) of how it’s fine. The next time I get in the car I think about the easy journey of yesterday, replacing the ‘what if I drive the wrong way down the road’ story I was obsessing about.

2. Talking about it. I told a friend and she sympathised totally and told me some of her stories of how she felt when she first started driving in Alaska. Suddenly it’s not just me and it’s not just in my head, which makes it less scary.

3. Humour. I’ve lightened up about it. Seen the funny side – like when I keep opening the passenger door and have to pretend that I’m just putting my bag on the seat before I walk round to get in the driver’s seat!

Anchorage is beautiful and wherever I am I can see amazing mountains. Their vast steady presence always reminds me how lucky I am to be here. That gets me grounded and present again and slowly I’m letting go of my worry and I’m actually starting to enjoy my journeys in the car.

Thanks to Anita and Carol for sharing.

So have you found yourself fixating recently, what can you do to manage this and can I help?

Neena Speding

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD

First-class BSc (Hons) HRM, PGCE.

Help young people get an insight to your career.

Mon, 05 Mar 2018 14:14:53 GMT

Help young people get an insight to your care e r

National Careers Week and National Apprenticeship Week promote the importance and need for innovative ways to connect young people to the multi-faceted world of work. And the bottom line is that schools and colleges need help from people like you in the workplace to make this challenge a reality.

CIPD in partnership with the Careers and Enterprise Company and the Mayors Fund for London have a growing number of professionals who commit their time to supporting a school or college to develop a careers strategy.

The central point of purpose is the need to introduce careers advice from an early age and establish sustainable links with local labour markets. This is reinforced by the current strong rhetoric on skills gaps;

‘acute shortage of skilled workers’,‘struggling to fill key vacancies ‘, ‘income inequality’ and ‘social mobility’.

It seems a formidable task and every contribution could help ease the load and make a real difference.

The value of workplace encounters through what I have termed ‘collaborative careers conversation’ will go a long way to connecting, mentoring and inspiring our next generation. It may stimulate entrepreneurism, investment in skills and it may offer alternative pathways to those young people seeking something diverse or unique. The outcome of your discretionary effort will have merit for at least one individual.

So, I ask you and your networks to consider having at least one, ‘collaborative careers conversation’ with a local or connected school during 2022. It could be as informal as sharing your career story, a company presentation or any platform that can offer a lens into the world of potential careers to a young mind.

If you want to help young people get an insight into your career story please contact me , the careers and enterprise company or your local school .

Neena Speding

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD

First class BSc (Hons) HRM, PGCE

Nudges in our Emotional Intelligence

Fri, 30 Jun 2017 19:48:33 GMT

Nudges in our Emotional Intelligence

I'm sharing from what was an informative, reflective and invaluable day at an EQ Summit in London.

Some of the ‘very best in the business’ were there, an inspiring and diverse line up of passionate advocates who value and impact the areas of emotional intelligence, mindfulness and creativity, across business, education and life.

For me the nudges from the day included;

Dr. Martyn Newman

Kicking off the day with a reflection that the most valuable workers in this moment in history are relationship workers. Who could disagree? Relationship skills across the organisation, with all stakeholders and ultimately customers, will be a key competence that needs to be harnessed and honed.

James Darroch, CEO Sky

Shared amongst other insights “the singular move to empathy has been significant in our business”. A concerted and continuing application of emotional intelligence across all aspects of his business is a success story worthy of sharing and celebrating.

James Arnold

Shared a case study of Investec’s ‘refreshingly human’ emotional intelligence programme validating the need to be creative, take risks and be intuitive. He presented a bold, honest and ‘refreshing’ narrative. Not bad for a banker!

Sir Ken Robinson

On ‘talent’ and how ‘life is not linear’ took the quote of the day for me with;

“Do you find it intoxicating when you go into the gym or do you need to be intoxicated to go into the gym?”

He was intoxicating, he also shared an inspirational and uplifting video: Landfill Harmonica which re-enforces the need to reframe discussions and challenge our thoughts and systems to seek greater things.

Daniel Goleman

“if you don’t tune into yourself you won’t tune into others”. An eloquent reinforcement that the concept of emotional intelligence is grounded in self-awareness.

Baroness Susan Greenfield

Working Neuroscientist extraordinaire – her energy and passion is second to none. Her revelation that “brain cells grow branches when stimulated, increasing their surface area and leading to more connections” meaning your neural pathways can be altered at any age.

Ruby Wax

Was articulate and animated as ever as she shared her neuroscience, stress and life dialogue. She was being Ruby!

Anyway, a good day for me and a call to action in a number of areas.

So what I’m curious about is what are you doing about your emotional intelligence journey?

Neena Speding

MSc Psychology & Neuroscience of Mental Health

MSc Psychological Sciences

MBPsS

Chartered MCIPD

First class BSc (Hons) HRM, PGCE

3f2e3efb2b6f4adfa31b0c992b04ee39

Mental ill-health - is it on your agenda?

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Do you Focus or Fixate? What does it mean to us when we focus or fixate and what can we do to shift our attention? Here are a few thoughts we had over a coffee, when it was the safe to do so ...

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Help young people get an insight to your care e r

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Donate your Emotion

So Friday 4th Feb 2023 is World Cancer Day but for many Cancer Day is everyday

Collaborative Career Conversations

With a pinch of your passion and an inch of your inspiration ...

could you help young people get an insight to your career pathway?

Welcome to the Neuromyth

Among the hustle and bustle of trying to get a socially distanced seat at a recent neuroscience seminar, I overheard a remark:

“We should consider designing learning interventions for the brain and not the learning style”

From Cacophony to Calm

With two millennials, one teenager and an even bigger kid with a passion for all things hi-fi in the house you can probably imagine the cacophony of sounds that sometimes greets me.

Telomeres - helping me extend my health span.

I constantly seek research and findings that effectively and meaningfully link academia and the real world. Recently an example that sparked my imagination was discovering the works of Elizabeth Blackburn a Nobel prize winning, molecular biologist.

World Mental Health Day .

A collaboration between Neena Speding ( epoché.com ) &

Dominic Ciambrone ( theshoesurgeon.com )

#couragetotalkopenly

#40seconds

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I recently watched this insightful workplace perspective from CNN on mental ill-health and wanted to share. The perspective is sadly an increasing reality.

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During a recent debate discussing the need for emotional intelligence and agility in the workplace a challenging thought was put on the table when someone presented their perspective that self-regulation was about “hiding emotions wasn’t it?”

Notice your 'firsts'

Do you remember the first time you flew on an airplane?

These are the types of ‘firsts’ we never forget – we’re either full of excitement or nervousness.

CIPD Case Study: Neena Speding

“Life's most persistent and urgent question is, what are you doing for others?” – Martin Luther King, Jr.

I am fortunate and grateful to be able to volunteer to supports others

epoché , discussing emotional intelligence and well being @Parkside Recruitment

Engaging morning with HR/people professionals exploring well being and weaving emotional intelligence into the fabric of organisations.

Nudges do Work

Recently I have been incorporating the ‘Telomeres Manifesto’ as a nudge in organisations, to better manage stress and well-being.

Three reasons to go outside

A Stanford led study finds quantifiable evidence that walking in nature could lead to a lower risk of depression.

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As I continue my learning journey, I am becoming increasingly struck by how statements such as ‘listen to your body’ would appear to be intuitively connected to neuroscience.

Do you Focus or Fixate?

What does it mean to us when we focus or fixate and what can we do to shift our attention? Here are a few thoughts we had over a coffee, when it was the safe to do so ...