Is it possible for wellness and the efficacy of staff to be improved together, using the same practice? CEOs team leaders and business owners looking for the best possible results for both the companies they represent and the men and women that form their teams, are finding innovative solutions to this dilemma through a phenomenon called Bridging the Heart and Mind and we recently spoke to Melbourne based leadership coach Stuart Hayes about this new HR approach:

To establish the need and value of this approach Hayes asks leaders to contemplate the repercussions of anxiety in the work place and compare that to the end results obtainable if well-being’s taken care of:

Staff Efficacy – Tension as well as negative feelings mean team members focus is distracted and their psychological clarity is impeded… in contrast more satisfied team members have clearer minds and are far more engaged, purposeful and imaginative.

Wellness – Strain and negative feelings may lead to disease while happier employees are often healthier and also more satisfied with the things they do.

Morale – Stress and negative feelings bring about higher staff turnover. Whereas team members who are more satisfied feel even more linked to both their workplace and also each other, and this means they generally stay longer.

Brand Name Management – Tension and also negative feelings might lead staff to feel resentful and decrease their degree of patience and dedication in customer support. In contrast generally happier personnel relate better with clients and are better advocates of your firm and your brand.

Getting Staff on Board with Strategy or Strategic Adjustment – Stressed or pessimistic personnel are less likely to align with the teams game plan and at the same time are more likely to resist the implementation of procedural changes… in contrast forward-looking happier workers are creative, curious, instigate improvements and also are usually more accepting of both the present approach as well as any alterations.

So what is the answer to disenchanted non-productive teams?

To enable personnel to tackle anxiety and stress and also to attain changes for the better of the type already listed above, businesses are using work environment well-being resources, keep in mind though, not all such projects are effective or turn into productivity increases, says Hayes. “Really though, getting enduring advancements in both effectiveness and also wellness needs a great deal more thought compared to merely enabling a little job elasticity, supplying a gym subscription or contracting a public speaker to come in and rev up the troops. These are pretty much ‘box ticking’ exercises and are never going to make the difference required” claims Hayes. In fact, it’s this box ticking approach that is the most usual reason wellness initiatives are missing the boat.
Hayes likes to stress that helping teams to raise their satisfaction and experience of their job and the results they attain from their work is the same thing. You cant sustainably achieve one without the other. He goes on to say that “The aim must never be the development of a wellbeing program in and of itself. Preferably, it ought to be the development of a new culture where responsibility plus well-being are the foundations. What this points to is that we take responsibility for altering the way our employees respond to pressure and negative feelings, transforming the manner in which our team relates and interacts with each other, and also seeing to it every person is in sync with the team’s larger purposes, all at the same time. This is the basis of a truly excellent culture, which is why leaders ought to look upon themselves, over and above anything else, as guardians of culture.”

STUDIES ON MINDFULNESS AND HEART RESONANCE

As is well reported, mindfulness is being effectively used by plenty of institutions to help staff accept and more effectively cope with negative emotions and pressure situations. But what hasn’t been so widely reported is that our mind and heart continually interface with each other, that the heart can help move a person’s feelings from negative to favorable, or that our heart’s field makes a quantifiable impression on other individuals in our vicinity. Work utilizing these little known facts is at the forefront of H.R. development and effective leadership says Hayes. “In many ways a lot of us experience these ideas instinctively, considering all of us have a heart and a mind, and yet the expanding research into this area that shows the heart and mind collaborate is still amazing,” he said,

Hayes has invested the bulk of the last seven years researching this interaction, the way in which it applies to the office as well as coaching individuals so that businesses can benefit from it.

Consider the following benefits, which are based on proven researched facts:

Number One: When connecting with a great leader, a person’s brainwaves will sync up with the leader, an outcome that does not come about when the exact same person speaks with, let’s say, other participants of their crew. The effect of this improves team interaction.

Number Two: Both the brain and the heart each radiate an electromagnetic field which can be quantified a distance away from the body, although interestingly, the heart’s electromagnetic zone is significantly stronger.

Number Three: Measurement of the heart’s reach varies, and correlates with a person’s mental state;

Number Four: The heart can be engaged in ways that measurably counter the impact of bad feelings both within an individual as well as within those people who are near them, producing adjustments in both individuals and the teams they work within. This is referred to as ‘Bridging the Heart and Mind.’

Any individual involved in leading a team that is under pressure, or anybody needing to bring about change in a company, or seeking an easier way to achieve higher performance outcomes, will gain from a 1 day in depth leadership course called “Leading to Improve Performance & Well-being” The training day teaches practical methods that leaders performing in very competitive and demanding situations can use to impact well-being and group productivity.